Employer

One of my workers has contracted COVID-19. What should I do?

The easing of public health restrictions means many workers will transition back to their usual workplace either all or part of their working week, with the remaining time spent working from home. 

If you are an employer, the information on this page will help you ensure your workers have a safe and healthy transition back to their usual workplace.

How do I meet my WHS duties as workers transition back to the usual workplace?

Before preparing to transition workers to their usual workplace, you should check any relevant public health orders or directions. 

In addition to any requirements under public health orders or directions, employers have a duty under the model WHS laws to eliminate or if not reasonably practicable, minimise the risks to health and safety of workers (such as the risk of COVID-19 in the workplace), so far as is reasonably practicable. You may not be able to completely eliminate the risks to workers of COVID-19, therefore you must do all that is reasonably practicable to minimise the risks in the context of a range of COVID-19 control measures. 

To minimise risks of COVID-19 in the workplace, you must:

  • undertake a risk assessment for your business (more information is available on the risk assessment page). Note in some jurisdictions, workplaces are required to develop COVID-19 safety plans under public health orders.
  • consider the effectiveness of available control measures and how they will help manage the risks of COVID-19.
  • consult with workers and HSRs about the risks of COVID-19, your risk assessment, and relevant control measures, including the COVID-19 vaccines (more information on your consultation obligations is available on our consultation pages).
  • consult, co-operate and co-ordinate, so far as is reasonably practicable, with any other duty holders (for example, consult with building owners, and other businesses you work with or share premises with, about how they will discharge their WHS duties when they interact with your workers). 
  • determine what control measures are reasonably practicable for you to implement in your workplace (more information on the meaning of reasonably practicable is available on the risk assessment page).

You should:

  • review and, if necessary, update any WHS policies or procedures and your emergency plan, in consultation with workers and HSRs
  • consider how you will manage and respond to potential further outbreaks of COVID-19, for example, a return to remote working arrangements
  • share relevant information with workers and HSRs about any WHS policies you’ve put in place or updated in response to COVID-19 (for example, incident reporting processes and vaccination policy, if applicable) and any changes to emergency plans
  • instruct workers to tell you if they have symptoms of COVID-19, have been in contact with a person who has COVID-19, or have tested positive for COVID-19 
  • direct workers to stay home if they have COVID-19 symptoms or have been in contact with a person who has COVID-19. Check your state or territory public health orders or directions for the definition of a contact and any quarantine requirements, as well as any exemptions for essential workers in critical industries
  • inform workers about their workplace entitlements (such as access to paid leave) if they have COVID-19 symptoms or they are required to self-quarantine and set clear expectations and procedures, in consultation with your workers and their representatives, on what will happen if a worker contracts COVID-19. Remember, workers who have been isolated after testing positive for COVID-19 must not return to work until they have recovered and have met any criteria for clearance from isolation. States and territories may manage clearance from isolation differently. You can seek information from your state or territory Department of Health.

Depending on your circumstances, you may need to:

  • review workplace checklists and re-design the workplace environment, procedures, and practices to support physical distancing, cleaning and hygiene,
  • ensure workstations are correctly set up to protect against musculoskeletal injuries (for example, provide guidance to your workers on how to set up a safe work environment),
  • consider arrangements for deliveries, contractors, and visitors attending the workplace (for example, organising contactless deliveries and limiting non-essential visitors),
  • provide workers with masks , as well as appropriate cleaning, disinfectant, and hygiene products. You should also provide proper training and instruction in the use of any PPE  and cleaning, disinfectant and hygiene products provided (more information is available on our PPE and masks pages), and
  • appoint a contact person(s) in your business, such as that workers can talk to about any concerns.

What factors should I consider in my risk assessment? 

A risk assessment involves considering what could happen if someone is exposed to a hazard (for example, COVID-19) and the likelihood of it happening. A risk assessment can help you to determine: 

  • the severity of the risk
  • whether any existing control measures are effective 
  • what action you should take to control the risk, and 
  • how urgently the action needs to be taken. 

The exposure of your workers and/or others at your workplace such as customers, clients, or volunteers, to COVID-19 is a foreseeable risk that must be assessed and managed in the context of your operating environment.

Businesses planning a transition back to the usual workplace must assess the risks associated with exposure to COVID-19 and implement control measures to manage those risks. Employers must also assess any other new or changed risks arising from COVID-19, for example, customer aggression, high work demand or working in isolation. 

