WHS Guard Newsletter – Queensland

(Dec 2025)

Table of Contents

Section 1 - Niru’s Editorial Insight – Executive Accountability: No More Excuses

Section 2 - Queensland Regulator Update – Farm Safety Blitz Targets Moving Machinery

Section 3 - WHS Prosecution Watch – Director Fined After Fall from Height

Section 4 - Industry Voices – Garry Marling on Culture, Courage and Accountability

Section 5 - WHS in South Asia and Oceania – Bangladesh Ratifies Global Safety Conventions

Section 6 - WHS Research – Extreme Heat Protection Proven to Cut Injuries

Section 7 - Emerging WHS Trends – WHS as ESG: Safety Metrics Hit the Boardroom

Section 8 - Spotlight – Confronting Occupational Violence and Aggression

Final Word - Accountability and Action

References

SECTION 1: Niru’s Editorial Insight – Executive Accountability: No More Excuses

It’s time to put executive feet to the fire. For too long, some leaders have treated safety as someone else’s problem. Not anymore. Under Queensland’s WHS laws, company officers (directors, CEOs, senior executives) carry a personal duty of due diligence to ensure their business complies with safety obligations. This isn’t a ceremonial role – it’s legally enforceable. If you’re at the top and ignore safety risks, you’re on the hook. In fact, Queensland’s new amendments (2025) even ban insurance for WHS fines – no more buying your way out of consequences.

Ask yourself, as an executive: “Could I demonstrate in court that I proactively managed health and safety?” If that question makes you sweat, you’re not doing enough. We’ve entered an era where “I didn’t know” is no defence. Regulators and courts are increasingly targeting individual decision-makers, not just companies. The ultimate hammer? Industrial manslaughter charges – if a senior officer’s negligence kills someone, they face up to 20 years imprisonment (and $10 million fines for the company).

So, here’s the critical push: boards and executives must lead from the front on WHS. Allocate real resources, ask hard questions, and fix systemic hazards before tragedy strikes. Encourage frank reporting of near-misses and never shoot the messenger. If you “value safety”, prove it – in budgets, in meetings, in every decision. As Dave Whitefield puts it, “If you say you value accountability, but avoid hard conversations, your culture values comfort, not ownership. Culture is what you see in the mirror…it’s the honest reflection of what’s truly being lived out, not what you hope it is”. No more excuses – true safety leadership means owning the outcomes. When executives step up, lives are saved.

SECTION 2: Queensland Regulator Update – Farm Safety Blitz Targets Moving Machinery

WHSQ has launched a statewide agriculture safety crackdown as Queensland enters peak summer harvest. From 1 October through 31 December 2025, inspectors are making unannounced visits to rural properties to check how farmers manage the dangers of moving plant – think tractors, quad bikes, harvesters (Greenlife Industry Queensland, 2025). The campaign, quietly dubbed “Is your farm ready for an inspection?”, focuses on preventing the crushing, rollover and vehicular tragedies that still plague our agriculture sector. Key focus areas include:

· Operator Training & Competence: Ensuring anyone operating tractors, side-by-sides or quads is properly trained, licensed (where required), and competent – no “she’ll be right” shortcuts[6].

· Safe Use of Machinery: Verifying that equipment has rollover protection, guards, and that seatbelts or helmets are used as needed. If farmers are carrying passengers on tractors or allowing risky mods, expect a notice.

· Traffic Management: Checking that farms have exclusion zones and clear rules to keep bystanders and workers on foot away from moving vehicles[7]. This includes having spotters or physical barriers when loading grain or moving stock.

Inspectors mean business. Serious breaches – like letting untrained teens drive heavy plant, or failing to maintain brakes – will draw compliance notices or on-the-spot fines. The busy harvest season is exactly when corners might be cut, so WHSQ’s timing is deliberate. Early reports suggest many farms welcome the guidance; others have been caught off-guard with outdated practices. The takeaway - whether it’s a city construction site or a paddock on the Darling Downs, the same principle applies: if you have high-risk plant, manage the risk or expect a knock on the door. (Relevant law: WHS Act 2011, Primary Duty of Care, s.19; good practice: ISO 45001 clause 8.1.4 on control of outsourced processes).

