{"id":"sr:occupational-health-and-safety-psychological-health-regulations-2025","name":"Occupational Health and Safety (Psychological Health) Regulations 2025","slug":"occupational-health-and-safety-psychological-health-regulations-2025","collection":"regulation","jurisdiction":"vic","status":"in_force","isInForce":true,"actNumber":null,"makingDate":null,"administeringDepartment":null,"currentVersion":{"id":185704,"registerId":"vic-sr:occupational-health-and-safety-psychological-health-regulations-2025-current","compilationNumber":null,"startDate":"2026-04-05","status":"InForce","reasons":null,"registeredAt":null},"sections":[{"sectionNumber":"1","sectionType":"section","heading":"Occupational Health and Safety (Psychological Health) Regulations 2025","content":"Version No. 001\n\n**Occupational Health and Safety (Psychological Health) Regulations 2025**\n\n**S.R. No. 103/2025**\n\nVersion as at  \n1 December 2025\n\n**TABLE OF PROVISIONS**\n\n*Regulation Page*\n\nPart 1—Preliminary 1\n\n1 Objective 1\n\n2 Authorising provision 1\n\n3 Commencement 1\n\n4 Definitions 1\n\n5 Act compliance notes 3\n\n6 Independent contractors 3\n\n7 Health and safety representatives 4\n\nPart 2—General duties 5\n\n8 Proper installation, use and maintenance of risk control measures 5\n\n9 How to involve health and safety representatives in consultation 5\n\nPart 3—Issue resolution procedures 7\n\n10 Application of this Part 7\n\n11 Parties to the resolution of issues 7\n\n12 Procedure for reporting issues 8\n\n13 Procedure for resolving issues 9\n\nPart 4—Psychosocial hazards 11\n\n14 Identification of psychosocial hazards 11\n\n15 Control of risk 11\n\n16 Review of risk control measures 12\n\n17 Effect of this Part 13\n\n═════════════\n\nEndnotes 15\n\n1 General information 15\n\n2 Table of Amendments 17\n\n3 Explanatory details 18\n\n**Version No.** **001**\n\n**Occupational Health and Safety (Psychological Health) Regulations 2025**\n\n**S.R. No. 103/2025**\n\nVersion as at  \n1 December 2025\n\nPart 1—Preliminary\n\n\t1 Objective\n\nThe objective of these Regulations is to further the objects of the **Occupational Health and Safety Act 2004** by providing for—\n\n(a) the identification of psychosocial hazards; and\n\n(b) the control of risks associated with psychosocial hazards; and\n\n(c) the review of risk control measures associated with psychosocial hazards.\n\n\t2 Authorising provision\n\nThese Regulations are made under section 158 of the **Occupational Health and Safety Act 2004**.\n\n\t3 Commencement\n\nThese Regulations come into operation on 1 December 2025.\n\n\t4 Definitions\n\nIn these Regulations—\n\n***alter***, in relation to plant, means to change the design of, add to or take away from the plant in a way that may affect health or safety, but does not include routine maintenance, repairs or replacements;\n\n***psychological response*** includes cognitive, emotional and behavioural responses and the physiological processes associated with them;\n\n***psychosocial hazard*** means any factor or factors in—\n\n(a) the work design; or\n\n(b) the systems of work; or\n\n(c) the management of work; or\n\n(d) the carrying out of the work; or\n\n(e) personal or work-related interactions—\n\nthat may arise in the working environment and may cause an employee to experience one or more negative psychological responses that create a risk to the employee's health or safety;\n\n**Examples**\n\nAggression or violence, bullying, exposure to traumatic events or content, high job demands, low job control, low job demands, low recognition and reward, low role clarity, poor environmental conditions, poor organisational change management, poor organisational justice, poor support, poor workplace relationships, remote or isolated work or sexual harassment.\n\n**Note**\n\n***Health*** is defined in section 5(1) of the Act as including psychological health.\n\n***the Act*** means the **Occupational Health and Safety Act 2004**;\n\n***work design*** means the equipment, content and organisation of an employee's work tasks, activities, relationships and responsibilities within a job or role.\n\n\t5 Act compliance notes\n\nIf a note at the foot of a provision of these Regulations states \"Act compliance\" followed by a reference to a section number, the regulation provision sets out the way in which a person's duty or obligation under that section of the Act is to be performed in relation to the matters and to the extent set out in the regulation provision.\n\n**Note**\n\nA failure to comply with a duty or obligation under a section of the Act referred to in an \"Act compliance\" note is an offence to which a penalty applies.\n\n\t6 Independent contractors\n\n(1) A provision of these Regulations that sets out a way that an employer complies with a duty under section 21 or 35 of the Act in relation to employees extends to the employer's duty under that section to an independent contractor engaged by the employer and any employees of the independent contractor.