Psychosocial Risk · Psychological Health Regulations · Australian Companies

Inspector ready in six weeks. Inspection ready for good.

Psychosocial risk systems for Australian companies, documented, evidenced, board-ready. Fully managed, fixed fee.

Book a conversation Estimate your exposure, free

HAZARD C4 JOB DEMANDS CRITICAL

High-Demand Workload
Reset Protocol

15-min structured weekly check-in · ISO 45003 · 6.1.2.1 · Capacity scoring included

PLAYBOOK

OF 05

ASSIGNED TO

Each Unit Head

MANDATE WINDOW

30 days from delivery

ADDITIONAL BUDGET

Nil required

WITHOUT THIS

Undocumented duty-of-care risk

The Protocol, Step by Step

Set the Containermin 1–2

"No agenda. No performance talk. I just want to know how your workload is actually landing."

Run the Capacity Checkmin 2–6

"On a scale of 1–10, where 10 is completely underwater, where are you sitting right now?"

Record. Don't interpret. Follow with: "What's driving that number most?"

Negotiate the Loadmin 10–13

"If we could take one thing off your plate, what would make the biggest difference?"

You must leave with at least one concrete action. No action = conversation didn't happen.

Document & Commitmin 13–15

Complete the Capacity Log immediately. Score + action + date. This is your ISO 45003 compliance record and proactive risk documentation.

SCORING TOOL

Capacity Score → Action

1–3 Manageable

No intervention required.

4–6 At Risk

Defer one priority. Flag to Dept Head.

7–8 Overloaded

Immediate redistribution. Escalate within 24hrs.

9–10 Critical

Stop. Escalate to Dept + HR. Initiate Incident Record.

MANAGER RESPONSIBILITY

Failure to act on a score of 7+ within 24hrs creates undocumented duty-of-care risk. Every documented conversation is your proactive risk documentation.

Confidential

SECTION 02

Deployment Timeline, 90-Day Execution

DAY 1

Diagnostic Delivered

Full suite to stakeholders

DAY 30

Playbooks Live

Unit heads execute assigned protocols

DAY 60

Signal Check-In

Hazard reduction reviewed

DAY 90

Quarterly Review Cycle

SECTION 03

Your Full Deliverables Suite

◆

Compliance Evidence Vault

Regulation & Code cross-map

◆

C-Suite Financial Snapshot

Exposure model & cost categories

◆

Departmental X-Ray Report

Red zone isolation

◆

Manager Playbooks

One per unit head, zero extra spend

◆

Psychosocial Risk Register

Rated, owned, review-dated

◆

Consultation Record

Worker & HSR input, evidenced

WHY THE TIMELINE MATTERS

The duties to identify, control, consult, and review are live now. A single reported psychological injury or hazard legally obliges a documented review of controls, a documented system means that review has somewhere to land.

Confidential

SECTION 03

Scenario Modelling, Two Paths

SCENARIO A · STATUS QUO

UNDOCUMENTED · 12-MONTH

Unmanaged

Turnover and absence costs continue without attribution or a plan
A single reported injury or hazard triggers a review with no documentation behind it
Each undocumented hazard remains a Board-level risk

SCENARIO B · DAYLIGHT PROTOCOL

TARGETED YIELD RECOVERY · 12-MONTH

Recovered

A 25% hazard reduction in your highest-exposure units recovers working capital without company-wide HR spend.

DEPLOY COST

Nil

Zero extra budget

ROI MULTIPLE

High ×

Per engagement

MANDATE WINDOW

30d

To deploy

SECTION 04 · COMPLIANCE REMEDIATION DIRECTIVES, 30-DAY MANDATE

Primary Exposure Unit · C4: Job Demands

Execute 'High-Demand Workload Reset Protocol', 30 days. No HR budget required.

Quantified

Secondary Exposure Unit · C12: Role Ambiguity

Execute 'Role Clarity & Accountability Framework', 30 days. No HR budget required.

Quantified

Tertiary Exposure Unit · C7: Low Recognition

Execute 'Recognition & Psychological Safety Playbook', 30 days. No HR budget required.

