Essendon Health and Wellness - Essendon Chiropractic Centre

Top 5 chiropractic myths busted

Chiropractic treatment has been proven to help millions of patients around the world suffering from back pain and other chronic conditions. Despite this, myths and scepticism still surround the viability of chiropractic science.

Myth 1: Chiropractors do not undergo proper, certified training
Becoming a chiropractor takes five years of intense university study, which encompasses a double bachelor's degree and more than 1,600 hours of clinical work.

First, aspiring chiropractors must complete a three-year Bachelor of Science degree, introducing them to human biological sciences and preliminary chiropractic units. Next, they’ll progress onto their second degree, a Bachelor of Clinical Chiropractic, which takes two more years. In this degree, students will learn how to recognise the signs and symptoms of various disorders, including joint and muscle abnormalities and related pain syndromes.

Murdoch is proud to offer the only fully accredited chiropractic course in WA. Accredited by the Council on Chiropractic Education Australasia (CCEA), our graduates are eligible for registration in Australia, New Zealand and many other parts of the world.

Myth 2: Chiropractors just crack backs
While chiropractic science is focused on spinal manipulation (also known as adjustment) chiropractors also have an in-depth understanding of how the spine and related structures, including soft tissue, are intrinsically connected to the body's function.

In addition to spinal manipulation or adjustment, chiropractors also treat patients through:

mobilisation, which is the gentle movement of the joint to increase its range of motion,
strengthening and conditioning exercises,
application of therapeutic modalities including heat/ice, electrotherapies, and various taping techniques as required by patients,
therapeutic stretching and massage,
activity and lifestyle modification advice, and
adjustment of other joints around the body, including ankles, shoulders, wrists, elbows.
Myth 3: Chiropractors are only useful for back pain
In addition to treating back and neck pain, chiropractors are also trained to help patients suffering from some types of headache and migraine, whiplash-related injuries, and musculoskeletal pain in the upper and lower limbs.

Chiropractors can also provide services such as postural testing and analysis, and help with nutritional and exercise advice.

Myth 4: There’s no proof chiropractic therapy works
While many people believe there’s no proof chiropractic therapy works, chiropractic treatment actually includes a variety of evidence-based treatments for musculoskeletal pain.

A 2018 review published in The Spine Journal references numerous studies spanning 17 years which involved spinal manipulation and mobilisation. The review found chiropractic methods were viable options for pain management for those suffering from chronic lower back pain.

In a study published by NCBI, 93 per cent of patients suffering from chronic whiplash syndrome improved following chiropractic treatment. Another study published by National Centre for Biotechnology (NCBI) sites preliminary evidence which suggests chiropractic spinal manipulative therapy is beneficial for patients with back-related leg pain.

In great news for those suffering from chronic headaches, a 2010 study published by NCBI concluded spinal manipulation is effective in treating both headaches and migraines.

Myth 5: Chiropractors are not regulated
Practicing chiropractors are vigorously regulated in Australia. The health profession is one of 14 regulated by the government via the Australian Health Practitioner Regulation Agency. Other professions include optometry, psychology, and dentistry.

Just like other medical professionals in Australia, chiropractors are required to register with their own body, the Chiropractic Board of Australia, and are subject to the standards, codes and guidelines established by this board.

Mother always said eat your greens, well here is why ?

Flavonol-rich foods may help lower disease risk, boost longevity
Diets rich in foods that contain a high amount of naturally occurring compounds called ‘flavonols’ are associated with a lower risk of death and disease.
Flavonols are natural compounds present in plant-based foods like fruits, vegetables, and tea leaves.
A new study shows that consuming a flavonol-rich diet is associated with a lower risk of all-cause mortality and mortality risk from certain chronic diseases.
Experts recommend increasing flavonol intake through a healthy and varied diet rather than relying on supplements.
Flavonols are a type of flavonoidTrusted Source, potent bioactive compounds found in almost all plant-based foods.

Previous researchTrusted Source suggests a flavonoid-rich diet may help keep blood vesselsTrusted Source healthy, balance cholesterol levels, reduce inflammation, and lower the risk of heart issues.

They may also play a role in preventing cancer by eliminating carcinogens from the body and stopping cancer cells from growing and spreading.

Now, a prospective cohort study has further emphasized the potential benefits of a flavonol-rich diet in reducing mortality risk.

The new study investigated the association between the intake of dietary flavonols — isorhamnetin, kaempferol, myricetin, and quercetin — and the risk of all-cause and disease-specific mortality in adults in the United States.

The findings are published in NatureTrusted Source.

Analyzing flavonol intake and mortality risk
In this study, researchers analyzed dietary flavonol intake data from three cycles of the National Health and Nutrition Examination Survey (NHANES)Trusted Source database, spanning 2007 to 2019.

NHANES participants were eligible to provide information regarding their food and beverage intake for two non-consecutive 24-hour periods. The present study excluded participants without dietary flavonol intake data or with incomplete demographic information.

A total of 11,679 participants, with an average age of 47, were evaluated for their flavonol intake and examined for disease-specific and all-cause mortality risk.

The researchers obtained data on dietary flavonol intake from the USDA Survey Food and Beverage Flavonoid Values, while they determined specific amounts of flavonols in each food item using the USDA Nutrient Data Laboratory. They used this comprehensive information then to calculate the estimated daily flavonol intake of participants.

