Spot the Difference: Psychosocial Safety vs Psychological Safety
- Aislin Campbell
- Aug 1
- 3 min read
In recent years, two terms have gained traction in conversations about workplace wellbeing: psychosocial safety and psychological safety. These terms get used interchangeably a lot (and understandably so). But whilst they may sound similar, they are very different concepts with different purposes, legal implications, and outcomes.
Let’s unpack what they really mean and why understanding the difference matters.
What is Psychosocial Safety?
Also referred to as psychological health and safety, psychosocial safety is about identifying and managing psychosocial hazards in the workplace: things like high job demands, poor support, low role clarity, bullying, or poorly managed organisational change.
Importantly, it’s a legal obligation under Australian Work Health and Safety (WHS) laws. Employers must take steps to prevent psychological harm to workers.
It involves:
Applying risk management principles to psychological hazards
Preventing psychological injuries
Embedding these practices into existing WHS systems
The National Standard of Canada describes a psychologically health and safe workplace as “A workplace that promotes workers’ psychological well-being and actively works to prevent harm to worker psychological health including in negligent, reckless or intentional ways.”
What is Psychological Safety?
Coined by Harvard professor Amy Edmondson, psychological safety refers to the belief that it’s safe to speak up, make mistakes, ask questions, and take interpersonal risks at work without fear of being punished or humiliated.
It’s not a legal requirement, but it’s widely recognised as best practice for building high-performing, innovative, and engaged teams.
Psychological safety supports:
Open communication
Team learning
Innovation and experimentation
Reduced turnover
It’s measured by factors such as team members’ ability to raise concerns, share ideas, and admit mistakes without fear.
How Are They Measured?
The two terms of often used interchangeable and whilst there is a relationship between the two concepts, they are not the same. Psychological safety is commonly measured by seven items:
If you make a mistake on this team, it is not held against you.
Members of this team are able to bring up problems and tough issues.
People on this team sometimes reject others for being different. (reverse-scored)
It is safe to take a risk on this team.
It is difficult to ask other members of this team for help. (reverse-scored)
No one on this team would deliberately act in a way that undermines my efforts.
Working with members of this team, my unique skills and talents are valued and utilised.
Of the seven items, only one looks at being able to speak up about problems and issues in the workplace. The remaining items focus on aspects like risk taking, feeling safe to make mistakes, raising issues and whether team members feel their skills and talents are valued.
While they are distinct concepts, psychological safety can support psychosocial safety. When workers feel psychologically safe they are more likely to report psychosocial hazards. This helps organisations identify and address risks early, contributing to the prevention of psychological harm and supporting overall mental wellbeing.
Summary: How Are They Different?
Why Both Matter
Psychosocial safety and psychological safety are related but not interchangeable.
Psychological safety can support better risk management outcomes by encouraging people to speak up about issues. But on its own, it’s not enough to meet legal obligations.
Employers must prioritise psychosocial safety as part of their duty of care and foster psychological safety as a cultural enabler of that work.
The Bottom Line
Let’s stop using these terms interchangeably. Let’s get clear on what workplaces must do (comply with WHS laws) and what they should do (build psychological safety to empower teams).
Both matter. Both are different.
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