Australia’s workplace health and safety (WHS) landscape is set for significant regulatory change in 2025, with major updates in both New South Wales and Queensland that will impact employers of all sizes.

NSW: WHS Regulation 2017 Set for Remake

The Work Health and Safety Regulation 2017 (NSW) is scheduled for automatic repeal on 1 September 2025, unless it is remade or amended. This process, required under the Subordinate Legislation Act 1989, ensures regulations remain current and effective. SafeWork NSW has led an extensive consultation process, inviting industry feedback on both NSW-specific and national Model WHS provisions.

Key aims of the remake include:

• Improving clarity of regulatory requirements
• Removing redundant or outdated provisions
• Aligning licensing, training, and supervision standards, especially in high-risk industries like demolition

SafeWork NSW is now reviewing feedback and will finalise the new regulation before the September deadline. Employers should monitor updates and prepare for changes in compliance, training, and documentation requirements.

Queensland: Mandatory Sexual Harassment Prevention Plans

From 1 March 2025, all Queensland businesses must have a written sexual harassment prevention plan. This is a landmark move, making Queensland the first state to mandate such documentation under WHS law.

The plan must:

• Clearly identify risks of sexual and gender-based harassment
• Outline control measures and the rationale behind them
• Describe worker consultation in developing the plan
• Set out procedures for reporting and managing incidents
• Be accessible and easily understood by all workers

Failure to comply can result in significant penalties, even if no incident occurs. This requirement builds on earlier reforms from September 2024, which imposed a positive duty on employers to proactively minimise psychosocial risks, including harassment.

What Employers Should Do Now

• NSW businesses: Stay alert for the finalised WHS Regulation and review internal policies for likely changes in licensing, training, and supervision.
• Queensland businesses: Prepare or update sexual harassment prevention plans, ensure staff are trained, and review reporting procedures for compliance.

These changes reflect a national trend toward stronger, clearer, and more proactive WHS obligations-especially around psychosocial risks and workplace culture. Staying ahead of these reforms is essential for legal compliance and safer, healthier workplaces.