15 Workplace Policies Your Business Needs: Complete Implementation Guide

Quick Answer

No Australian law hands an employer a list of the workplace policies it must have, but 4 are effectively mandatory because the law expects you to prove you took reasonable steps: a Work Health and Safety Policy, a Harassment and Bullying Policy, an Equal Opportunity Policy and a Grievance Policy. The other 11 in this guide address everyday issues: phones, dress, social media, remote work and personal devices.

The reasons are specific. The Work Health and Safety Act 2011 requires you to manage risks so far as is reasonably practicable, and since 2022 that expressly includes psychosocial hazards such as bullying. The Sex Discrimination Act 1984 (Cth) imposes a positive duty on every employer to prevent sexual harassment, which the Australian Human Rights Commission has enforced since 12 December 2023. Anti-discrimination laws give you a defence only if you took all reasonable steps, and a written policy is the first step a tribunal looks for.

In our experience working with over 10,000 Australian businesses, the policy owners least expect to need is the grievance policy. It decides whether a complaint becomes a Fair Work claim, because an unfair dismissal case turns on whether the process was fair, and the process is the policy.

This guide covers the 15 workplace policies an Australian small business should have, what each one does, example wording and which law sits behind it. Policies are one part of your employer obligations, alongside pay, super, records and safety.

Click on any of the questions below to jump to that section of this legal guide.

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If you still have a question after reading this legal guide, get in touch, as we’d love to keep adding your questions to this comprehensive guide.

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What workplace policies are legally required in Australia?

Four workplace policies are legally required in effect, if not by name: WHS, harassment and bullying, equal opportunity and grievance. No section of the Fair Work Act 2009 (Cth) says “have a dress code policy”.

The law sets a standard you must meet, then asks what steps you took when something goes wrong. A written policy that staff have seen is the first step every regulator and tribunal looks for.

Which workplace policies does the law expect you to have?

The law expects a policy wherever it puts a duty on the employer to prevent something. There are four of those duties for a typical Australian business:

• Work health and safety. The Work Health and Safety Act 2011 (and Victoria’s Occupational Health and Safety Act 2004) requires you to eliminate or minimise risks so far as is reasonably practicable. A WHS Policy is how you show the system exists.
• Sexual harassment and sex discrimination. Section 47C of the Sex Discrimination Act 1984 (Cth) puts a positive duty on every employer to take reasonable and proportionate measures to eliminate sexual harassment, sex discrimination and hostile workplaces. The Australian Human Rights Commission’s guidelines list a written policy, training and a reporting path as the baseline.
• Discrimination generally. Under the federal and state anti-discrimination Acts, an employer is liable for an employee’s discriminatory conduct unless it took all reasonable steps to prevent it. Without an Equal Opportunity Policy, there is nothing to point to.
• Fair process. The Fair Work Commission decides unfair dismissal claims based on whether the dismissal was harsh, unjust or unreasonable, including whether the employee was told the problem and given a chance to respond. A Grievance and Complaints Policy, with a disciplinary procedure, puts that process in writing.

Everything else in this guide is a choice. Choose based on where your business is exposed: a cafe needs a drugs and alcohol policy more than a BYOD policy, and a marketing agency is the reverse.

Are workplace policies part of the employment contract?

Usually no, and keeping them separate is deliberate. A policy that sits outside the contract can be updated when the law changes without renegotiating every employment agreement. The contract should say that employees must comply with the employer’s policies as varied from time to time, and each policy should say it does not form part of the contract.

The trap runs the other way. If your contract promises that the employer will follow a policy, a court can hold you to it, and Australian courts have found employers in breach of contract for not following their own procedures. Have your employment agreements checked before you roll out a new policy suite; our small business lawyer service does this as a fixed-fee review.

What are the 8 main components of a policy document?

A workplace policy document has eight components:

1. Purpose
2. Scope (who it covers, including contractors and visitors)
3. Definitions
4. The rules themselves
5. Responsibilities (who does what)
6. Procedure for reporting and handling breaches
7. Consequences of a breach
8. Version number with a review date.

Add an acknowledgement page for each employee to sign, because a policy nobody has seen protects nobody.

Do I need a Code of Conduct?

Yes. A Code of Conduct is the umbrella policy: it sets the standard of behaviour that every other workplace policy enforces, and it is the document a tribunal reads first when you discipline someone. Every business with staff should have one, even a team of two.

