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This article was prepared by Go To Court Lawyers, Australia's largest legal service. For legal advice specific to your situation, call 1300 636 846.
Employment standards for work hours, the minimum wage, leave, and other conditions are outlined in the federal Fair Work Act 2009, which covers many Australian workplaces. However, workers’ compensation and work health and safety issues are addressed in state legislation. These state-level laws set out employees’ rights relating to compensation and health and safety at work. Both state and federal laws exist prohibiting discrimination at work. This article deals with employment law in Victoria.
Work health and safety laws
Victoria has its own health and safety laws and to date has not adopted the national framework. These laws apply to most non-Commonwealth workplaces. Your work health and safety rights and obligations as an employer or employee are outlined in the Occupational Health and Safety Act 2004 (OHSA) and the Occupational Health and Safety Regulations 2007.
Other sources, such as the WorkSafe Victoria compliance codes and the Victorian OHS Compliance Framework Handbook, provide guidance on how to put the law into practice. From time to time WorkSafe Victoria also issues policy statements which stipulate how the laws and regulations operate in practice. These laws, regulations, and detailed codes apply to most Victorian workplaces, with the exception of Commonwealth employees.
Work Health and Safety in Employment Law in Victoria
Both workers and employers have responsibilities when it comes to work health and safety. Workers have a duty to carry out their work in a way that does not harm their own health or safety or that of others. As an employee, you have a duty to notify your employer of any work-related illness or injury within 30 days of becoming aware of it. For a summary of the claims process, go to the Worksafe Victoria website. If you are an employer, it’s important that you understand your duties relating to work health and safety. These obligations include maintaining a safe workplace and ensuring the safe handling of potentially dangerous materials or items. As an employer, you are required to support workers by giving staff sufficient information, training, and supervision to facilitate healthy and safe working conditions. In addition, you need to consult employees on health and safety issues. Under Section 21 of the OHSA, you could be fined up to $265,000 (individuals) or $1,328,000 (bodies corporate) for a breach.
Workers’ compensation in Victoria
A person who sustains a work-related injury in Victoria may be eligible for compensation. Victorian law requires employers with more than $7,500 in yearly payroll to maintain WorkSafe insurance for their workers. Employers are required to do so even if they have only one employee, who may be an apprentice or trainee. The main law for workers’ compensation in Victoria is the Workplace Injury Rehabilitation and Compensation Act 2013 (Vic). This law covers the claims process, eligibility for compensation, return to work rights, and other workers’ compensation issues. The law also sets out the process for using the Accident Compensation and Conciliation Service, which you can use to resolve a dispute you have with your employer or employee. Commonwealth employees are covered by a different law for workers’ compensation.
Victorian bullying laws
Most Victorian employees are protected against bullying in the workplace by the Fair Work Act. State legislation offers additional protection against bullying. Victoria criminalised bullying in 2011. Section 21A of the Crimes Act 1958 outlines what can be considered bullying and makes the crime punishable by up to 10 years imprisonment. Making threats, speaking in an abusive manner, or acting in an offensive or abusive manner are some of the things that could be considered bullying under the state law. The Victorian law also includes provisions for internet-based bullying or stalking.
Discrimination and equal opportunity
National laws on discrimination apply to most Victorian employees, however the state also has its own anti-discrimination and equal opportunity laws which apply to all Victorian employees (except Commonwealth employees). The Victorian Equal Opportunity Act 2010 protects employees from being discriminated against on the basis of certain attributes and activities including age, sex, gender identity, marital status, parental status, sexual orientation, political beliefs, employment activity and physical or mental impairment.
If you are an employee and believe you have been unlawfully discriminated against in Victoria, you can make a complaint to the Victorian Equal Opportunity and Human Rights Commission, lodge an application to the Victorian Civil and Administrative Tribunal, or make a discrimination claim in court.
Some of the protections offered by the Equal Opportunity Act also now extend to contractors.
If you require legal advice or representation in any legal matter, please contact Go To Court Lawyers.
faqs: - question: 'What are the main differences between Victorian and federal employment laws?' answer: 'Federal Fair Work Act 2009 covers employment standards like minimum wage, work hours and leave conditions, while Victorian state laws specifically govern workers'' compensation and workplace health and safety matters. Both state and federal laws address workplace discrimination, but Victoria maintains its own occupational health and safety framework rather than adopting the national model, making it unique among Australian jurisdictions.' - question: 'Does Victorian civil employment law apply to all workers in Victoria?' answer: 'Victorian employment laws apply to most non-Commonwealth workplaces within Victoria''s jurisdiction. Commonwealth employees are exempt from state occupational health and safety laws and compliance codes. The Occupational Health and Safety Act 2004 and related regulations cover the majority of Victorian workers, while federal Fair Work laws provide the overarching employment framework for wages and conditions across most Australian workplaces.' - question: 'How much does it cost to get legal advice about employment law issues in Victoria?' answer: 'Go To Court Lawyers offers a fixed consultation fee of $295 to discuss your Victorian employment law matter with an experienced civil lawyer. This consultation allows you to understand your rights and options under both state workplace safety laws and federal employment legislation. The fixed fee provides certainty about costs upfront, helping you make informed decisions about pursuing your employment law claim or dispute.' - question: 'How can a civil lawyer help with my Victorian employment law case?' answer: 'A civil lawyer can assess your employment law case under both Victorian and federal legislation, advise on workers'' compensation claims, workplace safety breaches, and discrimination matters. They can guide you through WorkSafe Victoria processes, negotiate with employers or insurers, and represent you in tribunals or courts. Lawyers can also ensure compliance with notification requirements and help maximize your compensation entitlements under Victorian law.' - question: 'Are there time limits for making employment law claims in Victoria?' answer: 'Yes, strict time limits apply to Victorian employment law matters. You must notify your employer of work-related illness or injury within 30 days of becoming aware of it. Workers'' compensation claims have specific timeframes, and discrimination complaints must be lodged within set periods. Missing these deadlines can severely impact your case, so seeking urgent legal advice is crucial to protect your rights and entitlements.' ---