Psychosocial risk bleeds through five separate cost channels simultaneously — each one traceable, each one quantifiable. We put a precise dollar figure on all five. Then you know where to act.
Every number is derived from Safe Work Australia, Gallup, and SHRM research. Open each cost to see exactly how it's calculated for a typical Australian organisation.
Employees don't leave for salary — they leave because of unmanaged psychosocial conditions: poor leadership, unmanageable workload, and chronic burnout. Research shows at least 50% of voluntary exits are driven by psychosocial factors (Gallup's 42% figure represents the floor, based on manager self-reporting alone). The diagnostic identifies department-level flight risk, ranked by hazard, before the departure occurs.
What it actually costs: SHRM benchmarks replacement cost at 50–200% of annual salary depending on role complexity. We use a conservative 1.5× for this model. For a 650-person healthcare organisation, if psychosocial risk is driving 16% annual turnover (the Safe Work Australia benchmark for healthcare and care-sector environments), that's 104 departures. At an average salary of $85,000, each replacement costs $127,500.
What the diagnostic uncovers: Department-level flight risk scores, ranked by hazard type (workload, poor management, bullying, role ambiguity) — so you know exactly which team is at risk and exactly why, before the departure occurs.
Employees in psychological distress operate at 18–25% reduced productivity — present in body, absent in output — and never book a single sick day. It costs Australian businesses 3× more than absenteeism (Medibank/Econtech) and appears on no report. The diagnostic identifies the specific hazards driving the drain in each team.
The deceptive part: It doesn't appear on any report. It shows up as missed deadlines, lower output quality, errors, and customer complaints. Because the employee never books a sick day, no one connects the dots to a psychosocial hazard.
What the diagnostic uncovers: The specific hazards — unmanageable workload, poor role design, conflict, or lack of autonomy — that are driving the productivity drain in each department, so interventions are targeted, not generic.
At-risk employees average 8.7 additional unplanned sick days per year. When one person takes extended leave, the workload cascades to their team — increasing their risk and producing a second and third absence within the same quarter. The diagnostic surfaces burnout risk by department before the cascade begins.
The compounding effect: When one person takes extended stress leave, workload redistributes to the remaining team members — increasing their psychosocial risk in a cascade that often produces a second and third absence within the same quarter. This is the burnout contagion pattern that high-risk departments experience chronically.
What the diagnostic uncovers: Burnout risk scores by department, combined with the specific hazards driving fatigue — so you can intervene before the first absence, not during the third.
Australian WHS Regulations now require organisations to identify and manage psychosocial hazards, with ISO 45003 as the recognised framework. The median psychological injury claim costs $67,400 — more than 4× the median for all other claim types (Safe Work Australia, 2025). The diagnostic produces timestamped, ISO 45003-aligned documentation of proactive risk identification.
What exposure looks like: The median cost of a psychological injury claim is $67,400 — more than 4× the median for all other claim types (Safe Work Australia, Key WHS Statistics 2025). For organisations without documented hazard identification, the question is not if but when.
What the diagnostic provides: Timestamped, ISO 45003-aligned documentation of hazard identification, risk assessment, and provided remediation playbooks — the exact documentation that demonstrates a proactive approach to psychosocial risk management.
Unmanaged psychosocial risk produces visible consequences — high turnover, Glassdoor reviews, and word of mouth that filters out candidates before they apply. Organisations with poor employer brand pay 10% more per hire and fill roles slower. The diagnostic provides documented evidence of proactive management that becomes a genuine recruitment asset.
The Workplace of Choice gap: Australia's top talent — the employees you most need to attract and retain — actively select employers on psychological safety culture. They ask peers, they check Glassdoor, and they leave interviews early when culture feels off. An unmanaged psychosocial risk profile silently filters out the candidates you most want.
What the diagnostic provides: A documented, externally-validated commitment to psychological safety that becomes a recruitment asset — a signal to candidates and boards alike that your organisation is proactively managed.
Modelled on Safe Work Australia, Gallup, and SHRM benchmarks. This is what's already costing your organisation — without a diagnostic.
Your Organisation
Estimates are conservative benchmarks based on Safe Work Australia national data and SHRM research. Actual exposure varies. This model is provided for indicative purposes only.
Estimated Annual Exposure
Conservative estimate across all six cost categories. This is what psychosocial risk is already costing your organisation per year — without a line item, without a diagnosis, and without a corrective plan.
Not generic recommendations. A defined methodology that turns hidden risk into operational change — with a documented evidence trail.
Every output below is built for a specific person in your organisation. You receive all of them — fully integrated, within 5 weeks.
The Honest Comparison
We've structured our guarantees to make the decision completely risk-free. If we don't deliver what we promise, the engagement fee is waived.
The Daylight Commitment
The 5× Capital Identification Guarantee ensures we find at least five times our fee in unmanaged financial exposure. The ISO 45003 Alignment Guarantee ensures every deliverable maps to the recognised international standard. Fall short on either — the engagement fee is waived.
No pitch deck. We walk you through a sample output. You decide.
A conservative reduction based on published intervention benchmarks — the typical outcome of proactive identification and intervention — produces a return that makes the engagement price irrelevant. Here is the arithmetic.
We'll walk you through a sample C-Suite Financial Snapshot — the exact output your organisation would receive. No slides. No pitch. Just the data. You'll know by the end of the call whether this is the right engagement for your organisation.
We diagnose, map, and build the roadmap. Your managers bring it to life.
Australian organisations only.