What is a Code of Conduct?

A Code of Conduct is a short written statement of how people are expected to behave at work: with each other, with customers, and with the business’s money, property and information. It is not a rule book for every situation. It sets the standard, and the specific policies (drugs and alcohol, social media, phones) fill in the detail.

What should a Code of Conduct include?

A Code of Conduct should cover:

• The business’s values and the behaviour expected of everyone, including managers.
• Respect for colleagues and customers, with a cross-reference to the Harassment and Bullying Policy.
• Conflicts of interest, gifts and outside work.
• Confidentiality and the use of company information, property and systems.
• Compliance with the law and with the other workplace policies.
• How breaches are reported and handled, and the possible consequences.
• An acknowledgement page signed by each employee.

Keep it to two pages. A code nobody reads is a code nobody follows.

Is a Code of Conduct legally binding?

A Code of Conduct binds employees through the employment contract, which should require them to comply with the employer’s policies; it is not a contract in its own right. A breach supports a warning or dismissal only if you communicated the code, the standard was reasonable, and you applied it consistently. Applying it to one employee and not another is the most common way a code fails in the Fair Work Commission.

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Do I need a Dress Code Policy?

Yes, if what people wear affects safety, hygiene or how customers see you. For an office team, a one-paragraph standard is enough; for hospitality, trades and health, it should be specific.

A Dress Code Policy outlines the framework for employee clothing choices and promotes a productive, respectful office environment. In the more ‘flexible’ office environment, employers offer more ‘relaxed’ options even for meetings, and some employees may take the ‘relaxed’ description too literally. A Dress Code Policy ensures everyone is on the same page.

Can you have a dress code at work?

Yes, employers in Australia can set a dress code, as long as it’s reasonable, job-related, and non-discriminatory.

What is an example of a Dress Code Policy for employees?

Here’s a basic Dress Code Policy example: “Employees are expected to wear clean, business casual attire Monday to Thursday, with casual dress on Fridays. Offensive symbols or images are prohibited.” It is also helpful to give an example of what may be considered ‘business casual attire’.

How do you address an employee who is not following the dress code?

Address dress code violations privately and professionally, outline the Policy, and listen to the employee’s explanation. Document the discussion, as continued non-compliance may lead to more serious disciplinary measures.

A Dress Code Policy is the workplace’s style requirement guide, ensuring we’re not inappropriately dressed for work meetings as if heading to a music festival. Keep the attire suitable for work. That means no band T-shirts, sadly!

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Do I need a Drugs and Alcohol Policy?

Yes, for any business where an impaired employee could hurt someone or damage something, which is most businesses. It also lets you act on the day rather than argue about it afterwards.

A Drug and Alcohol Policy prohibits drug and alcohol use and misuse within the workplace to maintain health, safety and productivity.

What is an example of a Drug and Alcohol Policy?

Here’s an example of a basic Drug and Alcohol Policy: “Our organisation prohibits non-prescription drug use and alcohol on our premises and during work hours. Violations may lead to disciplinary action, including termination.”

Can an employer ask what medication an employee is taking?

Employers generally can only enquire about an employee’s medication if it relates to job safety or performance.

How do you deal with an employee who comes to work drunk?

If a worker shows up to work under the influence of alcohol, keep them and others safe by taking them away from any group environment and all equipment. Talk to them privately, and send them home if you believe they’re not okay. Write down what happened, and consider issuing a warning or applying a disciplinary action in line with the company’s workplace policies and procedures.

Implementing a comprehensive Drug and Alcohol Policy at work is essential. It supports safety, productivity, and employee welfare while ensuring legal compliance and fostering a positive work environment.

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Do I need a Harassment and Bullying Policy?

Yes, and this is one of the four policies the law effectively requires. The positive duty under the Sex Discrimination Act 1984 (Cth) applies to every employer regardless of size and requires reasonable and proportionate measures to eliminate sexual harassment, sex discrimination and hostile workplaces. Since 12 December 2023, the Australian Human Rights Commission has had powers to inquire, issue compliance notices, and seek enforceable undertakings.

A Harassment and Bullying Policy helps your company stop bad behaviour and helps keep everyone safe and respected. You must address bullying or harassment immediately if any staff member complains or you believe this is occurring.

What are examples of harassment?