Risk assessments should be reviewed periodically as the operating environment changes. 

When planning transition back to the usual workplace, your risk assessment should be updated and include consideration of:

  • the personal circumstances of the workers, such as whether they have been classified as a vulnerable worker (see our information on vulnerable workers), have caring responsibilities for a vulnerable person, or there is a vulnerable person in their household.
  • any new risks that arise from any resulting changes to work practices, procedures, or the work environment. For example, where any plant (equipment), workplace layouts or systems have been changed to comply with physical distancing requirements, you may wish to organise a walk-through of the workplace with HSRs prior to all workers returning, to ensure all health and safety risks are identified and managed.

What control measures should I consider to minimise COVID-19 risks?

You should consider the extent to which available control measures are reasonably practicable to minimise the risks of COVID-19, such as:

  • encouraging or ensuring up to date vaccination, where applicable
  • ensuring your workers do not come to work when unwell 
  • ensuring your workers do not come to work if they have tested positive for COVID-19 unless they have been released from isolation by the relevant public health authority,
  • improving air quality in indoor workplaces, where applicable
  • ensuring physical distancing in the workplace and adhering to density limits (check occupancy limits for the type of building and building standards). For example:
    • supporting workers to work from home or relocating work tasks to different areas of the workplace or off-site, 
    • staggering your workers’ start, finish and break times, 
    • reducing the number of situations where workers come into close contact, for example in lunchrooms and other shared spaces,
  • encouraging workers and others in the workplace to practise good hygiene
  • increasing cleaning and maintenance
  • implementing a rapid antigen testing (RAT) program, and
  • wearing masks.

Other factors that you may need to consider include: 

  • the extent of community transmission of COVID-19 where your workplace is located or where your workers perform their work
  • your operational environment, including whether your workplace can support all your workers returning at the same time and whether some workers or categories of workers have a greater need to be in the workplace than others
  • whether there are workers or others in your workplace who may be at greater risk of severe illness if they contract COVID-19, and 
  • the vaccination status of your workers.

You must review control measures periodically, including: 

  • as the environment changes (for example, in response to localised outbreaks of COVID-19, changes to public health orders or directions, and 
  • as new information on COVID-19 and workplace risks, or control measures, becomes available
  • after a notifiable incident, 
  • in response to concerns raised by workers, HSRs or others at the workplace, or 
  • if an HSR requests a review. 

More information on the meaning of reasonably practicable is available on the risk assessment page for your industry and in the How to determine what is reasonably practicable to meet a health and safety duty webpage.

How should I consult with HSRs and workers? 

You must consult with your workers on health and safety matters relating to COVID-19, including plans to transition back to the usual workplace. This means you must consult workers, and their HSRs (if your workers are represented), when: 

  • assessing the risk COVID-19 presents to the health and safety of workers 
  • deciding on control measures to eliminate or minimise the risks of COVID-19 
  • deciding on the adequacy of facilities for the welfare of workers (for example, hand washing facilities), and 
  • proposing other changes to the workplace, including changes to workplace policies, because of COVID-19 which may affect health and safety. 

If you and your workers have agreed procedures for consultation, the consultation must be in accordance with those procedures. If workers are represented by HSRs you must include them in the consultation process. You may need to adjust the format of your consultation to minimise the risks of COVID-19 (for example, you may need to meet with your workers and their HSRs via videoconference rather than in person if your workers are working from home).

You must allow workers to raise and express their views on WHS issues that may arise directly or indirectly because of COVID-19. You must genuinely take the views of workers into account when making decisions and advise them of your decision.  You should also provide your workers with relevant information and materials to assist their understanding of the issues, including a copy of your risk assessment for COVID-19 at your workplace.

You should also encourage workers to raise any WHS concerns with their representatives or direct manager. Remember to follow existing workplace policies and procedures for consultation and issue resolution.

How can I support my workers if they are concerned about transitioning back into the usual workplace?

The COVID-19 pandemic is a stressful and uncertain time for all Australians. Concerns about physical health and safety risks, such as exposure to COVID-19, work-related violence, or changes to the work environment or work demands can create additional risks to psychological health. You must eliminate or minimise the risk to psychological and physical health and safety arising from work so far as is reasonably practicable. 

