COVID-19 for Workplaces Pack
For the Small Business in the My industry isn't here industry

Total supporting material in this pack: 26

Date of print/download 23 December 2024

About COVID-19

The COVID-19 pandemic has created an unprecedented situation for everyone. As a small business it is understandable you may have concerns about how to continue to meet your WHS duties at this time. There are a number of practical steps you can take to manage the risk of exposure to COVID-19 at your workplace and meet your legal obligations.

Here are some ideas to help you get started thinking about what you can reasonably do to keep people safe at your workplace.

For more WHS information and resources for small business, go to the COVID-19 Small business hub.

Some business operations are restricted under state or territory government public health directions. If you want to know what restrictions on business operations apply to your workplace, go to your state or territory government website.

You can also go to our Public health directions and COVIDSafe plans page for links to enforceable government directions.

Businesses must only operate to the extent permissible in each state and territory. The information provided below outlines measures which cover all aspects of services offered by the industry – depending on what is permissible in your jurisdiction, some sections may not be currently relevant to your business. You should check any relevant advice from your state or territory regarding working from home in response to COVID-19.

Safe Work Australia does not regulate or enforce WHS laws or COVID-19 restrictions on business operations. If you want to know how WHS laws apply to you or need help with what to do at your workplace, contact the WHS regulator in your jurisdiction.

Coronavirus disease (COVID-19) is an infectious disease that is caused by a newly discovered form of coronavirus.

COVID-19 is a respiratory infection that was unknown before the outbreak that started in Hubei Province, China, in December 2019. Other known forms of coronaviruses include Middle East Respiratory Syndrome (MERS) and Severe Acute Respiratory Syndrome (SARS).

What are the symptoms of COVID-19?

The most common symptoms of COVID-19 are fever and respiratory symptoms, such as coughing, sore throat and shortness of breath.

Other symptoms can include runny nose, acute blocked nose (congestion), headache, muscle or joint pains, nausea, diarrhoea, vomiting, loss of sense of smell, altered sense of taste, loss of appetite and fatigue.

Most people infected with COVID-19 will recover without special medical treatment. Some people, such as those with underlying medical problems or disease and older people, are more likely to suffer from more serious symptoms of the diseases. See also our website on vulnerable workers.

How is COVID-19 spread?

The virus that causes COVID-19 can be transmitted through respiratory droplets, smaller particles (aerosols), direct physical contact with an infected individual, and indirectly through contaminated objects and surfaces. People may be infectious for several days before they develop symptoms.

Respiratory droplets and aerosols that are produced when an infected person coughs or sneezes. Droplets may also come into contact with the person’s eyes, nose or mouth or be inhaled. Airborne transmission of COVID-19 through small particles called aerosols can also occur through coughing, sneezing, breathing and talking, with the greatest risk in indoor, crowded and inadequately ventilated spaces. Aerosols can remain suspended in the air and travel further than 1 metre (longer range).

A person may also be infected if they touch a surface contaminated with the COVID-19 virus and then touch their mouth, nose or eyes before washing their hands. Research shows that the COVID-19 virus can survive on some surfaces for several hours to a few days, depending on the surface type and environmental conditions.

More information

For more information about COVID-19 please see the resources available from the Australian Government Department of Health.

You can also call the National Coronavirus Help Line on 1800 020 080 if you have questions about COVID-19. It operates 24 hours a day, seven days a week.

If you require translating or interpreting services, please call 131 450.

Case studies

Here are some ideas to help you get started thinking about what you can reasonably do to keep people safe at your workplace.

For more WHS information and resources for small business, go to the COVID-19 Small business hub.

In-home services

Case Study – Duties under WHS Laws

Alex runs a small domestic cleaning business. The business is getting busier again with new bookings and regulars who paused their service are now wanting to have their homes cleaned again. Alex has been keeping up to date with the latest COVID-19 public health advice but she is unsure about what this means for her work health and safety duties.

Alex locates and reviews Safe Work Australia’s resource kit for COVID-19, including the guidance for providing in house services. She reviews the example scripts and it starts her thinking about the ways she interacts with clients.

Alex has great regulars who she’s worked with for years, but she is still worried that some people might be hesitant or forget to tell her if they’re unwell before her cleaning teams arrive. Alex decides to get on the front foot and put systems in place to keep her workers and clients as safe as possible. Knowing lots of her regulars are actually working from home, she asks all clients to leave a key for the cleaning team so they can enter the home without needing to interact with her workers (even if they’re home). She also suggests owners consider going for a walk while cleaning is underway and gets her workers to text the owners when they’re on their way to the job.

She tells her workers that if they arrive at a home and they believe people there may be unwell or are self-isolating, to not enter the home and to call her straight away. She will then call the client to discuss the situation before any work is done.

To smooth the way for the new arrangements, Alex updates her social media pages, and takes time to discuss health and hygiene protocols with her new clients over the phone when they make a booking. She also sets arrangements out in an email to her existing customer base. She includes headshots of her workers in the material with a banner reading “Let’s keep each other safe” and also takes the opportunity to pass on her bank details for direct deposit so her workers don’t have to handle cash.

Retail

Case Study – Risk Assessments

Chandran manages a local mixed business selling specialty herbs and spices, grocery and fresh vegetables. He has been asked to do a risk assessment to make sure the business is addressing COVID-19 risks.

Chandran understands the business has duties under WHS laws to keep its workers and customers safe. He looks at the Safe Work Australia, state’s WHS regulator and health department websites for information on what the risks from COVID-19 might be and what they can do to manage those risks at the shop.

From this information he creates a list to carry out his risk assessment, which includes:

identifying the risks—in this case, workers and customers contracting COVID-19 at the shop
determining how severe the risk is—that is, what could happen if a person contracts COVID-19
whether any existing control measures at the shop are effective—such as their usual cleaning routines and hygiene practices
what action should be taken to control the risk—that is, what else should the shop do to ensure workers and customers are not exposed to COVID-19, so far as is reasonably practicable, and
how urgently the action needs to be taken.

Chandran knows he must consult workers on health and safety matters and at the next staff meeting he asks the other workers for their ideas. Workers identify one new risk Chandran hadn’t thought of (the metal scoop customers use to self-serve dried lentils and pulses is currently touched by multiple customers in a day, and the staff member suggests during the pandemic they should actually pre-bag and price 500g and 1kg bags) and a more effective control measure for another (using gloves while handling produce and restocking, where possible).

Chandran updates the risk assessment with their suggestions and hands a copy out to each worker so they can see what needs to be done, the new procedures at the store and what each worker is responsible for.

He prints out a copy of the risk assessment and sticks it on the microwave door. He also sets himself a reminder on his phone to do a weekly spot check at the shop to ensure the controls are working effectively and to review the risk assessment in two weeks’ time.

Retail

Case Study – Physical Distancing

Khalil owns a small clothing boutique that features up and coming local designers. He has been working with his retail staff to limit the physical proximity between his workers and customers. To comply with mandatory physical distancing requirements, Khalil has calculated the retail floor space and set an upper limit on the number of customers and others who may enter the boutique, taking into account his retail staff. He has repositioned the clothing racks to ensure his staff and customers can comfortably walk around the shop while remaining a minimum of 1.5 metres apart at all times.

During their daily catch-ups, one of his retail staff suggested they create a ‘red carpet’ queue outside the shop. Khalil readily adopted this idea, which is both on brand and ensures appropriate physical distancing. Everyone agrees it is appropriate to postpone private members’ showings of new designs to reduce staff contact with customers.

During this same catch-up, Khalil reminds staff that they must practice good hygiene, including washing their hands, using tissues and hand sanitiser. Khalil lets his staff know that the washroom facilities are properly stocked with supplies of soap, water and toilet paper.

Khalil has increased cleaning and disinfection in the boutique. For example, regular cleaning of frequently touched surfaces, including counters, handrails, doors, till, phones, keyboards and EFTPOS facilities using appropriate detergent solutions where possible. He has also implemented protocols to ensure workers’ personal items, such as glasses and phones, are cleaned and ideally disinfected frequently using isopropyl alcohol wipes.

Deliveries of new stock are important to Khalil’s business. Khalil provides clear instructions to his suppliers about new protocols, asking drivers to remain in vehicles and use contactless methods to communicate and pay for deliveries.

Khalil reminds staff that they must not come to work if they are unwell or display symptoms like fever, coughing, a sore throat and shortness of breath. He asks staff to call him if they are unwell and to seek medical advice. He also reminds staff they can discuss any concerns about their health and safety with him at any time and tells them about the support services they can access.

Trades and home maintenance

Case Study – Physical Distancing

Karen is an electrician who owns a small business specialising in domestic electrical work. She has recently taken on a new apprentice, Bob. Karen knows she has a duty of care to ensure the health and safety of Bob, herself and others at the workplace.

Because their work is continuing during COVID-19, Karen talked to Bob about the importance of minimising the risk of spreading the virus, particularly by regularly washing their hands, using the appropriate PPE for the task and maintaining physical distancing where possible.

Karen has also looked at Safe Work Australia’s guidance for in-home service providers. For each job, she speaks to her clients about the steps they are taking to prevent spreading COVID-19 while Karen and Bob are in the client’s home.

As a relatively new apprentice, Bob is concerned about how to maintain a distance of 1.5 metres from Karen while having her supervise his work in the roof cavity. To help with this, Karen developed a work plan with Bob to make sure they would have enough room to work and maintain a safe distance.

This workplan includes:

Anchoring the ladder at the entrance to the roof cavity and entering separately, so Bob can move away from the entrance before Karen comes up.
Bob and Karen take their own tools into the roof space and do not share.
Bob does not undertake any work while Karen is not present, for example if she needs to get tools from the van. In these cases, Bob will exit the roof cavity and wait at the bottom of the ladder for Karen to return.
After they finish their work, they wipe down all the surfaces they have touched with antibacterial wipes; including the equipment, door handles, ladders and other surfaces. They thoroughly wash their hands.

Karen knows that work might take a bit longer than usual because of the extra precautions, so she has allowed additional time in their work schedule.

Karen and Bob go over the plan before commencing each task to ensure they both understand their roles and to make sure the plan is working effectively.

As Karen and Bob will not be working as close to each other as they are used to, they also agree to regularly check-in about what they are each doing. This means Karen will know when to inspect Bob’s work and provide him with advice when he needs it.

Hospitality

Case Study – Hygiene

Julie is keen to ensure her four young employees in the Coffee Pod Café in a regional town maintain a high standard of personal hygiene through regular hand washing. Julie considers this is especially important at the moment as there are cases of COVID-19 in the area.

Julie knows she has a duty of care for the health and safety of her staff and her customers under WHS laws. In running a business preparing and serving food, Julie is very conscious of the need to ensure all her employees wash their hands thoroughly and regularly to avoid contaminating any food products, surfaces, workers or customers.

Julie discusses worker hygiene and handwashing with her staff regularly and has put posters up at both sinks in the café that set out good hand washing practices, including washing with soap and water for at least 20 seconds. However, she’s noticed some of her employees are not washing their hands thoroughly and for much less than 20 seconds.

Knowing her young employees love their music, Julie introduces a daily ‘tiktok’ challenge. She nominates one employee every day to choose a song that all the employees have to wash their hands to for 20 seconds regularly through the day. It’s a hit! Julie notices an immediate improvement in her employees’ handwashing practices.

Food processing and manufacturing

Case Study – Cleaning

Colin runs a small window manufacturing business and employs 6 people. His business premises consists of a workshop and warehouse space for manufacturing windows, an office for taking phone calls and doing paperwork, and a retail display area for customers to inspect their product range.

Colin is contacted by a pest control company who is offering a new weekly service to clean and disinfect premises, which includes a new and innovative fogging solution. Colin is told a machine will pump a chlorine-based disinfectant into the air in all parts of the workplace which will kill 99.99 % of all virus and bacteria, also getting into all those hard to reach spaces that you can’t clean manually. Colin is told that while it’s expensive at $4000, because it is so effective it would only need to be done at the initial clean and then once per month and would ensure he is meeting his work health and safety duties.

Colin knows he has a duty of care to his workers and customers and is aware that cleaning is an important part of ensuring COVID-19 is not transmitted. However, he has not heard of fogging before, and at $4000 per fogging treatment it seems very expensive, especially as business has slowed down. Colin jumps online, and searches for information on cleaning and fogging in particular. Colin reads information from the Department of Health and Safe Work Australia and learns that regular cleaning with detergent is suitable for the vast majority of situations, and that fogging is not a recommended method of disinfection. Colin also learns that chlorine based fogging solutions can be corrosive and may damage his products and equipment.

Colin decides that he and his staff are able to undertake the necessary cleaning themselves by following the advice from government agencies. This includes daily cleaning of all door handles, benchtops and other frequently touched surfaces in the retail space, office, workshop and warehouse. The promotional material from the pest control company was persuasive and it leaves Colin with a nagging doubt. He decides to check in with the WHS regulator just to be sure his plan is sound. He receives an email back the next day confirming there is no requirement for fogging and reassurance his approach is sound.

Delivery drivers

Case Study – PPE

Han works for a small parcel delivery company. His role involves handling many parcels each day, including loading them into his delivery van and delivering them to people’s homes and some business premises.

Han has raised concerns with his supervisor, Rita, that the surface of the parcels may be contaminated with COVID-19 and he is sometimes in close contact with other people when delivering the parcels. Pat wonders if he needs to wear gloves or a face mask.

Rita has also heard that it is possible for the COVID-19 virus to remain on different surfaces for different periods of time and this could lead to transmission. Rita wants to make sure that Han is not at risk of contracting COVID-19 because of his work. After reviewing public health advice, Rita learns that the chances of catching COVID-19 from packages is very low, so gloves may not be necessary, and physical distancing from customers is a better option than using a mask.

Rita tells Han about what she’s learned and they talk about what the company can do to reduce the risk to his health and safety. They put a procedure in place for ‘contactless delivery’, so Han can leave the parcel on the doorstep, knock on the door or call the receiver and then step back to the appropriate distance. They also ask clients to use their own pens to sign for the delivery, where this is necessary. Han agrees that this is a better option than wearing a mask, and as parcels are unlikely to transmit the virus he understands that he does not need to wear gloves either.

After speaking with Rita, Han is confident that if he maintains physical distancing and practices good hand hygiene, he can continue in his delivery role safely. As they get talking about work, Han opens up about the hours he’d been working to keep up. He hadn’t been taking scheduled breaks and was working later each night even after he should have signed off for the night. Rita thanks him for letting her know and assures Han he does not have to skip breaks and work late. In fact, it could put him at risk of serious injury if fatigue takes over. In her weekly email to drivers, Rita reiterates this safety message to everyone and invites drivers to contact her to discuss workloads and any safety concerns. That evening Rita also explores her options to recruit extra drivers to better manage the increased demand in the business.

Road freight

Case Study – Cleaning

Marcus is an owner driver who has been continuing to haul freight as an essential service during the COVID-19 pandemic. Marcus knows that he must take care of his own health and safety, as well as the health and safety of others at his workplace under the WHS laws.

To protect himself from COVID-19 on the road, Marcus washes his hands whenever he stops on long haul trips or uses alcohol-based hand sanitiser when he finds facilities at a pit stop are inadequate. When working with others to unload freight Marcus is diligent about practising physical distancing, unless he has no choice but to work in close contact with others (e.g. during loading and unloading the rig).

Marcus sometimes subcontracts to another driver to be able to spend more time with family. Before handing over the truck, Marcus does a more thorough all over clean before the change over. He changes all linen in the sleeper and disinfects the high touch surfaces. His co-driver Josh asked about the cloth seats in the cab and since it’s not possible to easily disinfect, Marcus turns to the internet and finds throwover protective seat covers. It’s an easy fix and Josh feels relieved, particularly since his wife has a chronic illness putting her in a higher risk category for the virus.