To analyze mortality risk, researchers utilized the National Death IndexTrusted Source file and the 2019 Public Access Link mortality dataset, categorizing mortality according to specific causes, including cancer, cardiovascular diseases, diabetes, and Alzheimer’s disease.

The study followed participants from initial interview until death or end of study in December 2019, with a median follow-up of 7.8 years.

Participants were divided into subgroups according to various sociodemographic factors — including age, s*x, and poverty ratio — and disease history to assess the impact of flavonol intake.

The researchers used a multi-confounder-adjusted competing risks model to account for competing mortality risks.

Who is most likely to have a flavonol-rich diet?
The study found that the sociodemographic groups with the highest total flavonol intakes were:

males (55.84%)
younger (with only 2.15% being 80 years or older)
non-Hispanic white (74.6%)
married or living with a partner (67.95%)
individuals with at least a high school diploma (86.84%)
those living above the poverty line (89.63%)
alcohol consumers (92.80%)
individuals with a body mass index (BMI) between 18.5 to 30.0 (63.50%).
A significant portion had a history of diabetes (72.50%), hypertension (57.52%), hyperlipidemia (26.58%), and heart-related conditions (95.60%–97.53%).

Notably, every 10-year increase in age was associated with a significant increase in mortality risk. A BMI below 18.5 or a history of diseases were also significantly associated with a higher risk of all-cause mortality.

The data suggests that despite the highest intake of flavonol being predominantly among male and non-Hispanic white participants, being female or Mexican American was significantly related to a lower risk of mortality from all causes.

How flavonol intake may impact death and disease risk
After adjusting for health and sociodemographic factors, the analysis revealed significant associations between total and specific flavonol intake and mortality risks from various causes.

The highest intake of dietary flavonols reduced the risk of cancer-related mortality by 55%, cardiovascular disease mortality by 33%, and risk of death from other causes by 36%.

Comprehensive findings also highlighted specific flavonols, each contributing to substantial reductions in all-cause and disease-specific mortality risks.

Of note, the highest myricetin consumption exhibited a staggering 66% decrease in Alzheimer’s disease-specific mortality risk.

The researchers observed no significant correlation between dietary flavonol intake and mortality risk from diabetes.

The study results also revealed that the consumption of flavonols had a greater protective effect against all-cause mortality in those over 40 years old than in younger individuals.

These findings suggest diets rich in flavonols could significantly lower the risks of death from cancer, heart disease, Alzheimer’s disease, and other causes among U.S. adults, particularly in mature or aging populations.

What are the study’s limitations and takeaways?
The study’s findings on flavonol intake and mortality are limited by a partial dataset from the NHANES database and an estimation of flavonol intake that might not accurately reflect consumption over the study period.

Further research is needed to confirm the results, considering additional dietary factors such as total calorie intake and micronutrient supplement usage, which could influence the observed flavonol effects.

Medical News Today discussed this study with Dr. Thomas M. Holland, a physician-scientist at the RUSH Insitute for Healthy Aging, Rush University System for Health, not involved in the study.

He said: “[I]t is a little challenging to establish the dietary intake of flavonoids from 24-hour recalls instead of food frequency questionnaires that would provide a bit more robust data on typical food intake habits or behavior.”

However, he suggested that 24-hour recalls provide adequate data and that the study design and sample size were strengths.

The health benefits of flavonoids are well established, but this study is the first to thoroughly explore the relationship between dietary flavonol intake and cause-specific mortality in humans.

So, while it has its limitations, Dr. Holland explained, “[t]his study really moves the research that has been done over the last 15 years — particularly in the last 4 years —forward in a great way.”

“One notable aspect of the study is its detailed analysis of various types of flavonols, including total flavonol, isorhamnetin, kaempferol, myricetin, and quercetin,” added Michelle Routhenstein, RD, a registered dietitian who specializes in preventative cardiology nutrition at Entirely Nourished, and who was not involved in this study.

“By considering these specific flavonoid compounds, the study provides a nuanced understanding of how different components of flavonoid-rich diets may influence mortality risks,” she said.

Dr. Holland emphasized:

“The primary aspect here is that the data shows a reiteration that consumption of nutrient and [bioactive] rich foods in a healthier diet is associated with decreased risk of some of the most detrimental non-[communicable] diseaseTrusted Source processes that plague the world.”

Expert tips to increase dietary flavonol intake
To incorporate more health-promoting, flavonol-rich foodsTrusted Source, Dr. Holland suggested an overall shift to a healthier diet, such as the MIND diet or the Green Mediterranean diet.

“These diets stand as one of the preeminent ways we can safeguard cognitive health while also mitigating risks for Alzheimer’s dementia, all-cause mortality, cancer, and cardiovascular disease, given their robust flavonoid concentrations,” he explained.

Kiran Campbell, RDN, registered dietitian and owner of Kiran Campbell Nutrition, not involved in the study, agreed that a broader focus on diet is essential.

“StudiesTrusted Source suggest that the overall intake of fruits and vegetables provides more health benefits than focusing on a single plant compound like flavonoids,” she said.

