Commonwealth workers in fields such as emergency services, law enforcement, and social support frequently face situations involving traumatic events. These exposures are now recognised as a psychosocial hazard under the Managing Psychosocial Hazards at Work Code of Practice, reinforcing the need for employers to manage the risks associated with trauma exposure effectively. 

Traumatic events in the workplace can have significant psychological effects on workers, potentially leading to conditions like post-traumatic stress disorder (PTSD), anxiety or depression. These conditions can become the basis for workers’ compensation claims, resulting in direct costs for employers and insurers, as well as indirect costs such as increased absenteeism and reduced productivity.

By proactively managing trauma-related risks, employers can reduce the likelihood of claims arising from traumatic exposures and demonstrate compliance with legal responsibilities to protect employee health and safety.

To address the risks associated with exposure to traumatic events, we suggest employers consider implementing the following strategies:

1. Identify trauma-related risks 
   
   Conduct thorough risk assessments to identify roles and situations where workers may encounter traumatic events or materials. This identification process is essential for implementing targeted measures to support affected workers and reduce the risk of claims.

2. Implement processes to minimise exposure
   
   Minimise workers' exposure to traumatic events or material. Employers should - where appropriate - implement controls such as instructing workers to work in pairs, rotating roles or activities and managing workload to reduce exposure to traumatic events or material. 

3. Implement response and support systems 
   
   Develop clear policies that outline immediate response procedures following traumatic events. Providing timely access to support services—such as counselling, Employee Assistance Programs (EAPs), or mental health resources—can reduce the long-term psychological impact on workers and may prevent future claims.

4. Train managers and supervisors 
   
   Equip your leaders with the skills to recognise trauma-related symptoms and support workers in managing these issues. Supervisors trained in mental health awareness can play an important role in early intervention, helping workers access support before psychological injuries develop into workers’ compensation claims.

5. Offer resilience and mental health training 
   
   Regularly provide resilience training to workers in high-risk roles. Equipping workers with coping strategies and techniques for managing stress can mitigate the impact of traumatic exposures and reduce the likelihood of workers requiring time off or commencing claims.

6. Establish a clear process for managing mental-health related concerns 
   
   Having a straightforward process for reporting trauma-related issues and mental-health concerns can demonstrate to workers that their mental health is taken seriously. Prompt and supportive handling of claims can reduce the stress and stigma associated with the claims process, resulting in more positive outcomes for all parties involved. A well-defined process can also prevent workers from developing secondary trauma related to the handling of their concerns. 

7. Regularly review and update policies 
   
   Trauma management policies should be dynamic and reflect evolving best practices to ensure a favourable outcome for both workers and employers should risks in the workplace arise. Regular policy reviews, based on worker feedback and incident reports, will ensure that any risk management approach remains effective and compliant with current work health and safety standards.

By actively managing the risk of exposure to traumatic events, employers not only fulfill obligations under the Work Health and Safety Act but also reduce the likelihood of workers’ compensation claims for psychological injuries. Proactive trauma management promotes workforce resilience, improves morale, and demonstrates the employer's commitment to employee well-being.

Employers who have proactively followed these guidelines will be in a strong position to demonstrate their compliance with the Work Health and Safety Act and related regulations. By having comprehensive trauma management policies, providing support and resources to workers and maintaining documentation of these efforts, employers are well-positioned to demonstrate they took all reasonable steps to protect workers' mental health.