The hybrid work model - that lovely mix of in-office collaboration and working from home in your trackies - is no longer a flash in the pan. It's the standard for many white-collar Australian businesses.
But here’s the rub, WHS/HSE Leaders: Your duty of care hasn’t changed, even if the location has.
For Persons Conducting a Business or Undertaking (PCBUs) in Australia, your responsibilities under WHS laws extend well beyond the CBD office. If your employee is working from a dining table in Dubbo or a spare room in Sydney, that is legally considered a workplace, and you're accountable for the risks.
So, how do you manage WHS/HSE risk when your workforce is spread across every suburb and postcode? It’s bloody difficult, but achievable.
Your Action Plan:
Virtual Hazard Assessments: Implement mandatory, simple self-assessment checklists for all remote employees. Ask them to take photos of their setup and identify hazards like poor lighting or monitor height.
The Equipment Stipend: Provide a tax-effective allowance for employees to purchase essential ergonomic items like external monitors, keyboards, and office chairs. It’s an investment in injury prevention, not a perk.
The Follow-Up Call: For any high-risk setup identified, have a WHS representative conduct a video call assessment to offer bespoke advice.
Boundary Blur: Working from home often leads to the 'always on' culture. Employees start earlier and finish later because the commute barrier is gone.
The Fix: Leaders must model healthy boundaries. Encourage scheduled breaks, and avoid sending emails or scheduling meetings outside of standard hours (or use delayed send functions).
Social Isolation: The lack of spontaneous chats can lead to disconnection and reduced psychological safety.
The Fix: Schedule regular, non-work-related social check-ins. Bring the team together in the physical office regularly to rebuild social capital, making the commute worthwhile.
If an employee feels a tight deadline is causing extreme stress, or they've nearly tripped over a pet or power cord, they need to report it immediately so the risk can be managed across the entire company.
The Tool: Use a user-friendly, cloud-based reporting system accessible via mobile phone or laptop that allows for immediate, low-barrier logging of hazards and incidents.
The Culture: Crucially, your response to reported incidents must be transparent and non-punitive. If an employee reports a risk, they should be thanked, not scrutinised.
At Civitas Talent, we specialise in identifying the WHS and People & Culture professionals who don’t just read the rulebook; they rewrite the strategy. We connect you with leaders who can integrate HSE principles into your remote working policies, ensuring your business stays compliant and your team stays safe, no matter where they’re clocking on.
Let’s get your duty of care sorted.