Quantified

Confidential

SECTION 01

Hazard Severity, Clause Risk Register

C4Job Demands

CRITICAL

Engineering & Projects · clause 6.1.2.1

C12Role Ambiguity

CRITICAL

Operations & Delivery · clause 6.1.2.2

D3Workplace Conflict

CRITICAL

Cross-Org · clause 8.1.3

C7Low Recognition

EXPOSURE

Sales & BD · clause 7.4

E1Physical Violence

OBSERVED

Field / Site Ops · monitored

BOARD EXPOSURE SUMMARY

Psychosocial
Hazards
Identified

Areas where survey data indicates elevated psychosocial risk relative to ISO 45003 hazard categories. Further assessment recommended.

C4 Job Demands, documented overload, no controls on file
C12 Role Ambiguity, undocumented duty-of-care obligation
D3 Conflict, no formal resolution process documented

Psychological Health Regulations, Legal Trigger

Undocumented psychosocial hazards represent organisational risk. A single reported injury or hazard legally obliges a documented review of controls.

AGGREGATE HAZARD SCORE

XX/100

BELOW TARGET RANGE

Target range: ≥80. Every point below is an area for proactive management.

Confidential

SECTION 01

Department Intervention Cards

Highest-exposure units · 92% of modelled exposure concentrated in 3 departments

0130 DAYS

C4 · JOB DEMANDSISO 45003 · 6.1.2.1

Engineering & Projects

ASSIGNED PLAYBOOK

'High-Demand Workload Reset Protocol'

Workload audit, redistribution & weekly capacity check-in cadence

EXPOSURE

Quantified

CAPITAL RECOVERED

Per org

Conservative 25%

0230 DAYS

C12 · ROLE AMBIGUITYISO 45003 · 6.1.2.2

Operations & Delivery

ASSIGNED PLAYBOOK

'Role Clarity & Accountability Framework'

Role boundary documentation, accountability matrix & monthly review cadence

EXPOSURE

Quantified

CAPITAL RECOVERED

Per org

Conservative 25%

0360 DAYS

C7 · LOW RECOGNITIONISO 45003 · 7.4

Sales & Business Dev.

ASSIGNED PLAYBOOK

'Recognition & Psychological Safety Playbook'

Recognition framework, psychological safety pulse survey & 60-day re-measure

EXPOSURE

Quantified

CAPITAL RECOVERED

Per org

Conservative 25%

TOTAL CAPITAL AT RISK

$2M – $5M+

Typical org range · typically unmeasured

PROJECTED RECOVERY

Conservative 25%

Targeted unit intervention only

DEPLOYMENT COST

NIL

No additional HR budget required

Confidential

Risk Briefing

Deployment

Scenario

Compliance

Playbooks

What Daylight Does

From hidden risk to an audit-ready system.

Daylight identifies, assesses, and reviews against the Psychological Health Regulations and the Compliance Code, aligned to ISO 45003. Your managers execute Control, equipped with personalised playbooks.

Stages 1 + 2 · Identify + Assess Daylight executes

Your evidence baseline.

Every risk identified, priced in dollars, mapped to ISO 45003, department by department. Board-ready.

You receive Hazard register · Risk matrix · Financial Exposure Model · Departmental heat map

Stage 3 · Control Daylight equips · You execute

Your control execution.

Each at-risk team gets a manager playbook for their hazards, with an owner, a deadline, and controls justified through the hierarchy of controls.

You receive Control register · Manager Playbooks · 90-Day Action Plan

Stage 4 · Review Daylight executes

Your continuous evidence.

Your system, kept alive. Quarterly review cycles through the Governance Retainer: register maintained, controls re-tested, event-triggered reviews when the Regulations require them.

You receive Quarterly review cycle · Living risk register · Board-level assurance

01 Did you identify the hazards?

02 Did you assess them properly?

03 Did you implement proportionate controls?

04 Did you review whether they worked?

05 Can you show workers and HSRs were genuinely consulted?

The standard we build to

The deliverable an assessor wants to see: hazards identified, people consulted, proportionate controls chosen, rationale recorded, controls reviewed.

