Workright by Opposite is a person-centred psychosocial risk management service grounded in human factors expertise and organisational psychology. We identify what in the design and management of work is generating risk, and we change it.
Recommended: candid image of real people in a genuine work context. Not staged, not stock. Should convey the texture of actual work. Warm tones to complement the palette.
The psychosocial risk regulations are clear: training and information cannot be the predominant control measure. Workright is a person-centred approach, built around what the legislation actually requires.
Workright is built on human factors expertise and organisational psychology, the combination that sees the whole work system, not just its symptoms. Our approach is person-centred throughout: workers are co-designers of the solution, not subjects of it.
Controls that alter job demands, role clarity, management systems, and work environment sit at the top of the regulatory hierarchy. We start there, because that is what the legislation requires and what actually reduces risk.
Our human factors expertise means we analyse how jobs, tools, environments, and organisations interact to generate hazards, not just what workers report feeling. That produces controls that address root causes.
Every control in Workright is co-designed with the workers it affects. This satisfies consultation obligations across all three jurisdictions and produces controls that reflect how work actually happens.
Workright builds a living action plan across all five phases. It is the evidence of a systematic, compliant process that would satisfy a WorkSafe VIC inspection, a SafeWork SA visit, or a Comcare audit.
Every tier of Workright completes all five phases. What scales between tiers is the depth of the methodology, not the compliance coverage. Every client leaves with a complete process record.
Before we identify a single hazard, we understand the organisation. Phase 01 is a lean, fixed-scope engagement that maps who is at risk, what systems are in place, and what the work actually looks like. This framing makes everything downstream faster, sharper, and more accurate.
The action plan is opened in Phase 01. First entries record the duty holder register, the maturity assessment outcome, any known hazards and existing control gaps, and the consultation plan for the engagement. The compliance evidence trail begins on day one.
Hazard identification through two complementary lenses. The Workright psychosocial hazard survey provides a quantitative hazard profile rated by frequency, duration, impact, and interaction effects. Structured engagement with workers and health and safety representatives then deepens and validates what the data shows.
The confirmed hazard inventory is added, drawn from both survey findings and qualitative engagement. Consultation records are appended, documenting who was engaged, when, by what method, and what they told us. The action plan now carries the evidence of systematic, data-informed identification and genuine worker consultation.
The hazard inventory becomes a defensible risk assessment. We analyse which hazards are most significant, how they interact and amplify each other, and what type of control each requires. The control direction for each hazard is recorded in the action plan. The control design is deliberately deferred to Phase 04, where workers co-design it.
Each hazard now has a risk rating, a hierarchy classification, a control direction, an accountability owner, and a target timeline. The control design column is intentionally left open: workers contribute to what controls look like in Phase 04, not just whether they agree with decisions already made. This is the correct sequence for both compliance and effectiveness.
Controls are co-designed with the workers they affect, starting with changes to how work is organised and managed. The Phase 03 risk register provides the agenda. Workers and leaders provide the design knowledge. Opposite provides the facilitation and expertise to make controls real and sustained.
The control design column is completed for each hazard, recording what was co-designed, with whom, when, and how effectiveness will be measured. The action plan now functions as a complete prevention plan, demonstrating systematic identification, assessment, genuine consultation, and co-designed implementation across all three jurisdictions.
Phase 05 builds the systems and capability to keep risk management genuinely alive after the engagement ends. It is designed around the maturity level identified in Phase 01, so the architecture fits what is actually there. The action plan is handed to the client as a self-sustaining tool, not a filed document.
The review framework is embedded: triggers, re-survey schedule, accountability owners, and the governance mechanism to keep it current. The document is now both the compliance evidence of what has been done and the operational tool for what comes next. It is handed to the client to own, maintain, and build on independently.
Every Workright tier completes all five phases and produces a complete compliance record. What scales is the depth of the methodology, the sophistication of the artefacts, and the degree of Opposite's ongoing involvement.
Large organisation? Tier 1 works as a pilot in a defined cohort or business unit, producing real findings and a real action plan at a scope that fits a single business unit budget. All Tier 1 outputs are directly portable into a Tier 2 or 3 enterprise program. Nothing is repeated.
Workright is a service of Opposite, a consultancy that blends human factors, organisational psychology, and human-centred design to reimagine work that is more productive and where people thrive. Founded in 2015 by Dr Nicholas Duck, Opposite has delivered projects across transport, health, government, construction, and education.
Visit opposite.com.auEvery engagement starts with a conversation. Tell us about your organisation and we will tell you honestly which tier makes sense and what you can expect.