Marcus notices some of the other drivers have started to wear face masks and disposable gloves, so he decides to check the latest government advice. He learns that his current hygiene, cleaning and physical distancing measures are effective in minimising the transmission of COVID-19. Marcus decides that he and his subcontractors do not need to wear any additional personal protective equipment (PPE).

Building and construction

Case Study – Gloves

Jon works for an electrical company performing maintenance on LV switch gear. The work is hazardous and standard procedure requires the use of a range of PPE, including specialised high voltage gloves.

Jon knows it is essential that all PPE is maintained in good working order and is clean and hygienic. During a daily condition check of his equipment and PPE, Jon notices that his gloves are damaged and may no longer be fit for use.

Company guidelines state that where possible, workers are to have their own dedicated set of PPE rather than share equipment. However if this is not possible, then PPE needs to be properly and regularly laundered and disinfected.

Jon’s colleague, Trent, is currently on site and has a pair of specialised high voltage gloves that he is not using and would be happy to lend to Jon. Trent’s equipment maintenance log shows the gloves have been disinfected and laundered since they were last used.

Jon and Trent consult their manager and decide that in line with Department of Health advice on COVID-19, additional hygiene steps should be taken. After confirming that manufacturers’ guidelines would not be breached, it was decided that in the interim, Jon would wear a pair of disposable gloves under Trent’s specialised high voltage gloves. Trent’s gloves would be laundered and disinfected when they are returned to him. Jon’s manager agrees to supply disposable gloves for him to use and reminds Jon about good hand washing practices and not to touch his face while he has the gloves on. Jon is provided with information about how to put on and remove the disposable gloves to ensure the risk of transmitting COVID-19 is minimised, and provided a special sealed bin to dispose of the used gloves.

Food processing and manufactuirng

Case Study – PPE

Roger is responsible for a food processing facility that manufactures canned and bottled goods. With the COVID-19 pandemic, Roger’s staff have raised concerns with him about whether the PPE they currently wear will protect them from COVID-19 at the workplace.

Roger knows he has a duty of care for the health and safety of his staff under WHS laws. Roger has always ensured his staff wear appropriate PPE that meets food industry standards. The PPE worn by his staff includes hand protection (nitrile, latex and non-latex gloves), protective eye wear (goggles) and protective clothing (gowns, hairnets and coverall boots).

Roger investigates the current government advice about the best ways to protect against COVID-19. He already has in place physical distancing between workers, hand washing procedures and a cleaning and disinfection schedule. Roger explains to his staff that the PPE they are wearing is still appropriate and in combination with physical distancing, good hand hygiene and cleaning at the workplace, no additional or different PPE are necessary.

He reminds staff that as a food preparation facility, strict personal health and hygiene measures and cleaning are already of most importance and that staff should continue to implement these practices. Staff were also reminded to always practice physical distancing within the facility. Roger also puts up posters around the workplace that show how the practices that are in place work to protect staff from COVID-19.

Road freight, In-home services, Delivery drivers

Case Study – PPE

Matt and Cherie own and manage a removalist business. Following the latest government advice from the Department of Health, they have put in place a number of measures to protect their staff from the risks of COVID-19. This includes regular cleaning of vehicles, surfaces and equipment that come in contact with customers and their homes, practising good hand hygiene and physical distancing with staff and customers. Matt and Cherie also ask their customers to inform them if any resident is infected or is suspected to have COVID-19 as part of their quoting process prior to taking on the job.

Cherie checked the Australian government’s current health advice on PPE and noted that PPE such as disposable gloves and face masks are not required for in house service workers, provided other measures like physical distancing, cleaning and good hand hygiene measures are in place.

One of their workers asked if she could wear disposable gloves and a face mask that she had purchased during her shift. Cherie and Matt spoke with the worker about her concerns to better understand why she wants to wear this PPE. The workers said she is worried about handling objects which might be contaminated with COVID-19 and close contact with clients. They then considered whether PPE measures are appropriate to minimise the risk of workers being exposed to the COVID-19 virus. After reviewing government advice, they decided that wearing gloves and a mask is unlikely to reduce the risk of exposure to COVID-19 during removal work as workers are asked to practice physical distancing, good hand hygiene and the risk of contracting COVID-19 through the surface of moving boxes is very low. However, they understood the worker was anxious and agreed to her using the additional PPE as she could still carry out her work.

Matt and Cherie talked to their workers about using additional PPE while working and encouraged them to talk to them if they have any questions or concerns about their health and safety. They made it clear that workers must familiarise themselves with how to correctly use and dispose of the PPE. They also provided special, sealed bins so that workers could dispose of used PPE and put up posters in the staffroom showing workers how to use the PPE correctly.

Early childhood education and care

Case Study – Gloves

Nijah is the Director of an Early Learning Centre and has responsibility for 10 early childhood educators and up to 30 children ranging between 6 weeks and 5 years old.

Nijah knows she has a duty of care under WHS laws for the health and safety of her workers, the children in care at the centre and the families of those children when they visit the centre. With the additional risk of COVID-19 there are many things to consider, as they prepare food for children, small children do not understand physical distancing and they change nappies and help with the toileting of older children.

Nijah is keen to maintain a high standard of hygiene at the centre and wants to make sure that her workers are reminded of the appropriate use of gloves in the workplace. Nijah considers that this is especially important at the moment as there are confirmed cases of COVID-19 in her local suburbs.

Nijah thinks about how she can highlight to workers the importance of using gloves correctly, when to change them and how to dispose of them.

Nijah decides to put up educational posters in all wet areas, food preparation areas and in each room. Nijah has made these posters bright and happy by having the children colour them in as one of their activities.

During each catch-up with her workers, Nijah reminds them they should continue to wear gloves when preparing or serving food, changing nappies, assisting a child with toileting or assisting a child to blow their nose. Nijah also asks her workers to wear gloves when disposing of any waste or rubbish. Nijah has installed and labelled sealed bins for used gloves and placed them near all hand washing facilities.

Nijah also lets her staff know that they must wash their hands or use hand sanitiser before wearing gloves and after removing the gloves and they must change their gloves after each individual task is completed. Nijah also advises her workers to avoid touching their face when wearing gloves.

Retail

Case Study – Masks

Renata runs an independent supermarket and has already introduced a number of measures to help protect her staff from COVID-19, including regular hand washing and physical distancing between workers and customers.

One of the workers asks that Renata provide masks for them to wear. Renata talks to the worker about their concerns to understand why they want to wear a mask and asks other workers for their feedback as well. Workers say they are worried about contracting COVID-19 from customers, particularly as customers don’t usually adhere to physical distancing when they ask workers for help in the store.

Renata considers whether masks are appropriate to minimise the risk of her staff being exposed to COVID-19 from customers and what she can do to address her workers’ concerns. Renata checks the government’s current health advice and learns that masks are helpful for people who have COVID-19 (so they do not infect others) or those who work in close contact with sick people (such as healthcare workers), but it is not necessary for everyone to wear a mask. In discussions with her workers, Renata reviews the control measures already in place to protect her workers and decides that masks are unlikely to reduce the risk of exposure to COVID-19 at her supermarket. However, Renata believes she can do more by putting signs around the store asking customers to see the staff behind the counters (who are behind Perspex screens) if they need any assistance and to not approach workers in the aisles. Workers are also given badges to wear which say “thank you for staying 1.5m away”. Some posters also show a picture of a trolley and say “Please keep one trolley's length between each other to help maintain the 1.5 metre rule”.

Renata also understands that her workers are anxious and some have their own masks that they wish to wear. She agrees to workers wearing their own masks if they choose to, as they will still able to carry out their work while wearing a mask.

Renata sends an email to all of her workers explaining her decision. In this email she reminds staff of the steps they should be taking to reduce the risk of COVID-19. She lets them know that she has provided special bins to dispose of used masks and has put up a poster next to the hand washing station showing her workers how to best put on and remove a mask. She also reminds her workers that they can come and talk to her if they have any questions or concerns about their health and safety at work.

Office

Case Study – Mental Health

Fatima runs a small real estate business. In response to COVID-19 she allows most of her staff to work from home with a roster for staffing the office as needed. Stephen, who is one of Fatima’s agents, mentions he feels like he can’t ask for her help when struggling with a tricky problem.

Fatima wants to encourage her staff to contact her if they have any issues and to not feel like they can’t because they are not working together in the office. She decides to create a Whatsapp group for all of her workers and each morning sends a funny piece of trivia so that staff feel more connected. She also starts doing a daily catch-up with each of her workers and a weekly team meeting over the phone or videoconference.

She makes sure that her staff know they can call her with any problems and encourages them to contact each other to test or share ideas. If she notices she hasn’t heard from one of her staff, she checks in with them to make sure they’re ok.

Agriculture

Case Study – COVID-19 in your Workplace

Suspected case of COVID-19 while at work

Patrice and Dale farm hydroponic spinach and other greens for the restaurant industry. Their workers are a mix of permanent employees and temporary labour hire. Some of the labour hire workers share a group house on the property. During the day one of the permanent staff, Eddie, tells Patrice that he suspects he could have COVID-19. He assumed he just had a cold but had now received a call to learn that a friend he regularly sees has been diagnosed with COVID-19. Eddie wants to go and get tested and Patrice agrees that this is a good idea. She checks that he has his own transport to get him to a testing clinic in the next town and requests other staff to keep their distance while he collects his things and leaves.

Patrice calls her state’s health helpline for their advice.

Patrice decides to suspend picking for the rest of the afternoon and after a staff briefing sends the labour workers back to the share house. Although the business is not required to suspend operations, Patrice is conscious that Eddie worked in many different parts of the greenhouse that day, and due to his close contact with other workers, she’ll need to thoroughly clean and seek expert advice about how she should handle those living in close quarters.

Patrice reviews her staff rosters to identify who worked with Eddie in the last 48 hours. She contacts these workers and follows the advice given to her by the health helpline for quarantine.

Patrice cleans and disinfects all areas of the greenhouse that Eddie was likely in contact with, including tools, taps, door handles and the cupboard where staff keep their belongings. She wears gloves and practices good hand hygiene. It turned out Eddie didn’t contract the virus. There was some interruption to the business for a few hours, but taking time to reset the workplace gave staff greater confidence to return the next day, and Patrice time to review her existing WHS control measures and procedures.

Office

Case Study – Consultation

Chan-hee has recently taken ownership of an accounting firm which employs three accountants and two reception staff. As a new company owner, Chan-hee has been checking relevant government advice about how best to implement protections against COVID-19 in the workplace, and how she should go about consulting with her new team about this.

Her two reception staff have already raised concerns about being exposed to COVID-19 from clients, with one saying he had read on the internet that the virus can stay alive in the air for some hours. One of the accountants has raised concerns about clients presenting with flu-like symptoms.

Chan-hee recognises she needs to provide an opportunity for all staff to voice their concerns and discuss the measures she is planning to take to minimise the risk of exposure to COVID-19. Being a new boss and having worked as a junior accountant in the past, she realises the importance of involving her workers in decision making to help build commitment to any changes.

Chan-hee holds a meeting with all of her employees and encourages an open discussion of all the COVID-19 issues related to the firm, and proposed ways to reduce the risk of exposure such as marking physical distance points. Workers also provide suggestions such as contacting clients before their appointment to ensure they are not sick before they come in and requiring cashless payment. Chan-hee thinks these are excellent ideas and following the meeting she emails everyone with the agreed new measures.

Chan-hee encourages her workers to discuss any ongoing concerns about their health and safety with her and reminds them they can access the company’s employee assistance program for further support.

Retail

Case Study – Work-related Violence

Ann is the pharmacist and owner of a small pharmacy in a suburban shopping centre which employs four workers.

During the COVID-19 pandemic, Ann has thought about what is reasonably able to be done to ensure the health and safety of her workers, customers and other people who visit the pharmacy. Ann knows that her business is providing an essential service during the COVID-19 pandemic and it is not practical to temporarily close the business or ask her workers to work from home.

Ann was told by one of her workers that a customer became aggressive and verbally abusive in the store when they were told the medicine they wanted was out of stock, and the staff member did not know when more stock was expected to arrive. Ann determined that the likelihood of this behaviour happening again was high due to stock shortages across the country, and aggressive behaviour may escalate to violence causing harm to her workers.

Ann considered the control measures already in place to manage violence at the workplace, which included video surveillance and a duress alarm behind the counter. Ann then thought about what other control measures should be put in place to manage the greater likelihood of aggressive behaviour at the workplace and the risk of it escalating to violence during the COVID-19 pandemic. She also held discussions with her staff to better understand the risk and to get their input into ideas for dealing with that risk.

After assessing the risks and the available ways to manage those risks, she decided it was not reasonably practicable to significantly increase security measures such as hiring security personnel in store. As reported incidents of aggressive behaviour were very low and the pharmacy was closed at night when the risk of incidents occurring would be greater (as there are fewer people in the workplace), the cost of hiring a security guard was considered to be disproportionate to the risk. Instead, Ann implemented several other controls to support the control measures already in place to reduce the likelihood of incidents occurring and causing harm to her workers. Those other control measures included putting up screens at counters, ensuring workers did not work alone, using signage to inform customers about limitations on products and appropriate conduct in store, and providing staff training on dealing with aggressive behaviour.

Retail

Case Study – Risk Assessments

William owns a bicycle retail and repair shop which has seen an increase in business during the COVID-19 pandemic.

With a busier store and higher demand for bikes and repairs, William considers the measures that he needs to put in place to meet public health requirements and how he can lower the risk of COVID-19 at the store.

William decides it is not reasonably practicable for his 10 employees to work from home as they are all involved in sales and repairs, which must be done at the premises. He looks through the COVID-19 resource kit on the Safe Work Australia website and identifies the control measures that are relevant to his business. This includes physical distancing, cleaning and hygiene practices and policies for employees who show symptoms of COVID-19.

The business regularly holds events to allow customers to test ride their range of bikes, with attendance of up to 20 people. William understands that these events pose a higher risk of spreading COVID-19 and do not meet the new rules for public gatherings, so immediately cancels these activities.

The business also allows customers to take bikes from the store for test rides. William is aware that it is possible for the COVID-19 virus to be on different surfaces for periods of time and this may result in transmission. It is difficult to disinfect bikes after each customer use due to cleaning products potentially contaminating and damaging parts of the bike.

William weighs up the likelihood of COVID-19 transmission from test rides and how to eliminate or minimise the risk of that happening, including measures like ceasing test rides or regularly disinfecting bikes. He then considers the suitability of those measures against their cost.

William decides the best way to minimise the risk is to temporarily limit the number of customer test rides. He clearly communicates this new practice to customers through his website and using signage at the store. William considers that this may result in a decline in sales but knows that this is necessary to reduce the risk of spreading COVID-19. William will still ensure that his employees disinfect bikes after each customer use but by limiting the number of test rides it will reduce the potential damage to his stock from disinfecting practices and save on cleaning costs and staff time.

Office

Case Study – Mental Health

Petra runs a charity delivering social work and other services to the local community.

As a result of COVID-19, the charity has made changes in the way they work to manage the physical risks and changing needs of their clients. Face-to-face contact is now limited and they can’t deliver all the services they used to. Demand for their services has increased dramatically, but they’re not getting the same level of donations for the food bank they run.

Petra talks to her staff regularly and asks about the challenges they’re facing and the things causing them stress. She knows the changes to their work, limitations in being able to help clients and the distress of their clients is causing her staff stress. One of her staff, Don, is also more vulnerable to serious complications from COVID-19 and finds the stress of coming to work difficult to manage.

Petra considers what action she could take to manage the risks to her workers’ mental health. She considers closing the business, but her services are essential to people in the community doing it really tough.

