The People at Work Survey Is Being Phased Out – What This Means for Your Business

This change reflects major developments in legislation, research, and best practice for managing psychosocial hazards at work. For businesses, it’s an important moment to pause and ask: Are we still meeting our psychosocial risk obligations under the Model Code of Practice?

Why Is the People at Work Survey Being Phased Out?

Since the PAW survey was first introduced, the landscape of psychosocial risk management has evolved significantly.

At a national level, it has been recognised that the PAW survey:

Requires modification to adequately address additional psychosocial hazards, including sexual harassment and isolated or remote work
Has shown a decline in staff engagement and response rates, reducing its effectiveness
Provides limited post-survey detail to support targeted, practical action
Would require significant investment to update and redesign
Has been overtaken by new evidence-based tools that are shorter, more precise, and better aligned to current research

As a result, Safe Work Australia has decided to decommission the survey and platform.

Key Dates Businesses Need to Know

Organisations that have used, or planned to use, the PAW survey should be aware of the following timelines:

1 June 2026 – Final date for new organisations to register on the PAW platform
1 July 2026 – Final date for new surveys to be launched
2 October 2026 – Final date to access the platform and extract reports

Further information regarding data access and privacy will be provided by Safe Work Australia.

What Does the PAW Survey Being Decommissioned Mean for Businesses?

Importantly, the removal of the PAW survey does not remove your legal obligations.

Under WHS legislation, PCBUs must still:

Identify psychosocial hazards
Assess psychosocial risks
Implement appropriate control measures
Review and adjust controls over time

Psychosocial risk management is not a one-off activity or a single survey. It requires an ongoing, systematic approach that reflects how work is actually performed in your organisation. If your business has relied heavily on PAW in the past, now is the right time to review whether your current approach still aligns with current legislation and the Model Code of Practice.

Are Businesses Still Required to Manage Psychosocial Hazards?

Yes — and enforcement expectations are increasing.

Psychosocial hazards such as:

High job demands
Low job control
Poor organisational support
Role ambiguity
Exposure to traumatic events
Sexual harassment
Isolated or remote work

must be managed in the same way as physical hazards.

Regulators are increasingly expecting organisations to demonstrate:

Evidence of hazard identification
Risk-based decision making
Consultation with workers
Practical, implemented controls
Ongoing review and monitoring

A legacy survey alone is no longer enough.

Best Practices What Should Organisations Do Now?

Rather than simply replacing PAW with another survey, best practice now involves:

1.

Using contemporary psychosocial assessment tools aligned to current legislation

2.

Combining survey data with consultation, qualitative insights, and operational data

3.

Focusing on practical controls and system changes, not just risk scores

4.

Embedding psychosocial risk management into leadership, WHS systems, and everyday operations

If you’re unsure whether your current approach meets these expectations, that uncertainty itself is a signal to act.

How Employ Health Can Help

At Employ Health, we support organisations to move beyond tick-box compliance by providing:

Psychosocial risk assessments aligned to the Model Code of Practice
Evidence-based tools designed for real-world workplaces
Clear, actionable reporting that supports meaningful change
Ongoing support to implement, review, and refine controls over time

Whether you’ve used the PAW survey in the past or are starting fresh, we can help you understand where you stand and what to do next.

Employ Health can assist Ready to learn more or need help crafting a return-to-work strategy?

Contact Employ Health to discuss your psychosocial risk obligations and ensure your workplace remains compliant, safe, and healthy.

Start your journey to Proactive Workplace Health

Call 1300 367 519

Get started

Contractor vs full-time workplace health is a decision many organisations make based on hourly rates alone. Onsite Physiotherapy, Employ Health

Why Contractor-Based Workplace Health Could Be Costing Your Business More

Contractor vs full-time workplace health is a decision many organisations make based on hourly rates alone. But when you look beyond the upfront cost,...

Offshore Pre-Employment Screening

From PALMS recruitment hubs in Papua New Guinea and the Solomon Islands to direct hire from China and New Zealand, the medical, impairment and...

The Hidden Cost of a Slow Response: Why the First Hours Decide the Claim

Delayed reporting is the quietest cost driver in workplace injury management. Here’s what the evidence says, and how Employ Health’s Rapid Response™ program is...

Health Beyond the Physical: Why Financial Stress Is a Workplace Wellbeing Issue

Three rate rises in five months have pushed money worries to the top of the workforce health agenda. Employ Health CEO Matthew Stewart speaks...

World No Tobacco Day

Why Smoke-Free and Vape-Free Blue-Collar Workplaces Make Business Sense

The Future of Wearable Technology in the Workplace

Opportunities, Risks & How to Make Sense of It 700+ attendees. 70+ speakers. 30+ exhibitors.

Sleep and Workplace Health: Why Rested Workers Are Safer, Healthier, and More Productive

March marks Sleep Awareness Month.It is a time to reflect on one of the most overlooked factors affecting workplace health, safety and productivity: sleep.