For example, you should: 

  • check control measures do not introduce additional safety risks
  • talk to your workers about any agreed measures you have put in place to minimise risks
  • respond appropriately to signs a worker may be concerned or anxious about returning to the usual workplace (for example, it is important to intervene early and provide early access to assistance)
  • set realistic and clear expectations, workloads, roles and tasks and monitor work levels. Consult with workers and HSRs on any changes in these areas
  • consult workers on the transition back to the usual workplace, including on identifying and controlling risks. Keep workers updated and share relevant information. 
  • offer your workers flexibility where possible (for example, to start work at a slightly earlier or later time to avoid peak times for public transport, or working from home for part of the week)
  • maintain regular communication with your workers and encourage workers to stay in contact with each other. Implement systems of work to enable this, where possible
  • stay informed with information from official sources and share relevant information with your workers and HSRs as it becomes available
  • inform workers about their workplace entitlements if they have COVID-19 symptoms or they are required to self-quarantine (for example, access to paid leave)
  • provide workers with a central place to find workplace information and a point of contact to discuss their concerns (for example HSRs), and
  • provide information about mental health and other support services available to your workers (for example, employee assistance programs, employee organisations or the Australian Government Head to Health website).

Do I need to improve air quality in indoor workplaces?

The Australian Health Protection Principal Committee (AHPPC) advises that improved ventilation may limit the spread of certain respiratory diseases, such as COVID-19, in indoor environments. Understanding and controlling building ventilation can help improve indoor air quality. 

In combination with other reasonably practicable control measures, improving indoor air quality can be used to minimise the risks of COVID-19. More information about how to assess and improve air quality is available on our webpage on improving ventilation in indoor workplaces: COVID-19.

Do I need to organise additional cleaning before I transition my workers back to the usual workplace?

You should implement appropriate cleaning and disinfection practices as one of the control measures to help protect workers and others at your workplace from COVID-19. When and how often your workplace should be cleaned and disinfected will depend on the outcome of your risk assessment, including the likelihood of contaminated material being present. 

In considering whether additional cleaning arrangements need to be implemented prior to workers returning to the usual workplace, you should consider: 

Remember, you must consult with workers and HSRs (if any) on health and safety matters relating to COVID-19, including what control measures to put in place in your workplace.

Who is responsible for cleaning and implementing other control measures in my workplace, including shared premises or facilities?

If your business operates in a shared premises you must consult, co-ordinate and co-operate with other employers, the building owner and/or facilities manager to ensure that appropriate cleaning and other control measures (such as physical distancing) are implemented to minimise the risks of COVID-19. This includes shared facilities such as lobbies, lifts, change rooms and common meeting spaces. 

You may also need to discuss with your building owner or facilities manager whether the evacuation and other safety processes for the building have been reviewed in the context of COVID-19, including in relation to evacuation procedures and location of designated assembly points. 

Working with your building owner or facilities manager is a very important step to successfully minimise the risks of exposure to COVID-19 and meet your WHS duties at the workplace.

Do I need to test workplace equipment or facilities before I transition my workers back to the usual workplace?

In some circumstances you may need to test machinery, equipment and appliances, as well as other plant and structures, to ensure they are safe to use and do not give rise to new WHS risks. 

For example, restarting Heating Ventilation and Air Conditioning (HVAC) systems can carry significant risks to the health and safety of workers and other people in the building, particularly where they have not been maintained and inspected in accordance with relevant regulations and standards. You can refer to our guidance on Heating, Ventilation and Air Conditioning (HVAC) Systems for information on the risks and the steps you should take as an employer to eliminate or minimise these risks.

You should also think about checking drinking water systems, toilets, hand washing, and first aid facilities to ensure they are all functioning correctly, clean, and well stocked.

Do I need to organise a workstation assessment for workers transitioning back to the usual workplace?

In some circumstances you may need to organise a workstation assessment for workers returning to the usual workplace, particularly where there have been changes to the workplace environment. For example, where a workstation has been adjusted during the re-design of the physical layout of the workplace or the worker is using new equipment, such as an office chair. 

Depending on the circumstances, it is recommended that you:

  • provide your workers with information on setting up an ergonomic workstation 
  • develop in consultation with workers and HSRs (if any), and provide to workers, a health and safety checklist and workstation self-assessment for your workers to use
  • discuss equipment requirements with your workers, such as chairs, monitors, keyboards and mice. Workers may have taken equipment home if they were working from home or equipment may have been moved or become lost while the workplace was unoccupied, and
  • have ongoing discussions with your workers about their workstation setup to ensure the workstation set up is not creating additional risks or the need for any additional equipment.

