Victoria’s NEW OHS Regulations related to Crystalline Silica

Health & Safety

Why do we need a WHS strategy?

The Australian government has introduced a 10-year strategy to outline a national vision for workplace health and safety (WHS). Called the Australian Work Health and Safety Strategy 2023-2033 it is a national framework for improving work health and safety over the next 10 years. Why do we need a national WHS strategy? Do all businesses need one? Some of the goals of the strategy include: Reducing workplace fatalities from traumatic injuries by at least 30% Reducing the frequency of serious claims resulting in one or more weeks off at work of at least 20% Reducing the frequency of permanent impairment by 15% Reducing overall incidence of work-related injury or illness among workers to below 3.5% No new cases of accelerated silicosis by 2023 Reduce the frequency of work-related respiratory disease by 20%* Why do we need a WHS strategy? ***A WHS strategy is a necessity as data has consistently shown about the severe impact of work-related injuries and illnesses. A clear and concise WHS strategy saves cost, prevents injuries, and ensures happy and engaged employees. ***While a national WHS strategy will help integrate all businesses and simplify high level agenda, you need to craft a tailored strategy for your business and your needs that can ensure employee safety. In this blog, we look at the WHS data, the industries it impacts, how small businesses are struggling with WHS, and what they need to do to protect their staff and their businesses. WHS Data Work-related injuries and illnesses have been a cause of concern for employees and employers. While data has revealed that fatal and serious injuries at work have declined over the last decade, Australian workers are still facing ongoing challenges to their health and safety. Safe Work Australia has reported that 169 workers were fatally injured at work in 2021 and there were 130,195 serious claims for work-related injury and disease. The most common causes of workplace injuries are: Body stressing Falls, trips, and slips of a person Being hit by moving objects Hitting objects with a part of the body Vehicle incidents Heat, electricity, and other environmental factors Chemicals and other substances Simultaneously, psychological injuries are rising among employees and workers. In 2021, 9.3% of all serious claims were due to mental health conditions. Workplace mental health conditions are also one of the costliest forms of workplace injury. Safe Work data has suggested that mental health conditions lead to significantly more time off work and higher compensation paid when compared to physical injuries and diseases. The most common causes of workplace psychological injuries are: Work pressure Harassment and bullying Occupational violence Other mental stress factors WHS across industries According to research completed by Safe Work, 70% of fatalities and 58% of serious worker’s compensation claims occur in just six industries: Agriculture Construction Road transport Manufacturing Health care and social assistance Public administration and safety The inherent nature of these industries and their work makes them risky to navigate without implementing effective health and safety measures. Small business and WHS Small businesses make up 97% of all Australian businesses and employ nearly 4.7 million workers. These businesses also make up a significant number of industries where workers suffer high rates of injury. Due to their size, small business owners have fewer resources dedicated to keeping up with WHS requirements and understanding obligations. They end up relying on one size fits all approaches which may fall short when working with diverse age groups and ranges of workers. It is essential to note that culturally and linguistically diverse (CALD) and migrant workers are over-represented in high-risk industries and occupations such as health care and social assistance sectors. If you are a small business owner, you may also be struggling with the new nature of work and a rapidly shifting workforce. The number of older workers in the labour force is set to increase as the Australian population starts to skew towards older age groups. Labour shortages, rising costs of living, and complex supply chains are just some other challenges causing small business owners to feel overwhelmed and stressed. These challenges are creating roadblocks for small business owners to focus on ensuring integrated WHS policies and procedures. Managing WHS risks does not need to be costly or complicated. Developing a WHS strategy Employers and business owners should comply with their obligations and commit to improving WHS efforts. Your employees trust you to look after them and you should be invested in taking ownership of their health and safety. For developing an effective WHS strategy, there are steps you need to take: Implement good WHS practices- Have a workplace health and safety policy. A workplace health and safety policy will list out potential challenges and things to watch out for your employees. You can produce information that is relevant, digestible, and targeted for your business and employees. Sounds too complicated? Did you know that Peninsula offers workplace health and safety policy templates for small business owners and employers? You can find resources for your business here. Collaborate with WHS experts- As a small business owner or employer you may be time poor, having to manage everything on your own. It can get overwhelming keeping up with all your obligations and duties. Sometimes it’s best to leave things to the experts. It is possible to collaborate with workplace health and safety experts who can handle everything for you. They can help show you best practice and implement necessary approaches and even draft a WHS strategy. Keep up with WHS knowledge- Things are constantly changing and evolving in WHS. What are the latest laws around psychosocial hazards? Are you responsible if an employee gets harassed at work? There are so many things that you need to be aware of. An easy way to keep up with WHS knowledge is read information and resources tailored for business owners. Build better businesses with Peninsula A common mistake several business owners end up making is they don’t think they need a WHS policy until something bad happens. By then, you run the risk of it being too late and too costly for your business. Better businesses are built when employers are proactive and think of the long-term picture and approach instead of being short-sighted. Peninsula handles thousands of calls from business owners like you, needing answers and support about WHS. Our 24/7 advice line is free of cost for all Australian business owners. Call 1300 761 935 today to get all your questions answered.