She considers it’s not reasonably practicable for all her staff to work from home as some services require contact with clients and others packing food parcels. But some work can be done at home. Given Don’s vulnerabilities, there is a greater likelihood that he could suffer a psychological injury if he is required to stay in the current work environment, so Petra reorganises work so Don does the administration work from home.

Petra considers whether it is reasonably practicable to deliver some services, such as counselling, by phone or video calls. She knows these services are less effective without face-to-face contact, and this may cause her workers stress. She balances those risks against the other risks to staff of continuing face-to-face services, particularly the risk of COVID-19 transmission and decides to temporarily suspend face-to-face services.

She talks to her staff about managing the changes at the workplace, acknowledges the limitations of delivering services over the phone or video and assures staff that they are doing their best while protecting the community from COVID-19 transmission. They don’t have an Employee Assistance Program, but Petra shares information about ways staff can seek help if they’re struggling and encourages staff to discuss concerns including the Coronavirus Mental Wellbeing Support Service.

Food processing and manufacturing

Case Study – Mental Health

Raul runs a small manufacturing business with 15 staff. They’ve been able to adapt to new markets in the COVID-19 pandemic and are doing well. They’ve changed what they produce and are working long hours trying to take advantage of the sudden demand. They’ve implemented shift arrangements to support physical distancing in the workshop and are renting space to split operations so they’re not so crammed.

Most of the team is thriving with the change. But Geoff seems withdrawn, not like himself and for the first time ever, he’s had a complaint about his behaviour. Raul has also noticed some of his workers, like Sam, are taking opportunities to slack off.

Raul is flat out, but he knows checking in with staff and making sure everything is ok makes for better workers. When he talks to staff he finds a few have been feeling really stressed about the shift arrangements (Geoff later confides that he’s not sleeping well because of the stress) and others are struggling to adapt to new procedures and products, especially workers in the new work space.

Raul considers whether it is reasonably practicable to cut back operations to a single shift and smaller staff numbers. But that would mean his new operation isn’t viable and staff would lose jobs. He looks for other control measures that are less costly and more proportionate to the risk of psychological injury to his workers.

He talks to staff about the shifts arrangements and they have good ideas to make it work and fit in with other commitments such as caring responsibilities. This significantly reduces their stress from shift arrangements.

Raul implements several other control measures to manage the risk to workers mental health. He redesigns some work processes to make sure junior staff are supported by experienced staff at both sites, and hires a few extra hands to reduce work pressure on experienced staff. He temporarily stops taking orders for the less profitable aspects of the business.

Raul realises that Sam’s slacking off was actually him being distracted due to the stress of having a sick relative which has exacerbated a pre-existing mental health condition. Dealing with this isn’t part of Raul’s WHS duties, but it’s good business sense and the right thing to try to help. Raul gives Sam some publicly available resources about support services and Sam responds well to the supportive approach and shows a renewed commitment to work.

Retail

Case Study – Mental Health

Greg owns a small printing company. His staff are responsible for the sales work, as well as printing the products ordered by his clients. They only have a small number of staff in the business and the shop has been busy with people ordering COVID-19 posters and other materials for their workplaces. One of his employees, Manuel, has been away with a confirmed case of COVID-19 contracted from a family member returning from overseas.

Manuel has recovered from COVID-19 and has been looking forward to returning to work. Manuel has provided medical certification from his general practitioner that he is fit for work but would benefit from reduced hours for the first two weeks so he can build his strength back up. Greg has checked the latest advice by contacting his State’s health helpline to ensure it is safe for Manuel to return to work.

Greg knows clear, timely and consistent communication is important in helping staff return to work. In the week before Manuel’s first day back, he called Manuel to discuss the changes to his working hours for the first two weeks, what is expected of him back at work and the new measures at the workplace for managing the risk of COVID-19 which all workers must follow. This puts Manuel at ease as he prepares to settle back in.

Greg is also conscious that there could be stigma because Manuel had COVID-19. As Manuel is happy for people at work to know he had COVID-19, Greg calls a staff meeting to let them know that Manuel is returning to work and it is safe for him to do so. Greg also invites workers to discuss, in private, any concerns they may have.

After many warm greetings from all the staff on Monday morning to welcome Manuel back to the shop, Greg checks in with Manuel to see if he has any questions or concerns. Greg provides material to Manuel outlining the workplace policies and procedures that have been updated in response to COVID-19, including new cleaning and hygiene measures and physical distancing requirements. The material also includes contact details for the Employee Assistance Program and other support services to help Manuel transition back into the workplace.

This information helps Manuel adapt to the many changes in the shop and feel confident in returning to his daily tasks. They agree to check in again on Wednesday to see how Manuel is settling back in and whether any further adjustments to his working arrangements are needed.

Note: If a worker with a workers’ compensation claim for COVID-19 is returning to work, the employer should contact their relevant workers’ compensation authority for advice on their particular circumstances. Details of the relevant workers’ compensation authority are available on our website.

Retail

Case Study – Workers' Compensation

Marsha runs a small hairdressing salon and employs five staff. One morning she receives a phone call from one of her workers, James, who explains he is displaying symptoms of COVID-19. James thinks that he may have contracted COVID-19 while cutting Maria’s hair, a regular client who just tested positive for COVID-19.

Marsha contacts her State’s health helpline and Work Health and Safety regulator for advice on what she should do to reduce the risk of exposure to her workers and clients.

James is tested and confirmed to have COVID-19 and is receiving treatment. As it is possible that James contracted COVID-19 at work, he may be eligible for workers’ compensation. Marsha checks her workers’ compensation policy and workers’ compensation authority website to understand what actions she must take, notifies her insurer/authority and seeks further advice on her specific circumstances.

Marsha provides James with information on the workers’ compensation process and the Coronavirus Mental Wellbeing Support Service, and they work together to lodge his workers’ compensation claim. His claim is accepted, as it meets the eligibility criteria of their workers’ compensation scheme. James talks to his doctor about what he can do to ensure he returns to full health as quickly as possible and keeps Marsha updated on his progress.

Marsha keeps in touch with her insurer/authority as needed, to ensure James is being supported and that she is doing what she needs to do during the workers’ compensation process.

James makes a full recovery and has medical clearance to go back to work. Marsha checks in with James regularly to help him transition back into work and make sure he is doing OK.

Note: Workers’ compensation arrangements differ across jurisdictions, however generally to be eligible for compensation a worker would need to:

be covered by your workers’ compensation scheme, either as an employee or a deemed worker,
have contracted the COVID-19 virus out of or in the course of their employment.

Workers’ compensation authorities across the jurisdictions can provide additional information for employers and their workers, and advice on your particular circumstances.

Case study – Storing and rebottling hand sanitiser

Carl runs Carl’s Custom Cars, a car yard and workshop in Sydney, and wants to make sure that hand sanitiser is always available at the front desk for his customers and throughout his business for his team.

Carl has been buying 500mL bottles of hand sanitiser until now, but he realises that he could save money by buying hand sanitiser in 5 litre containers and using it to fill smaller bottles, and then refilling the smaller bottles whenever they are empty.

The 5 litre containers of hand sanitiser are much bigger than the bottles of hand sanitiser that might be used at home. Fortunately, Carl is already familiar with many of the requirements for using and storing workplace hazardous chemicals because of the other chemicals he stores at his workshop. He knows he needs to record the hand sanitiser, and keep a copy of its safety data sheet, in his hazardous chemical register.

The 5 litre containers came labelled according to the requirements for workplace hazardous chemicals. Because Carl’s going to be filling his own bottles with a hazardous chemical, he checks the requirements for labelling those bottles by referring to the model Code of Practice: Labelling of Workplace Hazardous Chemicals. He sees that there are labelling requirements for decanting workplace chemicals, and he must apply these to his small bottles. He prints off his own labels, which include

A name for the product (he just uses “Hand Sanitiser”), and
The flame pictogram.

He also checks the information on the Safe Work Australia website and learns that he can’t put the hand sanitiser into a food or a drink container, or one that could be mistaken for a food and drink container, such as glass bottles that would have been used for beer or cider.

Carl also wants to make sure that the chemicals he’s storing aren’t a fire risk. The 5 litre containers he’s taken to buying could be, especially if he’s storing several of them. Carl decides to only buy two 5 litre containers at a time, so that he’s not stockpiling more chemicals than he needs. He keeps the containers in a flammable liquids cabinet that he already uses to store other flammable liquids at his workshop. If he didn’t have a flammable liquids cabinet, he would have chosen a spot in his storeroom that is away from ignition sources, other chemicals and anything that could easily catch fire.

Case Study – Lifts

ACME Financial (ACME) works is an employer of around 100 workers. They operate from a single level of an office building with three lifts servicing a total of 10 floors and around 1,000 workers. A number of different employers occupy leased space on other floors within the office complex.

As an employer with duties to workers under WHS laws ACME implements a range of measures to reduce exposure to COVID-19, including physical distancing.

Following consultation with workers and their representatives, ACME decide to allow 25% of their workers to work from home and expand the range of start and finish times for the other workers coming into the office. Some workers volunteer to start early and finish early (7:30am to 3:30pm) whilst other workers have volunteered to start and finish later (9:30am-5:30pm).

This significantly reduces the flow of workers entering and leaving the office building at peak periods.

ACME also consults and works cooperatively with other WHS duty holders, including the building manager and other employers, to manage the risk of exposure to COVID-19 in the building:

The building manager calculates recommended passenger limits for each lift to ensure that overcrowding does not occur and that lift users are able to maintain appropriate physical distancing and cough and sneeze etiquette while using the lift. Signage displaying these limits are displayed in and outside the lift.
The building owner also establishes an email forum so that employers on each floor can consult each other and share strategies to keep workers and visitors safe when riding in lifts, and to pinpoint times of peak demand.
The building manager puts in place a number of measures for the use of the building’s lifts. These include establishing a queuing system in the lift waiting area with floor markings, as well as placing signage around the waiting area to remind workers to physically distance and practice good hygiene. There is also increased cleaning of lifts, including touch touchpoints such as lift buttons, and alcohol-based sanitiser is readily available in lift waiting areas for workers to use when arriving and leaving.

Following consultation with the building owner and other tenants, it becomes clear that there will still be a peak period of demand over the hour 12:30-1:30pm when many workers leave the building to purchase lunch. The group agrees it is not reasonably practicable to direct workers when they may purchase their lunch and that lift capacity may temporarily increase at this time.

ACME and other tenants undertake to consult with workers and visitors, and to emphasise the importance of not entering a lift already at capacity. Each tenant also supplies clean tissues, hand sanitiser and signage about cough etiquette near the lifts on their floor to ensure the best hygiene and awareness possible.

The building manager also undertakes to consult with the two cafés on site to investigate whether they would consider deliveries of food items to address some of the demand over the lunchtime peak period.

Cleaning

Here are some ideas to help you get started thinking about what you can reasonably do to keep people safe at your workplace.

For more WHS information and resources for small business, go to the COVID-19 Small business hub.

You can also go to our Public health directions and COVIDSafe plans page for links to enforceable government directions.

Watch our video for information on cleaning to prevent the spread of COVID-19 in your small business.

Watch on YouTube Download Transcript

You can also go to our Public health directions and COVIDSafe plans page for links to enforceable government directions.

The main way COVID-19 spreads from person to person is through contact with respiratory droplets produced when an infected person coughs or sneezes. The droplets may fall directly onto the person’s eyes, nose or mouth if they are in close contact with the infected person. Airborne transmission of COVID-19 can also occur, with the greatest risk in indoor, crowded and inadequately ventilated spaces. A person may also be infected if they touch a surface contaminated with the COVID-19 virus and then touch their own mouth, nose or eyes before washing their hands. Research shows that the COVID-19 virus can survive on some surfaces for prolonged periods of time.

A key way you can protect workers and others from the risk of exposure to COVID-19 is by implementing appropriate cleaning and disinfecting measures for your workplace.

A combination of cleaning and disinfection will be most effective in removing the COVID-19 virus.

Workplaces must be cleaned at least daily. Cleaning with detergent and water is usually sufficient. Once clean, surfaces can be disinfected. When and how often your workplace should be disinfected will depend on the likelihood of contaminated material being present. You should prioritise cleaning and disinfecting surfaces that many people touch.

Alternatively, you may be able to do a 2-in-1 clean and disinfection by using a combined detergent and disinfectant.

How to clean and disinfect

Cleaning means to physically remove germs (bacteria and viruses), dirt and grime from surfaces using a detergent and water solution. A detergent is a surfactant that is designed to break up oil and grease with the use of water. Anything labelled as a detergent will work.

Disinfecting means using chemicals to kill germs on surfaces. It’s important to clean before disinfecting because dirt and grime can reduce the ability of disinfectants to kill germs. The following disinfectants are suitable for use on hard surfaces (that is, surfaces where any spilt liquid pools, and does not soak in): alcohol in a concentration of at least 70%, chlorine bleach in a concentration of 1000 parts per million, oxygen bleach, or wipes and sprays that contain quaternary ammonium compounds. These chemicals will be labelled as ‘disinfectant’ on the packaging and must be diluted or used following the instructions on the packaging to be effective.

The Therapeutic Goods Administration (TGA) has published a list of disinfectant products that are permitted to claim they are effective against COVID-19.

As long as you use a disinfectant of the types described above, in accordance with the manufacturer’s directions, they will be effective. They do not need to be on the TGA list.

Cleaning should start with the cleanest surface first, progressively moving towards the dirtiest surface. When surfaces are cleaned, they should be left as dry as possible to reduce the risk of slips and falls, as well as spreading of viruses and bacteria through droplets.

Before a surface is disinfected, it is important it is cleaned first because dirt and grime can reduce the ability of disinfectants to kill germs. Disinfectant may not kill the virus if the surface has not been cleaned with a detergent first.

The packaging or manufacturer’s instructions will outline the correct way to use disinfectant. Disinfectants require time to be effective at killing viruses. If no time is specified, the disinfectant should be left for ten minutes before removing.

You should provide your workers with suitable cleaning and disinfecting products and personal protective equipment, and ensure they are trained on how to use them.

After cleaning, any single-use personal protective equipment (PPE), disposable cloths and covers should be placed in a plastic bag and disposed of in general waste. Any reusable cleaning equipment, including mop heads and reusable cloths, should be laundered and completely dry before re-use.

Our cleaning guide provides more information on cleaning and disinfecting, including for specific surfaces.

What is the difference between cleaning and disinfecting?

Which areas should be cleaned and disinfected, and how often?

Any surfaces that are frequently touched should be prioritised for cleaning, such as tabletops, counters, door handles, light switches, elevator buttons, desks, toilets, taps, TV remotes, kitchen surfaces and cupboard handles, phones, EFTPOS machines and workplace amenities. . Any surfaces that are visibly dirty, or have a spill, should be cleaned as soon as they are identified, regardless of when they were last cleaned.

You should regularly clean and disinfect surfaces that many people touch. At a minimum, frequently touched surfaces workplaces should be cleaned and disinfected at least once daily. If your workplace has many customers or others entering each day, more frequent cleaning and disinfection of frequently touched surfaces is recommended. If your workplace is only attended by the same small work crew each day and involves little interaction with other people, routine disinfection in addition to daily cleaning may not be needed.

The Therapeutic Goods Administration (TGA) has published a list of disinfectant products that are permitted to claim they are effective against COVID-19.

As long as you use a disinfectant of the types described above, in accordance with the manufacturer’s directions, they will be effective. They do not need to be on the TGA list.

Which areas should I prioritise for cleaning?

Any surfaces that are frequently touched should be prioritised for cleaning and disinfection. These include tabletops, counters, door handles, light switches, elevator buttons, desks, toilets, taps, TV remotes, kitchen surfaces and cupboard handles, phones, EFTPOS machines and workplace amenities.. You should also prioritise cleaning and disinfecting surfaces which are visibly soiled (dirty) and which are used by multiple people (e.g. trolleys, checkouts, EFTPOS machines).