SECTION 3: WHS Prosecution Watch – Director Fined After Fall from Height

A recent Queensland prosecution has reinforced that failures in risk control expose individual officers to personal liability. In this case, a worker fell approximately 2.2 metres through an unprotected edge, sustaining permanent injuries. The investigation identified that the risk was known and documented, yet no effective physical controls were implemented (Sullivan & Co Accountants, 2025).

The company was fined $750,000, while the managing director received a personal penalty of $45,000 for failing to exercise due diligence (Sullivan & Co Accountants, 2025). The court criticised reliance on documented risk assessments without verification of control implementation, noting that compliance with the relevant Code of Practice for managing fall risks would likely have prevented the incident (Safe Work Australia, n.d.).

This case reflects a broader enforcement trend. Regulators are increasingly prosecuting failures associated with psychosocial risk governance, supervision, and management action, not just physical hazards. Courts have reiterated that officers must actively verify that systems are implemented and effective, not merely approved on paper (Workplace Health and Safety Act 2011 (Qld), s.27).

SECTION 4: Industry Voices – Garry Marling on Culture, Courage and Accountability

Garry Marling – Veteran safety risk strategist and “riskologist” – has a clear message for leaders: you don’t get the culture you want, you get the culture you allow. Marling’s commentary on safety culture highlights a consistent failure point in organisational leadership. He notes that cultures of accountability cannot exist where leaders avoid difficult conversations or ignore inconvenient risk signals (Marling, 2025).

This insight aligns with contemporary safety research demonstrating that underreporting, presenteeism, and silence are indicators of psychosocial risk exposure rather than positive culture (Edmondson, 2019; Safe Work Australia, 2022). Leadership behaviour is therefore both a cultural driver and a risk control.

SECTION 5: WHS in South Asia & Oceania – Bangladesh Ratifies Global Safety Conventions

Dhaka: In October 2025, Bangladesh ratified ILO Conventions 155 and 187 on occupational safety and health, as well as Convention 190 addressing violence and harassment at work (IndustriALL Global Union, 2025; International Labour Organization, 2025a). This marked the first ratification of these conventions in South Asia.

Subsequent amendments to the Bangladesh Labour Act were introduced to strengthen inspection powers and worker protections, particularly within the garment manufacturing sector (International Labour Organization, 2025b). While ratification represents a significant policy shift, labour organisations have emphasised that enforcement capability and transparency will determine whether conditions improve in practice (IndustriALL Global Union, 2025).

SECTION 6: WHS Research – Extreme Heat Protection Proven to Cut Injuries

As Australia braces for another scorching summer, new research out of the U.S. has put hard data behind a common-sense safety mantra: protecting workers from heat stress prevents injuries, not just heatstroke. A 2025 study by Harvard University and George Washington University analyzed nearly 900,000 workplace injury cases and found that roughly 28,000 injuries in 2023 were attributable to heat – including in sectors like manufacturing and warehousing, not only outdoor jobs (Alahmad, B., Kessler, W., Alwadi, Y. et al., 2025). Simply put, when the heat index rises above about 30°C (85°F), the risk of accidents on the job climbs, and it spikes further past 32°C (90°F). The mechanism is straightforward: extreme heat makes people tire faster, lose focus, and fumble – leading to everything from falls and equipment mistakes to vehicle crashes.

Crucially, the study delivers evidence that basic heat controls work. Workplaces that mandated water, rest, and shade – the holy trinity of heat illness prevention – saw significantly fewer injuries (Alahmad, B., Kessler, W., Alwadi, Y. et al., 2025). It’s a validation of what seasoned HSE professionals have long urged: implementing scheduled hydration breaks, providing cool-down areas, and adjusting work-rest cycles during heatwaves isn’t just about avoiding fainting or heat stroke – it also cuts down on mishaps like slips, trips, muscle strains and human errors. One standout finding: U.S. states that have their own heat protection regulations (such as California’s requirement for shade and breaks in outdoor work) had lower injury rates on hot days compared to states with no specific heat rules. This “natural experiment” signals that regulation can drive real safety outcomes in this domain.

Safe Work Australia data already show heat stress as a contributing factor in workplace incidents, and our climate trends are only getting hotter. While Australia does not yet have a specific national heat safety regulation, the 2022 Model Code of Practice for managing psychosocial hazards includes remote and outdoor work fatigue, and states like Queensland issue heat stress guidance each summer.

