About Humn

We partner with organisations worldwide to manage psychosocial safety risks and hazards through tailored training, leadership development, and risk management solutions that meet global regulatory standards.

We partner with organisations to reduce psychosocial risk, strengthen workplace culture, and align people practices with safety and employment laws. Our services include leadership training, Health of the System Analysis, advisory support, and digital psychosocial risk and hazard gap assessments - helping organisations build frameworks that are both manageable and defensible with regulators.

Most providers come from a single lens - often clinical or academic psychology.

Humn is different.

We bring together experts in Law, Psychology, HR, and Leadership - all in one place.

Our team includes employment and prosecuting lawyers, executive HR leaders, Clinical Psychologists and mental health researchers who have coached, trained, advised, and enforced across industries.

This gives us a 360° view, helping you not only understand your psychosocial risks, but take practical, compliant, and commercially sound action.

We do not just tick boxes. We help you make change that lasts and keeps people safe.

Psychosocial hazards are factors in the design or management of work, or within the work environment, that may increase the risk of psychological harm. These can include excessive workload, low job control, poor support, bullying, conflict, unclear roles, or exposure to distressing or traumatic events.

A psychosocial risk is the likelihood that one or more of these hazards could cause psychological harm to a worker. The level of risk depends on how often the hazard occurs, how severe its impact could be, and what controls are in place to prevent or reduce harm.

Under work health and safety laws, organisations must, so far as is reasonably practicable, identify, assess, and control psychosocial hazards and risks in the same way they manage any other workplace risk.

The terms psychosocial safety and psychological safety are often used interchangeably, but they mean very different things especially under Australian Work Health and Safety (WHS) law.

Psychosocial Safety

Psychosocial safety refers to the legal and regulatory duty organisations have to identify, assess, and control psychosocial hazards that can cause harm to workers’ mental health and wellbeing. It is defined in the Model Code of Practice for Managing Psychosocial Hazards and ISO 45003, and forms part of an organisation’s WHS obligations under the WHS Act 2011.

It includes hazards such as:

• High or low job demands

• Poor support or role clarity

• Bullying, harassment, or conflict

• Remote or isolated work

• Inadequate change management

Psychosocial safety is about prevention and compliance ensuring the workplace systems, structures, and leadership practices reduce risk “so far as is reasonably practicable”.

Psychological Safety

Psychological safety, on the other hand, is a cultural and behavioural concept, not a legal requirement. It refers to a team environment where people feel safe to speak up, share ideas, raise concerns, and admit mistakes without fear of embarrassment or punishment.

It is based on the research of Dr Amy Edmondson from Harvard and is a key factor in trust, innovation, and learning within teams.

It is about culture, not compliance.

The Key Difference

In short: 👉 Psychosocial safety keeps people safe. 👉 Psychological safety helps people thrive.

A mature organisation needs both - one ensures compliance and wellbeing, the other drives trust, learning, and performance.

We partner with organisations to assess psychosocial risks, train leaders, and align people practices with work health and safety and employment laws.

Our approach is built on a framework aligned to ISO 45003, which enables organisations to progressively build capability and confidence in managing psychosocial risks. The framework helps identify each organisation’s baseline and risk appetite, assess psychosocial hazards, and determine what controls are in place and where gaps exist. From there, we work with leaders to strengthen systems and implement practical, evidence-based actions that further reduce and minimise risks so far as is reasonably practicable.

Humn’s frameworks are defensible with regulators and designed to support compliance, strengthen governance, and embed long-term cultural improvement.

Yes. Humn complements your existing HR and WHS functions by bridging the gap between policy and practice.

We focus on the people side of compliance — where culture, leadership, and systems intersect. Our team listens to your staff, learns how your current systems and processes operate, and identifies where gaps exist between intention and implementation.

Through targeted assessments, evaluation, and mitigation planning, we help strengthen existing controls, address psychosocial risks, and ensure your frameworks genuinely work for your people while reducing organisational exposure.

We work across all industries, including professional services, government, health, education, manufacturing, and not-for-profits. If your workplace involves people - we can help.

Any business who has people we are there to help!

Work is a leading cause of poor mental health, contributing to stress, burnout, and serious psychological injuries. Humn helps organisations create environments where employees can thrive.

We start with a discovery call to understand your goals, challenges, and workplace context. From there, we offer flexible entry points - whether you want a workshop, a hazard and risk diagnostic, a board briefing, or a longer-term engagement.

Any organisation, leader, or individual committed to improving workplace mental health and safety can join Humn and be part of the change.

Humn certification is a structured framework that validates an organisation’s commitment to workplace psychological safety, ensuring compliance with the latest psychosocial regulations and best practices.

Our certification process assesses an organisation’s commitment to psychosocial safety, providing a structured pathway to meet compliance, reduce risks, and foster genuine workplace well-being.

Certification demonstrates your commitment to employee well-being, reduces legal and financial risks, improves workplace culture, and positions your organisation as a leader in psychological safety.

The timeline varies depending on your organisation’s readiness. Some companies may qualify quickly, while others may need time to implement recommended changes before certification.

We evaluate factors such as leadership commitment, workplace policies, support systems, risk management, and overall culture to ensure a psychologically safe and thriving work environment.

Certification isn’t just a one-time achievement, it’s a commitment to continuous improvement. Certified organisations gain access to exclusive resources, expert insights, and a network of like-minded leaders shaping the future of workplace mental health.