How often should I do a routine clean?

Regular cleaning is key to minimising the build-up of dust and dirt and allows for effective disinfecting when required.

Cleaning of frequently touched surfaces must be undertaken at least once per day. Cleaning should be more frequent if surfaces become visibly dirty, there is a spill, or if they are touched by a different people (for example, if your workplace has a high volume of workers, customers or visitors that are likely to touch surfaces such as tabletops, counters, door handles, light switches, elevator buttons, desks, toilets, taps, TV remotes, kitchen surfaces and cupboard handles, phones, EFTPOS machines and workplace amenities). If your workplace operates in shifts, it should be cleaned between shifts. If equipment is shared between workers, it may also be cleaned between uses, where practicable.

For more information, refer to our cleaning guide.

Cleaning and disinfecting should also be done after a person with a confirmed or suspected case of COVID 19 has recently been at the workplace, in line with advice from your state or territory’s health authority. For more information, including the contact details for your local health authority please see What to do if a worker has COVID-19.

How often should I do a routine disinfection?

You should regularly clean and disinfect surfaces that many people touch. You should consider disinfecting frequently touched surfaces at least once daily.

All surfaces should be cleaned with detergent prior to disinfection. Alternatively, you may be able to do a 2-in-1 clean and disinfection by using a combined detergent and disinfectant.

What’s the difference between frequently touched and infrequently touched surfaces?

A frequently touched surface is a surface that is touched multiple times each day, regardless of whether it is touched by the same person or different people. Door handles and taps are examples of frequently touched surfaces.

An infrequently touched surface is any surface that is not touched more than once each day. If you are unsure, you should treat your surface as if it is frequently touched.

Does every surface need to be cleaned and disinfected?

You don’t need to clean and disinfect every surface. The virus is transmitted by breathing in droplets produced by an infected person coughing or sneezing, or contact with contaminated surfaces, so you only need to clean surfaces that are touched or otherwise contaminated. This is true whether the touching is deliberate (e.g. a door knob) or incidental (e.g. brushing a door when reaching for the door knob). There are some surfaces that are never touched (e.g. ceilings and cracks and crevices in machinery) and these do not need to be cleaned and disinfected.

Do I need to clean and disinfect areas or equipment daily if no one has entered the area or used the equipment recently?

Not necessarily. If a surface has not had human contact for several days, it is less likely to be a potential source of infection. You may wish to consider how frequently a particular surface is touched or otherwise comes into human contact when deciding how often an area or equipment needs to be cleaned and disinfected. However care should be taken, as research shows that the COVID-19 virus can survive on some surfaces for prolonged periods of time. If there is any doubt, it is better to clean and disinfect an area rather than risk infection.

You can refer to our cleaning guide for more detailed information on how to clean a range of different surfaces and items, as well as for assistance on how to clean if there is a suspected or confirmed case of COVID-19 in your workplace.

What about workers’ personal items?

You should instruct your workers to clean and disinfect personal items used in the workplace such as glasses and phones regularly using disinfectant wipes or sprays.

What should my workers wear to clean?

In most circumstances, it will not be necessary for workers to wear protective clothing to clean your workplace. However, workers should use personal protective equipment (PPE) that is necessary for the products they are using for cleaning. As a starting point:

Gloves are the minimum requirements
Gowns and disposable suits/aprons are not required. Clothes that can be washed afterwards are suitable.
You need to provide any PPE and train your workers on how to use it safely.

If you have a suspected or confirmed COVID-19 case in the workplace, surgical masks should be used to cleaning any impacted areas.

See also our information on PPE and masks.

What if there is a case of COVID-19 in my workplace?

If you have a case of COVID-19 in the workplace, your state or territory health authority should provide you with advice on what you need to do in your workplace. Follow their instructions.

Using an ISO accredited cleaner is not required.
Fogging is not required and is not recommended by the Australian Government Department of Health for routine cleaning against COVID-19
Swabbing surfaces following disinfection is not required.

For more information on what to do if there is a case of COVID-19 see our infographic What to do if a worker has COVID-19.

What are the best products for cleaning and disinfecting?

When cleaning it is best to use detergent and warm water. This will break down grease and grime so that the surface can be wiped clean. Anything labelled as a detergent will work. Disinfectants should only be used once the surface is fully cleaned.

Disinfectants that are suitable for use on hard surfaces (that is, surfaces where any spilt liquid pools, and does not soak in) include: alcohol in a concentration of at least 70%, chlorine bleach in a concentration of 1000 parts per million, oxygen bleach, or wipes and sprays that contain quaternary ammonium compounds. These chemicals will be labelled as ‘disinfectant’ on the packaging and must be diluted or used following the instructions on the packaging to be effective.

If using a store-bought disinfectant, choose one that has antiviral activity, meaning it can kill viruses. This should be written on its label. Alternately, diluted bleach can be used. If using freshly made bleach solution, follow the manufacturer’s instructions for appropriate dilution and use. It will only be effective when diluted to the appropriate concentration. Note that prediluted bleach solutions lose effectiveness over time and on exposure to sunlight.

More information about disinfectant selection and preparing bleach solutions can be found in the Department of Health’s Coronavirus (COVID-19) Environmental cleaning and disinfection principles for health and residential care facilities.

The Therapeutic Goods Administration (TGA) has published a list of disinfectant products that are permitted to claim they are effective against COVID-19.

As long as you use a disinfectant of the types described above, in accordance with the manufacturer’s directions, they will be effective. They do not need to be on the TGA list.

Is a sanitiser a disinfectant?

A sanitiser is a chemical that is designed to kill some bacteria and some viruses that can cause disease in humans or animals. These chemicals are not as strong as disinfectants, which makes them safe to use on skin. If you’re disinfecting a hard surface or inanimate object, a disinfectant is the best option.

If everything is sold out, can I make my own disinfectant?

Store-bought disinfectants meet government standards, so you know they will work. However, if you don’t have store bought disinfectant available, you can prepare a disinfecting solution using bleach and water. Do not use products such as vinegar, baking soda, (bicarbonate of soda), essential oil, mouthwash or saline solution – these will not kill COVID-19.

If preparing a disinfecting solution, make sure you handle chemicals carefully, as they can be dangerous. Always read and follow the instructions and safety directions on the label. If the solution is not prepared and used as described in the instructions, it is unlikely to be effective. More information about the preparation of chlorine (bleach) disinfectant solutions can be found on the Department of Health’s website.

Can I use a product that claims to clean and disinfect at the same time?

Yes, some products can be used for both cleaning and disinfecting, which can save time and effort. If using these products, make sure that you read and follow the instructions on the label to ensure they work effectively.

Does heating or freezing kill the virus?

Extreme heat will destroy COVID-19 but is not recommended as a general disinfection method. Steam and boiling water can easily burn workers and should only be used by trained personnel with specialised equipment.

Viruses are generally resistant to the cold and can survive longer if frozen than if left outside at room temperature.

Will an antibacterial product kill COVID-19?

Antibacterial products are designed to kill bacteria. However, COVID-19 is caused by a virus rather than by bacteria, so an antibacterial product may not be effective against COVID-19.

Detergent and warm water are suitable for cleaning surfaces and should be used prior to using a disinfectant.

For cleaning hands, regular soap and warm water is effective.

Should I be using hospital grade disinfectant for normal cleaning in the workplace?

The Department of Health only recommends the use of hospital grade disinfectant when cleaning in a hospital, beauty or allied health care setting where an infectious person has been present.

What is the difference between household grade disinfectant and hospital grade disinfectant?

Hospital grade disinfectants must meet government standards for use in health care, beauty and allied health settings. A household or commercial grade disinfectant must also meet government standards, but the testing is not as comprehensive as it is for hospital grade disinfectants and the standards to be met are lower.

Household or commercial grade disinfectant are suitable for use in workplaces that are not health care, beauty or allied health settings.

Are there any cleaning methods I shouldn’t use?

The best cleaning method is to use warm water and detergent. You should avoid any cleaning methods that may disperse the virus or create droplets, such as using pressurised water, pressurised air (including canned air cleaners), dry cloth and dusters.

Fumigation or wide-area spraying (known as ‘disinfectant fogging’) is not recommended for general use against COVID-19. Additionally, if not done correctly it can expose workers and others to hazardous chemicals.”

I prefer to use environmentally friendly or natural products, do I have to use detergent to clean?

Yes. Using only water and a cloth, or other forms of cleaning agents, such as vinegar and baking soda (bicarbonate of soda), will not be as effective as using detergent.

What is disinfectant fogging, and do I need to do it?

Disinfectant fogging (sometimes called disinfectant fumigation) is a chemical application method where very fine droplets of disinfectant are sprayed throughout a room in a fog. The disinfectant has to reach a certain concentration for a certain length of time to be effective.

Disinfectant fogging is not recommended for general use against COVID-19 and can introduce new work health and safety risks. Physically cleaning surfaces with detergent and warm water, followed by disinfecting with liquid disinfectant, is the best approach. If you are looking for a faster or easier method, consider a combined (2-in-1) cleaning and disinfecting agent.

Note that if you already use fogging as part of your normal business processes (such as in health care or food manufacturing) you should continue to do so.

The chemicals used in fogging solutions also introduce work health and safety risks which must be managed. Chlorine and hydrogen peroxide-based products are highly irritating to the skin and eyes. Alcohol based products are highly flammable, which may lead to fire or explosion if an ignition source is present.

In all cases, sufficient time must be allowed following fogging for the chemicals to disperse to ensure that workers returning to the area to ensure they are not exposed to hazardous chemicals. If fogging is undertaken, it must only be performed by trained persons and using appropriate controls in accordance with the manufacturer’s directions. It should not be undertaken as a response to, or element of a response to contamination of an area with COVID-19.

How do I clean linen, crockery and cutlery?

If items can be laundered, launder them in accordance with the manufacturer’s instructions using the warmest setting possible. Dry items completely. Do not shake dirty laundry as this may disperse the virus through the air.

Wash crockery and cutlery in a dishwasher on the highest setting possible. If a dishwasher is not available, hand wash in hot soapy water.

More information about how to clean specific items refer to our cleaning guide.

I run a cleaning business, how do I manage the risk of infection to myself and my workers?

You should consult with the business engaging you to clean and with your workers to ensure that that the risks of the job are fully understood and can be managed. For example, you should know if there have been any recent cases of COVID-19 at the workplace and the level of public traffic at the workplace. Once you understand the risks associated with the job, you must put appropriate control measures in place. These may include:

physical distancing measures, such as cleaning when other workers are not present (e.g. after hours if cleaning an office) to reduce the chance of contact with others
training workers on the use of good hygiene practices and safe cleaning techniques. This should include information on how COVID-19 is transmitted and how the use of good hygiene and safe cleaning practices reduces the risk of COVID-19 spreading, and instructions for staff to avoid touching their face whilst cleaning
ensuring that correctly fitting personal protective equipment (PPE) is supplied and that your workers know how to use it. More information about PPE is available on our website, and
ensuring regular communication with the business that has engaged you so that you are kept up to date on any cases or suspected cases at the workplace.

My job involves going into other persons’ homes. Do I need to clean and disinfect all of my equipment and personal effects after each visit?

It is generally not necessary to clean and disinfect all equipment before or after each visit.

You should consider cleaning and disinfecting your equipment:

before entering the home of a vulnerable or at-risk person, such an elderly person or a person with a pre-existing medical condition
before and after sharing equipment with the resident of the home or with other people.

Regardless, you should still practice good hygiene and ensure that your equipment and effects are kept clean. More information about working in other persons homes can be found in the In-house services: Minimising the risk of exposure to COVID-19 fact sheet.

What else can I do?

Minimise touching of surfaces; put up signs and support your workers in reminding customers
Reduce the number of touch points for workers
Provide hand washing facilities or hand sanitiser at entry and exit points if possible.
Dispose of used paper towel in a waste bin that is regularly emptied to keep the area clean, tidy and safe. See our hygiene information for further advice on hand washing and paper towel.
Ensure used PPE is disposed of appropriately. Unless contaminated, masks can be disposed of with the general waste, preferably in a closed bin. Contaminated PPE items should be disposed of into a closed bin with two bin liners or be double bagged separately. Refer to our PPE and masks information for detailed advice on correct disposal.

Is there someone I can talk to for more information about Coronavirus?

The Department of Health runs the National Coronavirus Hotline - 1800 020 080.

You can call this line if you are seeking information on coronavirus. The line operates 24 hours a day, seven days a week.

You can find more contact options for the Department of Health on their website.

What about information published by other organisations?

Department of Health: Coronavirus (COVID-19) Physical distancing for coronavirus (COVID-19)
Department of Health: Coronavirus (COVID-19) Information about routine environmental cleaning and disinfection in the community
Department of Health: Coronavirus (COVID-19) Environmental cleaning and disinfection principles for health and residential care facilities
Therapeutic Goods Administration: Disinfectants for use against COVID-19 in the ARTG for legal supply in Australia
Food Standards Australia New Zealand: Novel Coronavirus and food safety
Australian Chamber of Commerce and Industry: COVID-19 Business support
Australian Industry Group: Coronavirus COVID-19 Advice and resources
Australian Council of Trade Unions: Coronavirus updates - Workers' rights, tools & resources for dealing with COVID-19

Consultation

Here are some ideas to help you get started thinking about what you can reasonably do to keep people safe at your workplace.

For more WHS information and resources for small business, go to the COVID-19 Small business hub.

You can also go to our Public health directions and COVIDSafe plans page for links to enforceable government directions.

You must consult with your workers on health and safety matters relating to COVID-19. This means you must consult when:

assessing the risk COVID-19 presents to the health and safety of workers
deciding on control measures to eliminate or minimise the risk of exposure to COVID-19
deciding on the adequacy of facilities for the welfare of workers (e.g. hand washing facilities), and
proposing other changes to the workplace as a result of COVID-19 which may affect health and safety.

If you and your workers have agreed to procedures for consultation, the consultation must be in accordance with those procedures. If workers are represented by Health and Safety Representatives (HSRs) you must include them in the consultation process.

You must allow workers to raise and express their views on work health and safety 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.

Do I still have to consult with workers if I am following advice from health authorities?

Yes. You must consult with workers about all the things you are doing to identify and manage the risks to keep workers safe during the pandemic. Workers are most likely to know about the risks of their work, including new risks introduced as a result of COVID-19 control measures. Involving them will help build commitment to this process and any changes you make at the workplace.

Consultation does not require consensus or agreement but you must allow your workers to be part of the decision making process. You must genuinely take into account their views.

Some or all of my workers are working from home, does consultation have to be face to face?

No. When you or your workers are working from home you may not be able to consult with them face to face. You must find other ways of consulting with them such as emails, video conferences or calling workers individually to discuss their concerns.

Make sure you update your consultation policies and procedures to reflect the new arrangements you need to put in place.

What else do I need to consider?

You must consult with your workers in accordance with any agreed procedures, including involving any HSRs. However, if working arrangements have changed (e.g. workers working from home, doing shifts or changing work groups) you may need to review and update these procedures to suit the current pandemic conditions. This may mean electing new HSRs for different work groups or changing procedures to allow for consultation through electronic communications.

What do my workers need to know?

You must provide workers with clear direction and guidance about what is expected including: 

when to stay away from the workplace
what action to take if they become unwell
what symptoms to be concerned about, and
that workers have a duty to take reasonable care for their own health and safety and to not adversely affect the health and safety of others.

What other information should I share with my workers?

You must share relevant information with workers about health and safety issues, such as any COVID-19 WHS policies you’ve put in place or updated to taken account of the pandemic conditions (e.g. how to report any incidents) and any changes to emergency plans.

You must provide this as early as possible and ensure that it can be easily understood by your workers.

You should also remind workers about contacts to discuss their concerns such as HSRs, and access to support services, including employee assistance programs.