Harassment can involve offensive jokes, slurs, physical threats, insults, inappropriate behaviour or interference with work performance. Harassment may or may not be based on a person’s race, gender, LGBTQ sexual orientation or physical attributes.

What can employers do to prevent harassment in the workplace?

Employers can prevent harassment by creating a comprehensive Anti-Harassment Policy, offering regular training, encouraging incident reporting, and addressing allegations promptly and fairly. A written policy, training and a reporting path are the minimum the Australian Human Rights Commission’s positive duty guidelines expect.

How do you deal with allegations of harassment?

Investigate allegations of harassment promptly, maintaining confidentiality and impartiality. If proven, take disciplinary action in line with company policy.

What is included in an Anti-Bullying Policy?

An Anti-Bullying Policy defines bullying, lists examples, outlines the consequences and provides a process for reporting and handling incidents. It encourages a positive work culture.

As a business owner, proactively implementing and enforcing this Policy promotes productivity and strengthens your reputation as a leader who values and protects each team member’s well-being.

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Do I need a Remote Work Policy?

Yes, if anyone on your team works from home even one day a week. The policy carries your WHS duty into their home office and sets the hours and contact rules that the right to disconnect now expects.

A Remote Work Policy provides guidelines for employees who work from a location other than the traditional office, clarifying work expectations and processes.

What are the pros and cons of working remotely?

Pros of remote work include more flexibility, better work-life balance, less commuting time, and potentially higher productivity. Cons may include isolation, communication difficulties, blurred work-life boundaries, and challenges with team building.

How do you make remote workers accountable?

You can hold remote workers accountable through clear communication of expectations, measurable goals, regular check-ins and updates, and project management tools.

Should you have a Remote Work Policy?

Yes, a Remote Work Policy is crucial for setting clear expectations, managing accountability, ensuring consistent communication, and addressing legal considerations such as your employees’ workspace and health and safety requirements.

What should be included in a Remote Working Policy?

A Remote Working Policy should include details on which roles/who may work remotely, work hours, communication standards, training, performance expectations, equipment to be provided, support, data security guidelines, and procedures for handling issues that arise during remote work, among others.

Two items are now compulsory reading. The right to disconnect under the Fair Work Act 2009 applies to small business employers from 26 August 2025 and means an employee can refuse to monitor or answer work contact outside their hours unless the refusal is unreasonable, so the policy should say when contact is expected. And the home workspace is a workplace for WHS purposes.

Flexible work requests under section 65 of the Fair Work Act must be answered in writing within 21 days, and can be refused only on reasonable business grounds. Our guide to work from home laws and return-to-office directions covers both.

Remote work isn’t for every business. It can be like trading traffic jams for Wi-Fi glitches, office drama for pet video bombs, and water-cooler chats for microwave versus kettle tea debates. Who knew business could be so cozy and cost-effective? With a watertight Remote Work Policy, you can avoid issues and achieve that!

Workplace policies are written for employees. If some of your team are independent contractors, different obligations apply: see our guide to hiring an independent contractor. And make sure the arrangement is genuine: misclassifying employees as contractors is sham contracting, with heavy penalties. Our contractor vs employee guide explains how to tell the two apart.

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Do I need an Equal Opportunity Policy?

Yes, and this is one of the four policies the law effectively requires. It is the “all reasonable steps” evidence that stands between you and liability for an employee’s discriminatory conduct.

An Equal Opportunity Policy promotes fair, non-discriminatory treatment of employees, regardless of personal attributes.

What is the meaning of equal opportunity in the workplace?

Equal opportunity means all employees are treated fairly and without discrimination, with equal access to opportunities.

What are the equal opportunity laws in Australia?

Australia’s equal opportunity laws include the Australian Human Rights Commission Act 1986, Racial Discrimination Act 1975, Sex Discrimination Act 1984, Disability Discrimination Act 1992, Age Discrimination Act 2004, the general protections in the Fair Work Act 2009 (Cth), and the Workplace Gender Equality Amendment (Closing the Gender Pay Gap) Act 2023, under which employer gender pay gaps have been published since February 2024. Each state and territory also has its own anti-discrimination Act.

What is an example of an equal opportunity statement?

Here’s an example of an introductory equal opportunity statement: “Our company is committed to inclusivity and respect, ensuring fair treatment and equal access to opportunities, regardless of race, gender, age, religion, or disability.”

