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WorkSafe compliance updates and reminders

Please note: some of this content is time sensitive and may be subject to future updates and changes.

Updated 27th January 2022

It is important for all employers and independent contractors to be aware of any workplace health and safety updates that may impact your business, workplace and employees. Here are several important WorkSafe reminders for employers, self-employed persons and independent contractors in Victoria:

Infringement Notices Scheme

From 31 July 2021, under the Occupational Health and Safety Amendment (Infringements and Miscellaneous Matters) Regulations 2021 (VIC), WorkSafe inspectors can issue on-the-spot fines of between $1,090.44 and $1,817.40 to bodies corporate, and of $363.48 to individuals.

Offences include:

⚠️ working without required licences

⚠️ working without registration, qualifications, experience or supervision

⚠️ using equipment or substances that are not licensed or registered

⚠️ unsafely removing or storing asbestos

⚠️ failing to keep certain records

Learn about the new Infringement Notices Scheme here:

Provisional payments for mental health workers’ compensation claims

As of 1 July 2021, under the new Workplace Injury Rehabilitation and Compensation Amendment (Provisional Payments) Act 2021 workers and volunteers who suffer from a work-related mental injury can access provisional payments for early treatment and support while they await the outcome of their claim.

Mental health workers’ compensation claims indicate that an employee has been exposed to one of a range of mental stressors that has caused an injury or disease. Common examples of such mental stressors include workplace bullying, sexual harassment, traumatic events or unreasonable work pressure.

The new law requires employers and workers’ compensation agents to act faster if a worker or volunteer submits a mental injury claim. This may help improve recovery times and return to work outcomes for employees in Victoria who suffer from a work-related mental injury.

Learn more about Victoria’s new provisional payments on the WorkSafe website:

COVID-19 Reporting

On on 28 July 2020 the Occupational Health and Safety (COVID-19 Incident Notification) Regulations 2020 extension of the Occupational Health and Safety (OHS) Act 2004, required employers to notify WorkSafe immediately when they become aware a worker has received a confirmed COVID-19 diagnosis. These regulations have now been removed.

On 14 January 2022 the Occupational Health and Safety (COVID-19 Incident Notification) Revocation Regulations 2022 came into effect. Employers and self-employed persons are no longer required to notify WorkSafe if they become aware of a confirmed COVID-19 diagnosis attending the workplace. However, workplaces must continue to notify the Department of Health if five positive cases have attended the work premises within seven days.

Employers in Victoria must still comply with their duty to mitigate the risk of physical and mental harm to their workers. This includes maintaining a COVIDSafe workplace and reporting notifiable incidents to WorkSafe, such as if an employee requires immediate in-patient care or dies as a result of contracting COVID-19 in the workplace.

WorkCover Claims

The Victorian Government has reported that About 70-80% of Victorian healthcare workers with COVID-19 caught it at work. On 25th August 2020, Victorian Premier Daniel Andrews made the following announcement:

"My message to every healthcare worker [is] if you get coronavirus at work, put in a WorkCover claim straight away... It will be fast-tracked and we will get you the support you need."

Before your employee submits a WorkCover claim, there are important steps you need to take. These include:

🔸 Reporting the illness to WorkSafe immediately on 13 23 60.

🔸 Sending a completed incident notification form to WorkSafe within 48 hours, and keeping a copy of the completed form in your records for five years. This applies to all incidents that take place at your workplace even if the affected person is not one of your workers.

🔸 Record the illness in your organisation's register of injuries - this should be done by the affected worker, or a support person on their behalf.

⚠️ The employer is responsible for submitting all the WorkCover claim documents.

Employers must act fast. You have 10 calendar days to lodge the claim with your WorkSafe agent from the time you receive the worker's injury claim form from your worker. There can be penalties for failing to meet this timeframe. Your WorkSafe agent has 28 days to assess the claim and let you know the outcome.

Step 1. Your worker must complete an injured worker’s claim form

Step 2. You must complete the employer’s claim report

Step 3. You may need to work with a Circumstance Investigator

Learn more about WorkCover here:

[Update 2021: It is worth noting that a new national COVID-19 Vaccine Claims Scheme will provide access to compensation for claims related to the administration of an approved COVID-19 vaccine. As of 6 September 2021, Australians who suffer injury or loss of income due receiving the COVID-19 vaccine can register their intent to claim from the COVID-19 Vaccine Claims Scheme webpage.]


Under OHS laws, employers who are making changes to the workplace to help slow the spread of COVID-19 must consult their workers. If there is a health and safety representative (HSR), they must be involved in the consultation.

There are minimum requirements for complying with the employer duty to consult, including consulting on any of the following health and safety matters:

🔸 Identifying or assessing hazards or risks

🔸 Making decisions on how to control risks

🔸 Making decisions about the adequacy of facilities for employee welfare

🔸 Making decisions about procedures to: - resolve health and safety issues - consult with employees on health and safety - monitor employees’ health and workplace conditions - provide information and training

🔸 Determining the membership of any Health and Safety Committee (HSC) in the organisation

🔸 Proposing changes that may affect employees’ health or safety to any of the following: - the workplace - plant, substances or other things used in the workplace, or - the work performed at the workplace

🔸 Doing any other thing prescribed by OHS regulations

While employers, HSRs and employees should aim to reach agreement as a result of consultation, agreement is not a required outcome of OHS Act. An employer is still ultimately responsible for making decisions about health and safety.

Learn more about what you must do here:

Workplace Manslaughter & Mental Hazards

Workplace manslaughter is now a jailable offence. The Workplace Safety Legislation Amendment (Workplace Manslaughter and Other Matters) Act 2019 is now in effect, commencing 1 July 2020.

Employers that fail to meet health and safety obligations could face up to 25 years in prison for individuals or $16 million in fines for corporations should their negligence lead to a worker dying on the job.

This includes suicides attributable to a workplace health and safety failure, such as a toxic culture of bullying, harassment and discrimination.

Employers have a legal duty to address psychological risks and hazards in the workplace, such as:

⚠️ Bullying and harassment

⚠️ Discrimination

⚠️ Aggression

⚠️ Fatigue

⚠️ Work-related stress

The new workplace manslaughter law sends a strong message that putting people's lives at risk in the workplace will not be tolerated. It does not create additional duties, just much tougher penalties on already existing duties under the OHS Act. Employers and duty-holders should always stop to think about the risks involved in the conduct of their business, and what steps can be taken to mitigate those risks.

Learn more about Victoria’s new workplace manslaughter offences here:

During the COVID-19 pandemic, WorkPlacePLUS remains open for business. We are available to assist you with any workplace issues that you may be facing. For a confidential discussion about the specific needs of your organisation, please contact us today.