Is there anyone else I should be talking to?

Yes. You must also consult, cooperate and coordinate with other businesses you work with, or share premises with, about how they will discharge their WHS duties when they interact with your workers. To do this you should:

exchange information to find out who is doing what. For example:
- talk to your suppliers about how to safely manage deliveries
- talk to other businesses that share your worksite or premises about how to manage shared areas such as lifts, bathroom and kitchen facilities
- talk to other businesses that share your worksite or premises about what you will do if there is a case, or suspected case, of COVID-19 at the worksite or premises, and
- talk to other businesses you interact with, for example, the onsite food van or the contract cleaner.
work together in a cooperative and coordinated way so risks are eliminated or minimised so far as is reasonably practicable (e.g. how to manage shared areas such as lifts, bathroom facilities)

The model Code of Practice: Work health and safety consultation, cooperation and coordination provides more information about your duties to consult.

COVID-19 in your workplace

Here are some ideas to help you get started thinking about what you can reasonably do to keep people safe at your workplace.

For more WHS information and resources for small business, go to the COVID-19 Small business hub.

What to do if a worker has COVID-19

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COVID-19 Incident notification fact sheet

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You can also go to our Public health directions and COVIDSafe plans page for links to enforceable government directions.

Anyone who is unwell should not be at a workplace. If anyone develops symptoms at work such as fever, cough, sore throat or shortness of breath, you should ask them to seek medical advice.

It is important to remember that if a person becomes sick with these symptoms at work they may be suffering from a cold, the flu or other respiratory illness and not COVID-19.

If, after seeking medical advice your worker is confirmed as having COVID-19 your state and territory public health unit will trace and contact the people the infected worker was in close contact with and provide them with instructions to quarantine.

What action should I take if I suspect someone at my workplace has the virus or has been exposed?

You are not expected, and should not try, to diagnose workers. However, you have a work health and safety duty to minimise the risk of workers and others in the workplace being exposed to COVID-19 so far as reasonably practicable.

If you reasonably suspect someone has the virus, or has been exposed, this creates a health risk at your workplace, and you will need to follow the steps below. Do not wait until confirmation that a worker has COVID-19. You must act promptly to take reasonable steps to manage the risks.

This information is provided to assist you in the workplace. However, you must always follow the advice of your state and territory public health unit and WHS regulator, even if it is different to this guidance.

Steps to take when the person you are concerned about is at the workplace now

If someone is confirmed as having COVID-19 or is getting tested for COVID-19, they should already be at home. However, there may be circumstances where a person in your workplace is displaying COVID-like symptoms or shares information (e.g. they have been in close contact with someone that has the virus) that causes you to have reasonable concerns about their health and the health of others in your workplace.

The person could be a worker, a client, customer or other visitor to your premises. Where this occurs:

1. Isolate the person

If the person has serious symptoms such as difficulty breathing, call 000 for urgent medical help. Otherwise, you must take steps to prevent the person from potentially spreading the virus by isolating them from others. You must also provide appropriate personal protective equipment (PPE) to the affected person, such as disposable surgical mask, and hand sanitiser and tissues, if available. Also provide protection to anyone assisting the person.

2. Seek advice and assess the risks

Next, to determine if it is reasonable to suspect the person may have COVID-19, talk to the person about your concerns and see what they say.

Seek government health advice by calling your state or territory helpline. Follow the advice of your state and territory public health unit. You can also contact the National Coronavirus Helpline on 1800 020 080, which operates 24 hours a day, seven days a week. The National Helpline can provide advice on when and how to seek medical help or about how to get tested for COVID-19.

Ensure that you have current contact details for the person and make a note about the areas they have been in the workplace, who they have been in close contact with in the workplace and for how long. This will inform you about risks to others and areas to clean and disinfect. This information may also assist your state and territory public health unit if they need to follow up with you at a later time.

Your state or territory WHS regulator may also be able to provide specific WHS advice on your situation.

3. Transport

Ensure the person has transport home, to a location they can isolate, or to a medical facility if necessary.

Wherever possible, if a person is unwell or travelling to a location for mandatory
isolation, they should use a personal mode of transport to minimise exposure to others. They should not use public transport unless there is no other option.

If the person needs to use a taxi or ride share service (or public transport) then the person should avoid contact with others including the driver to the extent possible. This includes:

wearing a surgical mask, if available
avoiding direct contact with the driver, including sitting in the back seat to achieve as much separation as is reasonably possible
practising good hand hygiene and cough/sneeze hygiene, and
paying by card.

4. Clean and disinfect

Close off the affected areas and do not let others use or enter them until they have been cleaned and disinfected. Open outside doors and windows if possible to increase air flow.

All areas, for example offices, bathrooms, kitchens and common areas and equipment or PPE that were used by the person concerned must then be thoroughly cleaned and disinfected.

Further information on how to clean and disinfect can be found in our Cleaning to prevent the spread of COVID-19 guide and also the Cleaning information for your industry.

Cleaners must wear appropriate PPE, for example disposable gloves or gloves appropriate to the cleaning chemicals being used, and safety eyewear to protect against chemical splashes. If there is visible contamination with respiratory secretions or other body fluids in the area, the cleaners should also wear a disposable apron.

Your state and territory public health unit may also provide you with further information about how and where to clean. You must follow those instructions.

5. Identify and tell close contacts

The state or territory public health unit will identify close contacts of a confirmed COVID-19 case and provide them with instructions, for example, in relation to quarantine requirements.

In the meantime, for the purposes of undertaking a workplace risk assessment and to assist your state and territory public health unit, consider who the affected person may have had recent close contact with. If instructed by health officials, tell close contacts that they may have been exposed to COVID-19 and the requirements for quarantine. You must maintain the privacy of all individuals involved.

Seek information about the areas that close contacts have been in the workplace, who they have been in close contact with in the workplace and for how long. This will inform you about possible risks to others, and additional areas that may also need to be cleaned and disinfected.

6. Review risk management controls

Review your COVID-19 risk management controls, in consultation with your workers and their representatives, and assess and decide whether any changes or additional control measures are required.

You must continue to meet your WHS duties at all times. This may mean taking steps above and beyond public health requirements to eliminate or minimise, so far as is reasonably practicable, the risk of workers and others in the workplace (such as customers) contracting COVID-19.

See also our information for managing COVID-19 risks in your industry. This information provides practical guidance on managing risks in your workplace.

Steps to take when the person you are concerned about has recently been at your workplace

A person who has recently been at your workplace such as a worker, client or customer may inform you they have, or may potentially have, COVID-19. Depending on the circumstances (e.g. how recently the person was at your workplace and how closely they were in contact with others) you may have reasonable concerns about the health of others in your workplace.

You must continue to meet your WHS duties at all times. This may mean taking steps above and beyond public health requirements to eliminate or minimise, so far as is reasonably practicable, the risk of workers and others in your workplace (such as customers) contracting COVID-19.

1. Seek advice and assess the risks

To determine if it is reasonable to suspect the person may have COVID-19, talk to the person about your concerns and see what they say. You do not have to do this if the person has already informed you that they have or may potentially have COVID-19

Ensure that you have current contact details for the person and make a note about the areas they had been in the workplace, who they had been in close contact with in the workplace and for how long. This will inform you about risks to others and areas to clean and disinfect. This information may also assist your state and territory public health unit if they need to follow up with you at a later time.

Your state or territory WHS regulator may also be able to provide specific WHS advice on your situation.

2. Identify and tell close contacts

The state or territory public health unit will identify close contacts of a confirmed COVID-19 case and provide them with instructions, for example, in relation to quarantine requirements.

3. Clean and disinfect

Close off the affected areas and do not let others use or enter them until they have been cleaned and disinfected. Open outside doors and windows if possible to increase air flow.

All areas, for example offices, bathrooms, kitchens and common areas as well as equipment or PPE that were used by the person concerned must then be thoroughly cleaned and disinfected.

Further information on how to clean and disinfect can be found in our Cleaning to prevent the spread of COVID-19 guide and also the Cleaning information for your industry.

Your state and territory public health unit may also provide you with further information about how and where to clean. You must follow those instructions.

4. Review risk management controls

Review your COVID-19 risk management controls, in consultation with your workers and their representatives, and assess and decide whether any changes or additional control measures are required.

See also our information for managing COVID-19 risks in your industry. This information is provides practical guidance on managing risks in your workplace.

Do I need to close my workplace for cleaning?

There is no automatic requirement to close an entire workplace following a suspect or confirmed case of COVID-19. It may be unnecessary if the person has only visited parts of your workplace or if government health officials advise you the risk of others being exposed are low.

Whether you need to suspend operations in your workplace will depend on factors such as the size of the workplace, nature of work, number of people and suspected areas of contamination in your workplace.

See also our information about Cleaning to prevent the spread of COVID-19.

When can workers return to work following recovery from COVID-19?

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 circumstances of the workplace and states and territories may manage clearance from isolation differently. Clearance may be by the public health authority or the persons treating clinician.

There are specific criteria for clearance which apply to health care workers and aged care workers. As these may change, these workers should check with a medical practitioner or the public health authority as to whether the criteria for clearance from isolation has been met before they return to work.

Contact your state or territory helpline for further advice.

When can workers return to work following quarantine?

Workers who have completed a 14-day quarantine period (either after returning from travel or because they were a close contact with a confirmed case), and who did not develop symptoms during quarantine, do not need a medical clearance to return to work.

You should not ask these workers to be tested for COVID-19 in order to return to work.

Is my worker’s case of COVID-19 a notifiable incident?

If someone at your workplace is confirmed to have COVID-19, you may also need to notify your state or territory WHS regulator – see our Incident Notification fact sheet for further information.

What are the state and territory helplines?

New South Wales - 1300 066 055
Queensland - 13 432 584
Victoria - 1800 675 398
South Australia – 1800 253 787
Tasmania - 1800 671 738
Western Australia – 13 26843
Australian Capital Territory - (02) 6207 7244
Northern Territory - (08) 8922 8044

What to do if a worker has COVID-19

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COVID-19 Incident notification fact sheet

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Duties under WHS laws

Here are some ideas to help you get started thinking about what you can reasonably do to keep people safe at your workplace.

For more WHS information and resources for small business, go to the COVID-19 Small business hub.

You can also go to our Public health directions and COVIDSafe plans page for links to enforceable government directions.

The model Work Health and Safety (WHS) laws require you to take care of the health, safety and welfare of your workers, including yourself and other staff, contractors and volunteers, and others (clients, customers, visitors) at your workplace.

This includes:

providing and maintaining a work environment that is without risk to health and safety
providing adequate and accessible facilities for the welfare of workers to carry out their work, and
monitoring the health of workers and the conditions of the workplace for the purpose of preventing illness or injury.

The model WHS laws have been implemented in all jurisdictions except Victoria.

For information on WHS duties in Victoria, refer to WorkSafe Victoria – Occupational health and safety – your legal duties.

Duty to workers

You must do what you can to ensure the health and safety of your workers. You must eliminate the risk of exposure to COVID-19 if reasonably practicable.  

If you are not able to eliminate the risk of exposure to COVID-19, you must minimise that risk, as far as is reasonably practicable.

Protect workers from the risk of exposure to COVID-19 by, for example:

considering working from home arrangements
requiring workers to practice physical distancing
requiring workers to practice good hygiene (e.g., through workplace policies and ensuring access to adequate and well stocked hygiene facilities)
requiring workers to stay home when sick, and
cleaning the workplace regularly and thoroughly.

Duty to other people in the workplace

You must take actions to ensure that the work of your business or undertaking is not putting the health and safety of other persons (such as customers, clients and visitors) at risk of contracting COVID-19.

Protect others from the risk of exposure to COVID-19 by, for example:

Requiring them to practice physical distancing, including through contactless deliveries and payments
Requiring them to practice good hygiene, and
Requiring others to stay away from the workplace, unless essential, e.g., such as family, friends and visitors.

Duty to maintain the workplace and facilities

You must maintain your workplace to ensure the work environment is not putting people at risk of contracting COVID-19.

Maintain a safe work environment by, for example:

cleaning the workplace regularly and thoroughly
restructuring the layout of the workplace to allow for physical distancing, and
limiting the number of people in the workplace at any given time.

You must also provide adequate facilities in their workplace protect your workers, as much as possible from contracting COVID-19.

Provide facilities such as:

washroom facilities including adequate supply of soap, water and paper towel
hand sanitiser around the workplace, where it is not possible for workers to wash their hands, and
staff rooms that are regularly cleaned and allow for physical distancing

Provide workers with regular breaks to use these facilities, particularly to allow workers to wash their hands, or to access hand sanitiser where this is not possible

Duty to provide information, training, instruction and supervision

You must provide your workers with any information or training that is necessary to protect them from the risk of exposure to COVID-19 arising from their work.

Information and training may include:

providing guidance on how to properly wash hands
training workers in how to fit and use any necessary personal protective equipment (PPE)
training workers to exercise adequate cleaning practices throughout the day
providing workers with instructions on how to set up a safe home workplace, and
providing workers with instructions on staying home from work if sick.

Duty to consult

You must consult with workers on health and safety matters relating to COVID-19. When consulting, you must give workers the opportunity to express their views and raise WHS concerns. You must take the views of workers into account and advise workers of the outcome of consultation.

You must consult:

when you conduct a risk assessment
when you make decisions on control measures to use to manage the risk of exposure to COVID-19 (e.g. decisions on working from home arrangements, or restricting the workplace to allow for physical distancing)
when you make decisions about the adequacy of the workplace facilities to allow for control measures such as physical distancing and hygiene
when you propose other changes that may affect the health and safety of workers, and
when you change any procedures that have an impact on the WHS of workers.

If you and the workers have agreed to procedures for consultation, the consultation must be in accordance with those procedures.

You must allow workers to express their views and raise WHS issues that may arise directly or indirectly because of COVID-19. You must take the views of workers into account when making decisions and advise workers of your decision.

Workers are most likely to know about the risks of their work. Involving them will help build commitment to any changes you need to implement in the workplace.

Consultation does not require consensus or agreement but you must allow your workers to be part of the decision making process for COVID-19 related matters.

If workers are represented by health and safety representatives you must include them in the consultation process.

The model Code of Practice: work health and safety consultation, cooperation and coordination can provide more information about your duties to consult.

Emergency plans

Here are some ideas to help you get started thinking about what you can reasonably do to keep people safe at your workplace.

For more WHS information and resources for small business, go to the COVID-19 Small business hub.

You can also go to our Public health directions and COVIDSafe plans page for links to enforceable government directions.

All businesses must have an emergency plan. Where working operations have changed as a result of the COVID-19 pandemic, emergency plans must be reviewed and, if necessary, updated.

You should think about how you would deal with a case of COVID-19 in your workplace and how the changes to your business practices may affect your existing procedures and other information included in your plan.

What is an emergency plan?

Businesses must prepare an emergency plan.

An emergency plan is a written plan that sets out requirements and instructions for workers and others in the case of an emergency.

An emergency plan must include the following:

emergency procedures, including:
- an effective response to an emergency
- evacuation procedures
- notifying emergency service organisations at the earliest opportunity
- medical treatment and assistance, and
- effective communication between the person authorised to coordinate the emergency response and all people at the workplace
testing of the emergency procedures—including the frequency of testing, and
information, training and instruction to relevant workers in relation to implementing the emergency procedures.

See the Emergency plans fact sheet for more information on emergency plans.

Will COVID-19 affect my emergency plan?

You must ensure emergency plans are maintained to continue to capture the business or undertaking’s circumstances.

Where working operations have changed as a result of the COVID-19 pandemic, emergency plans must be reviewed and, if necessary, updated.

Emergency plans must provide for workers who work at multiple workplaces, including at home.

You must consider a range of factors when reviewing your emergency plan. You should think about how you would deal with a case of COVID-19 in your workplace and how the changes to your business practices may affect your existing procedures and other information included in your plan.