What is the difference between a Diversity Policy and an Equal Opportunity Policy?

While an Equal Opportunity Policy helps ensure fair treatment and non-discrimination of employees, a Diversity Policy actively encourages having a diverse workforce with different backgrounds and perspectives.

An Equal Opportunity Policy can be an essential tool for a successful business in a world of different people. It also helps protect your business by showing you have rules in place for potentially problematic situations.

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Do I need a Grievance and Complaints Policy?

Yes, and this is one of the four policies the law effectively requires. An unfair dismissal claim is decided on process, and this policy is your process.

A Grievance and Complaints Policy outlines how employees can raise concerns or issues in the workplace. This is a necessary document for all business owners with employees.

What is a workplace grievance?

A workplace grievance is a formal concern or complaint an employee raises about an aspect of their work, such as unfair treatment, safety issues, equipment or disputes with colleagues.

What is the difference between a complaint and a grievance?

While a complaint is typically a less formal expression of dissatisfaction about a minor issue, a grievance is a formal complaint about serious matters. It may involve a breach of workplace policies or laws.

Why is a Grievance Policy important?

A Grievance Policy is essential as it provides a structured process for employees to voice their concerns and seek resolution, ensuring a fair, transparent, and consistent approach to addressing issues. All businesses should have a grievance policy.

What is a grievance and complaints procedure?

A grievance and complaints procedure is a step-by-step process for handling grievances, including where and how to raise the grievance, investigate the issue, address the problem, and resolve and implement corrective measures if necessary.

A Grievance and Complaints Policy is key to workplace harmony, enabling clear communication and ensuring fairness, no matter how large or small your workplace is.

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Do I need a WH&S (Work Health and Safety) Policy?

Yes, and this is one of the four policies the law effectively requires. Every business owes the duty under the Work Health and Safety Act 2011 (or Victoria’s Occupational Health and Safety Act 2004), and since 2022 the duty expressly covers psychosocial hazards such as bullying, high job demands and poor support. Victoria’s Occupational Health and Safety (Psychological Health) Regulations commenced on 1 December 2025.

A Work Health and Safety (WH&S) Policy outlines an organisation’s commitment to maintaining a safe and healthy work environment, establishing legally required guidelines and procedures to prevent accidents, and protecting employees from potential health hazards.

What is the purpose and scope of a WHS Policy?

A WHS Policy aims to establish a safe and healthy workplace by identifying, assessing, and controlling risks. Its scope should cover all workplace activities and apply to all employees, contractors, visitors, and anyone affected by the organisation’s operations, including remote-working employees.

What are the main elements of a WHS Policy?

Critical elements of a WHS Policy include a commitment statement, clear roles and responsibilities, procedures for identifying and controlling hazards, training and education initiatives, processes for reporting and investigating incidents, workspace requirements and regular policy reviews and updates. Since the model WHS Regulations were amended in 2022, the policy must also deal with psychosocial hazards: bullying, harassment, high job demands, poor support and remote or isolated work. Victoria’s Occupational Health and Safety (Psychological Health) Regulations, in force from 1 December 2025, require employers to identify and control psychosocial hazards in the same way as physical ones.

Only 34% of Australian businesses reviewed their workplace practices to reduce work-related injury or illness in 2024-25 (Australian Bureau of Statistics, Characteristics of Australian Business), so a policy reviewed each year puts you ahead of most.

What are some typical responsibilities with workplace health and safety?

Typical responsibilities include:

• Conducting regular risk assessments.
• Ensuring safe work practices are being followed.
• Ensuring appropriate, safe workspaces are used, even for remote workers.
• Using personal protective equipment as required.
• Reporting any health and safety concerns or incidents.
• Participating in safety training and education.

For some workplaces, a WH&S (Work Health and Safety) Policy is indispensable for safeguarding employees, fostering a caring workplace culture, and boosting productivity. Prioritising safety ensures a thriving workforce and an accident-free culture.

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14 Workplace Policies Your Business Might Need [Infographic]

The infographic shows the original 14 policies. We added the Code of Conduct to this guide in 2026 as the fifteenth.

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Do I need a First Aid Policy?

Yes, in practice. The WHS Regulations require first aid equipment, trained first aiders and access to facilities and the policy shows who, where and how many.

A First Aid Policy sets the framework for responding promptly and effectively to workplace health emergencies, ensuring injuries or illnesses are treated appropriately to minimise harm.