Science now backs what should be obvious: investment in shade canopies, extra breaks at 35°C, and similar measures pays off in fewer injuries and higher productivity (nobody works well when they’re on the verge of heat exhaustion). As OSHA head David Michaels bluntly noted, “When it gets really hot, it’s hard to do hard work safely…heat causes thousands of injuries every year.” (Grist 2025). The evidence is in – heat is a workplace hazard that can be managed.

SECTION 7: Emerging WHS Trends – WHS as ESG: Safety Metrics Hit the Boardroom

One emerging trend in 2025 is the elevation of workforce health and safety into the ESG (Environmental, Social, Governance) spotlight. In plain terms, safety performance is increasingly seen as a key indicator of a company’s “Social” responsibility – and investors, regulators, and stakeholders are paying attention. A recent global survey by KPMG found that 74% of the world’s top 250 companies now publicly report on “social” risks (which include workplace safety), up from just 49% in 2022 (KPMG, 2024). This is a massive shift in a short time, underscoring that social sustainability = worker well-being and safety. Boards are recognising that fatalities, high injury rates, or toxic work cultures are not just HR issues – they pose reputational and financial risks that can scare off investors and customers.

Several drivers fuel this trend. First, regulatory pressure abroad: Europe’s new Corporate Sustainability Due Diligence rules require companies (including Australian firms with EU operations or supply chains) to examine and report on human rights and WHS conditions throughout their supply chain (Novisto 2025). This means an Aussie retailer may need to verify factory safety in Bangladesh (tying back to Section 5) or a mining company must disclose how it’s preventing fatalities at overseas sites.

Second, the investor community’s broader ESG push now often explicitly calls out workplace safety metrics – for example, some ESG funds won’t invest in companies with poor injury frequency rates or recent safety scandals. Notably, executive remuneration is catching on too: more boards are tying CEO bonuses to safety KPIs (both lagging indicators like LTIFR and leading indicators like safety audit scores). This creates a direct financial incentive for the C-suite to drive improvements.

Finally, the demographic shift in leadership is playing a role. As Gen Z and Millennials take up management posts, they bring an expectation that companies do good by their people. These generations see employee safety and mental health as non-negotiable components of a company’s social impact (Novisto 2025).

The new reality - WHS is now a boardroom agenda item, not just an operational issue. Senior executives are asking for safety climate surveys and demanding frontline risk data in their quarterly reports because their stakeholders demand transparency.

For WHS professionals, this trend is a double-edged sword (in a good way) – it means you may finally get that seat at the strategy table, but it also means performance scrutiny is higher. The best companies will seize this moment to truly integrate safety into business strategy. The laggards, who treat safety as a tick-the-box, will find themselves exposed. In 2025 and beyond, safety is part of corporate sustainability – and there’s no turning back.

SECTION 8: Spotlight – Confronting Occupational Violence & Aggression (OVA)

We’re shining the spotlight on a risk domain that’s been quietly raging: Occupational Violence and Aggression (OVA). From hospitals and schools to retail shops and public transport, frontline workers are facing increased abuse and assault on the job. Australian workplaces have seen a sharp rise in incidents of violence and aggression over the past five years. Safe Work Australia’s data indicates serious accepted workers’ comp claims from assaults have jumped by more than 50% in half a decade. Healthcare workers report being bitten, punched, or threatened regularly in emergency departments. Teachers and teacher aides endure physical and verbal attacks from students and sometimes parents. Retail and hospitality staff, especially during the pandemic and its aftermath, have been on the receiving end of customer frustration turned ugly (just think of the viral videos of customer meltdowns). A recent industry survey across Australia and New Zealand found two-thirds of workers have experienced customer aggression, yet 35% say they received no support from their employer afterward (Transitioning well 2025). These numbers are unacceptable.

The sectors most at risk – hospitals, aged care, disability support, public-facing government services, retail, transport – are scrambling to respond. Some state governments have begun legislating change. Victoria announced it will introduce new laws specifically to protect customer-facing workers in retail, fast food, transport and more (Sonder). This could mean harsher penalties for assaulting staff (similar to laws protecting emergency workers) and requirements for businesses to implement violence prevention plans. Nationally, the issue has been recognised in the 2022 amendments to model WHS regulations on psychosocial hazards, which explicitly include “exposure to violence or aggression” as a risk to be managed.

