Safety culture, workers’ compensation reforms, disability inclusion and the future of workplace health and safety (WHS) were up for discussion at CCIWA’s recent WHS Live Spring Update.
About 60 WHS leaders and professionals attended the session on November 21 at the Perth Novotel Hotel, hearing an expert lineup of WHS consultants from Epigroup.
What a positive safety culture should include
L-R: WHS Live Spring Update speakers during the Q&A, Epigroup’s Michelle Strother, Raff Moshfiq, Lesley Brown and Tim Lawler.
Senior WHS Practitioner Raff Moshfiq said workplace safety culture comprises three elements: organisational culture, procedural efficiency, and sustainable, achievable strategies that can make a difference.
“Safety culture is about understanding safety as a production component. It’s part of the business process management,” he said.
“It’s value driven and a value driver for the business. It’s about investing in safety initiatives from the onset of business planning so that it drives efficiencies.”
Workers’ compensation law changes
WHS Consultant Michelle Strother outlined changes to workers’ compensation laws which have been in effect since July 1 2024.
Key changes include:
- 14-day timeline for liability decisions.
- New exclusion for psychological injuries from reasonable administrative actions.
- Increased compensation for medical expenses from 30% to 60%.
- Mandated documented injury management system and return-to-work programs.
- Employers must submit claim forms and capacity certificates within seven days.
- Provisional payments are introduced if no decision is made within 28 days.
- Workers are not required to disclose compensation history, including in the recruitment process.
Disability inclusion in the workplace
Lead WHS Consultant Lesley Brown said it’s important disability inclusion is considered a WHS responsibility, not just a HR one.
“A lack of inclusion can significantly affect a worker’s wellbeing. When we’re effectively managing disability inclusion, it benefits not just the worker but the organisation and wider team,” she said.
Brown said there are two key considerations for businesses to think about in their workplace:
- Flexible work arrangements under the Fair Work Act 2009 assist employees in managing work-life balance i.e. caregiving responsibilities, health concerns or other personal needs.
- Workplace adjustments under the Disability Discrimination Act 2009 remove barriers for employees with disabilities, enabling them to perform their job and have equal access to opportunities.
CCIWA is delivering a pilot project, Ability Link, to support small and medium-sized businesses in hiring people with disabilities. Find out more or get involved here.
What’s in the WHS crystal ball?
Following his presentation about technology, intelligence and the future of WHS, Epigroup WHS Consulting Manager Tim Lawler was asked what he anticipates the biggest WHS changes to be in the near future.
“There’s likely going to be good and bad sides of it. Looking at things that are already happening like assisting businesses with analysing data, that was probably out of reach for a lot of businesses before but it’s becoming more accessible,” he said.
“If it earns businesses some efficiencies in developing automation and allows the simplification of processes, that can be a good thing – however we have to be mindful that principles of automation design are followed, particularly concerning skill preservation.”
For more information on how Epigroup’s services can help your business, call 1300 414 313 or email [email protected].