\n\n(2) If a provision of these Regulations (other than subregulation (1)) provides that an employer's duty under another provision of these Regulations extends to an independent contractor—\n\n(a) that other provision applies as if a reference to an employee were a reference to an independent contractor engaged by the employer and any employees of the independent contractor; and\n\n(b) the duty of the employer under that other provision extends to an independent contractor engaged by the employer, and any employees of the independent contractor, in relation to matters over which the employer has control or would have control if not for any agreement purporting to limit or remove that control.\n\n\t7 Health and safety representatives\n\nA reference in these Regulations to a health and safety representative includes a reference to a deputy health and safety representative if the health and safety representative has ceased to hold office or the health and safety representative is unable (because of absence or any other reason) to exercise the powers of a health and safety representative.\n\nPart 2—General duties\n\n\t8 Proper installation, use and maintenance of risk control measures\n\nA person who is required by these Regulations to use any particular measure to control risk must ensure that the measure is properly installed (if applicable), used and maintained.\n\n**Note**\n\nAct compliance—sections 21, 22, 23, 24, 26, 29, 30 and 31 (see regulation 5).\n\n\t9 How to involve health and safety representatives in consultation\n\n(1) This regulation applies if an employer is required under the Act or these Regulations to consult with employees on a matter and the employees are represented by a health and safety representative.\n\n(2) For the purposes of section 35(4) of the Act, the employer must involve the health and safety representative in the consultation by—\n\n(a) providing the health and safety representative with all of the information about the matter that the employer provides, or intends to provide, to the employees; and\n\n(b) unless it is not reasonably practicable to do so, providing that information to the health and safety representative a reasonable time before providing the information to the employees; and\n\n(c) inviting the health and safety representative to meet with the employer to consult about the matter; and\n\n(d) if the invitation is accepted, or if otherwise requested by the health and safety representative, meeting with the health and safety representative to consult about the matter; and\n\n(e) giving the health and safety representative a reasonable opportunity to express views about the matter; and\n\n(f) taking into account the health and safety representative's views about the matter.\n\n**Note**\n\nAct compliance—section 35 (see regulation 5).\n\nPart 3—Issue resolution procedures\n\n\t10 Application of this Part\n\nFor the purposes of section 73(1) of the Act, this Part sets out the procedure to facilitate the resolution of health and safety issues arising at a workplace or from the conduct of an employer's undertaking if there is no relevant agreed procedure for resolution of those issues.\n\n\t11 Parties to the resolution of issues\n\n(1) For the purposes of section 73 of the Act, an employer must notify the employees, any health and safety representative and any health and safety committee in the appropriate manner and languages—\n\n(a) as to whether the employer intends to participate in the resolution of an issue personally or to nominate an employer representative; and\n\n(b) if an employer representative is to be nominated, of the name and position description of the employer representative.\n\n**Note**\n\nEmployer representatives must meet the requirements set out in section 73(2)(a) and (b) of the Act.\n\n(2) If an issue arises before an employer representative has been notified in accordance with subregulation (1) and the employer is not available, the senior manager employed by the employer in that part of the workplace where the issue has arisen is to be the employer representative for the purpose of attempting to resolve the health and safety issue.\n\n(3) Only a health and safety representative, or if there is no health and safety representative, an employee nominated under subregulation (4), can act on behalf of employees affected by an issue.\n\n**Note**\n\nSection 57 of the Act states that if a health and safety representative ceases to hold office or is unable to exercise the powers of a health and safety representative then those powers may be exercised by a deputy health and safety representative.\n\n(4) If there is no health and safety representative, the employees affected by an issue may nominate one or more employees to act on their behalf.\n\n(5) At any stage in the resolution of an issue, a party may seek the assistance of any relevant organisation of employees or of employers to assist the parties to resolve the issue.\n\n\t12 Procedure for reporting issues\n\n(1) This regulation applies if—\n\n(a) a health or safety issue arises at a workplace or from the conduct of the undertaking of an employer; and\n\n(b) an employee wishes to raise the issue for resolution.