YouRight?

Psychosocial risk intelligence for the people getting it done

Research Brief Feb 2026 Confidential

1. The Legal Hammer

Australian WHS law now explicitly requires businesses (PCBUs) to identify and manage psychosocial hazards. This isn't optional wellness fluff — it's enforceable law with penalties.

Timeline

2022: Safe Work Australia published the Model Code of Practice: Managing Psychosocial Hazards at Work
2023–2024: States adopted into regulation — NSW, SA, QLD, VIC, NT all now have specific psychosocial regs or codes
2024: Commonwealth Code of Practice (Comcare) came into force for all federal workplaces
2025+: Enforcement ramping up. Regulators actively investigating psychosocial harm claims

The 14 Recognised Psychosocial Hazards

Safe Work Australia's model code identifies these hazards:

#	Hazard
1	Job demands (workload, time pressure, emotional demands)
2	Low job control
3	Poor support (supervisors, colleagues, organisation)
4	Lack of role clarity
5	Poor organisational change management
6	Inadequate reward and recognition
7	Poor organisational justice
8	Traumatic events or material
9	Remote or isolated work
10	Poor physical environment
11	Violence and aggression
12	Bullying
13	Harassment (including sexual and gender-based)
14	Conflict or poor workplace relationships

What this means: Businesses must identify hazards, assess risks, implement controls, and review effectiveness. Most blue collar SMEs have no idea how to do this. They're exposed, they know it, and they need tools.

2. Existing Assessment Tools

Tool	Items	Best For	Problem
COPSOQ III	26–87	Research-grade assessment	Long, academic language
PSC-12	12	Org-level climate	Narrow scope — climate only
People at Work	~45	Free govt baseline	Generic, no interventions, poor UX
HSE Indicator	35	UK benchmarks	UK-focused, not AU-aligned
PRIWA	68	Comprehensive	Way too long for field workers

The common failure: Every validated tool is too long, uses clinical language, measures workplace-only scope, and provides no action pathway. They tell you there's a problem but not what to do about it. And none of them capture the life factors that compound risk.

3. Competitive Landscape

FlourishDx — Medium Threat

Enterprise psychosocial risk platform + consulting. Maps to AU/UK/CA/ISO standards.

Strengths: Comprehensive, consulting muscle, enterprise features

Weaknesses: Enterprise-focused, expensive (likely $10K+ p.a.), not blue collar, consulting-heavy

Mibo — Highest Threat

Psychosocial hazard assessment + risk management. Griffith University validated.

Strengths: Clinically validated, cumulative factor analysis, practical tooling

Weaknesses: Still clinical in approach, not specifically blue-collar-targeted

People at Work (Government) — Low Threat / High Baseline

Free government psychosocial risk assessment. Australia's only validated tool with benchmarking.

Strengths: Free, government-backed, validated benchmarks

Weaknesses: Generic, no ongoing monitoring, no interventions, clunky UX

Adjacent Players (Not Direct Threats)

Category	Examples	Why They're Not YouRight?
EAP providers	Assure, Converge, Benestar	Reactive counselling, no risk assessment
WHS platforms	SafetyCulture, Donesafe	Physical safety focus, psych is afterthought
Wellness apps	Headspace, Calm	Consumer apps, no org-level intelligence
HR platforms	Employment Hero, Culture Amp	Too broad, not psychosocial-specific

4. The Gap Nobody Fills

Every existing tool measures workplace psychosocial hazards. None of them capture the compounding life factors that are the real drivers of harm in blue collar populations:

Substance use culture — knock-off beers normalised, binge drinking, stimulant use to cope with physical demands
Relationship instability — FIFO/shift work destroying relationships, custody battles, domestic stress
Financial pressure — living pay-to-pay, gambling, debt
Social isolation — "strong silent type" expectations, no support networks, toxic masculinity norms
Identity & purpose — career stagnation, fear of redundancy, no pathway
Physical-mental crossover — chronic pain → substance use → relationship breakdown → mental health spiral

These factors interact and compound. A bloke with a dodgy shoulder, three beers every night, and a marriage on the rocks is a very different risk profile to someone with just high workload. Existing tools can't see this.

5. YouRight? Assessment Domains

Workplace Domains (regulatory alignment)

1Workload & Demands

Physical/mental load, time pressure, shift patterns

2Control & Autonomy

Say over how work is done, break flexibility

3Support & Connection

Supervisor quality, team cohesion, mentoring

4Role & Clarity

Know what's expected, conflicting demands

5Fairness & Recognition

Pay equity, being valued, organisational justice

6Environment & Safety

Physical conditions, exposure to trauma/violence

Life Domains (the YouRight? difference)

7Substance Use Risk

Drinking patterns, normalisation, dependency indicators

8Relationship & Family

Stability, support at home, caring responsibilities

9Financial Wellbeing

Stress about money, debt, gambling

10Social Connection

Mates, community, isolation

11Physical Health

Chronic pain, sleep, fatigue

12Coping & Help-Seeking

Willingness to talk, support awareness, stigma barriers

Compound Risk: Track how domains interact. High workload + substance use + poor sleep = elevated crisis risk. Flag patterns that predict incidents, absenteeism, and turnover before they happen.

6. Market Opportunity

Australian Blue Collar Workforce

~3.1 million blue collar workers
~200,000 businesses in construction, manufacturing, mining, transport, agriculture
Sweet spot: businesses with 20–500 employees (enough pain + budget)
Addressable market: ~30,000–50,000 businesses

Revenue Model (SaaS)

Metric	Estimate
Per worker per month	$3–8
Average business (50 workers)	$150–400/month
1,000 businesses	$1.8M–4.8M ARR
Upsell	Consulting, training, custom interventions

Go-to-Market

Rae's network — existing connections + speaking circuit = warm pipeline
Regulatory urgency — "you need this or you're exposed"
Industry associations — Master Builders, Ai Group, HIA as channel partners
Insurance angle — potential for reduced workers comp premiums

7. Product Design Principles

2–3 minutes max — under 15 questions per check-in
Plain language — written like a mate asking, not a psychologist assessing
Mobile-first — works on old phones, minimal data, no app install
Quarterly deep + monthly pulse — longitudinal tracking, not a one-off survey
Anonymous by design — individual responses NEVER visible to employer
Minimum cohort size — no group data shown until 5+ workers respond
Crisis pathway — if someone's flagged at-risk, direct to support services (not to HR)

Non-negotiable: Workers must trust this tool completely or it's dead on arrival. Individual data is never shared with the employer. If that trust breaks, the product is worthless.

8. The Moat

Rae's expertise encoded into assessment design — 20+ years knowing what actually drives harm in these populations
Blue collar normative data — over time, YouRight? builds the only benchmark dataset for industrial/trade workers
Compound risk modelling — algorithms that understand how factors interact, not just additive risk
Trust & language — workers actually answer honestly because the tool speaks their language

9. Next Steps

Review & refine — Rae's feedback on domains, risk factors, and assessment approach
Assessment design — collaborate on actual questions (this is the core IP)
Product specification — user flows, wireframes, data model, tech stack
Ethics framework — especially for life factor questions
MVP build — minimum viable product that demonstrates value