Manual Task Risk Assessment (Australia)

An Australian Workplace Health and Safety (WHS) Policy is a formal document in which an employer commits to providing and maintaining a safe and healthy work environment for all workers and others affected by its activities. It sets out the organisation's WHS obligations under Australian law, defines the responsibilities of officers, managers, and workers, and establishes the systems and procedures the organisation will use to identify hazards, assess risks, and implement controls. The primary legislative framework governing WHS in Australia is the Work Health and Safety Act 2011 (Cth) (the WHS Act) and the Work Health and Safety Regulation 2017 (Cth) (the WHS Regulation), developed by Safe Work Australia as model legislation. As of 2026, the model WHS Act has been adopted by the Commonwealth, New South Wales, Queensland, South Australia, the Australian Capital Territory, the Northern Territory, and Tasmania. Victoria and Western Australia have separate but substantially similar legislation (the Occupational Health and Safety Act 2004 (Vic) and the Work Health and Safety Act 2020 (WA)). The central obligation on employers is found in s 19 of the WHS Act. A person conducting a business or undertaking (PCBU) must ensure, so far as is reasonably practicable, the health and safety of workers engaged by or caused to be engaged by the PCBU, and the health and safety of workers whose activities in carrying out work are influenced or directed by the PCBU. The 'so far as is reasonably practicable' qualifier requires the PCBU to weigh the likelihood and severity of a risk against the availability and cost of measures to eliminate or minimise it. Under s 27 of the WHS Act, officers of a PCBU (including directors and senior managers) have a positive duty to exercise due diligence to ensure the organisation complies with its WHS obligations. This includes acquiring and keeping up-to-date knowledge of WHS matters, understanding the operations and associated risks of the business, ensuring the PCBU has appropriate resources and processes to eliminate or minimise WHS risks, and verifying that those resources and processes are being used effectively. Workers also have duties under s 28 of the WHS Act. They must take reasonable care for their own health and safety, ensure their acts or omissions do not adversely affect the safety of others, comply with any reasonable WHS instruction given by the PCBU, and cooperate with any reasonable WHS policy or procedure. The WHS Regulation 2017 (Cth) supplements the WHS Act by providing detailed requirements for managing risks, including the hierarchy of controls: elimination, substitution, isolation, engineering controls, administrative controls, and personal protective equipment (PPE) as a last resort. Employers are required to consult with workers when identifying hazards, assessing risks, and making decisions about controls under Part 5 of the WHS Act. Notifiable incidents — including workplace fatalities, serious injuries or illnesses, and dangerous incidents as defined in ss 35 to 37 of the WHS Act — must be reported immediately to the relevant state or territory WHS regulator. The incident scene must be preserved until an inspector attends or authorises disturbance under s 39 of the WHS Act. Having a documented WHS Policy is a fundamental element of any effective WHS management system. It demonstrates the organisation's commitment to health and safety at the highest level, provides a framework for establishing WHS objectives and responsibilities, and supports compliance with the WHS Act and WHS Regulation. Employers with five or more employees are required to record significant findings of risk assessments in writing under the WHS Regulation. This WHS Policy is suitable for businesses of all sizes across all industries operating in Australia and should be reviewed at least annually, or whenever there is a significant change to operations, personnel, or legislation.

An Australian Workplace Fire Risk Assessment is a systematic document used to identify fire hazards in a workplace, evaluate the effectiveness of existing fire safety controls, and determine what additional measures are needed to protect occupants and property from fire. It is a foundational element of a workplace's fire safety management system and is required under Australian work health and safety legislation, the National Construction Code (NCC), and the Australian Standard AS 3745-2010 Planning for Emergencies in Facilities. The primary legislative obligation to conduct fire risk assessments arises from s 19 of the Work Health and Safety Act 2011 (Cth) (WHS Act), which imposes a broad primary duty of care on the person conducting a business or undertaking (PCBU) to ensure, so far as is reasonably practicable, the health and safety of workers and other persons at the workplace. This includes managing the risk of fire as a workplace hazard under Part 3.1 of the Work Health and Safety Regulation 2017 (Cth), which requires the PCBU to identify hazards, assess risks, and implement controls using the hierarchy of controls: elimination, substitution, isolation, engineering controls, administrative controls, and personal protective equipment. Under s 27 of the WHS Act, officers of the PCBU (including directors and senior managers) have a positive duty to exercise due diligence to ensure the organisation manages WHS risks, including fire safety risks. A documented and regularly reviewed fire risk assessment is a key mechanism for demonstrating that due diligence has been exercised. The National Construction Code (NCC), formerly the Building Code of Australia (BCA), sets out minimum fire safety requirements for buildings of each class, including requirements for fire detection and alarm systems, fire suppression systems, emergency lighting, exit signage, compartmentation, and fire resistance levels (FRLs) of structural elements and separating walls. NCC Volume 1 Part C addresses fire resistance and stability, Part D addresses access and egress, and Part E addresses services and equipment including fire safety systems. Buildings must be maintained to comply with the NCC requirements applicable at the time of construction and any relevant upgrade requirements. AS 3745-2010 Planning for Emergencies in Facilities is the key Australian Standard governing emergency planning in workplaces. It requires the occupier or owner of a facility to establish an Emergency Planning Committee (EPC), develop an Emergency Procedures document, designate and train emergency wardens, maintain emergency response equipment, and conduct evacuation exercises at least annually. The standard also requires the emergency procedures to address the needs of occupants with mobility impairments or other disabilities. Fire safety systems in Australian workplaces are typically governed by a suite of Australian Standards, including AS 1670.1-2018 (Fire Detection, Warning, Control and Intercom Systems — System Design, Installation and Commissioning — Fire), AS 2118.1-2017 (Automatic Fire Sprinkler Systems — General Systems), AS 1841-2007 series (Portable Fire Extinguishers), AS 2293.1 (Emergency Escape Lighting and Exit Signs), and AS 1851-2012 (Routine Service of Fire Protection Systems and Equipment). All fire safety systems must be regularly inspected and maintained in accordance with AS 1851-2012 and manufacturers' recommendations. State and territory legislation also imposes specific fire safety obligations on building owners and occupiers, including fire safety certification requirements (such as Annual Fire Safety Statements in New South Wales under the Environmental Planning and Assessment Regulation 2021 (NSW)) and requirements to maintain essential fire safety measures as specified in a building's fire safety schedule. This Fire Risk Assessment template covers all key elements of a compliant workplace fire risk assessment, including premises and building class details, assessment methodology, ignition and fuel source identification, high-risk area identification, existing fire safety system inventory and service records, residual risk evaluation, additional control measures, evacuation procedures and assembly area, evacuation drill records, and sign-off by the assessor and approving officer. It is suitable for workplaces across all industries in all Australian states and territories.