\n\n(2) The employee must report the issue to—\n\n(a) the health and safety representative, if there is a health and safety representative; or\n\n(b) to the employer or employer representative, if there is no health and safety representative.\n\n(3) An employee may take all steps to report an issue, including leaving the employee's part of the workplace, if the steps are reasonable in the circumstances.\n\n(4) Nothing in this regulation prevents an employee from reporting the issue to the employer or any other person in addition to the health and safety representative.\n\n\t13 Procedure for resolving issues\n\n(1) As soon as reasonably possible after a health or safety issue has been reported, the following persons must meet and try to resolve the issue—\n\n(a) the employer or employer representative;\n\n(b) the health and safety representative or any employee nominated under regulation 11(4) or the employees affected by the issue.\n\n(2) For the purpose of resolving the health and safety issue as quickly and effectively as possible, the parties must take into account—\n\n(a) the number and location of employees affected by the issue; and\n\n(b) whether appropriate temporary measures are possible or desirable; and\n\n(c) the time that may elapse before the issue is permanently resolved; and\n\n(d) who, on behalf of the employer, is responsible for performing and overseeing any action agreed necessary to resolve the issue.\n\n**Note**\n\nSection 20 of the Act sets out the matters that must be considered in ensuring health and safety.\n\n(3) If, after the resolution of the health and safety issue, a party involved in the resolution of that issue asks the employer to set out in writing the details of the issue and matters relating to its resolution, the employer must do so, to the satisfaction of all parties.\n\n(4) As soon as reasonably possible after the resolution of an issue, the employer must ensure that details of any written or oral agreement between the parties are—\n\n(a) brought to the attention of the employees affected by the issue; and\n\n(b) sent to any health and safety committee.\n\n(5) Any of the parties involved in the resolution may send details of any agreement between the parties referred to in subregulation (4) to any relevant organisation of employees or of employers.\n\n(6) An agreement referred to in subregulation (4) must be—\n\n(a) in a form that is approved by all parties; and\n\n(b) communicated in the manner and in any language that is agreed by the parties to be appropriate.\n\n**Note**\n\nPart 4 of the Act sets out the duty of the employer to consult with employees, including involving the health and safety representative (if any). See also regulation 9.\n\nPart 4—Psychosocial hazards\n\n\t14 Identification of psychosocial hazards\n\nAn employer must, so far as is reasonably practicable, identify psychosocial hazards.\n\n**Notes**\n\n1 Act compliance—section 21 (see regulation 5).\n\n2 ***Psychosocial hazard*** is defined in regulation 4.\n\n3 Regulation 6 applies to this regulation.\n\n4 Part 4 of the Act sets out the duty of the employer to consult with employees, including in respect of identifying hazards, and requires the involvement of the health and safety representative (if any). See also regulation 9.\n\n\t15 Control of risk\n\n(1) An employer must, so far as is reasonably practicable, eliminate any risk associated with a psychosocial hazard.\n\n(2) If it is not reasonably practicable to eliminate a risk associated with a psychosocial hazard, the employer must reduce the risk so far as is reasonably practicable by—\n\n(a) altering—\n\n(i) the management of work; or\n\n(ii) the plant; or\n\n(iii) the systems of work; or\n\n(iv) the work design; or\n\n(v) the workplace environment; or\n\n(b) subject to subregulation (3), using information, instruction or training; or\n\n(c) subject to subregulation (4), a combination of any of the measures referred to in paragraph (a) or (b).\n\n(3) The employer may only exclusively use the control measures set out in subregulation (2)(b) if none of the control measures set out in subregulation (2)(a) are reasonably practicable.\n\n(4) If using a combination of the control measures set out in subregulation (2)(a) and (b), a control measure set out in subregulation (2)(b) must not be the predominant control measure used.\n\n**Notes**\n\n1 Act compliance—section 21 (see regulation 5).\n\n2 Regulation 6 applies to this regulation.\n\n3 Part 4 of the Act sets out the duty of the employer to consult with employees, including in respect of making decisions about the measures to be taken to control risks to health or safety. This consultation must involve the health and safety representative (if any). See also regulation 9.