Health & Safety

Why First Aid Is Important In The Workplace

What is the legal requirement for first aid at work? Every workplace is different, which means the first aid requirements will vary depending on the type of business, the size, the location and the number of employees. Workplaces must have arrangements in place, which are tailored to their specific circumstances. Accidents can occur in all workplaces regardless of the industry, however being prepared and knowing how to minimise potential risk can help prevent an incident and/or reoccurring accidents. A workplace must provide, as far as is reasonably practicable, a safe working environment for all employees. This includes having first aid kits and suitably trained first aid officers. How many first aid kits should a workplace have? All employees must be able to easily access a first aid kit. The quantity of first aid kits depends on the size of the workplace and risk level. A high risk workplace is one where employees are exposed to hazards which could result in serious injury or illness. For example, employees who frequently use hazardous machinery, work from heights, work in confined spaces or work in or around extreme temperatures. A low risk workplace is one where employees are not exposed to hazards that could result in serious injury or illnesses. A low risk workplace requirement one first aid kit for every 10 to 50 employees one additional kit is required for every additional 50 employees up to 200 after 200, one additional kit is required for every additional 100 employees A higher risk workplaces requirement one first aid kit for up to 25 employees two kits for up to 50 employees. more than 50 employees, one additional kit is required for every additional 50 employees If there are no medical services readily available, then at least one first aid kit is required for every 25 employees. Employees who work alone or in remote locations must have easy access to a first aid kit. What should be in a first aid kit in the workplace? Whilst the contents of first aid kits may vary across different workplaces, each first aid kit should always include the basic equipment for administering first aid to injuries. The exact contents should be based on your specific risk assessment conducted for your workplace. A first aider who has had the adequate training (refer to the next section for information on what constitutes adequate training) should be nominated to maintain the first aid kit. The first aid kit should be easily identifiable and made from material which will protect its contents from dust, moisture and contamination. What is a first aider? A first aider is the term used to describe a person who has completed a nationally accredited training course that has taught them how to administer first aid. First aiders should attend training on an annual basis, in order to keep up to date on accurate processes and procedures. Depending on the type of workplace, some first aiders may need to undertake training in order to respond to specific hazards within their workplace. First aiders should also maintain accurate and up to date records, which includes a record of any first aid given. If you have any questions relating to first aid in your business, contact Peninsula today on 1300 761 935.

