Reopening Victoria – is your workplace ready?

Victorian businesses are beginning to reopen workplaces as restrictions ease.

Read and download Industry Restart Guidelines for Allied Health and Other Primary Health Services >

In every industry, employers and other duty holders must ensure that they are providing a COVIDSafe workplace and meeting their duties under Work Health & Safety (WHS) laws.

Best practice WHS protocols include:

  • Doing a risk assessment of the workplace.

  • Carefully planning and designing your work systems and physical environment to mitigate WHS risks and hazards (read about the principles of good work design >);

  • Speaking with your team members about the WHS risks and any significant changes being made in the workplace;

  • Ensuring you have a good emergency plan in place;

  • Providing communication, assistance, resources, and support to employees who may be impacted by work-related hazards or incidents, ensuring that resources are provided in different languages depending on the specific needs of your employees.

All states & territories now require or encourage workplaces to have some form of a COVIDSafe Plan (or similar). Read more >

Even if your workplace already conducted a risk assessment earlier in the year, employers and duty holders preparing to reopen should do a new risk assessment and implement updated control measures to address the risks – before your staff return to the workplace.

Having effective internal controls in place is key to effectively managing your exposure to risk. This means implementing the right policies, procedures and systems.

Key considerations:

▶︎ Preventing and responding to an outbreak – who’s in charge? – What is your role as the employer or the employee? What are the obligations of first aiders and WHS officers? How will you comply with the National COVID-19 Safe Workplace Principles? Do you have the right resources?

▶︎ Infection Control – What prevention and control measures will you implement, including hygiene and physical distancing? Will you be taking people’s temperatures or providing protective / cleaning supplies? What extra measures will you take to protect vulnerable employees? Read more >

▶︎ Physical Distancing – what does social distancing mean in your workplace? Do you need to reconfigure your work site, stagger working hours and lunch breaks, or ask some employees to work remotely?

▶︎ Leave & Flexible Working Arrangements - What are your policies around accessing leave entitlements and workplace adjustments? Are you discussing these with your staff? Read more >

▶︎ Communication & Training - It is important to provide staff with regular updates and seek feedback on issues around returning to work. Employers must ensure that new information, policies, procedures and processes about COVID-19 are communicated clearly to workers and that processes are being followed. Employers must also provide instruction and training to workers on things they need to do to help manage the risk of COVID-19 spreading in the workplace.

▶︎ Reporting COVID-19 exposure - What is the employee’s obligation to report an exposure to COVID-19 or a close contact? Your WHS policy should include a requirement for employees to report COVID-19 exposure. Please note, under the new Occupational Health and Safety (COVID-19 Incident Notification) Regulations 2020 extension of the Occupational Health and Safety (OHS) Act 2004, employers are now required to notify WorkSafe immediately when they become aware a worker has received a confirmed COVID-19 diagnosis. Read more >

▶︎ COVIDSafe App – You cannot legally require your employees to use the COVIDSafe App, but you should encourage all employees to download and use it, reiterating that they are obliged to advise their employer immediately if they have any exposure to COVID-19.

▶︎ Mental Health & Wellbeing – How will you routinely check in with your staff to see if they are okay? Staff should be given access to an Employee Assistance Program if they are concerned about anything, such as job security, workplace stress or other health hazards. Employers should also take additional steps to minimise workplace stress. Read more > ▶︎ Illness, Privacy & Anti-Discrimination – What is your privacy policy around staff reporting illness? Do you have measures in place to prevent discrimination towards unwell employees? Personal information and cultural considerations should always be treated carefully.

Please contact us to receive a copy of our "Returning to the Workplace" checklists for employers and employees >

When your business or organisation is ready to welcome staff back, WorkPlacePLUS is here to help. For support implementing workplace changes and effective internal controls, please contact us today.

PLEASE BE ADVISED: The content of this website is subject to updates or changes. Any information or advice published on this website is general in nature; it may not apply to your specific objectives or circumstances and it does not constitute legal advice or tailored employment relations advice. WorkPlacePLUS will not be liable in any way for any loss or damages arising from the use of this website. Users should seek individualised, tailored advice to address any specific objectives or circumstances. This website uses cookies to allow us to assess and improve site functionality. By using this website, you consent to WorkPlacePLUS’s use of cookies.

WorkPlacePLUS acknowledges the Wurundjeri Woi Wurrung and Bunurong peoples of the Kulin Nation as the Traditional Owners of the land on which our national office stands. We pay our respect to Aboriginal and Torres Strait Islander cultures, and to Elders past, present and emerging.

© 2021 WorkPlacePLUS Pty Ltd ABN 48 166 238 786

Training Programs 

HR & IR Support for Employers 

Independent Workplace Investigations