\n\n\t16 Review of risk control measures\n\n(1) An employer must review and, if necessary, revise any measures implemented to control risks associated with any psychosocial hazards—\n\n(a) before any alteration is made to any thing, process or system of work that is likely to result in changes to risks associated with psychosocial hazards; or\n\n(b) if new or additional information about a psychosocial hazard becomes available to the employer; or\n\n(c) if an employee, or a person on behalf of an employee, reports a psychological injury or a psychosocial hazard to the employer; or\n\n(d) after any incident occurs to which Part 5 of the Act applies that involves one or more psychosocial hazards; or\n\n(e) if, for any other reason, the risk control measures do not adequately control the risks associated with a psychosocial hazard; or\n\n(f) after receiving a request from a health and safety representative.\n\n**Notes**\n\n1 Act compliance—section 21 (see regulation 5).\n\n2 Regulation 6 applies to this subregulation.\n\n(2) A health and safety representative may make a request under subregulation (1)(f) if the health and safety representative believes on reasonable grounds that—\n\n(a) any of the circumstances referred to in subregulation (1)(a) to (e) exist; or\n\n(b) the employer has failed—\n\n(i) to properly review the risk control measures; or\n\n(ii) to take account of any of the circumstances referred to in subregulation (1)(a) to (e) in conducting a review of, or revising, the risk control measures.\n\n\t17 Effect of this Part\n\n(1) Nothing in this Part is to be construed as—\n\n(a) conferring a right of action in civil proceedings in respect of a contravention of this Part; or\n\n(b) conferring a defence to an action in civil proceedings or otherwise affecting a right of action in civil proceedings.\n\n(2) Without limiting subregulation (1), nothing in this Part or any contravention of this Part gives rise to, or otherwise affects, any right, duty or liability in any civil proceedings, whether the claim is brought in tort, in contract, under statute or otherwise.\n\n═════════════\n\nEndnotes\n\n1 General information\n\nSee [www.legislation.vic.gov.au](http://www.legislation.vic.gov.au) for Victorian Bills, Acts and current Versions of legislation and up-to-date legislative information.\n\nThe Occupational Health and Safety (Psychological Health) Regulations 2025, S.R. No. 103/2025 were made on 30 September 2025 by the Lieutenant-Governor as the Governor's deputy, with the advice of the Executive Council, under section 158 of the **Occupational Health and Safety Act 2004**, No. 107/2004 and came into operation on 1 December 2025: regulation 3.\n\nThe Occupational Health and Safety (Psychological Health) Regulations 2025 will sunset 10 years after the day of making on 30 September 2035 (see section 5 of the **Subordinate Legislation Act 1994**).\n\nINTERPRETATION OF LEGISLATION ACT 1984 (ILA)\n\nStyle changes\n\nSection 54A of the ILA authorises the making of the style changes set out in Schedule 1 to that Act.\n\nReferences to ILA s. 39B\n\nSidenotes which cite ILA s. 39B refer to section 39B of the ILA which provides that where an undivided regulation, rule or clause of a Schedule is amended by the insertion of one or more subregulations, subrules or subclauses the original regulation, rule or clause becomes subregulation, subrule or subclause (1) and is amended by the insertion of the expression \"(1)\" at the beginning of the original regulation, rule or clause.\n\nInterpretation\n\nAs from 1 January 2001, amendments to section 36 of the ILA have the following effects:\n\n• Headings\n\nAll headings included in a Statutory Rule which is made on or after  \n1 January 2001 form part of that Statutory Rule. Any heading inserted in a Statutory Rule which was made before 1 January 2001, by a Statutory Rule made on or after 1 January 2001, forms part of that Statutory Rule.  \nThis includes headings to Parts, Divisions or Subdivisions in a Schedule; Orders; Parts into which an Order is divided; clauses; regulations; rules; items; tables; columns; examples; diagrams; notes or forms.  \nSee section 36(1A)(2A)(2B).\n\n• Examples, diagrams or notes\n\nAll examples, diagrams or notes included in a Statutory Rule which is made on or after 1 January 2001 form part of that Statutory Rule. Any examples, diagrams or notes inserted in a Statutory Rule which was made before 1 January 2001, by a Statutory Rule made on or after 1 January 2001, form part of that Statutory Rule. See section 36(3A).\n\n• Punctuation\n\nAll punctuation included in a Statutory Rule which is made on or after  \n1 January 2001 forms part of that Statutory Rule. Any punctuation inserted in a Statutory Rule which was made before 1 January 2001, by a Statutory Rule made on or after 1 January 2001, forms part of that Statutory Rule.  \nSee section 36(3B).\n\n• Provision numbers\n\nAll provision numbers included in a Statutory Rule form part of that Statutory Rule, whether inserted in the Statutory Rule before, on or after  \n1 January 2001. Provision numbers include regulation numbers, rule numbers, subregulation numbers, subrule numbers, paragraphs and subparagraphs. See section 36(3C).\n\n• Location of \"legislative items\"\n\nA \"legislative item\" is a penalty, an example or a note. As from 13 October 2004, a legislative item relating to a provision of a Statutory Rule is taken to be at the foot of that provision even if it is preceded or followed by another legislative item that relates to that provision. For example, if a penalty at the foot of a provision is followed by a note, both of these legislative items will be regarded as being at the foot of that provision. See section 36B.