Safer work starts with better knowledge.

Discuss whether demands can be met with available time and resources.

Explain responsibilities and resolve conflicting instructions.

Provide safe ways to raise concerns about how work is organised.

Challenge bullying, harassment and humiliating behaviour through the proper process.

Make confidential support routes easy to find.

Explain changes early and listen to workers affected.

Maintain regular supportive contact with team members.

Consider social support for remote and lone workers.

Review how working hours and recovery affect wellbeing.

Involve workers in decisions affecting their daily tasks where possible.

Offer suitable support after distressing workplace events.

Handle personal wellbeing information sensitively and confidentially.

Managers should support workers without attempting to diagnose conditions.

Do not punish workers for raising work-related stress concerns.

Use a fair process to address recurring team conflicts.

Ensure temporary and migrant workers can access support.

Check whether agreed changes actually improve working conditions.

Which work pressure could the team remove or reduce this week?