If workers have purchased new equipment while working from home that they would like to bring with them to the usual workplace, you may need to discuss compatibility issues and how they will safely transport equipment to the workplace.

When discussing working from home arrangements with workers, you must allow workers to raise and express their views on WHS issues that may directly or indirectly arise, just like in any other consultation process regarding workplace arrangements. You must genuinely take the views of workers into account when making decisions and advise them of your decision. This includes decisions around the provision of office equipment. All WHS issues must be resolved in accordance with the agreed issue resolution procedures in your workplace.

I have workers who will be splitting their time between working from home and the usual workplace. Do I need to purchase additional equipment to maintain two working environments?

Whether you need to purchase additional equipment will depend on the circumstances. You and your workers must discuss what equipment may be required for the worker to safely carry out their work across both workstations and continue to monitor their ongoing equipment needs. You may determine that it is practicable to allow workers to borrow equipment from the office or reimburse reasonable costs where additional equipment is required. 

If you are not satisfied that safe workstations can be maintained both at home and in the usual workplace, it may not be reasonably practicable for the worker to continue working in both locations. In these circumstances, alternative arrangements may need to be made. This could include setting up a safe office space for the worker in the office or working from home exclusively. 

Can I allow workers to share desks and workstations?

If you plan to have people sharing desks or workstations on different days or different shifts (for example, ‘hot-desking’), you should include this in your risk assessment to help you determine reasonably practicable control measures, including whether to stop sharing desks and work stations. If this is not reasonably practicable, you should consider additional cleaning and hygiene measures so that workers have a safe and hygienic space to work. This should include ensuring that the workstation and the equipment to be shared is cleaned and disinfected in between each use by a different person. In addition to providing hand washing facilities and hand sanitiser, you should also consider providing cleaning and hygiene products (for example, disinfectant wipes, spray bottles of disinfectant and paper towels and gloves) so that workers can wipe down surfaces and equipment before and after use. 

Do I need to supply masks or other personal protective equipment (PPE)?

If you have determined that use of masks or other PPE (for example, disposable gloves) is required to be worn in your workplace, you must supply these free of charge to your workers. PPE should be easily accessible to all workers. You must provide appropriate training and instruction on how to put on, wear, remove, clean and maintain (as necessary) or dispose of masks.

Do my workers have the right to stop work if they feel unsafe returning to the usual workplace?

Whether working at the office or at home, a worker has the right to stop or refuse unsafe work when there is a reasonable concern of exposure to a serious risk to health and safety from an immediate or imminent hazard. In some circumstances, this could include exposure to the COVID-19 virus. 

Any concerns about health or safety should first be raised with you or the HSR and resolved in accordance with the agreed issue resolution procedures in your workplace. A worker may also contact an employee organisation for advice. If a worker decides to stop work as it is unsafe, they must notify you as soon as possible and be available to carry out alternative work arrangements. 

For information on the issue resolution process see the Code of Practice: Work, health and safety consultation, cooperation and coordination.  

For information on a worker’s right to stop work, see our information on workers’ rights and the Fair Work Ombudsman Coronavirus and Australian Workplace Laws webpage. 

One of my workers has contracted COVID-19. What should I do? 

If you have a worker who has contracted COVID-19 you will need to follow the health advice provided by your state or territory public health authority. 

Workers who have been isolated after having tested positive for COVID-19 can return to work when they have fully recovered and have met the criteria for clearance from isolation. The criteria may vary depending on the circumstances of the workplace and state and territory public health authorities may manage clearance from isolation differently. 

It is possible that a worker with COVID-19 could potentially work from home, if for example, they have no or minor symptoms. This would be subject to the advice from the relevant treating clinician and discussions with the worker. For example, a doctor may recommend reasonable adjustments, including reduced working hours or changes to a worker’s workload.

Contact your state or territory health helpline for further advice. See our COVID-19 guidance on Incident notification and our information on COVID-19 in your workplace.

Further information

Comcare – Coronavirus (COVID-19) - Transition back to usual workplaces

Department of Infrastructure, Transport, Regional Development and Communications –  Principles for COVID-19 public transport operations

Safe Work Australia guidance

Small Business

One of my workers has contracted COVID-19. What should I do?

