Workplace Wellbeing & Psychosocial Risk Checklist
This checklist is a leadership tool—for those ready to face what’s often unseen, and build workplaces where change, loss, transition, care, and safety are not only acknowledged, but deeply supported
A “yes” to any of the below suggests your workplace may benefit from the support and insights offered by the Via Method.
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Your workplace is struggling to reach KPIs, scale initiatives, or maintain strategic momentum
Growth efforts are hindered by staff turnover, burnout, or disengagement
Leadership capacity is stretched by emotional complexity, unresolved conflict, or loss
Internal change programs lack traction, with wellbeing treated as peripheral to performance
Operational data reveals lagging productivity or retention—but psychosocial factors remain unexplored
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Employees are exhibiting indicators of emotional strain linked to unresolved loss or trauma, with noticeable impacts on their work.
High levels of stress, burnout, or emotional exhaustion are common
Absenteeism, presenteeism, or staff turnover rates are above industry average
Staff report feeling isolated, disconnected, or undervalued at work
Workplace conflict, role ambiguity, or emotional demands cause ongoing tension
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You struggle to identify or effectively manage psychosocial hazards in the workplace
Mental health and psychosocial risks are not integrated into your WHS risk management system
Your workplace lacks or struggles to apply a clear framework to comply with WHS mental health duties
No preventative or responsive measures exist to manage psychosocial risks related to loss, transition, change, trauma, or identity disruption.
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Leadership seeks to build a culture grounded in authentic values and inclusivity
Leaders lack training or tools to support employees through emotional or psychological challenges
Employee engagement and psychological safety are low
The current wellbeing programs feel generic or “tick-box” —without true person-centred impact
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Your workplace is undergoing significant change, restructuring, or has faced recent collective loss (e.g., layoffs, crisis)
You want to build workforce resilience to navigate uncertainty and complexity
There is a desire to foster conscious leadership and embed human-centred values into workplace culture
You want measurable improvements in wellbeing, productivity, and retention linked to values-based care
WHS Compliance & Psychosocial Risk Strategy
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Supports workplaces to meet their legal duties under WHS legislation by identifying, addressing, and preventing psychosocial hazards—especially those related to loss, transition, emotional disruption, and cumulative emotional load.
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Offers a structured, grief-aware framework that integrates emotional safety, meaning-making, and adaptive responses to loss and change into everyday workplace practices.
Guides workplaces in recognising invisible hazards such as unresolved transition, burnout, emotional fatigue, and cultural disconnection.
Aligns workplace wellbeing with WHS requirements through risk mapping, policy development, and transition-aware procedural guidelines.
Embeds values-led systems of care into wellness, HR, and leadership pathway
Emotional Safety & Conscious Leadership Development
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Develops emotionally intelligent, compliant, and compassionate leaders who can hold space during periods of loss, disruption, and high-pressure events—creating psychologically safe teams and preventing harm.
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Supports leaders to meet psychosocial safety obligations through emotional regulation, presence, grief-awareness, and literacy around loss and transition.
Supports WHS-aligned leadership development with tools for ethical decision-making, emotional containment, and reflective practice.
Establishes conscious leadership as a form of preventative control measure under psychosocial risk frameworks.
Enhances communication, boundaries, and relational resilience across teams.
Building Psychologically Safe Cultures Amid Change and Loss
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Provides structured tools for integrating change, loss, and trauma—facilitating emotional reintegration, rebuilding identity, and sustaining long-term wellbeing across individuals and teams.
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Offers responsive protocols for events like bereavement, layoffs, restructures, or collective transitions.
Supports employee reintegration with practical, values-driven strategies that reduce presenteeism, absenteeism, and long-term injury claims.
Embeds rituals, storytelling, and reflection into cultural practice to foster resilience and trust.
Builds a living culture of psychological safety where loss, identity, and change are acknowledged—not avoided.
Workplace
At Spathis Wellbeing, we help workplaces transform change and loss into growth. Our Via Method integrates WHS strategies with deep insight to build trust, resilience, and leadership that thrives in complexity.
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Leading in today’s workplace requires more than productivity oversight—it demands emotional literacy and values-aligned response. Under WHS obligations, leaders are responsible for identifying and managing psychosocial hazards such as loss, change, trauma, and role-related stress. The Via Method equips them to meet these moments not as disruptions, but as opportunities for conscious, human-first leadership. Through emotionally intelligent communication, psychological safety practices, and structured support, leaders can reduce harm, foster trust, and build resilient, high-performing teams.
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Workplace crises—whether sparked by leadership change, collective loss, or internal conflict—can create organisational trauma and psychosocial risk. The Via Method offers grief-aware intervention that unites WHS compliance with deep emotional support. Through structured guidance, loss- and change-informed communication, and recovery mapping, it helps stabilise operations while addressing emotional realities—restoring safety, rebuilding trust, and strengthening team cohesion.
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Psychosocial risk begins at the individual level—where loss, identity shifts, or life changes can quietly affect performance, focus, and health. The Via Method offers a WHS-aligned support model that centres the individual’s emotional landscape without isolating them. Through one-on-one coaching, reflective tools, and values-driven practices, employees receive proactive care that honours human needs while fulfilling the organisation’s duty of care.
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Chronic stress often masks deeper loss, unresolved change, or identity conflict—now recognised under WHS as legitimate psychosocial hazards. The Via Method integrates these realities into measurable, preventative wellbeing strategies, helping organisations move from reactive fixes to environments grounded in psychological safety, emotional regulation, and values alignment—reducing burnout and fostering a thriving workplace culture.