What is the purpose of the First Aid Policy?

A First Aid Policy establishes processes and procedures for managing health emergencies at work, minimising harm from injuries or illnesses and ensuring a safe, swift response.

Do employers have to pay for first aid training in Australia?

In Australia, employers must ensure appropriate first aid arrangements, including providing regular, necessary training to selected employees. So, employers typically bear the cost of first aid training.

How many first-aiders per worker?

The number of first-aiders per worker is flexible and depends on the nature of work, workplace size, and potential risks. Safe Work Australia’s model Code of Practice for first aid in the workplace recommends at least one first aider for every 50 workers in low-risk workplaces and one for every 25 workers in high-risk workplaces. Workplace risk depends on the type of work and workspace, among other factors.

By prioritising a First Aid Policy, organisations demonstrate their commitment to community well-being and help ensure a safer environment where injuries are minimised.

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Do I need a Workplace Hygiene Policy?

Yes, for food, health, beauty and childcare businesses, and useful for everyone else. It turns an awkward conversation into a standard.

A Workplace Hygiene Policy establishes employees’ cleanliness and personal hygiene standards to ensure a safe, healthy, and comfortable work environment.

How do you address hygiene in the workplace?

You can address workplace hygiene by implementing clear hygiene policies, conducting regular cleanliness audits, providing necessary facilities and supplies, and encouraging employees to maintain personal hygiene.

What is an example of a Hygiene Policy?

Here is an example of a basic Hygiene Policy: “Employees are expected to maintain good personal hygiene and adhere to cleanliness standards in shared spaces. Regular handwashing, desk cleaning, and proper waste disposal are mandatory.”

How do you bring up personal hygiene with an employee?

Bringing up personal hygiene with an employee requires sensitivity and respect. Do it privately, focus on the impact on the workplace rather than personal habits, and discuss solutions supportively.

A Workplace Hygiene Policy is more than basic cleanliness; it lays the foundation for an environment that supports employee health, morale, and productivity.

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Do I need a Guest Hygiene Policy?

Only if clients or the public come onto your premises and their hygiene affects your staff or other customers: clinics, salons, gyms and food venues. Otherwise, fold it into the WHS Policy.

A Guest Hygiene Policy outlines the hygiene standards expected from visitors to the workplace to maintain a clean and safe environment.

What is an example of a Guest Hygiene Policy?

Here’s an example of a simple Guest Hygiene Policy: “All guests must follow proper hygiene practices during their visit. This includes regular hand sanitising, proper cough and sneeze etiquette, and adherence to any specific rules related to our workspace.”

What is the importance of a Guest Hygiene Policy?

A Guest Hygiene Policy ensures employees’ and guests’ health and safety, reduces the risk of disease transmission, and helps maintain a clean work environment.

How do you address hygiene issues with clients?

Address hygiene issues with clients tactfully, confidentially, and professionally, focusing on the importance of hygiene for everyone’s health and safety.

By embracing this Policy, businesses can create a lasting impression that cleanliness is not just a rule but an essential part of the culture of running a successful business.

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Do I need a Bring Your Own Device (BYOD) Policy?

Yes, if staff read work email or open work systems on their own phone or laptop, which today means almost every business.

A BYOD Policy sets the rules for employees using their personal devices (mobile phones, laptop computers, tablets, etc.) for work-related activities, balancing convenience and security.

What is a Bring Your Own Device Policy at work?

A BYOD Policy outlines the rules, responsibilities, and security measures associated with employees using their personal devices for work tasks. It may also address support the business offers, such as financial incentives and technical support for devices used for work and personal use.

What are the pros and cons of BYOD?

Pros include cost savings, employee satisfaction, and increased productivity. Cons include security risks, potential work-life imbalance, and tech support challenges.

Do I need a BYOD Policy?

If employees use their own devices for work, a BYOD Policy is necessary to manage security risks and clarify rules. This needs to be clear if employees are not permitted to use their own devices for work or on work time.

What are examples of bringing your own device?

Devices typically covered by a BYOD Policy include mobile phones, laptop computers, tablets, and other devices used to access company email, documents, or systems. A BYOD Policy may also cover using personal devices during work time.

A BYOD Policy reflects our modern work culture and can help balance personal convenience and productivity with business security and corporate data protection.