The easing of public health restrictions means many workers will transition back to their usual workplace either all or part of their working week, with the remaining time spent working from home. 

If you are an employer, the information on this page will help you ensure your workers have a safe and healthy transition back to their usual workplace.

How do I meet my WHS duties as workers transition back to the usual workplace?

Before preparing to transition workers to their usual workplace, you should check any relevant public health orders or directions. 

In addition to any requirements under public health orders or directions, employers have a duty under the model WHS laws to eliminate or if not reasonably practicable, minimise the risks to health and safety of workers (such as the risk of COVID-19 in the workplace), so far as is reasonably practicable. You may not be able to completely eliminate the risks to workers of COVID-19, therefore you must do all that is reasonably practicable to minimise the risks in the context of a range of COVID-19 control measures. 

To minimise risks of COVID-19 in the workplace, you must:

  • undertake a risk assessment for your business (more information is available on the risk assessment page). Note in some jurisdictions, workplaces are required to develop COVID-19 safety plans under public health orders.
  • consider the effectiveness of available control measures and how they will help manage the risks of COVID-19.
  • consult with workers and HSRs about the risks of COVID-19, your risk assessment, and relevant control measures, including the COVID-19 vaccines (more information on your consultation obligations is available on our consultation pages).
  • consult, co-operate and co-ordinate, so far as is reasonably practicable, with any other duty holders (for example, consult with building owners, and other businesses you work with or share premises with, about how they will discharge their WHS duties when they interact with your workers). 
  • determine what control measures are reasonably practicable for you to implement in your workplace (more information on the meaning of reasonably practicable is available on the risk assessment page).

You should:

  • review and, if necessary, update any WHS policies or procedures and your emergency plan, in consultation with workers and HSRs
  • consider how you will manage and respond to potential further outbreaks of COVID-19, for example, a return to remote working arrangements
  • share relevant information with workers and HSRs about any WHS policies you’ve put in place or updated in response to COVID-19 (for example, incident reporting processes and vaccination policy, if applicable) and any changes to emergency plans
  • instruct workers to tell you if they have symptoms of COVID-19, have been in contact with a person who has COVID-19, or have tested positive for COVID-19 
  • direct workers to stay home if they have COVID-19 symptoms or have been in contact with a person who has COVID-19. Check your state or territory public health orders or directions for the definition of a contact and any quarantine requirements, as well as any exemptions for essential workers in critical industries
  • inform workers about their workplace entitlements (such as access to paid leave) if they have COVID-19 symptoms or they are required to self-quarantine and set clear expectations and procedures, in consultation with your workers and their representatives, on what will happen if a worker contracts COVID-19. Remember, workers who have been isolated after testing positive for COVID-19 must not return to work until they have recovered and have met any criteria for clearance from isolation. States and territories may manage clearance from isolation differently. You can seek information from your state or territory Department of Health.

Depending on your circumstances, you may need to:

  • review workplace checklists and re-design the workplace environment, procedures, and practices to support physical distancing, cleaning and hygiene,
  • ensure workstations are correctly set up to protect against musculoskeletal injuries (for example, provide guidance to your workers on how to set up a safe work environment),
  • consider arrangements for deliveries, contractors, and visitors attending the workplace (for example, organising contactless deliveries and limiting non-essential visitors),
  • provide workers with masks , as well as appropriate cleaning, disinfectant, and hygiene products. You should also provide proper training and instruction in the use of any PPE  and cleaning, disinfectant and hygiene products provided (more information is available on our PPE and masks pages), and
  • appoint a contact person(s) in your business, such as that workers can talk to about any concerns.

What factors should I consider in my risk assessment? 

A risk assessment involves considering what could happen if someone is exposed to a hazard (for example, COVID-19) and the likelihood of it happening. A risk assessment can help you to determine: 

  • the severity of the risk
  • whether any existing control measures are effective 
  • what action you should take to control the risk, and 
  • how urgently the action needs to be taken. 

The exposure of your workers and/or others at your workplace such as customers, clients, or volunteers, to COVID-19 is a foreseeable risk that must be assessed and managed in the context of your operating environment.

Businesses planning a transition back to the usual workplace must assess the risks associated with exposure to COVID-19 and implement control measures to manage those risks. Employers must also assess any other new or changed risks arising from COVID-19, for example, customer aggression, high work demand or working in isolation. 