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Major life changes—like loss, illness, role shifts, or relocation—can destabilise employees emotionally and mentally. These transitions, when unsupported, contribute to absenteeism, presenteeism, and emotional withdrawal—all identified psychosocial risks under WHS law. The Via Method offers structured transition support that fosters resilience, clarity, and safe adaptation. Through rituals, reflective practices, and integration-focused coaching, individuals are guided to re-enter work with purpose, regulation, and renewed capacity.
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Millenials and Gen Z are reshaping the workforce with a call for purpose, psychological safety and values-led leadership. The Via Method assists in building a workplace ready for a future defined by change, diversity and conscious leadership.
The Via Method
The Via Method blends structure with intuition to create safe, compliant pathways for workplace wellbeing—reframing change and loss as catalysts for transformation. By embedding emotional intelligence into operations, it fosters resilience, strengthens culture, and aligns human experience with strategic outcomes.
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Change and loss are not merely disruptions—they are evolutionary processes of growth, integration, and meaning-making. The Via Method revolutionises workplace support by offering deeply personalised and holistic pathways that honour emotional truth, workplace values, and the nuanced realities of human experience within systems of change.
Via Method supports workplaces to address a crucial and often overlooked area: change and loss in the workplace.
The Via Method empowers workplaces to:
Cultivate emotionally intelligent leadership
Meet and exceed WHS psychosocial risk obligations
Address the invisible impact of change & loss
Navigate complex loss-related challenges (e.g., death of an employee, layoffs, global tragedies)
Support employee mental health and reintegration
Integrate conscious-based awareness into workplace culture
Build mental health resilience for a conscious, future-ready workforce
How:
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Adopting the Via Method sets your workplace apart—not just as WHS-compliant, but as a future-ready, emotionally attuned environment. It attracts talent, builds trust, and roots culture in care, coherence, and courageous leadership.
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The Via Method moves beyond surface-level wellness initiatives by embedding values, emotional continuity, and identity care into WHS-aligned systems. It redefines compliance as a cultural practice—where symbolism, purpose, and meaning-centred design converge to support psychosocial safety. By honouring the emotional realities of change and loss, it creates workplace environments where wellbeing is not an add-on, but a strategic imperative woven into the fabric of human experience.
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The Via Method empowers leaders to hold space for loss, transition, and emotional complexity—not suppress or bypass it. This cultivates relational integrity, emotional intelligence, and grief-aware leadership—essential capabilities for fulfilling WHS obligations around psychological safety and duty of care.
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Workplaces that move through loss, transition, and disruption with support and intentional practice emerge more adaptable and unified. The Via Method enhances emotional agility, collective processing, and mutual empathy—key ingredients in preventing psychological injury and cultivating psychosocial resilience.
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In many workplaces, loss is hidden—manifesting as disengagement, burnout, or presenteeism. The Via Method makes the emotional landscape visible and manageable, reducing psychosocial risk by normalising expression, reflection, and reconnection. This creates a culture where authenticity and emotional wellbeing are not only accepted—but protected.
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The Via Method goes beyond bereavement to address the complex, often unspoken dimensions of change and loss—personal, professional, and collective. This includes:
Identity disruption (fatigue, role change, burnout)
Workplace loss (layoffs, mergers, leadership exits)
Collective disruption (climate distress, global trauma)
Invisible change (miscarriage, chronic illness, aging, estrangement)
Through symbolic mapping, leaders are equipped to name and navigate emotional landscapes that often remain unmanaged—reducing hidden psychosocial risks and fostering emotionally intelligent leadership.
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The Via Method provides structured pathways for employees returning from trauma, leave, or significant disruption. With re-entry practices attuned to change and loss, it fosters emotional regulation, relational repair, and identity continuity—supporting recovery while reinforcing WHS obligations around safe reintegration.
The Offer
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Loss is not just personal—they are psychological, relational, and systemic. The Via Method reframes these experiences as catalysts for growth. In workplace settings, this approach offers structured reflection and meaning-making, reducing emotional suppression (a recognised psychosocial hazard under WHS) and fostering integration, resilience, and long-term wellbeing.
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All work is delivered in a space of safety, ethical clarity, and emotional trust. Whether with individuals or leadership teams, this model balances professional standards with depth-oriented, trauma-aware care. It is grounded in WHS responsibilities, recognising change and loss as workplace risks, and supports values-based cultural transformation.
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The Via Method blends clinical structure with intuitive depth. Clients—whether individuals or workplaces—are active participants in their process. Techniques include guided imagery, parts work, meaning-making practice design, symbolic mapping, and psychosocial risk reflection. This dual approach ensures WHS compliance while honouring the subtle emotional dimensions of workplace transformation.
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The Via Method blends clinical structure with intuitive depth. Techniques include guided imagery, parts work, ritual design, symbolic mapping, and psychosocial risk reflection. This dual approach ensures compliance with WHS standards while honouring the subtle emotional dimensions of workplace transformation.
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Each person and team carries a unique narrative of change. Through the Via framework, creative tools such as visual metaphors and writing invite symbolic exploration and emotional processing beyond words—tailored to both therapeutic and workplace needs.
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Meaningful transformation reconnects us with purpose, identity, and belonging. Through archetypal inquiry, transitional practices, and reflective processes, the Via Method invites exploration of personal, ancestral, and collective layers of transition. This approach supports psychological integration and aligns with WHS outcomes: restoration of safety, cohesion, and human connection.