According to Routhenstein and Campbell, for those looking to incorporate more flavonols into a healthy diet, some of the richest sources include:

tea: green and black tea
chocolate: dark chocolate or cocoa
legumes: chickpeas and soybeans
fruit: apples, grapes, cherries, citrus fruits
vegetables: red onion, artichokes, bell peppers
berries: black currants, cranberries, and other berries
herbs: dill, parsley, and oregano
dark leafy greens: spinach and kale
grains/pseudo-grains: buckwheat and quinoa
Are food sources of flavonols better than supplements?
In short, yes. Obtaining flavonols from whole foods is preferable to supplements.

While flavonoid levels are not concerning in the amounts found in foods, high-potency supplements can lead to excessive consumption and flavonoid toxicityTrusted Source.

FlavonoidsTrusted Source are often considered safe because they are natural, but supplements may exceed safe intake levels or interact with medications, leading to potential risks, warned Campbell.

Dr. Holland further suggested:

“[C]onsider incorporating whole fruits and vegetables into your diet and enjoying a cup of tea. If you decide to use supplements, it’s recommended to do so under the guidance of your primary care physician to help address any nutritional gaps you may have. This approach allows you to benefit from the diversity of quantity and quality of nutrients found in whole foods, including valuable bioactives like flavonols.”

Hope for improving longevity and disease outcomes
The study concludes that there is a significant link between the intake of dietary flavonols and mortality rates in U.S. adults.

The findings suggest that flavonol intake can help predict disease survival and that dietary modifications can be used to manage health risks.

In particular, flavonol intake may positively impact overall mortality rates and mortality rates specific to cancer, Alzheimer’s disease, and cardiovascular disease, reflecting flavonol’s potent anti-tumor, anti-inflammatory, and antioxidant effects.

Campbell explained that most chronic conditions begin to present during our later years, so individuals who have these conditions or are at a higher risk of developing them may find it encouraging to know that the protective factor against mortality was stronger for those over 40.

Dr. Holland agreed, concluding that although making changes earlier in life is ideal, “it’s never too early or too late to begin implementing healthy lifestyle adjustments, particularly concerning diet and physical activity.”

After seeing a male for a pre-employment exam weighing in at 177 kg I thought it be good to cardio vascular killers -pulmonary embolism

How Long Before a Pulmonary Embolism Turns Fatal
Timeline From Onset of Symptoms to Hospitalization

By Pamela Assid, DNP, RN
Published on December 16, 2022
Medically reviewed by Sanja Jelic, MD

A pulmonary embolism (PE) results from a blood clot lodged in the lungs. This clot usually originates from breaking off another clot elsewhere in the body, typically the legs.1 With rapid treatment, most people affected by pulmonary embolism can recover.
However, a pulmonary embolism is considered a life-threatening emergency because the clot blocks blood flow into the lungs, causing pressure on the heart's right ventricle (chamber), eventually leading to excessive heart strain and death.
This article reviews blood clot fatality, the formation and travel time of clots to the lungs, symptoms and risk factors of pulmonary embolism, and when to seek medical care.

Are Blood Clots Fatal?

Studies estimate the incidence of pulmonary embolism in the United States at 1 per 1,000 people per year, equating to 200,000 to 300,000 hospital admissions per year. It is estimated that as many as 30,000 to 50,000 Americans die yearly from PE.2
Because of variations in the severity of the clot blockage to the lung's blood vessels and the pressure exerted on the heart's right ventricle, health outcomes vary. However, the pulmonary embolism's impact on the heart's right ventricle function is the most common cause of pulmonary embolism death.3
For people with pulmonary embolism but no associated decrease in right ventricle function, estimates place mortality (death) at around 2%. People with PE causing increased stress on the heart's right ventricle have a greater than 15% mortality rate.3
Therefore, knowing the signs and symptoms of a pulmonary embolism and seeking rapid treatment is crucial to long-term survival.

Formation and Travel Time to Lungs

Pulmonary embolisms almost always begin as a distant clot in the arms or legs.4 Small pieces can break off and travel through the body's blood vessels as the distant clot grows. While smaller pieces might pass through the lungs without a problem, larger fragments of the clot can lodge in the lung's blood vessels and create a pulmonary embolism.5
The size of the distant clot piece that lodges in the lung and how quickly that lodged piece starts to grow in the lung's blood vessels will affect how quickly pulmonary embolism forms.

Identifying the Signs of a Pulmonary Embolism

People affected by pulmonary embolism can have different signs and symptoms. These may vary depending on the size of the PE, how much the lung is affected by lack of blood flow, and any underlying medical conditions, which can worsen PE formation.6
The most common symptoms of pulmonary embolism are:6
• Shortness of breath
• Chest pain that might worsen when breathing in
• Cough
• Leg or arm pain or swelling, which could be where the distant clot formed
• Pain in the upper back
• Excessive sweating
• Light-headedness, dizziness, or passing out
• A bluish tinge to lips or nails due to lack of properly oxygenated blood in the body's blood vessels

Risk Factors

Some risk factors associated with pulmonary embolism include:4
• Inactivity, such as during a long car or plane ride, can cause distant clots to form.
• Other medical conditions, like cancer or heart disease, can elevate the risk for PE.
• Smoking can cause blood vessel disease, leading to the formation of distant clots and elevating PE risk.
• Obesity is linked to medical conditions like heart disease or blood vessel disease, which can elevate PE risk.
• Supplemental estrogen from hormone replacement therapy or some birth control pills with higher estrogen levels is linked to a higher risk of blood clot formation and PE risk.
• Pregnancy can cause clots due to the weight and pressure the baby puts on veins in the pelvis. This can slow blood flow in the legs and cause distant clot formation.
• Inherited genetic conditions can elevate the risk of blood clot formation.