Risk assessments should be reviewed periodically as the operating environment changes. 

When planning transition back to the usual workplace, your risk assessment should be updated and include consideration of:

  • the personal circumstances of the workers, such as whether they have been classified as a vulnerable worker (see our information on vulnerable workers), have caring responsibilities for a vulnerable person, or there is a vulnerable person in their household.
  • any new risks that arise from any resulting changes to work practices, procedures, or the work environment. For example, where any plant (equipment), workplace layouts or systems have been changed to comply with physical distancing requirements, you may wish to organise a walk-through of the workplace with HSRs prior to all workers returning, to ensure all health and safety risks are identified and managed.

What control measures should I consider to minimise COVID-19 risks?

You should consider the extent to which available control measures are reasonably practicable to minimise the risks of COVID-19, such as:

  • encouraging or ensuring up to date vaccination, where applicable
  • ensuring your workers do not come to work when unwell 
  • ensuring your workers do not come to work if they have tested positive for COVID-19 unless they have been released from isolation by the relevant public health authority,
  • improving air quality in indoor workplaces, where applicable
  • ensuring physical distancing in the workplace and adhering to density limits (check occupancy limits for the type of building and building standards). For example:
    • supporting workers to work from home or relocating work tasks to different areas of the workplace or off-site, 
    • staggering your workers’ start, finish and break times, 
    • reducing the number of situations where workers come into close contact, for example in lunchrooms and other shared spaces,
  • encouraging workers and others in the workplace to practise good hygiene
  • increasing cleaning and maintenance
  • implementing a rapid antigen testing (RAT) program, and
  • wearing masks.

Other factors that you may need to consider include: 

  • the extent of community transmission of COVID-19 where your workplace is located or where your workers perform their work
  • your operational environment, including whether your workplace can support all your workers returning at the same time and whether some workers or categories of workers have a greater need to be in the workplace than others
  • whether there are workers or others in your workplace who may be at greater risk of severe illness if they contract COVID-19, and 
  • the vaccination status of your workers.

You must review control measures periodically, including: 

  • as the environment changes (for example, in response to localised outbreaks of COVID-19, changes to public health orders or directions, and 
  • as new information on COVID-19 and workplace risks, or control measures, becomes available
  • after a notifiable incident, 
  • in response to concerns raised by workers, HSRs or others at the workplace, or 
  • if an HSR requests a review. 

More information on the meaning of reasonably practicable is available on the risk assessment page for your industry and in the How to determine what is reasonably practicable to meet a health and safety duty webpage.

How should I consult with HSRs and workers? 

You must consult with your workers on health and safety matters relating to COVID-19, including plans to transition back to the usual workplace. This means you must consult workers, and their HSRs (if your workers are represented), when: 

  • assessing the risk COVID-19 presents to the health and safety of workers 
  • deciding on control measures to eliminate or minimise the risks of COVID-19 
  • deciding on the adequacy of facilities for the welfare of workers (for example, hand washing facilities), and 
  • proposing other changes to the workplace, including changes to workplace policies, because of COVID-19 which may affect health and safety. 

If you and your workers have agreed procedures for consultation, the consultation must be in accordance with those procedures. If workers are represented by HSRs you must include them in the consultation process. You may need to adjust the format of your consultation to minimise the risks of COVID-19 (for example, you may need to meet with your workers and their HSRs via videoconference rather than in person if your workers are working from home).

You must allow workers to raise and express their views on WHS issues that may arise directly or indirectly because of COVID-19. You must genuinely take the views of workers into account when making decisions and advise them of your decision.  You should also provide your workers with relevant information and materials to assist their understanding of the issues, including a copy of your risk assessment for COVID-19 at your workplace.

You should also encourage workers to raise any WHS concerns with their representatives or direct manager. Remember to follow existing workplace policies and procedures for consultation and issue resolution.

How can I support my workers if they are concerned about transitioning back into the usual workplace?

The COVID-19 pandemic is a stressful and uncertain time for all Australians. Concerns about physical health and safety risks, such as exposure to COVID-19, work-related violence, or changes to the work environment or work demands can create additional risks to psychological health. You must eliminate or minimise the risk to psychological and physical health and safety arising from work so far as is reasonably practicable. 