So, how do we tackle OVA proactively? Practical risk controls are becoming clearer:

· Environmental Design: Secure counters, protective screens (already standard in banks, now appearing in pharmacies), controlled entry systems in emergency departments, and better lighting and CCTV – all to deter would-be aggressors and allow quick response if an incident occurs. Physical barriers and panic alarms can make a difference in workplaces like hospitals or Centrelink offices.

· Training and Procedures: Staff must be trained in de-escalation techniques – how to calm an agitated person and avoid triggering worse behaviour. They also need clear procedures for when aggression does occur: a duress button to summon help, a safe retreat route, and incident reporting that actually leads to action (not just paperwork). Regular drills on scenarios (“What do I do if a customer threatens me with violence?”) are as essential as fire drills in high-risk roles.

· Support and Reporting Culture: A zero-tolerance stance from management is critical. Workers should never feel that being abused is “just part of the job.” Encourage reporting of all incidents, even “near miss” aggressive behaviors, and respond with support – whether that’s counseling, time off to recover, or even legal action against offenders when possible. In healthcare, for instance, some hospitals now display signs like “Aggression towards staff will not be tolerated” and follow through by pressing charges on behalf of staff in serious cases.

· Psychosocial Aftercare: Being yelled at, spat on, or attacked is psychologically traumatic. Employers need to treat these incidents as the serious workplace injuries they are. This means conducting incident investigations (as you would for a physical injury), providing trauma counseling or EAP services promptly, and monitoring affected workers for any lasting impacts. A worker who doesn’t feel safe after an incident is a worker who may never fully recover productivity – or may leave the profession entirely.

OVA is a complex, growing hazard that blurs the line between safety and security. We must treat it with the same rigor as any other critical risk. This requires cross-functional effort – HR, security, WHS and senior leaders all have a role in making sure people aren’t harmed just for doing their jobs. As the data sadly shows, we’re playing catch-up. But the recent attention, gives hope that violence is finally being recognised as a workplace hazard that can be prevented. It’s on all of us to push for safer, more respectful workplaces. No one should need to wear a metaphorical (or literal) suit of armor just to go to work in a service role.

FINAL WORD :

This edition has a unifying theme: Accountability and Action.

From the boardroom taking ownership of safety outcomes, to regulators cracking down on those who don’t, to global movements insisting on basic protections – the writing is on the wall. As we close out 2025 and look to the new year, one insight stands out: the health and safety of people is now front and center in business risk, reputation, and ethics. The time for lip service is over. The time for leadership – real, courageous, often uncomfortable leadership – is now. Whether it’s an executive admitting a safety system needs overhaul, a manager intervening in a toxic work situation, or a firm investing in controls to protect workers from heat or violence, the future will favor those who do the right thing before being forced.

Safety isn’t bureaucracy – it’s the bedrock of trust in any enterprise. When we protect our people, we protect our mission. Let’s carry that mindset into 2026 with resolve.

Stay safe, stay accountable,
Niru Tyagi | WHS Guard (Queensland Edition)

References :

Alahmad, B., Kessler, W., Alwadi, Y. et al. A nationwide analysis of heat and workplace injuries in the United States. Environ Health 24, 65 (2025). https://doi.org/10.1186/s12940-025-01231-1

Australian Human Rights Commission. (2023). Positive duty guidelines. Available at: https://humanrights.gov.au/our-work/sex-discrimination/publications/positive-duty-guidelines-2023

Business Queensland. (n.d.). Penalties for breaches to work health and safety law. Available at: https://www.business.qld.gov.au/running-business/whs/whs-laws/penalties

Comcare. (n.d.). Creating mentally healthy workplaces. Available at: https://www.comcare.gov.au/safe-healthy-work/prevent-harm/psychological-health

Curtin University Centre for Transformative Work Design. (2024). Designing SMARTer work to reduce psychosocial risks. Available at:

https://www.transformativeworkdesign.com

Edmondson, A. (2019). The fearless organization: Creating psychological safety in the workplace for learning, innovation, and growth. Wiley.