When to Seek Immediate Medical Attention

Identifying a distant clot before it turns into a pulmonary embolism offers the best option for optimal health and recovery. Symptoms of a distant clot in the arms or legs may include:5
• Pain
• Swelling
• Redness
• Localized warmth, usually around the area of swelling or redness
If a clot has moved to the lungs, there are different signs and symptoms to be aware of. If you're experiencing any of the below signs or symptoms, you should seek immediate medical attention:5
• Chest pain
• Shortness of breath
• The feeling of a racing heart (an increase in heart rate)
• Upper back pain
• Coughing, including coughing up pink or blood-tinged secretions

Summary
A pulmonary embolism, or blood clot in the lungs, usually forms when a distant clot—usually from the arms or legs—breaks off and travels to the lungs. A PE is a medical emergency, but with quick identification and treatment, most people can recover without compromising overall health and wellness.
If you're experiencing symptoms of a pulmonary embolism, such as chest pain, difficulty breathing, or upper back pain, you should seek immediate medical attention to determine whether a PE is present and receive prompt treatment.

With cancer appearing in my own family, reading this article was shocking

Can Biopsies Spread Cancer? What is the connection between biopsy and cancer? Biopsies involve the excision of tissue samples that help determine the presence of cancer. People

The more we learn the closer we get to prevention

Alzheimer's comes in at least 5 distinct forms, study reveals Knowing that Alzheimer's comes in at least five distinct forms could change the treatment landscape, the scientists behind the new study say.

This article explains why we actually get hungrier (and fatter) when we eat highly processed food ie junk food

Obesity: Study suggests fructose is the key cause of weight gain A new paper argues that fructose may be the unifying factor underlying several mechanisms that drive obesity

Well this is a breakthrough if its successful in humans

Multiple sclerosis: 'Inverse vaccine' may help reverse conditions Researchers say an "inverse vaccine" showed promise in reversing an autoimmune disease similar to multiple sclerosis in mice

Chitin -shells of prawns and crustaceans'- is very helpful in preventing obesity

Can dietary fiber from crustaceans and mushrooms promote weight loss? A lesser-known rich source of dietary fiber called chitin, found in crustaceans, insects, and mushrooms, may aid digestion and help promote weight loss, a study found.

Another difference in the physiology of males and females, that affects longevity

Longevity and nutrition: How do carbs, fats affect life expectancy? New research has found that men who eat too few carbohydrates daily may shorten their lifespan, while the same is true for women who consume insufficient quantities of dietary fat.

Alzheimer's and dementia are a worry for everybody, a non invasive early diagnosis tool like this could be very helpful

Alzheimer’s disease: Wearable headband could offer early detection In a recent study, researchers used a wearable EEG headband to measure specific brainwave patterns and their relationship during sleep, which could help early detection of Alzheimer's disease.

Changes to OHS regulations Australia wide include manditory reporting for bullying, aggressive behavior and Occ violence. Large fines apply
Psychosocial Regulations – Proposed Amendments and Overview