Create a legally compliant Full-Time Employment Agreement for Australia. Drafted in accordance with the Fair Work Act 2009 (Cth), the National Employment Standards (NES), and Superannuation Guarantee requirements. Covers position, duties, salary, superannuation at 11.5%, 38-hour week, annual leave (4 weeks), personal/carer's leave (10 days), long service leave, notice periods, probation, confidentiality, and intellectual property assignment.

An Australian Whistleblower Policy is a formal document that explains to employees, officers, contractors, and other eligible persons how they can report suspected misconduct or wrongdoing, and what legal protections apply to them when they do. The policy is required by law for certain companies and must set out the key features of the whistleblower protection regime established under Part 9.4AAA of the Corporations Act 2001 (Cth). The whistleblower protection reforms in the Corporations Act 2001 (Cth) commenced on 1 July 2019, significantly expanding the protections available to whistleblowers in the corporate sector. Under s 1317AI, public companies, large proprietary companies, and proprietary companies that are trustees of registrable superannuation entities must have a whistleblower policy. The policy must be made available to officers and employees of the company. Failure to have a compliant policy is an offence attracting a civil penalty. The regime defines an 'eligible whistleblower' broadly under s 1317AA to include current and former employees, officers, contractors, suppliers, associates of the company, and their relatives or dependants. This wide definition ensures that those with genuine knowledge of misconduct — including former employees and supply chain workers — can come forward and receive protection. A disclosure qualifies for protection under s 1317AA(1) if the eligible whistleblower has reasonable grounds to suspect that the information concerns misconduct, or an improper state of affairs or circumstances, in relation to the company or a related body corporate. This includes suspected contraventions of the Corporations Act or the ASIC Act 2001 (Cth), conduct representing a danger to the public or the financial system, and tax-related misconduct under the Taxation Administration Act 1953 (Cth). The key protections afforded to eligible whistleblowers who make qualifying disclosures include: confidentiality protection under s 1317AAE, making it a criminal offence to disclose the identity of a whistleblower without their consent; protection from detriment under s 1317AD, prohibiting dismissal, demotion, harassment, discrimination, or any other adverse action because of a disclosure; civil and criminal immunity under s 1317AB, meaning a whistleblower cannot be sued or prosecuted in respect of their disclosure; and compensation rights under s 1317AE for any loss, damage, or injury suffered as a result of unlawful detriment. The whistleblower policy must, under s 1317AI(3), include information about: the protections available to whistleblowers; the disclosures to which those protections apply; how disclosures can be made; how the company will support and protect whistleblowers, including confidentiality measures; how the company will investigate disclosures; how the company will ensure fair treatment of employees mentioned in disclosures; and how the policy will be made available to officers and employees. In addition to the Corporations Act regime, whistleblower protections for tax-related disclosures are provided under ss 14ZZC to 14ZZE of the Taxation Administration Act 1953 (Cth), administered by the Australian Taxation Office. The Public Interest Disclosure Act 2013 (Cth) also provides a parallel regime for public sector whistleblowers. Best-practice whistleblower programs include independent external hotlines to allow anonymous reporting, regular training for managers and the Whistleblower Protection Officer on handling disclosures, clear procedures for managing conflicts of interest in investigations, and regular Board-level reporting on whistleblower disclosures. ASIC has published regulatory guidance (RG 270) providing detailed guidance on implementing whistleblower policies in practice. This Whistleblower Policy template covers all mandatory elements required by s 1317AI of the Corporations Act 2001 (Cth), including eligible whistleblowers and disclosures, protections from detriment and breach of confidentiality, how to make a disclosure to internal and external recipients, the investigation process, fair treatment obligations, and Board authorisation.

Create a legally compliant Independent Contractor Agreement for Australia. Covers ABN requirements, sham contracting protections, GST, IP ownership, WHS obligations, and the multi-factor contractor test under Fair Work Act 2009. Suitable for all states and territories including NSW, VIC, QLD, WA, SA, and ACT.