What new information should be included in an emergency plan?

If you have workers working away from their usual workplace (i.e. working from home), then you will need to consider how this affects your plans and procedures.

Communication practices may also need to be considered, even when you are still working from your usual workplace, if physical distancing or other measures mean that you are operating differently to when you prepared your plan.

When reviewing and revising your plan you should also consider the application of all relevant laws, including public health laws (for example, workplaces that are also public places) and state or territory disaster plans.

Think about practical information that your workers may need. For example, you may need to update:

emergency contact details for key personnel who have specific roles or responsibilities under the emergency plan, for example fire wardens, floor wardens and first aid officers
contact details for COVID-19 information lines
a description of the mechanisms for alerting people to an emergency or possible emergency – this may be affected by remote working
any changes to evacuation procedures or assembly points
the post-incident follow-up process, including who must be notified. (This may include the process for notifying the business if a worker experiences an emergency while working from home.)

You should also consider including triggers and processes for advising neighbouring businesses about emergencies, such as a diagnosis of COVID-19 where you share facilities with that business.

Procedures for testing the emergency plan, including the frequency of testing must be included.

Access to the emergency plan

Emergency plans, or a summary of key elements of emergency plans, should be readily accessible by workers.

If some or all of your workers are working from home, you should make sure they still have access.

Make sure emergency contact details are kept up to date.

Training in emergency procedures

Workers must be adequately informed and trained in emergency procedures. Arrangements for informing and training workers must be set out in the emergency plan itself.

If your emergency procedures as a result of changes to business practices from COVID-19, then workers may require additional information or training.

For instance, if you have fewer workers on site as a result of physical distancing or working from home measures, you may need to provide additional information or training to ensure that key roles are capable of being performed and that all workers understand their responsibilities in an emergency.

Shared workplaces

In shared workplaces, you must consult, cooperate and coordinate activities with all other persons who have a work health or safety duty in relation to the same matter, so far as is reasonably practicable. This includes when reviewing and revising emergency plans.

In shared workplaces (such as shopping centres, construction sites or office buildings) where there are multiple businesses, you may have a master emergency plan in place that all relevant duty holders use.

Template

We have developed a template to help you prepare your emergency plan.

Family & domestic violence

You can also go to our Public health directions and COVIDSafe plans page for links to enforceable government directions.

See Safe Work Australia’s Information sheet: Family and domestic violence at the workplace for further guidance about duties under WHS laws and how to manage the risks of family and domestic violence at the workplace.

If you or someone you know is impacted by family and domestic violence, you can contact 1800 RESPECT, the national counselling service for family and domestic violence for advice.

If a worker is in immediate danger, call 000.

For some workers, the COVID-19 pandemic might lead to a greater exposure to family and domestic violence, or the level of violence increasing.

Family and domestic violence becomes a WHS issue if the perpetrator makes threats or carries out violence on a family member while they are at work, including if a worker’s workplace is their home.

Family and domestic violence in the workplace is a complex issue. The free resources and services listed below may be able to assist you or you may wish to seek further advice from your employer organisation or other work health and safety and employment law professional.

Your duty is to eliminate or minimise the risks in the workplace so far as reasonably practicable. This include physical and mental health and safety risks.

Your duties extend to working from home arrangements. If it is not possible for the worker to be safe at home then an alternative work environment must be provided, so far as reasonably practicable.

You must identify the risks so far as reasonably practicable. This means providing a safe environment for disclosure, assuring confidentiality and not requiring workers to provide unnecessary personal details. You or other workers may also notice signs of family and domestic violence.

You need to consider when, where and how your workers might be exposed to violence and manage those risks.

Some risks might be outside your control, such as where a worker chooses not to disclose a risk of family or domestic violence or does not tell you that they cannot work safely at home.

Workers and others at the workplace also have a duty to take reasonable care of their own health and safety, and not adversely affect the health and safety of themselves or others. This includes following any reasonable instruction given to comply with a health and safety duty.

Encourage workers to talk to you about any concerns they may have about their health and safety, as they may have important information that ought to be considered before work arrangements change (e.g. if they are now working from home). Continued communication is crucial when your workers are working from home.

If through these conversations a worker discloses to you they are experiencing violence, or you suspect they may not be safe at work, you can contact 1800 RESPECT, the national counselling service for family and domestic violence for advice. The Our Watch website also has a workplace guide for responding to disclosures of violence.

If a worker is in immediate danger, call 000.

Check that your controls are working and whether there is anything more you can do to prevent violence from happening in your small business.

What if my workers witness family and domestic violence?

If a worker or anyone at your workplace is in immediate danger, call 000.

If your workers witness or see signs of family and domestic violence while undertaking work, you should contact 1800 RESPECT for advice.

Managing the risk of family and domestic violence in the workplace

Your small business can play an important role in preventing and responding to family violence by providing a safe and supportive working environment for all workers.

Ensure workers are safe at work (when the workplace is not a person’s home)

If possible, ensure the building or workplace is secure and entry is controlled (e.g. pin code access).
Where possible, separate workers from the public, especially if working alone or at night.
Consider flexible working arrangements, such as adjustments to working hours or work locations.
Consider contact information screening (e.g. email, phone numbers) and change work email addresses or phone numbers if instances of family and domestic violence have occurred through electronic or telephone contact
Have procedures for an emergency response to instances of family and domestic violence in the workplace, including when to involve police.
Ensure those in the workplace have a safe, secure place to retreat to in the event of an incident.

If a worker or people at your workplace are in immediate danger, call 000.

If an incident occurs at the workplace, you should:

ensure that everyone is safe
provide first aid or urgent medical attention where necessary
provide support where required, including psychological support to the victim and other workers
depending in the circumstances, you may need to report what happened to Police on 131 444.

You may also need to notify your state or territory WHS regulator if the incident is a ‘notifiable incident’ (see the Incident Notification fact sheet for more information).

Working from home

Workers experiencing family and domestic violence may be placed at greater risk because of working from home arrangements.

Your WHS duties still apply if workers work somewhere other than their usual workplace, such as working from home.

When organising working from home arrangements, talk to your workers about risks and offer support to manage these risks. Encourage workers to raise any concerns they may have about their health and safety, or the impact any proposed control measures may have on them. Workers experiencing family and domestic violence will know the most about their personal circumstances and may have important information that you need to consider before work arrangements change.

For more information on safety planning, contact 1800 Respect.

You should maintain regular communication with workers. Avoid directly asking the worker experiencing family and domestic violence about the violence as this may unintentionally place the worker at risk of serious harm. It is common for perpetrators to monitor their partner’s communication including emails, text messages and phone calls. Agree on a course of action if you are not able to contact the worker for a defined period.

If working from home isn’t a safe option for the worker, consider alternative arrangements that you can make to support them, for example working from an alternative location or allowing them to work from the office.

Family and domestic violence leave

Under national workplace laws, workers dealing with family and domestic violence can:

take unpaid family and domestic violence leave
request flexible working arrangements
take paid or unpaid sick or carer’s leave, in certain circumstances.

Some workplaces may also offer paid leave for workers experiencing family and domestic violence.

You can find information about supporting workers experiencing family and domestic violence in the Fair Work Ombudsman Employer Guide to Family and Domestic Violence.

What about confidentiality?

To create an environment where workers feel confident to talk about workplace risks from family and domestic violence, you should demonstrate that information will be kept private and confidential.

All workers should be made aware of any mandatory reporting obligations that you have as the employer, either under state and territory laws or as part of the worker’s employment contract, that may limit confidentiality. For example, this may include where there is a reasonable belief that child abuse is occurring.

Disclosure should be on a need to know basis and only to maintain safety. Keep in mind that any mishandling of information may place the worker at an increased risk of violence by the perpetrator. Disclosure may have serious consequences for the worker’s safety. Where possible, disclosure should only occur with the express consent of the worker.

Other resources

Gloves

Here are some ideas to help you get started thinking about what you can reasonably do to keep people safe at your workplace.

For more WHS information and resources for small business, go to the COVID-19 Small business hub.

You can also go to our Public health directions and COVIDSafe plans page for links to enforceable government directions.

Practising physical distancing and maintaining good hygiene is the best defence against the spread of COVID-19 and will usually be a better control measure than wearing gloves.

While gloves (such as disposable or multi-use) should still be used for some practices (such as food handling, cleaning, gardening and trades), washing hands with soap and water is one of the best defences to prevent the spread of COVID-19.

You and your workers must wash your hands frequently for at least 20 seconds with soap and water or using alcohol-based hand sanitiser with at least 60% ethanol or 70% isopropanol as the active ingredient to minimise the spread of germs.

If gloves are not used appropriately, they can pose a risk of spreading germs, putting you, your workers and others at risk. When a person wears gloves, they may come into contact with germs which can then be transferred to other objects or their face. Gloves are not a substitute for frequent hand washing.

Gloves should be replaced regularly. Multi-use gloves should be washed and stored according to the manufacturer’s instructions or workplace policy. Disposable gloves should not be re-used and multi-use gloves should not be shared between workers.

It is important that you keep up to date with recommendations and directions about the wearing of personal protective equipment (PPE) that apply nationally, and in your state or territory, and ensure that these are followed at your workplace. This may include instruction about the wearing of gloves in specific circumstances.

Who should wear gloves to protect against COVID-19?

You should consider whether using gloves or washing of hands is the best measure for preventing the spread of germs in your workplace. This involves thinking about what workers will touch, how long the task will take, who workers may come into contact with and the practicality of using gloves for a task. It may be more practical to require workers to wash their hands with soap and water or use alcohol-based hand sanitiser than to wear gloves.

Importantly, not all gloves are appropriate for all tasks. A risk assessment with appropriate consultation must be conducted to help inform what gloves are appropriate for your workplace. See also our information on risk assessments and consultation.

It is important that you keep up to date with recommendations and directions about the wearing of PPE that apply nationally, and in your state or territory, and ensure that these are followed at your workplace. This may include instruction about the wearing of gloves in specific circumstances.

If you and your workers will be required to wear disposable gloves, be aware that wearing gloves may result in new WHS risks. For example, wearing disposable gloves could cause skin irritation, contact dermatitis or other sensitivities in some workers.

For some industries, gloves are used to protect against other (non-COVID-19) hazards. You should consider whether you need to review or modify this practice as a result of COVID-19 to ensure adequate hygiene is maintained. In all workplaces, workers must ensure they are complying with good hygiene practices, including hand washing.

If you are going to supply or use gloves in your workplace, make sure the gloves are suitable for the work of your business or undertaking. For example, gloves made of PVC, rubber, nitrile or neoprene are recommended for protection against exposure to ‘biological hazards’.

Medical gloves form part of the PPE for those who work in health care and patients to protect them from the spread of infection. Medical gloves protect the wearer and the patient. Not all gloves are medical grade. Disposable, non-sterile gloves that are not medical grade are also available.

Medical gloves include:

examination gloves (sterile and non-sterile)
surgical gloves, and
chemotherapy gloves.

Medical gloves can be made of latex, vinyl, synthetic polymer or nitrile. Use of medical grade gloves should be restricted to health care settings.

Information on wearing gloves in health care settings can be found at the Australian Government Department of Health website.

Do I need to provide gloves?

Depending on your workplace (type of work, the workers and others who come into the workplace), gloves can be provided as PPE. However, gloves won’t be necessary in many workplaces.

A risk assessment and appropriate consultation must be conducted to help inform what gloves, if any, are appropriate for your workplace.

It is also important that you keep up to date with recommendations and directions about the wearing of PPE that apply nationally, and in your state or territory, and ensure that these are followed at your workplace. This may include instruction about the wearing of gloves in specific circumstances.

If you are going to supply or use gloves, you should make sure the gloves are suitable for the work; not all gloves are appropriate for all work or workplaces. For example, medical gloves are commonly made of natural rubber latex or other synthetic materials (e.g. nitrile) and are effective to protect against exposure to ‘biological hazards’.

Be aware that wearing gloves may result in new WHS risks. For example, wearing disposable gloves could cause skin irritation, contact dermatitis or other sensitivities in some workers.

When providing gloves, workers must be trained in how to put on, use, remove and dispose of gloves. You must provide the appropriate facilities to use gloves properly including a hand washing area, with adequate soap, water and paper towels and a closed bin for disposal. See below for information about on how to put on and take off gloves, and how to dispose of gloves correctly.

Even if you or your workers wear gloves in your workplace, you should ensure that they have good hygiene practices including washing hands frequently.

How to put on and take off gloves

If you or your workers wear gloves, either disposable or multi-use, you can follow the steps below to prevent the spread of germs:

1. Before starting (and after finishing a task), wash your hands with soap and water or if not available, with alcohol-based hand sanitiser.

Wash your hands before touching a pair of gloves.
When putting the gloves on try to only touch the top edge of the glove at the wrist.

2. During the task: maintain good hygiene by not touching your face and coughing or sneezing into your elbow. Monitor what you touch and replace your gloves frequently.

Replace your gloves every time you would wash or sanitise your hands.

3. After completing the task, think about what you’ve touched and consider whether there is a risk of spreading the germs from your gloves if you start a new task. Your work tasks may not vary much but could involve touching different objects or attending to different customers or people. Consider whether using a new pair of disposable gloves, hand washing or using hand sanitiser is the best measure for the next task.

4. Taking off gloves:

Carefully remove the first glove by gripping at the wrist edge without touching the skin and pull downwards away from the wrist, turning the glove inside out.
With the ungloved hand, slide your fingers into the glove and peel the glove downwards away from the wrist, turning the glove inside out.
If you are wearing disposable gloves dispose of them in a closed bin (refer below for information on disposal).
If you are wearing multi-use gloves clean and store them according to the manufacturer’s instructions or your workplace policy.
Wash your hands with soap and water (for at least 20 seconds), or if not available, with alcohol-based hand sanitiser.

There is an infographic on putting and removing gloves on the Australian Government Department of Health website.

How to dispose of gloves

Unless contaminated, disposable gloves can be disposed of with the general waste, preferably a closed bin. A closed bin is a bin with a fitted lid.

Where the gloves are contaminated, they should be disposed of in a closed bin, preferably one that does not need to be touched to place contaminated gloves inside. A bin with a foot pedal or other hands-free mechanism to open the lid would be appropriate.

The bin for contaminated gloves should contain two bin liners to ensure the waste is double bagged. Double bagging minimises any exposure to the person disposing of the waste.

Gloves would be considered contaminated if:

they have been worn by a symptomatic worker or visitor to the workplace, or
they have been worn by a close contact of a confirmed COVID case, or
the wearer has touched a potentially contaminated surface.

Where a closed bin is not available, the contaminated gloves should be placed in a sealed bag before disposal into the bin. The sealed bag and a single bin liner are considered equivalent to double bagging.

It is important to follow good hand hygiene after removing and disposing of your gloves. Hands should be cleaned thoroughly with soap and water (for a minimum of 20 seconds) or hand sanitiser.

If you have a case of COVID-19 in the workplace, your state or territory health authority should provide you with advice on what you need to do in your workplace. Follow their instructions.

For information about the disposal of gloves in health care settings, you will need to refer to the Australian Government Department of Health and state and territory health authorities.

Health monitoring

Here are some ideas to help you get started thinking about what you can reasonably do to keep people safe at your workplace.

For more WHS information and resources for small business, go to the COVID-19 Small business hub.

You can also go to our Public health directions and COVIDSafe plans page for links to enforceable government directions.

In consultation with your workers, you must put in place policies and procedures relating to COVID-19, including what workers must do if they are diagnosed or suspect they may have COVID-19.

You must monitor your workers for key symptoms of COVID-19. The most common symptoms of COVID-19 are fever and cough.

