Across Australia, employers are now required to take a far more proactive approach to managing psychosocial hazards at work. Compliance is no longer limited to having a policy on the intranet, it requires practical systems that help identify risks early, provide safe reporting pathways, and promote psychologically safe workplaces.
One effective (yet often under‑utilised) tool in meeting these obligations is the nomination and training of Respect and Fair Treatment Officers (also referred to sometimes as Grievance Officers, or Contact Officers) throughout the organisation.
Managing Psychosocial hazards is about prevention, not just incident management
Psychosocial hazards include factors such as bullying, harassment, discrimination, sexual harassment, violence and aggression, exposure to traumatic events, and conflict or poor workplace relationships and interactions. While many organisations respond to such matters once an issue escalates into a formal complaint, the legislation expects employers to take active steps to prevent harm wherever reasonably practicable.
Prevention depends on:
- Early identification of issues
- Employees feeling safe to speak up
- Clear pathways for support and escalation
Without trusted, visible points of contact across the workplace, these expectations are difficult to meet in practice.
Where Respect and Fair Treatment Officers fit into compliance
Nominated Respect and Fair Treatment Officers play a vital role in translating psychosocial risk obligations into day‑to‑day reality. They act as an accessible, informal first point of contact for employees who may be unsure how to raise concerns or who are feeling anxious about speaking up and not yet ready to make a formal report.
Importantly, Respect and Fair Treatment Officers:
- Do not investigate issues
- Do not make findings
- Do not replace HR or managers
Instead, they provide information, support and guidance, helping employees understand their options, workplace policies, and available support pathways.
This function directly aligns with psychosocial hazards frameworks, which emphasise:
- Early intervention
- Safe reporting mechanisms
- Supportive workplace relationships
- Clear, consistent processes
Why relying on “HR only” is no longer enough
Having trained Respect and Fair Treatment Officers across different teams, roles and locations increases accessibility and promotes psychological safety. Employees are more likely to speak up early when support feels local, informal and approachable.
Training is essential – good intentions aren’t enough
Simply nominating Respect and Fair Treatment Officers without training can create risk rather than reduce it. Without a clear understanding of boundaries, confidentiality, and trauma‑informed responses, well‑meaning employees may inadvertently:
- Say the wrong thing
- Give advice they shouldn’t
- Promise outcomes that aren’t possible
- Escalate matters incorrectly
This is where structured, consistent training becomes critical.
Perks People Solutions Respect and Fair Treatment Officer Training
Our training is designed to ensure Respect and Fair Treatment Officers are set up for success in this critical role and covers:
- The role and limitations of a Respect and Fair Treatment Officer
- How to respond appropriately to disclosures
- Maintaining confidentiality and managing boundaries
- Supporting employees without investigating or solving the issue
- Guiding employees to appropriate internal and external pathways
A visible sign of commitment to psychological safety
From a compliance and cultural perspective, trained Respect and Fair Treatment Officers send a powerful message in the workplace encouraging people to speak up and making it safe and supportive to do so.
This visibility strengthens trust, supports early resolution of issues, and helps organisations move from reactive case management to preventative psychosocial risk control.
Building safer workplaces through capability, not just policy
Psychosocial hazards compliance is not achieved through documentation alone. It relies on people, how they listen, respond and guide others during moments of vulnerability.
By investing in trained Respect and Fair Treatment Officers across the workplace, organisations strengthen both their legal compliance and further build a culture of psychological safety.
To learn more or register for our upcoming Public Respect and Fair Treatment Officer training, please email us at info@ppsconsulting.com.au.
The training will be facilitated online on Wednesday, 17th June 2026 at 9:30am – 1:30pm.
Collette brings over 20 years of professional experience in business and human resources across Australia, with over 10 years served in strategic HR leadership positions. With experience in a diverse range of industries, including aged care, hospitality, health, and state & local government, Collette is a results-focused, pragmatic, creative and strategic thinker who thrives on finding effective solutions to problems and identifying areas for opportunity.
Collette is passionate about organisational development and has a track record of the successful implementation of a number of organisational development activities throughout her career thus far, including workforce design, culture & engagement strategies, leadership & mentoring programs and talent management frameworks and programs. She has developed, implemented and facilitated a number of training solutions and is a qualified trainer and assessor.
From leading her own teams, Collette has hands-on experience in understanding the challenges that come with leadership and greatly enjoys coaching leaders in how to get the most from their people.
As a champion for diversity and inclusion, Collette has experience in developing gender equity, diversity and inclusion strategy and initiatives and providing leadership to a reconciliation action plan.