Since December 2025, every state and territory in Australia has required employers to consult their people and run a system that identifies, assesses, controls and reviews psychosocial risk.
ILLUSTRATION
Higher is safer. The first intervention was reactively triggered by a formal bullying claim. The second was proactively triggered by a declining signal — harm was avoided.
A hazard like bullying rarely appears overnight. Instead, it builds, and its signal typically falls week after week. Continuous measurement enables these types of trends to be identified, so action can be taken before harm occurs.
The illustration shows two bullying incidents in one team over twelve months. Before the first, TeamLife was not used in risk identification, no early intervention was possible, and a claim followed. Before the second, TeamLife detected a bullying signal, an intervention occurred, and harm was avoided.
Meet your workplace safety psychosocial duties with a continuous system that identifies hazards, records controls, and gives your board defensible evidence, delivered by an independent accredited practitioner.
TeamLife’s weekly data collection enables you to intervene early based on patterns detected, and to promptly review the effects of interventions and changes, instead of reacting after a claim or resignation, or wondering whether the control you implemented is effective. TeamLife’s four steps align with the identify, assess, control, review cycle that workplace safety regulators expect.
Everyone answers six short, app-based questions on their phone, about 30 seconds, drawn from an extensive library covering hazards and the other leader-critical measures that are otherwise invisible.
The team spends 15 minutes reflecting on and discussing what the data is showing and agrees actions for the week, at an individual or a group level. Individual scores are never shared.
Progress is driven by the actions determined in huddles, as well as more formally through interventions and controls the organisation or practitioner introduces, such as training, leadership programmes, coaching, or redesigning work. Each is logged and dated.
The same measures that detected problems also show whether interventions and controls work, and enable leader-ready, board-ready, regulator-ready governance reports to be produced, with no individual responses.
Weekly measurement means risk is detected and addressed as it emerges. A tool that measures once or twice a year, or a post-event approach, cannot do this, and cannot prevent harm.
Every hazard, control and review is recorded and dated. If your safety regulator asks, there is a structured record of due diligence.
TeamLife is run by accredited practitioners, so the system is embedded in your operating rhythm rather than left as software to figure out.
Practitioner led
Accreditation is the programme that qualifies a practitioner to deliver TeamLife. It trains coaches, consultants and HR professionals in the use of TeamLife and its methods, licenses them to use the platform with their clients, and supports them as they run it.
Put simply: TeamLife is the system, and accredited practitioners are the people trained and trusted to deliver it well.
Most practitioners have a method they believe in and clients who value it. TeamLife does not replace these. Instead, it lets you accumulate evidence about the effectiveness of your own approaches. With simple functionality, you can track the impact of any initiative you run with an organisation, so you can measure and evidence your impact month after month.
Results verified by independent data analyst
Results verified by independent data analyst
Instrument Validation
Results verified by independent data analyst
TeamLife is delivered by independent accredited practitioners, because people speak most honestly to someone outside their own reporting line. If you want TeamLife for your organisation, we will match you with a practitioner suited to your sector and size.
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