Other symptoms include headache, sore throat, fatigue, shortness of breath, aches and pains, loss of smell, altered sense of taste, runny nose, chills and vomiting.

What do I need to monitor?

You must require workers to report to you as soon as possible, including if they are working from home:

if they are experiencing symptoms of COVID-19
if they have been, or have potentially been, exposed to a person who has been diagnosed with COVID-19 or is suspected to have COVID-19 (even if the person who is suspected to have COVID-19 has not yet been tested), or
if they have undertaken, or are planning to undertake, any travel.

Suspected or confirmed COVID-19 in the workplace

You must require workers to leave the workplace if they are displaying symptoms of COVID-19. Follow the information in our Suspected or confirmed case of COVID-19 at work infographic and see also our information on COVID-19 in the workplace.

If a worker has, or is suspected to have, COVID-19 you must allow them to continue to access available entitlements, including leave according to relevant workplace laws (e.g. Fair Work Act 2009 Cth) and the worker’s relevant industrial instrument such as an enterprise agreement, award, contract of employment or associated workplace policy.

For information about workplace entitlements and obligations:

go to the Fair Work Ombudsman webpage Coronavirus and Australian workplace laws
call the Fair Work Ombudsman on 13 13 94 - select the prompt for the Coronavirus hotline

You must not allow workers who have been isolated after having been tested positive for COVID-19 to return to the workplace (that is not their home) until they are cleared of the virus and have received any necessary clearances from the state or territory health authorities.

Workers who have completed a specified quarantine period and who did not develop symptoms during quarantine do not need a medical clearance to return to work.

Can a worker work from home while they are in isolation?

Yes, if your worker is fit for work and this is consistent with advice from their treating clinician. Asymptomatic workers can work from home during the isolation period, with appropriate measures in place for household members, subject to the direction or advice of their treating clinician.

If your worker is unfit for work you must allow them to continue to access available entitlements, including leave according to relevant workplace laws (e.g. Fair Work Act 2009 Cth) and the worker’s relevant industrial instrument. For information about workplace entitlements and obligations:

go to the Fair Work Ombudsman webpage Coronavirus and Australian workplace laws
call the Fair Work Ombudsman on 13 13 94 - select the prompt for the Coronavirus hotline

Can I conduct temperature checks on workers or others?

You may want to monitor the health of your workers through administering temperature checks, as a preventative measure in managing a COVID-19 outbreak in your workplace. There may be times where this is required or reasonable. For example,

where workers live together in accommodation such as FIFO or agricultural workers
in workplaces where vulnerable people are present, such as hospitals and aged care facilities, or 
if directed or recommended by a state or territory (e.g. under public health orders).

Some states and territories may issue directions for temperature checks to be conducted in specific industries based on the local situation. It is important that you keep up to date with recommendations and directions that apply nationally, and in your state or territory, and ensure that these are followed at your workplace.

It is important to understand that temperature checks alone will not tell you whether a person has COVID-19. It will only identify symptoms. It is possible that a person may be asymptomatic or be on medication that reduces their temperature. It is also possible that the person may have a temperature for another reason unrelated to COVID-19.

It is therefore essential that you should implement known controls, such as good hygiene measures, physical distancing (keeping everyone at the workplace at least 1.5 metres physically apart), workplace cleaning and personal protective equipment (PPE) rather than only relying on temperature checks. You should also require workers to tell you if they are feeling unwell, including if they have a fever, and require them to go home when they do.

Before administering temperature checks:

seek the advice of your public health authority on the appropriate method of temperature checking, equipment, PPE and control measures required to ensure safe testing
consult with your workers, and their health and safety representatives, and take their views into account
provide instruction to all workers on the process for temperature checks, including emphasising the importance of maintaining the other control measures
provide information, training, instruction and supervision, as well appropriate PPE for workers conducting temperature checks, and
get advice on leave/stand down arrangements for employees who register high temperatures.

How do I know when a worker is cleared to return to the workplace after having COVID-19 or being subject to quarantine requirements?

Workers who have been isolated after having been tested positive for COVID-19 can return to their workplace (when not working from home) when they have fully recovered and have met the criteria for clearance from isolation. The criteria may vary depending on circumstances of the workplace and states and territories may manage clearance from isolation differently. Clearance may need to be given by the state or territory public health authority or the person’s treating clinician.

Workers who have completed a specified quarantine period (either after returning from travel or because of close contact with a confirmed case), and who did not develop symptoms during quarantine, do not need a medical clearance to return to the workplace. You should not ask these workers to be tested for COVID-19 in order to return to work. However, workers should closely follow the instructions provided by the state or territory public health authority, which in some cases may include being tested for COVID-19.

Drug and alcohol testing

Drug and alcohol testing is most commonly carried out in the transport, construction and mining industries, as part of a suite of controls to manage drug and alcohol risks in the workplace.

Drug and alcohol testing poses an additional risk of COVID-19 transmission and infection, and additional safety considerations are required.

Employers must ensure that appropriate risk assessments are carried out to identify and control the risks arising from drug and alcohol testing during the COVID-19 pandemic.

Can I continue drug and alcohol testing during the COVID-19 pandemic?

The decision to continue drug and alcohol testing poses an additional risk of transmission and COVID-19 infection, and additional health and safety measures are required. When considering how to manage the risk of COVID-19, you must review and amend drug and alcohol related policies and procedures. This includes making the necessary changes to the testing methods, systems of work and control measures in place in your workplace, to ensure testing can be carried out safely and does not result in the transmission of COVID-19.

The three most commonly used testing methods are:

Breath testing – tests an individual’s breath for alcohol intoxication, delivering immediate results using either a handheld, portable device or a wall mounted unit. There is a good correlation between the level of alcohol in a person’s breath and their blood alcohol level.
Urine testing – tests an individual’s urine for the metabolites of drugs and alcohol. Substances may be detected after consumption depending on the substance’s elimination half-life.
Saliva testing – the least invasive method to detect drugs and alcohol in an individual’s saliva.

When considering how to manage the risk of COVID-19, you must review and amend drug and alcohol related policies and procedures. Testing workers for alcohol and illicit substances may assist in maintaining a safe and healthy work environment for some businesses, and it is required by law in some industries. However, you must ensure that appropriate risk assessments are carried out to identify and control the risks arising from drug and alcohol testing.

If the risks of COVID-19 cannot be appropriately managed, alternative systems or approaches are needed.

You must also consult with your workers about how to manage the risk of COVID-19 and provide them with detailed information on how testing will be undertaken safely. If workers are represented by Health and Safety Representatives (HSRs) you must include them in the consultation process.

How do I safely carry out drug and alcohol testing?

Undertaking workplace drug and alcohol testing poses risks to workers due to the potential for COVID-19 to be transmitted through the testing process. Additional safety considerations are therefore required to ensure testing does not result in the transmission of COVID-19. You must consider the testing methods, systems of work and control measures in place in your workplace, to ensure testing can be carried out safely. All testing arrangements must be designed to ensure physical distancing as much as possible and minimise face to face contact for example, through positioning workers when undertaking testing.

If a worker is unwell or displaying symptoms of COVID-19 they should not be tested while they are unwell. If a worker is feeling unwell, including if they have a fever, you should require them to go home.

You might want to consider getting expert advice about how to conduct drug and alcohol testing including testing methods and cleaning. For example, getting advice from the manufacturer of your testing equipment. If you use a third party to conduct your testing, you should talk to them about whether they are providing testing during the pandemic and what measures they have in place to provide safe testing.

For breath and saliva testing

To ensure testing is performed safely, employers must:

consult with workers to identify risks, concerns and possible solutions
carry out testing in a well-ventilated, open-air or outdoor environment
provide all staff with suitable personal protective equipment (PPE) and ensure it is worn correctly
ensure all staff thoroughly wash their hands before and after each test is performed
ensure that testing is carried out or supervised by a person who is appropriately trained in the fundamentals of infection control for COVID-19 including PPE (online COVID-19 infection control training is available on the Australian Government Department of Health website), and
ensure that any changes to testing regimes align with the relevant Australian Standards and Department of Health guidelines.

Breath testing

Should breath testing be carried out:

use appropriately calibrated testing equipment that:
- incorporates a mechanism to prevent saliva/respiratory secretions/respiratory exhaust from being passed from one person to the next or from entering areas where cross contamination could occur, and
- can be thoroughly cleaned and disinfected before and after each use as per the manufacturer’s instructions
consider using a passive/fast mode of detection as a screening tool that provides a quick pass or fail reading, and
use single use straws for testing, with a new straw for each test, and appropriately dispose of used straws.

Wall mounted breathalysing units

Wall mounted breathalysing units should only be used if the breath and saliva testing control measures can be applied. It is particularly important that adequate cleaning and disinfection occurs between each use to prevent transmission of COVID-19. You should also ensure the respiratory exhaust can be directed away from people and surfaces, which is not possible with all units. If there are any doubts, wall mounted breathalysing units should not be used. If possible, alternative testing methods should be implemented until the risks arising from using wall mounted breathalysing units have been eliminated.

Do I need to consult with my workers about workplace drug and alcohol testing?

You must consult with workers on health and safety matters relating to COVID-19. This includes any decisions about workplace drug and alcohol testing. If workers are represented by Health and safety representatives you must include them in the consultation process.

This is a stressful time for all Australians and workers may be concerned about the risk of COVID-19 transmission and the impact on their health. When consulting with your workers, you must provide them with the opportunity to express their views and raise concerns. You must take the views of your workers into account and advise them of the outcome of consultation.

If you decide to continue with drug and alcohol testing, you should clearly inform workers of the control measures being implemented that will allow testing to continue safely. You must provide this information as early as possible prior to continuing testing and ensure that this information can be easily understood by your workers.

For more information on the importance of consulting with your workers, see also the Consultation page.

Hygiene

Here are some ideas to help you get started thinking about what you can reasonably do to keep people safe at your workplace.

For more WHS information and resources for small business, go to the COVID-19 Small business hub.

You can also go to our Public health directions and COVIDSafe plans page for links to enforceable government directions.

The main way COVID-19 spreads from person to person is through contact with respiratory droplets produced when an infected person coughs or sneezes. The droplets may fall directly onto the person’s eyes, nose or mouth if they are in close contact with the infected person. Airborne transmission of COVID-19 can also occur, with the greatest risk in indoor, crowded and inadequately ventilated spaces. A person may also be infected if they touch a surface contaminated with the COVID-19 virus and then touch their mouth, nose or eyes before washing their hands. Research shows that the COVID-19 virus can survive on some surfaces for prolonged periods of time.

A key way you can protect workers and others from the risk of exposure to COVID-19 is by requiring workers and others to practice good hygiene. Below are measures to ensure good hygiene in your workplace.

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

Worker and visitor hygiene

You must direct your workers, customers and others in the workplace to practice good hygiene while at the workplace. Good hygiene requires everyone to wash their hands regularly with soap and water for at least 20 seconds and dry them completely, preferably with clean, single-use paper towels. If paper towels are unavailable, other methods such as electric hand dryers can be used, however, hands will still need to be dried completely.

Everyone must wash and dry their hands:

before and after eating
after coughing or sneezing
after going to the toilet, and
when changing tasks and after touching potentially contaminated surfaces.

An alcohol-based hand sanitiser with at least 60% ethanol or 70% isopropanol as the active ingredient must be used as per the manufacturer’s instructions when it is not possible to wash and dry hands.

Good hygiene also requires everyone at the workplace to, at all times:

cover their coughs and sneezes with their elbow or a clean tissue (and no spitting)
avoid touching their face, eyes, nose and mouth
dispose of tissues and cigarette butts hygienically, e.g. in closed bins
wash and dry their hands completely before and after smoking a cigarette
clean and disinfect shared equipment and plant after use
wash body, hair (including facial hair) and clothes thoroughly every day, and
have no intentional physical contact, for example, shaking hands and patting backs.

To enhance good hygiene outcomes:

develop infection control policies in consultation with your workers. These policies should outline measures in place to prevent the spread of infectious diseases at the workplace. Communicate these policies to workers
train workers on the importance of washing their hands with soap and water for at least 20 seconds and drying them correctly, or using an alcohol-based hand sanitiser, before entering and exiting a common area
place posters near handwashing facilities showing how to correctly wash and dry hands (for example, if hand dryers are used, place posters advising that hands should be dried completely before finishing)
and clean hands with sanitiser, and
inform workers of workplace hygiene standards that are expected when utilising common areas (cleaning up after yourself, placing rubbish in bins provided, avoiding putting items such as phones on meal surfaces, etc.).

You should put processes in place to regularly monitor and review the implementation of hygiene measures to ensure they are being followed and remain effective.

What do I need to consider when providing hygiene facilities?

You must ensure there are adequate and accessible facilities to achieve good hygiene and that they are in good working order, are clean and are otherwise safe.

You may need to provide additional washing facilities, change rooms and dining facilities. You must also consider whether there are an adequate number of hand washing and drying stations, in convenient locations, to sustain the increase in workers’ practicing good hygiene. You may need to provide alcohol-based hand sanitiser in appropriate locations, such as entry and exits, if there are limited hand washing facilities available.

Washroom facilities must be properly stocked and have adequate supplies of toilet paper, soap, water, and drying facilities (preferably single-use paper towels). They must also be kept clean and in good working order.

When determining what facilities you need consider the number of workers on site, the shift arrangements and when access to these facilities is required. If you have temporarily down-sized worker numbers in response to COVID-19 and these will now be increased, you must take this into account to determine the facilities you need before workers return to work.

I need to create a new eating or common area. What should I consider when creating these new areas?

If creating a new eating or common area to enable physical distancing, you must ensure these areas are accessible from the workplace and adequately equipped (e.g drinking water, rubbish bins), and protected from the elements, contaminants and hazards.

You should also consider opening windows or adjusting air-conditioning for more ventilation in common areas, and limiting or reducing recirculated air-conditioning where possible.

For further information on providing adequate and accessible facilities, including providing facilities for a temporary, mobile or remote workplace see the Model Code of Practice: Managing the work environment and facilities.

Why are paper towels preferred over hand dryers?

Paper towels are preferable as they can reduce the risk of transmission of COVID-19 by drying the hands more thoroughly than hand dryers.

Hand dryers can still be used, however, there is an increased risk of transmission if hands are not dried properly.

I am providing paper towels in my workplace. What else should I do?

Providing paper towels to dry your hands after washing them is better than using hand dryers because they can dry your hands more thoroughly. If you provide single used paper towels at your workplace, remember:

the paper towels should be replenished as required, and
used paper towels should be disposed of in a waste bin that is regularly emptied to keep the area clean, tidy and safe.

Wastes (including used paper towels) should be double bagged and set aside in a safe place for at least 72 hours before disposal into general waste facilities. For further information regarding cleaning, please refer to our cleaning guide.

What if I can’t provide paper towels?

If paper towels cannot be provided, then hand dryers may be used to dry hands. You must train workers on how to dry their hands. Placing posters near hand dryers may assist with communicating the need for hands to be dried completely. If hands are not dried completely, good hygiene will not be achieved, and the hand washing will be ineffective.

Frequently touched areas of the hand dryers (i.e. buttons to activate the drying mechanism of the hand dryer) and the entire body of the dryer should be cleaned regularly. Nearby surfaces (such as the sink and taps) should also be cleaned regularly to remove any germs that may have been spread when drying hands.

Masks

Here are some ideas to help you get started thinking about what you can reasonably do to keep people safe at your workplace.

For more WHS information and resources for small business, go to the COVID-19 Small business hub.

You can also go to our Public health directions and COVIDSafe plans page for links to enforceable government directions.

This page provides information about your obligations under the model WHS laws and how these relate to the use of masks in the workplace. This information will assist you to assess whether the use of masks for your workers, including contractors and labour-hire, is a reasonably practicable control measure to manage the risks of COVID-19 at work.

You will need to review this assessment from time to time.