Built on

OHS (Psychological Health) Regulations 2025 (Vic)
Compliance Code
ISO 45003:2021
Safe Work Australia
Peer-Reviewed Research

The Engagement Process

From first conversation to Clarity Presentation, fully managed.

Build, six weeks.

Your complete system, stood up: hazards identified, risks registered, evidence documented, board pack delivered. Under a day of your leadership's time, fully remote, no disruption to shifts.

Run, every quarter after.

Then we keep it alive: quarterly reviews, pulse checks, a maintained register, board-level assurance. This is what inspectors care about, not that a system existed once, but that it's living.

See the full process

Your leadership's commitment

Scoping call

~45 min · Pre-engagement

Remote Site Analysis

~60 min · Led by one of your supervisors

Short interviews, shift leads & an HSR

30 min each · Scheduled around shifts, including nights

Clarity Presentation

~90 min · Week 6

Under one working day, spread across six weeks

Daylight handles

Survey design & methodology

Consultation design & the Consultation Record

Diagnostic analysis

Risk register & compliance mapping

Full report production

Within six weeks, unnamed risk becomes documented certainty, evidence in hand, board ready. See what leaving it unmanaged is costing you.

Calculate Your Exposure

The Financial Case for Acting Now

Psychosocial risk has a price tag. Most organisations are just paying it without knowing.

Staff replacement cost, the most recoverable capital loss

Source: Safe Work Australia (2023); Deloitte Access Economics The Economic Cost of Unhealthy Workplaces. Replacement cost modelled at 1.5–2× annual salary, encompassing direct recruitment, onboarding, and the 6–12 month productivity ramp-up period documented in occupational health literature. In a 400-person manufacturing workforce with a 16% annual turnover rate (typical for shift-based manufacturing), voluntary resignation attributable to psychosocial hazards conservatively accounts for 35–50% of total departure volume, roughly 22–32 of the 64 expected exits.

1.5–2×

Annual salary per departure

Present but not performing, the invisible drain

Source: Medibank Private The Cost of Workplace Stress in Australia; Stansfeld & Candy (2006), Occupational & Environmental Medicine. Presenteeism losses are modelled using validated self-report productivity indices (WPAI) applied to the proportion of headcount in high-demand, low-control work conditions. A cohort of 88 at-risk workers (22% of a 400-person manufacturing workforce) carrying a 20% productivity deficit represents the salary-equivalent of roughly 18 full-time roles generating no measurable output.

18–25%

Productivity yield loss per affected employee (Gallup)

Stress-related leave, the most directly attributed cost

Source: Safe Work Australia Work-Related Psychological Health and Safety (2022 National Dataset); Australian Bureau of Statistics Work-Related Injuries Survey. The 8.7-day differential is derived from matched-cohort analysis comparing absence rates in high-psychosocial-risk classifications against sector-adjusted baselines. At a median daily salary cost of $386 ($85K ÷ 220 working days), an 88-person cohort at elevated risk carries approximately $296,000 in attributable absenteeism annually, prior to backfill, on-cost premiums, and disruption costs.

+8.7

Avg. additional sick days per year

Psychological injury claims, the cost that arrives without warning

Source: Safe Work Australia Comparative Performance Monitoring Report; Key WHS Statistics 2025. Claim exposure is estimated by cross-referencing workforce size, industry sector, and identified hazard categories against Safe Work Australia psychological injury claims data (median $67,400 per claim), with time lost on psychological claims running roughly four times that of physical claims, flowing directly into workers' compensation premiums. Organisations without documented identification and control measures face materially elevated exposure upon any formal investigation or claim.

$67K

Median cost per psychological injury claim (SWA)

In a 400-person manufacturer running two shifts, with elevated psychosocial risk exposure, these five categories typically represent $5.2M to $9.6M in annual recoverable capital, most of it invisible until named, quantified, and addressed.

Organisation size 400 employees

Elevated exposure defined as 22% of workforce in high-risk categories, the median finding across Australian shift-based manufacturing workplaces. Source: ABS National Study of Mental Health and Wellbeing (2020–22); ISO 45003:2021 risk classifications; Safe Work Australia industry-multiplier baseline (1.10× for manufacturing).

