If you’re interested in finding out how evolving workplace expectations are changing the way we hire, retain and lead in 2025 then click the link below.
Download NowThe NSW Workers Compensation Legislation Amendment Bill 2025 has passed the Legislative Assembly and is set to reshape how organisations approach workers compensation, psychological injury claims, and return-to-work (RTW) programs across New South Wales.
For employers, insurers, brokers and self-insured organisations, these reforms are not just a legal change – they are a people and capability challenge. Teams will need stronger skills in:
Managing psychological injury claims
Early intervention and proactive case management
Leadership capability that prevents issues before they escalate
At HAYLO People, we sit in the middle of this shift every day – talking to hiring managers, claims professionals and RTW specialists across NSW.
Psychological injuries have become one of the biggest pressures on the NSW schemes, and they’re growing faster than traditional physical injury claims.
Recent data shows:
Around $1.7 billion has been spent on staff psychological injury claims in the five years to 2024.
Psychological injury claims now account for a significant share of total claim volumes and costs across both the NSW Nominal Insurer (NI) and the Treasury Managed Fund (TMF) schemes.
Psychological injury claims are also increasing quickly, with NI psychological claims more than doubling since 2022, and strong growth across the TMF.
For NSW employers and insurers, this means:
More time and resources spent on complex psychological and psychosocial claims
Greater pressure on RTW outcomes, premiums and scheme performance
A need to rethink the skills, experience and leadership within workers compensation and RTW teams
The NSW Workers Compensation reforms will amplify existing trends in claims management, RTW, WHS and people leadership. As psychological injury and psychosocial risk move further into the spotlight, we expect to see clear shifts in hiring profiles and talent demand.
Case managers, RTW coordinators, injury management specialists and clinicians with deep experience in psychological and psychosocial injury will be increasingly sought after.
Job profiles and selection criteria are already shifting to include:
Experience with psychological injury and complex claims
Knowledge of psychosocial hazards and workplace mental health
Strong communication, conflict resolution and stakeholder management skills
The reforms reinforce what best-practice teams already know: what happens early in a claim often determines the outcome.
Employers and insurers will increasingly look for professionals who:
Act quickly – initiating contact early, setting expectations and building rapport
Work collaboratively with treating practitioners, rehabilitation providers and internal leaders
Communicate with clarity, empathy and consistency
Are comfortable using data, systems and reporting to track risk and outcomes
Roles where early intervention capability will be especially important include:
Injury Management Advisors / Specialists
Return-to-Work Coordinators
Senior / Technical Case Managers
Psychological Injury Case Specialists
WHS and People & Culture roles with a strong RTW interface
In a tightening market, keeping great workers compensation and RTW professionals is just as important as attracting them.
We’re seeing candidates value:
Manageable caseloads and realistic expectations
Access to specialist psychological injury and complex claims support
Leaders who support wellbeing, development and career pathways
Flexible working combined with structured team support and supervision
Organisations that adapt quickly to the reforms – and position themselves as employers of choice in workers compensation and RTW – will have an edge in both hiring and retention.
At HAYLO People, we specialise in recruitment across:
Workers Compensation and Personal Injury
Return-to-Work and Injury Management
WHS, HR and People & Culture
Leadership roles within claims, self-insurance and RTW functions
We partner with:
Insurers and scheme agents
Self-insured organisations
Public sector and local government
Brokers, providers and corporate employers
If you’re reviewing how your workers compensation, RTW or leadership teams are structured in light of the 2025 reforms, we can help you:
Map the skills and capability gaps in your current teams
Define role profiles aligned to emerging psychological injury and RTW requirements
Attract and secure specialist talent in a highly competitive market
Build succession and leadership pipelines for long-term scheme performance
If you’d like to discuss how to align your recruitment, team structure and leadership capability with the NSW Workers Compensation reforms:
Contact the HAYLO People team to talk through your current challenges
Share your claims, RTW and workforce priorities for the next 12–24 months
Let us introduce you to specialist workers compensation and RTW talent across NSW
We’re here to help you build resilient, high-performing teams that can manage the reality of rising psychological injury claims, deliver better RTW outcomes, and support the health and safety of your people.
What is the NSW Workers Compensation Legislation Amendment Bill 2025? | The NSW Workers Compensation Legislation Amendment Bill 2025 is a package of reforms designed to strengthen how workers compensation claims are managed across New South Wales. It places greater emphasis on psychological injury, early intervention, and employer and leadership accountability for creating safe, mentally healthy workplaces. |
How will the 2025 reforms affect psychological injury claims? | Psychological injury claims are expected to receive greater scrutiny and focus under the reforms. Because these claims are more complex, longer in duration and significantly more expensive than physical injury claims, schemes and employers will be looking more closely at:
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What skills will be most in demand in NSW workers compensation teams? | We expect strong demand for professionals with:
Roles such as Senior Case Managers, Injury Management Specialists, RTW Coordinators and Team Leaders will be particularly critical. |
How do these reforms impact return-to-work (RTW) programs? | RTW programs will need to be:
Organisations with mature RTW frameworks and strong internal collaboration will be best placed to manage the reforms. |
Why is leadership so important under the new NSW workers compensation settings? | Leaders play a direct role in either preventing or contributing to psychological injury. Under the new settings, organisations are increasingly examining:
Investing in leadership capability, coaching and training is now a key part of both claims prevention and talent retention in workers compensation and RTW teams. |
How can employers prepare their teams for the 2025 reforms? | Employers can prepare by:
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How will these changes affect hiring and retention in NSW workers compensation? | Competition for experienced workers compensation, RTW and psychological injury specialists is likely to increase. Organisations that will retain and attract talent are those that offer:
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How can HAYLO People help with workers compensation recruitment during this reform? | HAYLO People partners with insurers, self-insurers, government and corporate employers across NSW to:
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If you’d like to talk about how the NSW Workers Compensation reforms will affect your team structure, hiring strategy or retention plans, reach out to the HAYLO People team, and we’ll work with you to map the right talent solution.
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