Greenlife Industry Queensland. (2025). Agriculture safety compliance campaign launched by WHSQ. Available at: https://www.linkedin.com/posts/greenlife-industry-qld_workplacehealthandsafety-agriculturesafety-activity-7387306874016006144-JvUz

Grist | By Frida GarzaPublished October 11, 2025 at 12:00 PM EDT New research shows there’s a simple way to protect workers. Available at: https://www.lpm.org/news/2025-10-11/new-research-shows-theres-a-simple-way-to-protect-workers-is-osha-listening

IndustriALL Global Union. (2025). Bangladesh ratifies key ILO conventions on safety and gender equality following long union campaign. Available at: https://www.industriall-union.org/bangladesh-ratifies-key-ilo-conventions-on-safety-and-gender-equality-following-long-union-campaign

International Labour Organization. (2025). Landmark ratifications in Bangladesh towards a future of work that is safe and healthy. Available at: https://www.ilo.org/resource/news/landmark-ratifications-bangladesh-towards-future-work-safe-and-healthy

International Labour Organization. (2025). Bangladesh becomes first Asian country to ratify all 11 ILO fundamental conventions. Available at: https://www.ilo.org/resource/news/bangladesh-becomes-first-asian-country-ratify-all-11-ilo-fundamental

KPMG. (2024). Global sustainability reporting survey. Available at: https://home.kpmg/xx/en/home/insights/2024/09/global-sustainability-reporting-survey.html

https://assets.kpmg.com/content/dam/kpmgsites/xx/pdf/2024/11/the-move-to-mandatory-reporting-web-copy.pdf.coredownload.inline.pdf

Marling, G. (2025). Safety leadership and culture commentary. LinkedIn : https://www.linkedin.com/in/garrymarling/

New research shows there’s a simple way to protect workers. Available at: https://www.lpm.org/news/2025-10-11/new-research-shows-theres-a-simple-way-to-protect-workers-is-osha-listening

MyOSH. (2024). Queensland strengthens worker protection with new WHS legislation. Available at: https://www.myosh.com/news/queensland-strengthens-worker-protection-with-new-whs-legislation

Novisto 2025https://novisto.com/de/resources/blogs/the-top-5-esg-trends-to-watch-in-2025

Safe Work Australia. (2022). Managing psychosocial hazards at work: Model code of practice. Available at: https://www.safeworkaustralia.gov.au/system/files/documents/2706/managing_psychosocial_hazards_model_code_of_practice.pdf

Safe Work Australia. (n.d.). Work-related psychological health and safety. Available at: https://www.safeworkaustralia.gov.au/safety-topic/health-and-safety/psychological-health

Safe Work Australia. (n.d.). Young worker statistics and hazards. Available at: https://www.safeworkaustralia.gov.au/safety-topic/industry-and-demographic-statistics/young-workers

Safe Work Australia. (n.d.). Workplace violence and aggression https://www.safeworkaustralia.gov.au/safety-topic/hazards/workplace-violence-and-aggression

SafeWork NSW. (2023). Designing work to manage psychosocial risks. Available at: https://www.safework.nsw.gov.au/resource-library/workplace-hazards/mental-health/designing-work-to-manage-psychosocial-risks

Sonder (2025) Two-thirds of workers face customer aggression as new report ...

https://sonder.io/resources/press/two-thirds-workers-experience-customer-aggression-safety-gap-report/

Sullivan & Co Accountants. (2025). WHS and OHS regulatory update: August 2025. Available at: https://www.sullivansaccountants.com.au/latest-news/52706

Transitioning well, The rising tide of occupational violence and aggression in retail

https://www.transitioningwell.com.au/violence-customer-aggression-retail/

Whitefield Dave The Paradox of Safety Culture: A Leadership Challenge | Dave Whitefield posted on the topic | LinkedIn

https://www.linkedin.com/posts/dave-whitefield-3b45501_the-culture-paradox-im-pretty-sure-there-activity-7366720082657353730-SX0w

World Health Organization & International Labour Organization. (2022). WHO/ILO joint estimates of the work-related burden of disease and injury. Available at: https://www.who.int/publications/i/item/9789240053052

Workplace Health and Safety Act 2011 (Qld).

Workplace Health and Safety Queensland. (2025). Construction industry interventions and campaigns. Available at:

https://www.worksafe.qld.gov.au

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