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The media has extensively reported on the tragic events at Dreamworld. Whilst this event was shocking, it serves as a reminder that everyone within a business has a role to play when it comes to complying with work health and safety (WHS) laws.

Claims have been made that Dreamworld employees were too frightened to speak out about serious safety issues due to fear of reprisals from management. It is important that all employees feel that they can report potential hazards and risks in the workplace without fearing for their jobs.

In fact, a best practice measure would be for a business to actively encourage their employees to report potential hazards and risks so that they can be properly investigated. Some businesses go so far as to make WHS a KPI as a way to reinforce the importance of safety in the workplace to all the individuals working in that workplace (employees, management, contractors and other people).

In addition to the above, there are a number of ways a business can establish a culture that places a priority on workplace safety, such as:

• Setting up a well documented system for identifying, reporting and responding to risks and hazards in the workplace;

• Management, owners and board members being required to undergo WHS training to be able to show they have exercised ‘due diligence’ with regard to WHS matters;

• Ensuring that safe practices, procedures and controls are in place;

• Provide ongoing training to all staff with respect to workplace safety;

• Regular communication with staff about the importance of a safety culture;

• Disciplining employees who fail to comply with required safety standards to ensure the standards are enforced; and

• Regular monitoring and auditing of health and safety programs.

Often WHS is seen as a money drain and an expense that does not translate into anything tangible for the business. We are confident that any business that has experienced the consequences of a serious workplace injury or a fatality realises that money spent on WHS is to prevent even bigger ‘costs’ such as injuries, loss of lives, workers compensation premium increases, WHS prosecutions, jail time and/or fines - all of which could negatively impact the ability of the business to operate.

Information provided in this blog is not legal advice and should not be relied upon as such. Workplace Law does not accept liability for any loss or damage arising from reliance on the content of this blog, or from links on this website to any external website. Where applicable, liability is limited by a scheme approved under Professional Standards Legislation.