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Do I need a Cyber Security Policy?

Yes. The Privacy and Other Legislation Amendment Act 2024 created a statutory tort for serious invasions of privacy from 10 June 2025 that applies regardless of turnover, and a cybercrime incident now costs an Australian small business an average of $56,600 (Australian Signals Directorate, 2024-25).

A Cyber Security Policy outlines measures to protect an organisation’s digital assets and sensitive data from cyber threats such as hacking, phishing, malware and misuse.

Do I need a Cyber Security Policy?

Yes, a Cyber Security Policy is essential to protect your organisation from increasing cyber threats and to meet the Privacy Act 1988. The Privacy and Other Legislation Amendment Act 2024 created a statutory tort for serious invasions of privacy from 10 June 2025 that applies regardless of turnover. The small business exemption for businesses under $3 million still stands for the rest of the Act, but health providers and businesses that trade in personal information are covered regardless; see our guide to privacy policies for small business.

How do you enforce a Cybersecurity Policy?

Enforcement involves regular audits, employee training, strict access control, monitoring, and penalties for policy breaches.

Is cybersecurity the same as data protection?

While related, cybersecurity is broader and includes protecting systems from threats; data protection specifically focuses on safeguarding personal data.

Nothing is foolproof against today’s sophisticated cybercriminals. However, having a Cyber Security Policy is the first crucial step in protecting against online dangers.

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Do I need a Mobile Phone in the Workplace Policy?

Yes, if phones at work create a safety, confidentiality or productivity problem. Since 26 August 2025, the same policy should also cover the reverse case: under the right to disconnect, employees cannot be required to answer work calls or messages outside their hours unless the contact is reasonable.

A Mobile Phone in the Workplace Policy helps keep work hours from turning into social media marathons or accidental meme-sharing conferences. It can also protect the business from confidentiality and reputational risk issues.

Why is a Mobile Phone Policy important in the workplace?

A Mobile Phone Policy helps clarify how, when and where Mobile Phone use is appropriate. It can minimise distractions, ensure professionalism, and help maintain data security in the workplace. It must differentiate between professional business phone use and personal mobile phone use.

Are workplaces allowed to ban mobile phones?

Workplaces can set rules for mobile phone use as long as they are reasonable, clear, and consistently enforced.

How do you stop employees from using mobile phones at work?

Set clear guidelines, use disciplinary actions for repeated violations, and promote a focused work culture.

A Mobile Phone Policy is one of the most important workplace policies because it guides how we use our phones at work and helps us stay focused. In a world of digital distractions, it turns our phones from potential problems into valuable tools.

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Do I need a Social Media Policy?

Yes. One employee post can cost a customer, a contract or a defamation claim, and the Fair Work Commission has upheld dismissals for social media conduct where a policy existed and the employee knew about it.

A Social Media Policy outlines appropriate work-related use of social media, protects the company’s reputation, and helps prevent your boss from becoming your next TikTok follower!

Why have a Social Media Policy?

A Social Media Policy mitigates risks such as disclosing sensitive information, reputational damage, and legal issues. It also gives employees guidelines on what posting is appropriate and when it isn’t, especially when it relates to business activity.

What are the risks of not having a Social Media Policy?

Risks include damage to the company’s reputation, inappropriate disclosure of information, and potential legal problems. You don’t want an employee posting inappropriate work-related photos, accidentally leaking your next product before launch, or making personal comments about the business on social media platforms.

What is an example of a Social Media Policy?

Here’s an example of a basic Social Media Policy: “Employees are expected to use work social media responsibly, uphold professionalism and confidentiality, and avoid spreading false information. Employees must always represent the organisation positively and respect the privacy of all company-related discussions. An employee should not discuss work matters on personal social media platforms.”

What should a Social Media Policy include?

A Social Media Policy statement should cover acceptable behaviour and confidentiality, highlight potential legal issues and outline the consequences of policy violations. It should also cover personal social media use during work hours.

How do you implement a Social Media Policy in the workplace?

Implementation involves clear communication, training, regular updates, and ensuring the Policy aligns with broader company values.

A Social Media Policy can help a business avoid the adverse consequences of social media use. In a world where one online mistake can be costly, it’s an essential guide – and one of the most important workplace policies.

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Frequently asked questions about workplace policies

What is a workplace policy?

