Why Victoria’s new regulations are a turning point for culture and brand
“At Dovetail Brand Engagement, we see psychological safety as more than just a wellbeing initiative - it’s a defining factor in how people experience, engage with, and trust a brand,” says Director of HR & Events, Jackie Gordon.
In this article, we look at what Victoria’s new Psychological Health Regulations mean for businesses, and why taking a strategic, system-focused approach is essential for both compliance and culture.
But first, some notes on psychological safety
Psychological safety is the state of wellbeing where employees can perform, recover, and engage safely without fear of harm or reprisal.
From 1 December 2025, Victoria’s regulations make it a legal requirement for employers to manage psychosocial hazards in the same way they manage physical safety. Failing to do so is no longer just a risk to staff, it is a potential breach of occupational health and safety law, with fines or even criminal penalties. This has already been legislated in most States.
Psychosocial hazards can include:
- Work design issues: high workloads, low autonomy, unclear roles
- Management gaps: poor recognition, inadequate support, inconsistent decision-making
- Interpersonal challenges: bullying, harassment, aggression, or poor workplace relationships
These risks often stack - for instance, high demands combined with low support can dramatically increase the potential for harm.
Why a systemic approach matters
Compliance is about more than policies. Organisations need to focus on fixing the system, not just treating symptoms.
This means:
- Reviewing policies and procedures to identify hazards
- Consulting employees and health & safety representatives to understand where risks are concentrated
- Applying the hierarchy of controls, prioritising elimination or reduction of hazards at their source
- Reinforcing safe practices through leadership accountability and consistent culture-building
At Dovetail Brand Engagement, we guide organisations through structured reviews and plans that meet regulatory standards while reflecting brand values. This ensures psychological safety becomes a visible, lived experience, rather than just a compliance checkbox.
Taking action now
With the regulations now in effect, organisations need to start reviewing their systems straight away. Completing audits, consulting staff, and documenting prevention plans now will not only ensure compliance but also support stronger engagement, trust, and wellbeing across the workforce.
"Compliance is just the baseline,” says Jackie.
Psychological safety is also an opportunity to strengthen culture and reinforce trust, which ultimately reflects on your brand internally and externally.
Get in touch to start your psychological safety review and prepare your organisation for the new regulations.
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