Turnover$4.5M

Presenteeism$1.5M

Absenteeism$407K

WHS Claims$297K

Brand Erosion$718K

How we stand behind the work.

You never pay in full for work you haven't seen.

Half the fee starts the engagement. The final half is only invoiced once the deliverables are in your hands and do what the proposal says. If anything falls short, we fix it first, at no additional cost, before the final invoice exists.

We're with you for the whole journey, and we put that in writing.

50%

Payment

The Second-Half
Guarantee

You never pay in full for work you haven't seen. Half the fee starts the engagement. The final half is only invoiced once the deliverables are in your hands and do what the proposal says, and if anything falls short, we fix it at no additional cost before the final invoice exists.

∞

Quality

The Daylight
Standard

Every deliverable includes a full revision round before sign-off, revised until it reflects your workplace. And if a factual error is ever found in a Daylight deliverable (this year or in three years), it's corrected free, with corrected versions issued to your portal. These documents live in your risk system for years, so we stay with them. That's not a clause to us; it's the relationship.

Why Daylight

Three ways to respond to psychosocial risk.

Only one gives you answers, ROI, and a path forward.

Capability	Large Consulting Firm	Internal HR / DIY	Daylight
Department-level findings	Org-wide summaries only	Rarely structured at this level	Yes, every department
Dollar-quantified risk	Qualitative ratings only	Not available internally	Research-backed pricing
Regulations & Compliance Code cross-map	Sometimes, at extra cost	Gap in most internal teams	Included in every engagement
Worker & HSR consultation evidenced	Sometimes	Rarely documented	Designed in, recorded from day one
Executable manager action plans	Recommendations, not plans	Possible but resource-heavy	Per-team, ready to act on
Fully managed, minimal client lift	Requires significant internal coordination	Entirely your team's workload	Under a day of leadership time, we carry the rest
Staff retention ROI	Rarely quantified at team level	Not benchmarked to research	Turnover costs surfaced per team
Board-ready in weeks, not months	6–12 month typical timeline	Rarely at board standard	Clarity Presentation within 6 weeks
Engagement cost	$80,000–$250,000+	Significant internal time cost	Fixed fee, quoted before you sign. No estimates that grow.

12 Months After Your Clarity Presentation

What your organisation looks like
when the work is done.

Lower turnover. Fewer claims. Managers who know what their teams are actually carrying.

Flight-risk employees identified and retained. Replacement costs, $85K–$170K per head, stopped at the source before the exit interview happens.

The 18–25% productivity gap closes. You stop paying full salaries for part-capacity output, without a single redundancy.

Managers stop carrying unspoken team problems. They work from a named risk register and the authority that comes from evidence-backed decisions.

Organisations that demonstrably invest in psychosocial safety attract top performers. Culture becomes a competitive advantage, not a liability risk.

Documented. Proactive. Mapped to the Psychological Health Regulations and ISO 45003. When questions arise, you have the answer. That's worth more than the fee.

No, and it's important to be clear about this. Daylight is not a certification or accreditation body. We do not issue ISO 45003 compliance certificates. What we do is build and document your psychosocial risk system against the Psychological Health Regulations and the Compliance Code, aligned to ISO 45003, and generate documentation that positions you for audit-readiness, defined as timestamped evidence that you have proactively (1) identified psychosocial hazards via worker consultation and structured assessment, (2) assessed and registered the risks, and (3) documented controls, consultation, and review arrangements. Think of it as building your proactive baseline, not issuing a verdict on the outcome of any specific audit.

Daylight is built for Australian companies with 100 to 1,000 employees, large enough to have meaningful departmental and shift complexity, and structured enough to act on what we find. We've designed the engagement model to be right-sized: you're not paying for a team of 20 consultants you'll never meet. If you're outside this range, reach out anyway; we'll be honest about fit.