\n\n• Other material\n\nAny explanatory memorandum, table of provisions, endnotes, index and other material printed after the Endnotes does not form part of a Statutory Rule. See section 36(3)(3D)(3E).\n\n2 Table of Amendments\n\nThere are no amendments made to the Occupational Health and Safety (Psychological Health) Regulations 2025 by statutory rules, subordinate instruments and Acts.\n\n3 Explanatory details\n\nNo entries at date of publication.","sortOrder":0}],"analysis":{"kimi_summary":{"content_quality":"ok","complexity_score":4,"scope_assessment":{"changed":false,"description":"The legislation remains tightly focused on its original purpose of operationalising psychosocial hazard management under the OHS Act 2004. The scope covers identification, control, and review of psychological risks with appropriate procedural supports (consultation and issue resolution). There is no significant mission creep — the regulations do not expand into areas like workers compensation, privacy, or discrimination law, and the civil liability exclusion (regulation 17) actually constrains rather than expands the regulatory footprint."},"complexity_factors":["17 regulations total with straightforward structure (Parts 1-4)","Only 7 defined terms in regulation 4, though 'psychosocial hazard' has a complex multi-factor definition","Moderate cross-referencing to the Occupational Health and Safety Act 2004 (sections 21, 35, 73, etc.)","Conditional logic in risk control hierarchy (regulation 15): elimination first, then reduction, with specific restrictions on using training/information as primary controls","Nested conditions in regulation 16(2) for when health and safety reps can request reviews","Extension clauses (regulation 6) creating deemed application to independent contractors with control-based limitations","Standard issue resolution procedures (Part 3) largely mirroring existing OHS frameworks","Explicit exclusion of civil liability (regulation 17) requiring careful parsing of enforcement mechanisms"],"plain_english_summary":"**What this legislation does:**\n\nThese regulations create specific rules for Victorian employers to protect workers' mental health (called \"psychological health\" in the law). They sit under the main Occupational Health and Safety Act 2004 and fill in the details of how employers must handle workplace mental health risks.\n\n**Key requirements for employers:**\n\n- **Identify psychosocial hazards** — things like bullying, excessive workload, violence, poor support, unclear job roles, or traumatic content that could harm workers' mental health\n- **Eliminate or reduce risks** — employers must first try to remove the hazard entirely (e.g., redesign the work). Only if that's not \"reasonably practicable\" (realistically possible) can they rely on training or information alone\n- **Review controls regularly** — check if safety measures are working when things change, after incidents, if workers report psychological injuries, or if health and safety reps ask for a review\n- **Consult properly** — involve health and safety representatives by giving them information early, meeting with them, and considering their views\n- **Fix issues quickly** — follow set procedures for reporting and resolving health and safety issues, including written records if requested\n\n**Who it affects:**\n\n- **Employers** in Victoria (the regulations extend to independent contractors and their employees where the employer has control)\n- **Employees** and their health and safety representatives\n- **Deputy health and safety representatives** (who step in when the main rep is unavailable)\n\n**Why it matters:**\n\nThis puts mental health on the same footing as physical safety. Employers can no longer treat psychological injuries as less serious than broken bones. The regulations specifically ban employers from just giving workers \"resilience training\" or information sheets instead of actually fixing toxic work environments — training can only be used when physical or structural changes aren't possible, and even then can't be the main solution.\n\n**Important limitation:**\n\nWorkers **cannot sue** their employer in civil court for breaching these regulations. The rules create criminal offences (fines) but don't create new rights to compensation through lawsuits."},"flash_summary":{"complexity_score":5,"scope_assessment":{"changed":true,"description":"The Regulations primarily prescribe how duties under the Occupational Health and Safety Act are to be performed (see reg 5), but they also extend certain employer obligations to cover independent contractors and their employees in specified circumstances (reg 6), widening operational coverage. They do not create new civil rights or defences and expressly state they do not affect civil liability (reg 17)."