If you lead a team or manage safety, having a clear Work Health and Safety (WHS) policy is not optional. It is the anchor for how you protect people, manage risk, and build a culture where performance and wellbeing thrive. If you are after an example of WHS policy and a simple way to put one in place, you are in the right spot.
In this article, we explain what a WHS policy is, why it matters for legal compliance and human performance, common barriers to getting it right, and a practical example of WHS policy sections you can adapt. You will also get a step by step plan to embed it across your workplace.
What is A WHS Policy?
A WHS policy is a short, formal statement of your organisation’s intent and approach to health and safety. It sets expectations, clarifies roles, and guides the systems that keep people safe. It should reference relevant legislation, include leadership commitment, outline responsibilities, and describe how hazards are identified, controlled, and reviewed.
In Australia, WHS duties are set out in state and territory laws that align with the model WHS Act and Regulations. For an overview of duties, see
Safe Work Australia’s model WHS laws.
Why it Matters
Good WHS policies reduce harm and create the conditions for better focus, fewer disruptions, and stronger trust. They also meet legal duties to provide a safe working environment, including management of psychosocial risks as outlined in
Safe Work Australia guidance on psychosocial hazards.
Safety and wellbeing are linked. When people feel safe, they think clearer, collaborate better, and recover faster from stress. That shows up in performance, retention, and reduced claims. With mental health claims forecast to rise, it pays to act early.
If you need inspiration on linking safety and wellbeing in practice, see our case study
Turosi Health and Safety.
Common Barriers
- Time pressure: Leaders are busy and policy drafting gets delayed.
- Confusion about scope: Uncertainty over what to include and what to reference.
- Low engagement: Staff see policies as compliance, not as daily practice.
- Patchy follow through: Training happens once and is not reinforced.
The good news is you do not need a complex manual. A clear one page WHS policy, backed by simple processes, can shift culture and outcomes.
An Example Of WHS Policy Sections
Use the outline below as a practical example of WHS policy content you can adapt. Keep it concise and align it with your local legislation and risk profile.
Policy Statement
We are committed to providing and maintaining a safe and healthy workplace for workers, contractors, and visitors. We will eliminate or minimise risks to health and safety as far as is reasonably practicable. We will consult with workers, meet our legal duties, and continuously improve our systems.
Scope
This policy applies to all workers engaged by us, including employees, contractors, labour hire, volunteers, and visitors across all locations and work activities including remote and hybrid work.
Responsibilities
- Officers: Exercise due diligence to ensure WHS obligations are met.
- Managers and leaders: Implement this policy, provide resources, and ensure safe systems of work.
- Workers: Take reasonable care for their own health and safety and that of others, follow procedures, and report hazards and incidents promptly.
Hazard Identification And Risk Management
We will identify hazards, assess risks, implement controls using the hierarchy of control, and review effectiveness. This includes physical, environmental, and psychosocial hazards. For psychosocial risk control guidance, see the model Code of Practice.
Consultation And Communication
We will consult with workers on matters that affect health and safety through meetings, safety representatives, and feedback channels. We will share learnings and updates regularly.
Training And Competency
We will provide induction, role specific training, supervision, and refresher education so people can do their work safely. Leaders will receive training in psychological safety to support team wellbeing. For practical guidance, see Building psychological safety.
Incident Reporting And Investigation
We will ensure timely reporting, investigation, and corrective actions for incidents and near misses. We will keep records, meet notification duties, and share improvements.
Wellbeing Integration
We will promote health and wellbeing practices that support safe, high performance work including fatigue management, workload design, flexible work where appropriate, and access to support services. For ideas that connect safety and performance, explore exercise and performance.
Monitoring And Review
We will set targets, monitor leading and lagging indicators, and review this policy at least annually or after any significant change. We will report outcomes to workers and leadership.
Approval
This policy is approved by the Chief Executive Officer and takes effect on the date signed.
This example of WHS policy structure keeps things clear and actionable. Pair it with short procedures and checklists so the policy lives in daily practice.
How To Put Your WHS Policy Into Action
Step 1 Map Your Risks
List your top tasks and environments. Identify physical, chemical, ergonomic, and psychosocial hazards. Use your incident history and worker insights. Safe Work Australia provides useful templates and guidance in their risk management resources.
Step 2 Draft And Align
Use the example of WHS policy sections above to draft a one page policy. Reference your jurisdiction’s WHS Act and Regulations and any industry standards. Keep the language simple so everyone understands it.
Step 3 Consult Early
Share the draft with workers, health and safety reps, and leaders. Ask where the policy is clear and where it needs more practical detail. Consultation builds buy in and improves the final version.
Step 4 Equip Leaders
Train supervisors to model safe behaviours, run toolbox talks, and respond to hazards. Leader behaviour is the fastest lever to shift culture. For tips, read
Leadership’s role in wellbeing and
Supporting leadership wellbeing.
Step 5 Launch With Clarity
Publish the policy, confirm responsibilities, and explain how to report hazards and incidents. Reinforce through onboarding, team meetings, and visual prompts.
Step 6 Build Feedback Loops
Track leading indicators such as training completion, hazard reports, and safety conversations alongside lagging indicators such as injury rates. Review monthly and adjust. For a culture boost, consider a
wellbeing ambassadors approach.
What Can Employers Do?
- Show visible commitment: Have executives sign and present the policy and link it to company values and goals.
- Make it easy to access: Host the policy and procedures in a single source of truth with quick links from your intranet and onboarding.
- Connect safety and performance: Recognise safe behaviours in performance reviews and team rituals.
- Invest in capability: Provide regular training and coaching for leaders and workers in risk management and mental health literacy.
- Design work well: Address workload, role clarity, and flexibility to reduce psychosocial risks.
- Measure what matters: Combine survey insights with incident and leave data to spot risks early. For ideas, see how to measure your program.
Key Takeaways
- A clear WHS policy sets expectations, reduces risk, and supports better performance.
- Use the example of WHS policy sections provided to create a one page document people will actually use.
- Consult early, equip leaders, and reinforce with simple procedures and regular training.
- Address psychosocial risks alongside physical hazards for a complete approach.
- Track leading and lagging indicators to learn and improve over time.
- Link safety with wellbeing to boost engagement and cut claims and costs.
If you want help embedding a practical WHS policy that integrates proactive health and wellbeing,
get in touch with Better Being.
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