Health & Safety

Planning an End-of-Year Work Party? Here's Some WHS Tips to Keep in Mind

As many business owners focus on completing tasks before closing for the holiday break, employees are focussed on enjoying some well-earned time off. But before you turn off the lights and lock the door until the new year, if you’re an employer planning an end-of-year celebration for your employees, there are a number of health and safety obligations you need to consider before festivities get underway. Hosting a safe holiday party When holding an end of year party, it’s important to remember as an employer, a work function is still considered part of your workplace. Even if it’s held at another location and outside normal working hours. This means you’re still responsible for the health and safety of attending employees and guests, including ensuring everyone gets home safely after celebrations have ended. Work functions can be notorious for an increased chance of safety-related incidents, both at the function venue and when leaving at the end of the party. Especially when descending stairs. You should conduct a risk assessment of the venue and ensure it enforces responsible service of alcohol. This is especially important if the party is being held outdoors or in venues where accessibility may be difficult or unusual, such as on a boat. If you’re hosting the party in your workplace, a risk assessment should still be undertaken. Move computers and electronic equipment away from areas where they could be damaged if a drink is accidentally spilled. It’s also a good idea to delegate a supervisor to be the contact person for caterers, monitor employee behaviour, and to manage any issues that may arise. It’s party time Long before the party gets underway you should provide a clear outline of expectations at the party. This includes start and finish times, professional, respectful behaviour, and responsible alcohol consumption. It’s also a good time to remind all employees of your company’s drug policy. Prior to any work-related event you should: Ask about any dietary requirements or allergies. Remind staff about social media use at the party. This can help ensure inappropriate photos and comments are not posted online. Suggest a dress code to keep things professional and appropriate. Depending on where your party is being held this could include appropriate footwear. Consider putting a time limit on the start and end of drinks service. Many business owners choose to stop serving alcohol 30 minutes before the end of the function. Ensuring employees get home safely following festivities can also be your responsibility as an employer. You may want to consider paying for taxis, ride shares, offering travel vouchers or a venue close to public transport options. You don’t have to go home but you can’t stay here. Specify if any employees choose to go to another venue and continue any ‘after party’ it is in their own time and it’s not employer endorsed. Let them know they are responsible for their own safety and getting home safely. Misconduct and behaviour at social events. Stay off the naughty list While the objective of an end of year function is for everyone to enjoy themselves, it’s vital should any misconduct reported, it is taken seriously, handled quickly and delt with appropriately. If a grievance or allegation of serious misconduct including violence or sexual harassment is raised following a function, it must be investigated properly and a fair process followed in the interests of the complainant and the alleged. Keep detailed and accurate records of meetings with the employee and the alleged perpetrator. These enable you to demonstrate correct procedures had been followed and the reasons behind taking disciplinary action or termination decision. This can assist to avoid or defend an unfair dismissal claim. The challenge of absenteeism Coming into the holiday season many employers often see a higher level of unplanned employee absenteeism. This can result in increased workloads for other employees and lead to physical and mental health issues, fatigue, and stress. Overworked employees are more likely to make errors, potentially leading to accidents and injury. The financial impact and lost productivity from high absenteeism rates can also affect team morale. Monitoring absenteeism patterns can help identify underlying issues to be addressed. If you’re a business owner and planning an end-of-year celebration for your employees and are unsure about WHS policies and procedures, speak to one of the expert Peninsula team today. This article is for general information purposes only and does not constitute as business or legal advice and should not be relied upon as such. It does not take into consideration your specific business, industry or circumstances. You should seek legal or other professional advice regarding matters as they relate to you or your business. To the maximum extent permitted by law, Peninsula Group disclaim all liability for any errors or omissions contained in this information or any failure to update or correct this information. It is your responsibility to assess and verify the accuracy, completeness, and reliability of the information in this article.