A standard engagement runs six weeks from scoping to Clarity Presentation. The scoping call happens before the clock starts. From there, the survey window and a Remote Site Analysis, structured worker interviews across shifts, run across the first three weeks, followed by two weeks of analysis and deliverable production, with the Clarity Presentation delivered in week six. The most demanding moments for your organisation are the scoping call and the final Clarity Presentation. Everything between is handled by Daylight.

Your leadership's commitment: under one working day, spread across six weeks. A scoping call. A Remote Site Analysis led by one of your supervisors. A handful of short interviews with shift leads and an HSR, scheduled around shifts, including nights, at times that suit them. Then the Clarity Presentation. Your employees: one anonymous survey, under ten minutes. Daylight carries everything else. Interviews and consultation aren't a burden we've hidden; they're a statutory element we've designed to be light and genuinely useful.

All survey responses are fully anonymous. No individual responses are attributed to specific employees, findings are reported at the department or cohort level, and no results are reported for any group smaller than 10 respondents. This is a fundamental design principle of the diagnostic, and it's what allows us to collect honest signal rather than managed responses.

This is the most important question you can ask. The honest answer is: that's exactly when the deliverables matter most. Serious findings are serious regardless of whether you have a documented diagnostic or not, the difference is that with Daylight, you have a structured record of what was found, a dollar value attached to each risk, and a specific action plan for resolution. That's a far stronger position to be in than discovering the same issues reactively when questions arise.

A fixed fee, quoted as a single number before you sign, sized to your workforce and sites on a short scoping call. It never changes mid-engagement, and the final half is only invoiced once your deliverables are in your hands.

Yes, the duties do, so the system does. Surveys, consultation, and the register cover everyone engaged in your business, including labour-hire and seasonal workers. Ask any provider who quotes you whether theirs does.

The build is the beginning. Clients can continue into the Daylight Governance Retainer: we run the quarterly cycle, keep the register live and board-ready, and stand with you when something happens on the ground. No lock-in, no obligation, and we'll be honest about whether you need us.

Why I built Daylight

Happier people do better work. We've all seen it firsthand.

Founder

Dale Flanagan

Engineer · Trained in ISO 45003

Entire engineering career spent in Pharmaceutical, Gas, and Beverage manufacturing, covering over 100 Australian sites in contracting roles.

In the workplaces I've been part of, I watched good people get quietly worn down. Not by anything you'd report to HR, but by the daily stuff that's plausibly deniable and never quite stops, the kind that leaves people hyper-vigilant and exhausted.

What got me is how avoidable most of it was. People just needed a safe way to say how the work was really landing, and a bit of genuine support to fix what was grinding them down.

I've always liked understanding people past the small talk, so this never felt hard to me; it felt obvious. It isn't theory for me. This is something that's significantly impacted my career trajectory as well as the people I've worked alongside. Now there's research and data to make this mission a no brainer.

This is not only achievable, it has real mental and financial benefits. It can, and needs to, become the norm.

Inspector ready in six weeks. Inspection ready for good.

From hidden risk to an audit-ready system.

Every output built for a specific person in the room, ready to act on.

From first conversation to Clarity Presentation, fully managed.

Psychosocial risk now carries the same legal weight as a physical hazard.

Psychosocial risk has a price tag. Most organisations are just paying it without knowing.

You never pay in full for work you haven't seen.

Three ways to respond to psychosocial risk.

What your organisation looks like
when the work is done.

Everything you need to know before the call.

Happier people do better work. We've all seen it firsthand.

Understand what it's costing you, and what to do about it.

Inspector ready in six weeks. Inspection ready for good.

From hidden risk to an audit-ready system.

Every output built for a specific person in the room, ready to act on.

From first conversation to Clarity Presentation, fully managed.

Psychosocial risk now carries the same legal weight as a physical hazard.

Psychosocial risk has a price tag. Most organisations are just paying it without knowing.

You never pay in full for work you haven't seen.

Three ways to respond to psychosocial risk.

What your organisation looks likewhen the work is done.

Everything you need to know before the call.

Happier people do better work. We've all seen it firsthand.

Understand what it's costing you, and what to do about it.

What your organisation looks like
when the work is done.