For example, you should: 

  • check control measures do not introduce additional safety risks
  • talk to your workers about any agreed measures you have put in place to minimise risks
  • respond appropriately to signs a worker may be concerned or anxious about returning to the usual workplace (for example, it is important to intervene early and provide early access to assistance)
  • set realistic and clear expectations, workloads, roles and tasks and monitor work levels. Consult with workers and HSRs on any changes in these areas
  • consult workers on the transition back to the usual workplace, including on identifying and controlling risks. Keep workers updated and share relevant information. 
  • offer your workers flexibility where possible (for example, to start work at a slightly earlier or later time to avoid peak times for public transport, or working from home for part of the week)
  • maintain regular communication with your workers and encourage workers to stay in contact with each other. Implement systems of work to enable this, where possible
  • stay informed with information from official sources and share relevant information with your workers and HSRs as it becomes available
  • inform workers about their workplace entitlements if they have COVID-19 symptoms or they are required to self-quarantine (for example, access to paid leave)
  • provide workers with a central place to find workplace information and a point of contact to discuss their concerns (for example HSRs), and
  • provide information about mental health and other support services available to your workers (for example, employee assistance programs, employee organisations or the Australian Government Head to Health website).

Do I need to improve air quality in indoor workplaces?

The Australian Health Protection Principal Committee (AHPPC) advises that improved ventilation may limit the spread of certain respiratory diseases, such as COVID-19, in indoor environments. Understanding and controlling building ventilation can help improve indoor air quality. 

In combination with other reasonably practicable control measures, improving indoor air quality can be used to minimise the risks of COVID-19. More information about how to assess and improve air quality is available on our webpage on improving ventilation in indoor workplaces: COVID-19.

Do I need to organise additional cleaning before I transition my workers back to the usual workplace?

You should implement appropriate cleaning and disinfection practices as one of the control measures to help protect workers and others at your workplace from COVID-19. When and how often your workplace should be cleaned and disinfected will depend on the outcome of your risk assessment, including the likelihood of contaminated material being present. 

In considering whether additional cleaning arrangements need to be implemented prior to workers returning to the usual workplace, you should consider: 

Remember, you must consult with workers and HSRs (if any) on health and safety matters relating to COVID-19, including what control measures to put in place in your workplace.

Who is responsible for cleaning and implementing other control measures in my workplace, including shared premises or facilities?

If your business operates in a shared premises you must consult, co-ordinate and co-operate with other employers, the building owner and/or facilities manager to ensure that appropriate cleaning and other control measures (such as physical distancing) are implemented to minimise the risks of COVID-19. This includes shared facilities such as lobbies, lifts, change rooms and common meeting spaces. 

You may also need to discuss with your building owner or facilities manager whether the evacuation and other safety processes for the building have been reviewed in the context of COVID-19, including in relation to evacuation procedures and location of designated assembly points. 

Working with your building owner or facilities manager is a very important step to successfully minimise the risks of exposure to COVID-19 and meet your WHS duties at the workplace.

Do I need to test workplace equipment or facilities before I transition my workers back to the usual workplace?

In some circumstances you may need to test machinery, equipment and appliances, as well as other plant and structures, to ensure they are safe to use and do not give rise to new WHS risks. 

For example, restarting Heating Ventilation and Air Conditioning (HVAC) systems can carry significant risks to the health and safety of workers and other people in the building, particularly where they have not been maintained and inspected in accordance with relevant regulations and standards. You can refer to our guidance on Heating, Ventilation and Air Conditioning (HVAC) Systems for information on the risks and the steps you should take as an employer to eliminate or minimise these risks.

You should also think about checking drinking water systems, toilets, hand washing, and first aid facilities to ensure they are all functioning correctly, clean, and well stocked.

Do I need to organise a workstation assessment for workers transitioning back to the usual workplace?

In some circumstances you may need to organise a workstation assessment for workers returning to the usual workplace, particularly where there have been changes to the workplace environment. For example, where a workstation has been adjusted during the re-design of the physical layout of the workplace or the worker is using new equipment, such as an office chair. 

Depending on the circumstances, it is recommended that you:

  • provide your workers with information on setting up an ergonomic workstation 
  • develop in consultation with workers and HSRs (if any), and provide to workers, a health and safety checklist and workstation self-assessment for your workers to use
  • discuss equipment requirements with your workers, such as chairs, monitors, keyboards and mice. Workers may have taken equipment home if they were working from home or equipment may have been moved or become lost while the workplace was unoccupied, and
  • have ongoing discussions with your workers about their workstation setup to ensure the workstation set up is not creating additional risks or the need for any additional equipment.