},"complexity_factors":["Use of the open-ended 'so far as is reasonably practicable' test requires case-by-case judgements about feasible controls and cost/benefit balancing (regs 14–16; notes referencing Act compliance in reg 5).","Extension of employer duties to independent contractors and their employees in defined circumstances adds practical reach and allocation of responsibility (reg 6(1)–(2)).","Detailed procedural obligations for consultation and timing (including providing information a 'reasonable time' before employees and inviting meetings) create operational steps employers must follow (reg 9).","Issue-resolution framework prescribes notification, representation, multilingual/appropriate communication, and temporary/permanent response considerations that require organisational processes and record-keeping (regs 10–13; reg 11(1)).","Constraints on permissible control measures—preferencing elimination/engineering/organisation measures over training/information and limiting reliance on training alone—impose a hierarchy of responses that affects cost and design choices (reg 15(1)–(4)).","Multiple review triggers (planned changes, new information, reports of psychological injury, relevant incidents, HSR requests) create recurring compliance obligations and monitoring systems (reg 16(1)(a)–(f); reg 16(2)).","Obligation to properly install, use and maintain risk controls imposes ongoing duties and potential maintenance costs (reg 8).","Express cross-references to the Act (via 'Act compliance' notes) and an express clause excluding creation or alteration of civil causes of action or defences affect enforcement pathways and legal risk allocation (reg 5; reg 17)."],"plain_english_summary":"These Regulations require employers to identify, eliminate or, if elimination is not reasonably practicable, reduce psychosocial hazards at work, implement and review control measures, and consult health and safety representatives. They also prescribe reporting and issue-resolution procedures. The rules apply to employers, their employees and (in specified respects) independent contractors, creating concrete compliance steps and consultation obligations that determine who decides, who pays for controls, and when reviews must occur."},"issue_detection":{"absurdities":[],"contradictions":[]},"flash_summary_failed":{"failed":true,"reason":"Unauthenticated. Configure AI_GATEWAY_API_KEY or use a provider module. Learn more: https://ai-sdk.dev/unauthenticated-ai-gateway","source":"analysis-cron"},"summary":{"complexity_score":6,"scope_assessment":{"changed":false,"description":"Based on the available text, the regulation appears to remain focused on its stated purpose of addressing psychological health in occupational settings. There is no evidence from the provided text of scope creep beyond the original intent. However, the truncated nature of the provided text limits confidence in this assessment — regulations of this type sometimes expand into broader behavioural or organisational requirements that go beyond their initial framing."},"complexity_factors":["Psychological health is inherently harder to define and measure than physical safety hazards, creating interpretive challenges for compliance","Regulations sit beneath the Occupational Health and Safety Act 2004 (Vic), meaning readers must cross-reference the parent Act to fully understand obligations","Psychosocial hazard assessment involves subjective judgements and emerging scientific/legal standards that are still evolving","Obligations likely apply to a broad and diverse range of workplaces, requiring context-specific interpretation","Potential overlap with other legal frameworks including workers' compensation, anti-discrimination, and Fair Work laws","The provided text is a consolidated version, meaning amendments may have altered original intent — tracking changes adds complexity","Limited text was provided, so hidden complexity in the full regulation body cannot be fully assessed"],"plain_english_summary":"The regulations set legally binding requirements to protect workers’ psychological health in Victorian workplaces, requiring employers and health-and-safety reps to identify, assess and manage psychosocial hazards such as stress, bullying and traumatic events. \n\nThey matter because they give clearer legal protections for workers, increase employer liability for mental-health risks similar to physical hazards, and respond to rising psychological injury claims by formalising prevention and control duties."}},"importantCases":[],"_links":{"self":"/api/acts/occupational-health-and-safety-psychological-health-regulations-2025","history":"/api/acts/occupational-health-and-safety-psychological-health-regulations-2025/history","analysis":"/api/acts/occupational-health-and-safety-psychological-health-regulations-2025/analysis","conflicts":"/api/acts/occupational-health-and-safety-psychological-health-regulations-2025/conflicts","importantCases":"/api/acts/occupational-health-and-safety-psychological-health-regulations-2025/important-cases","documents":"/api/acts/occupational-health-and-safety-psychological-health-regulations-2025/documents"}}