Health & Safety

Top 8 Health and Safety Myths Busted Across Industries

Health and safety is critical in every workplace across all industry sectors, but it's often clouded by persistent myths. These beliefs can lead to complacency, misconceptions, inadequate protective measures, and, ultimately, serious injuries or fatalities. Regardless of whether you work on a busy construction site, a bustling hospitality kitchen, an office space, or a demanding healthcare facility, debunking these top 8 myths is essential for creating a safe work environment. Myth 1: Accidents are part of the job This comes in at number one because it’s perhaps the most dangerous myth. The belief accidents are inevitable in high-risk industries like construction, manufacturing, and farming can create a culture of acceptance over prevention. The majority of workplace incidents are preventable. They are typically caused by identifiable hazards, poor training, unsafe procedures, or management failures. In farming, the high incidence of quad bike and tractor-related fatalities is often due to a lack of rollover protection, inadequate training, or maintenance issues. All these are controllable factors. A proactive approach, including regular risk assessments regular training updates, and safety drills, is key to moving from a reactive mindset to a preventative safety culture. Myth 2: Health and safety only applies to high-risk industries There’s a perception serious health and safety risks are only relevant for industries like mining, construction, farming, or manufacturing. While the hazards are different, office workers and those in the hospitality sector face their own type of health and safety risks. A liquid or food spill in an office kitchen could result in an employee slipping and suffering a serious physical injury. A less obvious safety concern but no less serious for office workers is musculoskeletal disorders (MSDs). These can develop over time and result from poor ergonomics (incorrect desk, chair, or monitor height) and are recognised as a major health issue. In restaurants, commercial kitchens, and other hospitality venues, slips, trips, falls, and burns are constant hazards. When you own or manage a hospitality business it’s essential you provide a safe environment for your guests and employees. While psychosocial hazards, such as excessive workload, poor job control, stress, and workplace bullying and harassment affect all industries, it is increasingly seen as significant risk to health and safety. Myth 3: Personal protective equipment and safety signs are all you need For sectors like construction or fabrication (hard hats, safety boots, high-vis clothing and material handling gloves) and healthcare (gloves, masks, gowns), relying solely on PPE is not adequate enough to protect employees. The most effective safety measure is hazard elimination. Safety signs are a good reminder for employees and can help prevent some accidents from occurring in the workplace, but they should not be the only safety measure. Relying solely on safety signs can create a false sense of security and may lead to employees becoming complacent. Every workplace will have different needs, but safety signs and warnings should be utilised in conjunction with regular training and proper equipment maintenance as part of a comprehensive safety strategy. These protocols not only help protect employees but can empower them to take an active role in maintaining a safe work environment. Myth 4: Only the business owner is responsible for safety Safety is a shared responsibility. The misconception only the business owner is responsible for safety allows employees in all sectors, from floor staff in hospitality to senior management, to free themselves of accountability. While employers have the primary legal duty to provide a safe work environment, every employee is responsible for following safe work procedures. They should use any provided safety equipment, report hazards and near miss incidents. In an agricultural setting, a farmhand seeing a worn-out guard on a tractor must report it, just as a hospital nurse must report a faulty IV pump. A thriving safety culture depends on the active participation of every single person. Myth 5: Experienced employees don't need safety training This myth is a major contributor to incidents, particularly in fields like farming and agriculture, manufacturing, mining and seasoned construction tradespeople. Experience can lead to complacency. While an experienced employee has job knowledge, they may be less aware of changes in safety regulations, new equipment, or better safe work methods. Regular refresher training, toolbox talks, and updated inductions are crucial. This is particularly true for high-risk, non-routine tasks in construction or when new technology is introduced. Safety training should be seen as an ongoing process, not a one-time event for new employees or apprentices. Myth 6: Safety is simply common sense The old saying that common sense isn’t all that common can be especially true when it comes to workplace safety. Where some people are naturally cautious, others may be risk takers. And while health and safety principles may seem like common sense, not all hazards are easily identified. Not everyone thinks or behaves in a reasonable way which is why proper training and risk assessments are necessary to identify and mitigate potential risks that could lead to a workplace accident or severe injury. Being familiar with the working of a piece of machinery could lead to removing an obstruction without stopping the machine. Not only is this a lack of common sense it could result in a severe or even fatal injury. Myth 7: Regulation compliance is all that’s needed Complying with minimum legal safety standards is often mistaken as a guarantee of a safe workplace. This should be considered the baseline starting point, not the ceiling. Regulations cover the most common and known hazards, but they can't account for every unique scenario, weather condition, or combination of equipment use or failure. Effective risk management requires your organisation to go beyond compliance by proactively assessing site-specific or task-specific risks. Protocols and emergency procedures should an incident occur must constantly be reviewed and improved, not just strictly following the minimum required standard. Myth 8: Safety slows productivity This myth is often heard in fast-paced environments like construction and hospitality, where meeting deadlines or serving guests quickly is prioritised. A workplace accident can lead to costly consequences. You may need to completely shut down a work site for an investigation, close your restaurant early to menage an incident, or stop production when an employee is injured. When safety protocols are not adhered to, you can lose workdays, see an increase in insurance costs, or need to repair damaged equipment. While a new safety procedure may require a momentary pause, investing in health and safety can ultimately boost productivity and profitability by reducing the frequency of incidents. Implementing safe practices such reduces injuries, decreases absenteeism, and results in a more efficient, stable, and motivated workforce. Safety is an investment, not a cost. This article is for general information purposes only and does not constitute as business or legal advice and should not be relied upon as such. It does not take into consideration your specific business, industry or circumstances. You should seek legal or other professional advice regarding matters as they relate to you or your business. To the maximum extent permitted by law, Peninsula Group disclaim all liability for any errors or omissions contained in this information or any failure to update or correct this information. It is your responsibility to assess and verify the accuracy, completeness, and reliability of the information in this article.