If workers have purchased new equipment while working from home that they would like to bring with them to the usual workplace, you may need to discuss compatibility issues and how they will safely transport equipment to the workplace.

When discussing working from home arrangements with workers, you must allow workers to raise and express their views on WHS issues that may directly or indirectly arise, just like in any other consultation process regarding workplace arrangements. You must genuinely take the views of workers into account when making decisions and advise them of your decision. This includes decisions around the provision of office equipment. All WHS issues must be resolved in accordance with the agreed issue resolution procedures in your workplace.

I have workers who will be splitting their time between working from home and the usual workplace. Do I need to purchase additional equipment to maintain two working environments?

Whether you need to purchase additional equipment will depend on the circumstances. You and your workers must discuss what equipment may be required for the worker to safely carry out their work across both workstations and continue to monitor their ongoing equipment needs. You may determine that it is practicable to allow workers to borrow equipment from the office or reimburse reasonable costs where additional equipment is required. 

If you are not satisfied that safe workstations can be maintained both at home and in the usual workplace, it may not be reasonably practicable for the worker to continue working in both locations. In these circumstances, alternative arrangements may need to be made. This could include setting up a safe office space for the worker in the office or working from home exclusively. 

Can I allow workers to share desks and workstations?

If you plan to have people sharing desks or workstations on different days or different shifts (for example, ‘hot-desking’), you should include this in your risk assessment to help you determine reasonably practicable control measures, including whether to stop sharing desks and work stations. If this is not reasonably practicable, you should consider additional cleaning and hygiene measures so that workers have a safe and hygienic space to work. This should include ensuring that the workstation and the equipment to be shared is cleaned and disinfected in between each use by a different person. In addition to providing hand washing facilities and hand sanitiser, you should also consider providing cleaning and hygiene products (for example, disinfectant wipes, spray bottles of disinfectant and paper towels and gloves) so that workers can wipe down surfaces and equipment before and after use. 

Do I need to supply masks or other personal protective equipment (PPE)?

If you have determined that use of masks or other PPE (for example, disposable gloves) is required to be worn in your workplace, you must supply these free of charge to your workers. PPE should be easily accessible to all workers. You must provide appropriate training and instruction on how to put on, wear, remove, clean and maintain (as necessary) or dispose of masks.

Do my workers have the right to stop work if they feel unsafe returning to the usual workplace?

Whether working at the office or at home, a worker has the right to stop or refuse unsafe work when there is a reasonable concern of exposure to a serious risk to health and safety from an immediate or imminent hazard. In some circumstances, this could include exposure to the COVID-19 virus. 

Any concerns about health or safety should first be raised with you or the HSR and resolved in accordance with the agreed issue resolution procedures in your workplace. A worker may also contact an employee organisation for advice. If a worker decides to stop work as it is unsafe, they must notify you as soon as possible and be available to carry out alternative work arrangements. 

For information on the issue resolution process see the Code of Practice: Work, health and safety consultation, cooperation and coordination.  

For information on a worker’s right to stop work, see our information on workers’ rights and the Fair Work Ombudsman Coronavirus and Australian Workplace Laws webpage. 

One of my workers has contracted COVID-19. What should I do? 

If you have a worker who has contracted COVID-19 you will need to follow the health advice provided by your state or territory public health authority. 

Workers who have been isolated after having tested positive for COVID-19 can return to work when they have fully recovered and have met the criteria for clearance from isolation. The criteria may vary depending on the circumstances of the workplace and state and territory public health authorities may manage clearance from isolation differently. 

It is possible that a worker with COVID-19 could potentially work from home, if for example, they have no or minor symptoms. This would be subject to the advice from the relevant treating clinician and discussions with the worker. For example, a doctor may recommend reasonable adjustments, including reduced working hours or changes to a worker’s workload.

Contact your state or territory health helpline for further advice. See our COVID-19 guidance on Incident notification and our information on COVID-19 in your workplace.

Further information

Comcare – Coronavirus (COVID-19) - Transition back to usual workplaces

Department of Infrastructure, Transport, Regional Development and Communications –  Principles for COVID-19 public transport operations

Safe Work Australia guidance

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