A workplace policy is a written statement of the rules and expectations that apply to everyone in a business: what is required, who is responsible and what happens when the rules are not followed. It sits outside the employment contract, is acknowledged by each employee, and is the evidence an employer relies on when a dispute reaches the Fair Work Commission or a court.

What are common workplace policies?

The most common workplace policies in Australian businesses are a Code of Conduct, a Work Health and Safety Policy, a Harassment and Bullying Policy, an Equal Opportunity Policy, a Grievance and Complaints Policy, a Drugs and Alcohol Policy, a Social Media Policy and an Internet, Email and Device Policy. Remote Work, Mobile Phone, Dress Code, First Aid, Hygiene and Cyber Security Policies follow depending on the business.

What are the most important HR policies?

The four most important are the ones the law effectively requires: Work Health and Safety, Harassment and Bullying, Equal Opportunity and Grievance and Complaints. A Code of Conduct comes next because it is the standard every other policy enforces. Everything else depends on where your business is exposed.

What are the acceptable use policies for employees?

Acceptable use policies set the rules for using the business’s technology and the employee’s own devices for work: internet and email, social media, mobile phones, and bring your own device (BYOD). Small businesses usually combine them into one Technology and Social Media Policy; larger ones keep them separate so each can be updated independently.

Do workplace policies apply to contractors?

No. Workplace policies are written for employees, and a contractor’s obligations come from the contractor agreement. WHS and anti-discrimination duties still cover contractors on your premises, so the agreement should require them to follow your site safety and conduct rules. If a “contractor” works like an employee, the arrangement may be sham contracting: see our guide to contractor vs employee.

What happens if an employee breaches a workplace policy?

A breach can justify a warning, and for serious or repeated breaches, dismissal, but only if you communicated the policy to the employee, the rule was reasonable, and you applied it consistently to everyone. Follow the disciplinary procedure in your Grievance and Complaints Policy: put the problem in writing, give the employee a chance to respond, then decide. Skipping those steps is what turns a justified dismissal into an unfair one.

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Workplace Policies References

1. Commonwealth of Australia (2004), Age Discrimination Act 2004 URL
2. Commonwealth of Australia (1986), Australian Human Rights Commission Act 1986 URL
3. Commonwealth of Australia (1992), Disability Discrimination Act 1992 URL
4. Commonwealth of Australia (1975), Racial Discrimination Act 1975 URL
5. Commonwealth of Australia (1984), Sex Discrimination Act 1984, positive duty URL
6. Commonwealth of Australia (2023), Workplace Gender Equality Amendment (Closing the Gender Pay Gap) Act 2023 URL
7. Australian Human Rights Commission (2023), Positive duty for employers: Commission’s powers commence, 12 December 2023 URL
8. Australian Human Rights Commission (2022), Time for Respect: Fifth national survey on sexual harassment in Australian workplaces URL
9. Australian Human Rights Commission (2025), Annual Report 2024-25 URL
10. ABC News (24 September 2026), Human rights commission dealing with record sexual harassment complaints URL
11. Federal Circuit and Family Court of Australia (2026), Mejia v Capital City Cafe-Bar [2026] FedCFamC2G 468, case summary URL
12. Fair Work Ombudsman, Right to disconnect URL
13. WorkSafe Victoria (2025), Psychological health regulations URL
14. Safe Work Australia, Model Code of Practice: First aid in the workplace URL
15. Australian Chamber of Commerce and Industry (2025), Small Business Conditions Report 2025 URL
16. Australian Bureau of Statistics (2026), Characteristics of Australian Business, 2024-25 URL
17. Australian Bureau of Statistics (2025), Working arrangements, August 2025 URL
18. Australian Signals Directorate (2025), Annual Cyber Threat Report 2024-25 URL
19. Office of the Australian Information Commissioner (2026), Data breach notifications increase to all-time high in 2025 URL

About the Author: Vanessa Emilio

Vanessa Emilio (BA Hons, LLB, ACIS, AGIA) is the Founder and CEO of Legal123.com.au and Practice Director of Legal123 Pty Ltd. Vanessa is a qualified Australian lawyer with 20+ years experience in corporate, banking and trust law. Click for full bio of Vanessa Emilio or follow on LinkedIn.

Need legal documents written specifically for your business? Vanessa and her team draft custom legal documents for Australian online businesses, or you can book a 30-minute call to talk through what you need.

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