To address various psychosocial risks workers face, the Australian government has proposed amendments to the existing workplace health and safety laws.
In this guide, we will discuss the proposed changes, Psychosocial risks, and organisations supporting workers in detail.
Psychological Risks Faced by Workers:
Psychosocial risks refer to the potential harm to an employee’s psychological and social well-being caused by work-related factors such as job demands, job control, social support, and organizational culture. These risks are becoming increasingly important to businesses in Australia as they can impact employee productivity, health, and safety.
Workers come across a variety of psychological risks at workplaces. Some risks can be constant, while others might only be present sometimes.
• High and/or low job demands.
• Low job control. poor support. unclear roles.
• Poor organisational change management.
• Little reward and recognition.
• Poor organisational justice.
• Poor workplace relationships, including interpersonal conflict.
• Remote or isolated work.
• Poor environmental conditions.
• Traumatic events.
• Violence and aggression.
• Bullying.
• And harassment, including s*xual harassment.
A worker’s experience could travel backward or forwards on this continuum.
Experiences may include:
• Achieving psychological health is a state of well-being in which people can cope with everyday stresses, work productively, and give back to their community.
• Responding in a typical way to negative work events that do not constitute harm.
• Struggling with exposure to psychosocial hazards, where changes can be made to prevent harm.
• And experiencing a psychological injury where harm is obvious.
Proposed Amendment to Existing Psychosocial Regulations
There have been several developments in 2022-23 in the legislation and guidance material in Australia relating to psychological health and safety, including:
Western Australia:
The beginning of Work Health and Safety Act 2020 on March 31, 2022.
The commencement of the Code of Practice: Psychosocial Hazards in the Workplace on February 11, 2022.
Victoria:
The Occupational Health and Safety Amendment for Psychological Health Regulations (proposed) has been created by WorkSafe in response to the Victorian Government’s pledge to adopt legislation addressing psychological health in May 2021. WorkSafe is now reviewing submissions received and promising to amend the proposed regulations where appropriate.)
The new laws would reinforce the framework for occupational health and safety and acknowledge that risks to workers’ psychological wellness are just as destructive to their safety and well-being as physical risks are.
Additionally, they will provide employers with clearer instructions on their responsibilities to better safeguard employees from mental harm.
To ensure that all opinions and concerns were considered and understood, WorkSafe worked directly with key stakeholders during the development of the proposed regulations, including employee and employer representatives, industry experts, medical and allied professionals, legal professionals, and people with lived experience.
The proposed regulations and related Regulatory Impact Statement (RIS) were open for public comment. Participants included employers, employees, other interested parties, and members of the general public.
New WHS Regulations and Code of Practice
A healthy and safe workplace must include measures to prevent psychological injury.
The regulations and how to follow them are explained in a new model code of practice on managing psychosocial hazards at work, including concrete ways to control workplace threats to psychological health.
According to Safe Work Australia CEO Michelle Baxter, PCBUs have an affirmative commitment under work health and safety laws to make all practical efforts to reduce exposure to psychosocial risks and hazards.
A psychosocial hazard is anything that might have an adverse effect on your mental health at work.
They might be the outcome of rules, practices, or actions at work, such as bullying, harassment, discrimination, antagonism, and violence.
He asserted that workplace-related psychological problems and diseases had a negative impact on workers, their families, and enterprises.
Work-related psychological illnesses often need more time off from work, longer recovery times, and higher costs than physical injuries.
The number of claims for injuries and mental illness under workers’ compensation has exploded, and these claims are now quite expensive.
The Occupational Health and Safety Amendment (Psychosocial Health) Regulations (Vic) (proposed) shall be announced and brought into practice once approved by the Minister.
According to Victorian OHS rules, an employer is required to establish and maintain a working environment that is secure and free from dangers to employees’ health to the extent that doing so is reasonably feasible.
Psychosocial health has long been a part of the notion of employee health. Despite this, recent reports from the Productivity Commission’s Enquiry into Mental Health, Respect@Work: Sexual Harassment National Enquiry Report, Review of Model Work Health and Safety Laws, and the Royal Commission into Victoria’s Mental Health System all point to the need for improvement in how workplaces perceive and address psychological health.
The proposed Regulations aim to address this by:
1. Giving employers more precise instructions on their responsibilities to safeguard employees from mental damage.
2. Acknowledging that psychosocial risks are just as dangerous to employee safety as physical dangers.
Proposed New Changes to Psychosocial Regulations Explained
1. Requirement to Identify Psychological Hazards
The proposed Regulations require employers, so far as is reasonably practicable, to identify psychosocial hazards.
As per the proposed Regulation, the new definition of Psychosocial hazards is given below:
‘Any factor or factors in the work design, systems of work, management of work, carrying out of work or personal or work-related interactions that may arise in the working environment and may cause an employee to experience one or more negative psychological responses that create a risk to their health and safety.’
Bullying, s*xual harassment, aggression or violence, exposure to traumatic events or content, high or low job demands, low job control, poor support, poor organisational justice, unclear roles, poor environmental conditions, remote or isolated work, poor organisational change management, low recognition and reward, and poor workplace relationships are a few examples.
2. Control Health and safety Risks associated with Psychological Hazards
In accordance with the proposed Regulations, employers must also take all reasonable steps to reduce or eliminate any risk caused by a psychosocial hazard.
When eliminating such a risk is not reasonably possible, the employer must cut the risk by:
1. modifying the working environment, the plant, the work systems, the work design, or the management of the job; or
2. using information, training, or instruction; or
3. combination of both a and b.
Notably, the proposed Regulations go a step further by stipulating that an employer may only utilise the control measures in b) solely if none of the measures in a) are practically feasible. Additionally, the measures in clause (b) cannot be the main measure when a mixture of measures is utilised.
This demonstrates how much more pressure the new Regulations put on companies to transform the Workplace systemically to enhance psychological wellness.