Health & Safety

How to Manage Threatening Situations with Customers

Certain industries have consistently customer-facing roles and this means that there is a chance that customers can get angry or aggressive. Threatening behaviour towards your staff is not acceptable and it’s your obligation as an employer to keep your staff safe from all hazards as much as you possibly can. In this blog post, we will look at ways of ensuring your staff are kept safe mentally and physically from threatening behaviour and how to manage these situations. What Are Threatening Situations With Customers? Staff can feel frightened or concerned when customers start to behave erratically or aggressively. It can be sudden or slow to start, the threatening customer behaviour may include: Pointing at your staff Raising their voice Swearing Shouting or screaming Saying they will do certain things that make your staff feel unsafe Breaking of things, pushing over, or physically moving of items that feels scary Pushing or hitting staff Types of industries Industries that frequently deal with customers and are high-contact can end up in escalating situations or tense circumstances. Some of these industries and situations include: Retail- Dealing with customers during busy periods, handling refunds, returns, complaints, or inventory issues can lead to angry and upset customers Hospitality- Hospitality staff constantly deals with personal preferences and during busy periods it can get tricky to provide quick service. Other situations include dealing with complaints about food quality, reservations, and the ambience Banking- Banking customer service professionals handle technical issues, concerns about accounts and transactions and it can lead to tense situations and irritated customers Customer service- Customer service professionals in all industries are often at the receiving end for verbal aggression. Long wait queues on the phone, technical issues, and delays in service can add to this tense situation. Healthcare- People visiting healthcare facilities are already uncomfortable or in pain. Long wait times or delays in treatment can make them angry and aggressive leading to altercations with healthcare professionals. How to Manage Threatening Behaviour If you have a small business, it is likely you already have a risk assessment. If so, how will your staff handle this, especially if some staff members are not confrontational types. Consider the personalities in your team and if possible, move people around to more public-facing roles in the short term. Risk Assessment – Consider what could happen, potential risks, and what could be done to prevent them Write a Policy – Write a policy that mentions ways to handle aggression, the command chain, steps to follow, and other instructions Implement the Policy – Utilise clearly established ways of handling incidents Train Staff – Try to train staff on how to deal with particular situations, what to do if it doesn't go as anticipated Be Flexible – Move more confident staff around if required Be Alert – Talk to your staff to be alert and wary during busy periods Things to consider Set expectations with customers on the conditions of entry – this may include placing a notice on their entry point that aggressive behaviour will not be tolerated Prepare a Safe Operating Procedure, so that staff are aware of how to handle aggression. Arrange a customer complaint policy for handling customer issues. It would be helpful to organise staff have access to support services such as an EAP or counselling should they suffer any harm because of customer aggression. Handling angry customers Consider how staff will handle verbally angry behaviour. For instance, empathising with a customer can really help de-escalate a customer’s anger before it becomes threatening. When talking to an unhappy customer, consider these points: Respond – Apologise for any inconvenience to make the customer feel valued. Empathise – Sincerely express that you understand the situation is frustrating. Reassure – Let the customer know that if there was anything you could do, you would. Paraphrase – Show you’re really listening, by using something they say back, for example: “I understand you have been waiting a long time but we are trying our best to get through the orders so we can provide you with the best product/experience." Customers who are beginning to get angry will escalate quickly if they feel dismissed, not listened to, or not valued. “I am so sorry for this inconvenience, this situation is so frustrating, if there was anything I could do, I absolutely would.” It’s crucial to make sure a customer feel sincerely heard as you express your position, even if you do not agree with them. Support your business with Peninsula Peninsula works with Aussie businesses across various industries and we understand the challenges they face. Our clients access 24/7 services and resources that help them deal with any employment relations issue or workplace health and safety matter. Talk to our team today to learn how we can help you.

Victoria’s Crystalline Silica Regulations – What you should know

What is Crystalline Silica?

What are the regulations?

Licence required for crystalline silica in Victoria

Employer obligations to protect workers

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Related Blog Posts

Why do we need a WHS strategy?

Why First Aid Is Important In The Workplace

Planning an End-of-Year Work Party? Here's Some WHS Tips to Keep in Mind

Top 8 Health and Safety Myths Busted Across Industries

How to Manage Threatening Situations with Customers

Do you have any questions regarding Health & Safety?