Psychological Safety or Psychosocial Safety?

By: Robert Avsec, FSPA Operations Chief

Bringing this over from LinkedIn where it was posted by my fire service colleague, I. David Daniels, Ph.D 1stGlobal Thought Leader, Psychosocial Safety Advocate, Keynote Speaker, and Podcast Host (I’ve had the pleasure of being David’s guest on his podcast). So, here’s David in his own words!

I want to amplify an important message from my Canadian colleague, Treena Reilkoff.

The distinction between psychological safety and psychosocial safety is essential, not only when there is a legal obligation, but also when organizations implement administrative controls to care for the human in the organization or to create a competitive advantage in recruiting and retaining top talent.

When leaders understand and act on both dimensions, how work feels and how work is designed and managed, they demonstrate care, build trust, and strengthen their ability to attract and keep the very best people.

Failing to grasp this difference isn’t just a compliance risk; it’s a missed opportunity to show people in an organization that they matter and to position the organization as a place where people want to stay and thrive.

🌍 A Call to Action:
For those of us in countries where psychosocial safety is not yet a legal duty, let’s not wait for legislation to tell us what caring leadership already makes clear. Designing work to prevent harm, reduce stress, and foster dignity is not only the right thing to do, but it’s also a strategic advantage.

Choose to lead with psychosocial safety now. Build systems that protect people, strengthen culture, and elevate performance. In doing so, you’ll set the standard others will follow.

Check out David’s website: ID2 Solutions

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Treena Reilkoff, Workplace Risk Consultant specializing in Trauma Informed Conflict Management

There is a RISK not to understand and implement these two terms properly!

Psychological Safety (How it feels at work)

This means people feel comfortable speaking up, asking for help, sharing ideas, or admitting mistakes without worrying they’ll be judged, embarrassed, or punished. It’s about the team and leadership culture.

Psychosocial Safety (How work is set up and managed)

This is what OHS (Occupational Health and Safety, Canada’s version of OSHA) focuses on. It’s about the way work is designed: Workload, job clarity, respect, bullying prevention, support, control over your work, and how change is handled. These things can cause stress or harm if not managed properly.

The difference:

Psychological Safety = the experience people have.

Psychosocial Safety = the legal duty to design and run work in a way that prevents psychological harm.

The Risks When Organizations Don’t Understand the Difference

1. Legal Trouble. Psychosocial safety is a legal duty. If leaders treat it like “culture work,” the organization risks complaints, investigations, fines, and liability.

2. Missed Hazards. Focusing only on psychological safety (“safe to speak up”) means real risks, workload, bullying, poor job design, bad change management, go unmanaged.

3. Higher Harm to Employees. Uncontrolled psychosocial hazards lead to burnout, stress injuries, conflict, absenteeism, and disability claims.

4. Loss of Trust. If people are told they’re “safe to speak up” but the system is still harmful, trust collapses and issues go underground.

5. Culture and Performance Decline. Blame, turnover, errors, and morale problems increase when work conditions—not just behaviours—are ignored.

6. Financial + Reputation Damage
Costs rise (claims, turnover, errors) and reputation suffers when an organization mishandles psychological and psychosocial risks.

Treena’s Website: TLR Solutions4Conflict INC.