3. Written prevention plans
An employer has to develop a documented preventive plan that identifies the risk, specifies controls to reduce the risk, and provides an implementation plan for any identified controls if they determine one or more of the psychosocial hazards listed below:
1. Violence or aggression.
2. Bullying.
3. Exposure to traumatic events or content.
4. High or stressful job demands, or
5. s*xual harassment.
4. Additional Reporting Scheme for Employers with more than 50 Employees
The proposed regulations outline two reporting periods—January 1 through June 30 (inclusive) of each calendar year and July 1 through December 31 (inclusive) of each calendar year.
Employers having more than 50 employees are required to submit a de-identified report to WorkSafe Victoria in 30 days from the end of each reporting period, detailing every reportable psychosocial complaint received by the employer during the reporting period.
5. Reportable Psychosocial Complaints
Problems, including aggressiveness or violence, bullying, or s*xual harassment, are considered reportable psychosocial problems.
The report must detail the working relationship between the parties engaged as well as the gender of those who were involved.
The information in the reports will be used by WorkSafe Victoria to identify potential threats to mental health and to persuade businesses to give workplace mental health needs a priority. No information from these studies appears to be made available to the public.
6. Penalties for Failure to Comply with Reporting Scheme
A punishment of more than $10,904 for a natural person and more than $54,522 for a corporate body will be imposed starting on September 1, 2023, for failing to submit a report to WorkSafe Victoria within 30 days of the end of each reporting period. In other words, there will be severe consequences if an employer doesn’t submit a report by January 30, 2024, for the time frame of July 2023 to December 2023.
A copy of the report must also be kept by employers for five years and be available for viewing upon request. A fine of up to $10,904 for a natural person and up to $54,522 for a corporate body may also be imposed for violating these rules.
7. Impact of the Amendment on Employers
Given that the Draught Regulations will shortly go into effect, we firmly encourage employers to:
1. Commence with identifying all present and prospective psychosocial hazards in the Workplace, reviewing current safeguards in place to reduce risks to health and safety from psychosocial hazards, and taking into account any reportable complaints about psychosocial hazards that have been made.
2. In accordance with section 35 of the Occupational Health and Safety Act 2004 (Vic), employers must:
(1) consult employees to identify hazards and control measures for those hazards;
(2) prepare written implementation plans for any identified control measures; and
(3) be ready to routinely review and assess psychosocial hazards in the Workplace and continuously implement any control measures.
8. Employees:
Employees must take reasonable care for their safety and health and the health and safety of others in the Workplace. They must also cooperate with their employer in relation to psychosocial risk management and report any hazards or incidents that may impact their psychological well-being.
Psychosocial Regulations – Crucial Laws and Policies
In Australia, psychosocial business regulations mainly revolve around promoting mental health and well-being in the Workplace. Key elements of these regulations include:
1. Work Health and Safety (WHS) laws:
These laws require employers to ensure their employees’ health, safety, and welfare by identifying and minimizing psychosocial hazards. They also mandate that businesses consult with employees on workplace health and safety matters.
2. Work Health and Safety Act 2011 (WHS Act):
The WHS Act is Australia’s primary legislation governing work health and safety. It requires employers to identify and manage workplace hazards, including psychosocial risks, to ensure the health and safety of workers.
3. Safe Work Australia:
Safe Work Australia is responsible for improving work health and safety across Australia. It provides guidance and resources to businesses on managing psychosocial risks in the Workplace. Its standard guide provides best practice information on managing psychological hazards through risk assessments, intervention strategies, and monitoring processes.
4. National Code of Practice for the Prevention of Mental Health Problems in the Workplace:
The National Code of Practice provides guidance on identifying, assessing, and controlling psychosocial hazards in the Workplace. It includes recommendations on implementing workplace policies and practices that promote mental health and prevent mental illness.
5. Fair Work Act 2009:
This federal legislation outlines rules about workplace discrimination, bullying, and harassment. Employers are required to take necessary measures to prevent such behaviour at work.
6. Disability Discrimination Act 1992:
This act prohibits discrimination against individuals having disabilities, including mental health conditions. Businesses must make reasonable adjustments to accommodate employees with disabilities.
7. The National Employment Standards (NES):
This set of minimum standards for Australian workplaces includes provisions for flexible working arrangements and personal leave, ensuring that employees have adequate support for managing their mental health.
8. Mental Health First Aid Training:
Many Australian businesses provide their employees with mental health first aid training as a proactive approach to enhancing workplace mental health.
Businesses in Australia need to be aware of these psychological regulations and implement appropriate strategies to ensure a mentally healthy work environment for all employees.
Organisations promoting Psychosocial Risk Management
Several organizations are involved in promoting psychosocial risk management in Australia. These include:
1. Safe Work Australia:
Safe Work Australia provides guidance and resources to businesses on identifying and managing psychosocial risks in the Workplace. This includes the National Code of Practice for Preventing Mental Health Problems in the Workplace.
2. Heads Up:
Heads Up is a joint Mentally Healthy Workplace Alliance and Beyond Blue initiative. It provides resources and tools to help businesses build mentally healthy workplaces and manage psychosocial risks.
3. Black Dog Institute:
The Black Dog Institute is a mental health research institute that provides training and resources on workplace mental health to businesses and organizations.
4. Australian Human Resources Institute (AHRI):
The AHRI is the professional body for human resource practitioners in Australia. It guides and supports businesses in managing psychosocial risks in the Workplace.
Psychosocial Risk Assessment Tools:
Several psychosocial risk assessment tools are available to help businesses identify and manage workplace psychosocial risks. These include the Australian Workplace Psychological Safety Survey, the Health and Safety Executive Stress Management Standards, and the Work PositiveCI toolkit.
Workplace Mental Health Training:
Many training programs are available to help businesses and their employees manage Workplace psychosocial risks. These include programs provided by Heads Up, Black Dog Institute, and the AHRI.

Psychosocial Regulations – Proposed Amendments and Overview


To address various psychosocial risks workers face, the Australian government has proposed amendments to the existing workplace health and safety laws.
In this guide, we will discuss the proposed changes, Psychosocial risks, and organisations supporting workers in detail.
Psychological Risks Faced by Workers:
Psychosocial risks refer to the potential harm to an employee’s psychological and social well-being caused by work-related factors such as job demands, job control, social support, and organizational culture. These risks are becoming increasingly important to businesses in Australia as they can impact employee productivity, health, and safety.
Workers come across a variety of psychological risks at workplaces. Some risks can be constant, while others might only be present sometimes.
• High and/or low job demands.
• Low job control. poor support. unclear roles.
• Poor organisational change management.
• Little reward and recognition.
• Poor organisational justice.
• Poor workplace relationships, including interpersonal conflict.
• Remote or isolated work.
• Poor environmental conditions.
• Traumatic events.
• Violence and aggression.
• Bullying.
• And harassment, including s*xual harassment.
A worker’s experience could travel backward or forwards on this continuum.
Experiences may include:
• Achieving psychological health is a state of well-being in which people can cope with everyday stresses, work productively, and give back to their community.
• Responding in a typical way to negative work events that do not constitute harm.
• Struggling with exposure to psychosocial hazards, where changes can be made to prevent harm.
• And experiencing a psychological injury where harm is obvious.
Proposed Amendment to Existing Psychosocial Regulations
There have been several developments in 2022-23 in the legislation and guidance material in Australia relating to psychological health and safety, including:
Western Australia:
The beginning of Work Health and Safety Act 2020 on March 31, 2022.
The commencement of the Code of Practice: Psychosocial Hazards in the Workplace on February 11, 2022.
Victoria:
The Occupational Health and Safety Amendment for Psychological Health Regulations (proposed) has been created by WorkSafe in response to the Victorian Government’s pledge to adopt legislation addressing psychological health in May 2021. WorkSafe is now reviewing submissions received and promising to amend the proposed regulations where appropriate.)
The new laws would reinforce the framework for occupational health and safety and acknowledge that risks to workers’ psychological wellness are just as destructive to their safety and well-being as physical risks are.
Additionally, they will provide employers with clearer instructions on their responsibilities to better safeguard employees from mental harm.
To ensure that all opinions and concerns were considered and understood, WorkSafe worked directly with key stakeholders during the development of the proposed regulations, including employee and employer representatives, industry experts, medical and allied professionals, legal professionals, and people with lived experience.
The proposed regulations and related Regulatory Impact Statement (RIS) were open for public comment. Participants included employers, employees, other interested parties, and members of the general public.
New WHS Regulations and Code of Practice
A healthy and safe workplace must include measures to prevent psychological injury.
The regulations and how to follow them are explained in a new model code of practice on managing psychosocial hazards at work, including concrete ways to control workplace threats to psychological health.
According to Safe Work Australia CEO Michelle Baxter, PCBUs have an affirmative commitment under work health and safety laws to make all practical efforts to reduce exposure to psychosocial risks and hazards.
A psychosocial hazard is anything that might have an adverse effect on your mental health at work.
They might be the outcome of rules, practices, or actions at work, such as bullying, harassment, discrimination, antagonism, and violence.
He asserted that workplace-related psychological problems and diseases had a negative impact on workers, their families, and enterprises.
Work-related psychological illnesses often need more time off from work, longer recovery times, and higher costs than physical injuries.
The number of claims for injuries and mental illness under workers’ compensation has exploded, and these claims are now quite expensive.
The Occupational Health and Safety Amendment (Psychosocial Health) Regulations (Vic) (proposed) shall be announced and brought into practice once approved by the Minister.
According to Victorian OHS rules, an employer is required to establish and maintain a working environment that is secure and free from dangers to employees’ health to the extent that doing so is reasonably feasible.
Psychosocial health has long been a part of the notion of employee health. Despite this, recent reports from the Productivity Commission’s Enquiry into Mental Health, Respect@Work: Sexual Harassment National Enquiry Report, Review of Model Work Health and Safety Laws, and the Royal Commission into Victoria’s Mental Health System all point to the need for improvement in how workplaces perceive and address psychological health.
The proposed Regulations aim to address this by:
1. Giving employers more precise instructions on their responsibilities to safeguard employees from mental damage.
2. Acknowledging that psychosocial risks are just as dangerous to employee safety as physical dangers.
Proposed New Changes to Psychosocial Regulations Explained
1. Requirement to Identify Psychological Hazards
The proposed Regulations require employers, so far as is reasonably practicable, to identify psychosocial hazards.
As per the proposed Regulation, the new definition of Psychosocial hazards is given below:
‘Any factor or factors in the work design, systems of work, management of work, carrying out of work or personal or work-related interactions that may arise in the working environment and may cause an employee to experience one or more negative psychological responses that create a risk to their health and safety.’
Bullying, s*xual harassment, aggression or violence, exposure to traumatic events or content, high or low job demands, low job control, poor support, poor organisational justice, unclear roles, poor environmental conditions, remote or isolated work, poor organisational change management, low recognition and reward, and poor workplace relationships are a few examples.
2. Control Health and safety Risks associated with Psychological Hazards
In accordance with the proposed Regulations, employers must also take all reasonable steps to reduce or eliminate any risk caused by a psychosocial hazard.
When eliminating such a risk is not reasonably possible, the employer must cut the risk by:
1. modifying the working environment, the plant, the work systems, the work design, or the management of the job; or
2. using information, training, or instruction; or
3. combination of both a and b.
Notably, the proposed Regulations go a step further by stipulating that an employer may only utilise the control measures in b) solely if none of the measures in a) are practically feasible. Additionally, the measures in clause (b) cannot be the main measure when a mixture of measures is utilised.
This demonstrates how much more pressure the new Regulations put on companies to transform the Workplace systemically to enhance psychological wellness.
3. Written prevention plans
An employer has to develop a documented preventive plan that identifies the risk, specifies controls to reduce the risk, and provides an implementation plan for any identified controls if they determine one or more of the psychosocial hazards listed below:
1. Violence or aggression.
2. Bullying.
3. Exposure to traumatic events or content.
4. High or stressful job demands, or
5. s*xual harassment.
4. Additional Reporting Scheme for Employers with more than 50 Employees
The proposed regulations outline two reporting periods—January 1 through June 30 (inclusive) of each calendar year and July 1 through December 31 (inclusive) of each calendar year.
Employers having more than 50 employees are required to submit a de-identified report to WorkSafe Victoria in 30 days from the end of each reporting period, detailing every reportable psychosocial complaint received by the employer during the reporting period.
5. Reportable Psychosocial Complaints
Problems, including aggressiveness or violence, bullying, or s*xual harassment, are considered reportable psychosocial problems.
The report must detail the working relationship between the parties engaged as well as the gender of those who were involved.
The information in the reports will be used by WorkSafe Victoria to identify potential threats to mental health and to persuade businesses to give workplace mental health needs a priority. No information from these studies appears to be made available to the public.
6. Penalties for Failure to Comply with Reporting Scheme
A punishment of more than $10,904 for a natural person and more than $54,522 for a corporate body will be imposed starting on September 1, 2023, for failing to submit a report to WorkSafe Victoria within 30 days of the end of each reporting period. In other words, there will be severe consequences if an employer doesn’t submit a report by January 30, 2024, for the time frame of July 2023 to December 2023.
A copy of the report must also be kept by employers for five years and be available for viewing upon request. A fine of up to $10,904 for a natural person and up to $54,522 for a corporate body may also be imposed for violating these rules.
7. Impact of the Amendment on Employers
Given that the Draught Regulations will shortly go into effect, we firmly encourage employers to:
1. Commence with identifying all present and prospective psychosocial hazards in the Workplace, reviewing current safeguards in place to reduce risks to health and safety from psychosocial hazards, and taking into account any reportable complaints about psychosocial hazards that have been made.
2. In accordance with section 35 of the Occupational Health and Safety Act 2004 (Vic), employers must:
(1) consult employees to identify hazards and control measures for those hazards;
(2) prepare written implementation plans for any identified control measures; and
(3) be ready to routinely review and assess psychosocial hazards in the Workplace and continuously implement any control measures.
8. Employees:
Employees must take reasonable care for their safety and health and the health and safety of others in the Workplace. They must also cooperate with their employer in relation to psychosocial risk management and report any hazards or incidents that may impact their psychological well-being.
Psychosocial Regulations – Crucial Laws and Policies
In Australia, psychosocial business regulations mainly revolve around promoting mental health and well-being in the Workplace. Key elements of these regulations include:
1. Work Health and Safety (WHS) laws:
These laws require employers to ensure their employees’ health, safety, and welfare by identifying and minimizing psychosocial hazards. They also mandate that businesses consult with employees on workplace health and safety matters.
2. Work Health and Safety Act 2011 (WHS Act):
The WHS Act is Australia’s primary legislation governing work health and safety. It requires employers to identify and manage workplace hazards, including psychosocial risks, to ensure the health and safety of workers.
3. Safe Work Australia:
Safe Work Australia is responsible for improving work health and safety across Australia. It provides guidance and resources to businesses on managing psychosocial risks in the Workplace. Its standard guide provides best practice information on managing psychological hazards through risk assessments, intervention strategies, and monitoring processes.
4. National Code of Practice for the Prevention of Mental Health Problems in the Workplace:
The National Code of Practice provides guidance on identifying, assessing, and controlling psychosocial hazards in the Workplace. It includes recommendations on implementing workplace policies and practices that promote mental health and prevent mental illness.
5. Fair Work Act 2009:
This federal legislation outlines rules about workplace discrimination, bullying, and harassment. Employers are required to take necessary measures to prevent such behaviour at work.
6. Disability Discrimination Act 1992:
This act prohibits discrimination against individuals having disabilities, including mental health conditions. Businesses must make reasonable adjustments to accommodate employees with disabilities.
7. The National Employment Standards (NES):
This set of minimum standards for Australian workplaces includes provisions for flexible working arrangements and personal leave, ensuring that employees have adequate support for managing their mental health.
8. Mental Health First Aid Training:
Many Australian businesses provide their employees with mental health first aid training as a proactive approach to enhancing workplace mental health.
Businesses in Australia need to be aware of these psychological regulations and implement appropriate strategies to ensure a mentally healthy work environment for all employees.
Organisations promoting Psychosocial Risk Management
Several organizations are involved in promoting psychosocial risk management in Australia. These include:
1. Safe Work Australia:
Safe Work Australia provides guidance and resources to businesses on identifying and managing psychosocial risks in the Workplace. This includes the National Code of Practice for Preventing Mental Health Problems in the Workplace.
2. Heads Up:
Heads Up is a joint Mentally Healthy Workplace Alliance and Beyond Blue initiative. It provides resources and tools to help businesses build mentally healthy workplaces and manage psychosocial risks.
3. Black Dog Institute:
The Black Dog Institute is a mental health research institute that provides training and resources on workplace mental health to businesses and organizations.
4. Australian Human Resources Institute (AHRI):
The AHRI is the professional body for human resource practitioners in Australia. It guides and supports businesses in managing psychosocial risks in the Workplace.
Psychosocial Risk Assessment Tools:
Several psychosocial risk assessment tools are available to help businesses identify and manage workplace psychosocial risks. These include the Australian Workplace Psychological Safety Survey, the Health and Safety Executive Stress Management Standards, and the Work PositiveCI toolkit.
Workplace Mental Health Training:
Many training programs are available to help businesses and their employees manage Workplace psychosocial risks. These include programs provided by Heads Up, Black Dog Institute, and the AHRI.