The use of masks is only one control measure for COVID-19 that may be required under the model Work Health and Safety (WHS) laws for your workplace. You must continue to implement all other reasonably practicable control measures in your workplace such as encouraging vaccination, physical distancing and good hygiene to minimise the risks from COVID-19. Further information on other control measures is provided on this page.

In addition to your obligations under the model WHS laws, you must also comply with any public health orders or directions made by governments that apply to you and your workplace. This guidance does not affect any obligations you may have regarding the use of masks that apply under public health orders and directions.

This guidance does not change, remove or reduce any existing rights or obligations under the model WHS laws.

As Victoria has not adopted the model WHS laws, this guidance is not applicable to Victoria. Up-to-date guidance applicable to responding to COVID-19 in Victorian workplaces can be found on the WorkSafe Victoria website

Masks as a control for COVID-19

Employers have a duty under the model Work Health and Safety (WHS) laws to eliminate risks, or if that is not reasonably practicable, minimise the risks of COVID-19 in the workplace so far as is reasonably practicable. The hierarchy of control measures, ranked from the highest level of protection and reliability to the lowest level of protection, is one way to eliminate and minimise the risks of COVID-19. In the hierarchy of control measures masks are a low-level control measure as they rely on human behaviour and supervision to ensure that the masks are worn and used to help minimise the risks of COVID-19 in the workplace.

Some states and territories have issued public health directions that require masks to be worn for specific activities and in certain workplaces. If public health directions are made, you must follow them.

Wearing masks helps prevent infectious people from spreading the COVID-19 virus. If the person wearing the mask is unaware that they are infected with COVID-19 virus, wearing a mask will reduce the chances of them passing the virus on to others. Masks can also protect people from inhaling the virus.

Masks can be a critical part of protecting against COVID-19. However, even if your workers use masks, to ensure you meet your duties under the model WHS laws and to minimise the risks of COVID-19 in your workplace, you must continue to implement all other reasonably practicable COVID-19 control measures, such as:

encouraging or ensuring up to date vaccination, where applicable,
ensuring your workers do not come to work when unwell,
improving air quality,
practising physical distancing and adhering to density limits (check occupancy limits for the type of building and building standards),
relocating work tasks to different areas of the workplace, off-site or supporting workers to work from home,
practising good hygiene,
increasing cleaning and maintenance,
staggering your workers’ start, finish and break times, and
reducing the number of situations where workers come into close contact, for example in lunchrooms and other shared spaces.

When deciding how to control the risks of COVID-19, employers have a duty to consult with workers and any Health and Safety Representatives about how to use control measures to manage the risks. This includes having administrative workplace policies and procedures related to the use of masks.

If you have a case of COVID-19 in the workplace, your state or territory health authority can provide you with advice on what you need to do. Follow their instructions. More information about COVID-19 incident notification in the workplace is on the Safe Work Australia website.

Risk Assessment

Under the model WHS laws, employers have a duty to manage the health and safety risks, so far as reasonably practicable, in the workplace. You should always aim to eliminate risks. If you can’t eliminate the risks of COVID-19, you must minimise the risks so far is reasonably practicable. This requires a risk assessment to identify what type of reasonably practicable COVID-19 control measure, such as masks, are needed to protect workers from exposure to the COVID-19 virus. The use of masks will be based on determining the risks of becoming infected with the COVID-19 virus and the type of mask best suited to minimise the risks of COVID-19 for your workplace.

The use of masks in the workplace to manage the risks of COVID-19 may not be the same for all businesses and will depend on a range of factors, including whether public health directions apply (e.g. use of masks), the type of business, the level of customer interaction, the level of community transmission of the virus in the geographic area, business layout (including ability to physical distance) and worker demographics (e.g. people at higher risk of COVID-19 illness).

You must consult with workers and any Health and Safety Representatives when identifying the risks and when proposing the use of masks as a control measure. Remember that prolonged use of masks in the workplace may cause physical discomfort, heat-related illnesses and psychological risks that should be considered in your risk assessment and consultation with workers.

More information about controlling the risk of heat-related illnesses can be found in Safe Work Australia’s guide on Managing the risks of working in heat.

A risk assessment will assist you to:

identify which workers are at risk of COVID-19,
determine what sources and processes are causing the risk of COVID-19,
identify the control measures that are required to minimise the risk of COVID-19, which may include masks, and
check the effectiveness of your control measures.

You must review your workplace risk assessment and control measures periodically, including when new COVID-19 variants emerge and/or as your workplace situation changes, to ensure their ongoing appropriateness and effectiveness based on the latest advice from your state or territory health department and Australian Health Protection Principal Committee.

Even if wearing a mask is no longer required under public health directions, you still have a duty to review the risks and implement all control measures that are required to ensure the risks of COVID-19 in your workplace are minimised so far as is reasonably practicable. This may mean you continue to require masks to be worn in your workplace.

More information is available about how to prepare a risk assessment on the Safe Work Australia website.

Types of masks

Masks and respirators provide the wearer with differing levels of protection from inhaling the virus. It is important to understand the different type of masks and the level of protection they provide, to ensure you use the appropriate mask for your workplace setting.

Cloth and utility masks are not medical grade masks and provide the wearer the least protection from viruses carried in respiratory droplets and aerosols. However, they can still help prevent infectious people from spreading the COVID-19 virus.

Surgical masks are medical grade masks that must comply with the relevant national standards (or equivalent). They are graded as level 1, 2 and 3 based on the level of protection, or fluid resistance, they provide the wearer. Surgical masks help prevent infectious people from spreading the COVID-19 virus and provide greater protection from infection for the wearer.

P2/N95 respirator masks that are designed for medical use must comply with the relevant national standards (or equivalent). They are required when there is a high-risk of exposure to body fluids, respiratory droplets and aerosols in higher-risk workplace settings such as health care, aged care and disability sectors, quarantine, police and security.

P2/N95 masks intended for non-medical purposes, such as in construction and other industrial workplace settings, are not medical grade and are not regulated by the Therapeutic Goods Administration.

For more information and guidance about using masks in health and aged care settings can be found on the Infection Control Expert Group and Australian Commission on Safety and Quality in Health Care websites.

The Therapeutic Goods Administration has also published advice and recommendations for health care professionals on the use of surgical masks during the COVID-19 pandemic and the types of face masks that are regulated as medical devices.

For further information see our Comparison of mask types for COVID-19 web page.

What are cloth masks? How should they be used?

A cloth mask is a non-sterile, reusable mask covering the nose and mouth to create a physical barrier between the wearer and the environment. Cloth masks are not medical grade masks and are not regulated by the Therapeutic Goods Administration. When cloth masks are properly constructed and fitted correctly, they help prevent infectious people from spreading the COVID-19 virus. They may also provide some protection to the wearer from inhaling the virus.

A cloth mask can be made with one type or a combination of fabrics including washable woven and non-woven fabrics such as cotton, cotton/synthetic blends, polyesters and breathable, spun bond polypropylene. The effectiveness of a cloth mask to prevent spreading respiratory droplets will vary, depending on the thickness of the weave and the number of layers. They should be properly constructed with the appropriate fabrics and have a minimum of three layers.

A scarf or bandana or any other single layer cloth mask does not provide effective protection from spreading the COVID-19 virus and is not recommended.

Cloth masks can be purchased from pharmacies, supermarkets, retail and online suppliers or homemade.

Cloth masks are not recommended for high-risk COVID-19 settings but may be suitable for indoor or outdoor settings where there is a low-risk of exposure to the COVID-19 virus.

How to put on a cloth mask

Before putting on the mask, clean your hands with alcohol-based hand sanitiser or wash your hands with soap and water for 20 seconds.
Hold the mask by the side straps and place a loop around each ear.
Put the mask over your mouth, nose and chin.
Check there are no gaps on the sides of the mask.
Check the ear loops do not cross-over as this widens the gap between the face and mask.
Avoid touching and adjusting the front of the mask. This can lead to self-contamination and spread any infection from your hand to other surfaces, objects and new masks.
Avoid using the same mask continuously throughout the day.
Replace your mask regularly and when it becomes visibly soiled or feels damp.

How to remove a cloth mask

Before touching and removing your mask, clean your hands with alcohol-based hand sanitiser or wash your hands with soap and water for 20 seconds.
Always use the side straps when removing the mask.
Lean forward, lift the side straps over the ears and pull the mask away from your face.
Store used dry cloth masks in a clean plastic bag.
Avoid touching the front of the mask as this can lead to self-contamination and spread any infection from your hand to other surfaces, objects and new masks.
After removing your mask, clean your hands with alcohol-based hand sanitiser or wash your hands with soap and water for 20 seconds.
Wash used cloth masks once a day.

Do not reuse a cloth mask the next day unless it has been washed.

Cloth masks should be washed once a day in the washing machine (water temperature at least 60 degrees), or handwashed using soap and the warmest appropriate water setting for the cloth. Dry the cloth mask in the clothes dryer or in fresh air. Store in a clean plastic bag.

The Australian Government Department of Health has instructions on how to make your own cloth face mask, and how to wear and wash them.

What are utility masks? How should they be used?

A utility mask is a non-sterile, single use mask covering the nose and mouth to create a physical barrier between the wearer and the environment but does not achieve a close seal to the wearer’s face. When utility masks are fitted correctly, they help prevent infectious people from spreading the COVID-19 virus. A utility mask looks similar to a surgical mask, however, utility masks are not medical grade masks and not regulated by the Therapeutic Goods Administration. They may also provide some protection to the wearer from inhaling the virus, although the level of protection may not be that of a surgical mask.

Utility masks can be purchased from pharmacies, supermarkets, and online suppliers.

How to put on a utility mask

Before putting on the mask, clean your hands with alcohol-based hand sanitiser or wash your hands with soap and water for 20 seconds.
Check that the mask does not have tears, holes and the straps are not broken.
Identify the top of the mask (has a metal strip).
Hold the mask by the side straps and place a loop around each ear.
Put the mask over the mouth, nose and chin with the metal strip on the top of the nose.
Check there are no gaps between the face and mask.
Check the ear loops do not cross-over as this widens the gap between the face and mask.
Squeeze the metal strip across the top of the nose to create a seal.
Avoid touching and adjusting the front of the mask. This can lead to self-contamination and spread any infection from your hand to other surfaces, objects and new masks.
Avoid using the same mask continuously throughout the day.
Replace your mask regularly during the day (every 3 to 4 hours) or when it becomes visibly soiled or feels damp.

How to remove a utility mask

Before touching and removing your mask, clean your hands with alcohol-based hand sanitiser or wash your hands with soap and water for 20 seconds.
Always use the side straps when removing the mask.
Lean forward, lift the side straps over the ears and pull the mask away from your face.
Avoid touching the front of the mask as this can lead to self-contamination and spread any infection from your hand to other surfaces, objects and new masks.
Dispose the used mask immediately into a closed bin.
After removing and disposing your mask, clean your hands with alcohol-based hand sanitiser or wash your hands with soap and water for 20 seconds.

What are surgical masks? How should they be used?

A surgical mask is a non-sterile, single use, medical grade mask regulated by the Therapeutic Goods Administration that covers the mouth and nose but does not achieve a close seal to the wearer’s face. They can help prevent infectious people from spreading the COVID-19 virus to others.

The Therapeutic Goods Administration advises that surgical masks do not provide the wearer complete protection from viruses in airborne droplets. However, they can help protect the wearer from splashes, large droplets and aerosols reaching their mouth or nose.

Surgical masks have different grades of filtration that must comply with the Australian Standards 4381:2015 and/or equivalent international standards. They are graded as level 1, 2 or 3 based on the level of protection and fluid resistance. The grading level would be clearly labelled on the packaging. Level 1 surgical masks are acceptable for general use/patient care and level 2 or 3 surgical masks are used when there is a higher risk of exposure to body fluids.

The COVID-19 pandemic has increased demand for surgical masks. This has resulted in poorly made and non-compliant masks entering the Australian market. See the Australian Register of Therapeutic Goods to check if your surgical mask is approved for medical use.

Surgical masks are available for purchase at pharmacies, supermarkets, and online suppliers, including manufacturers and suppliers of scientific equipment.

When using a surgical mask, ensure you always follow the manufacturer’s instruction for use. If you do not have these, see the general instructions below for how to put on a surgical mask.

How to put on a surgical mask

Before putting on the mask, clean your hands with alcohol-based hand sanitiser (or wash your hands with soap and water for 20 seconds.
Check that the mask does not have tears, holes and the straps are not broken.
Identify the top of the mask (has a metal strip) and the inside of the mask (usually the white side) towards the face. If available, read the manufacturer’s instructions.
Hold the mask by the ear loops and place a loop around each ear.
Put the mask over the mouth, nose and chin with the metal strip on the top of the nose.
Check there are no gaps between the face and mask.
Check the ear loops do not cross-over as this widens the gap between the face and mask.
Squeeze the metal strip across the top of the nose to create a seal.
Avoid touching and adjusting the front of the mask. This can lead to self-contamination and spread any infection from your hand to other surfaces, objects and new masks.
Avoid using the same mask continuously throughout the day.
Replace your mask regularly during the day (every 3 to 4 hours) or when it becomes visibly soiled or feels damp.

How to remove a surgical mask

Before touching and removing your mask, clean your hands with alcohol-based hand sanitiser or wash your hands with soap and water for 20 seconds.
Always use the side straps when removing the mask.
Lean forward, lift the side straps over the ears and pull the mask away from your face.
Avoid touching the front of the mask as this can lead to self-contamination and spread any infection from your hand to other surfaces, objects and new masks.
Dispose the used mask immediately into a closed bin.
After removing and disposing your mask, clean your hands with alcohol-based hand or wash your hands with soap and water for 20 seconds.

What are respirator masks? How should they be used?

A respirator mask is a P2/N95 (or equivalent) medical grade mask that provides protection against airborne contaminants such as viruses and bacteria in aerosols or respiratory droplets. P2/N95 medical grade respirator masks must meet the Australian/New Zealand Standards 1716:2021 and/or equivalent international standards and are regulated by the Therapeutic Goods Administration.

P2/N95 respirators should form a very close seal around the nose and mouth and are recommended for use in high-risk workplace settings such as health care and quarantine sites.

Surgical P2/N95 respirators must meet the same performance requirements as a standard P2/N95 respirator but also meet the Standards for fluid resistance against bodily fluids, which may occur during high-risk medical procedures. Surgical P2/N95 respirators are also regulated by the Therapeutic Goods Administration.

See the Australian Register of Therapeutic Goods to check if your P2/N95 respirator or surgical P2/N95 respirator is approved for medical use.

It is essential that a P2/N95 respirator is properly fitted to the wearer’s face by performing a fit test and fit check.

Fit testing

The purpose of a P2/N95 respirator fit test is to match the correct size and style of the respirator to the individual. Fit testing of a P2/N95 respirator masks must be done in accordance with Australian/New Zealand Standard 1715:2009 and should be repeated each time a new style of P2/N95 respirator is used. A fit test can be carried out by a competent person, manufacturer, supplier, or service provider. A correct facial seal ensures that the respirator fits the individual’s face without gaps between the skin and the respirator that could allow respiratory particles to bypass the filter.

Fit testing methods are either:

Qualitative - relies on the individual’s ability to taste or smell a test agent. The chosen respirator should fit snugly on the face to create a seal, which can be checked by gently inhaling and exhaling. If the mask is not drawn towards the face, or there are air leaks around the face seal or nose, readjust the mask and repeat the fit test until no leaks can be felt.
Quantitative - requires using specialised equipment used by a trained operator to measure how much air leaks into the respirator.

Facial hair, including a 1-2-day beard growth, can affect the seal between the respirator and the wearer’s face. The face must be smooth and/or clean shaven to achieve a tight seal. NSW Health has published more information about facial hair and respirator fit.

The Infection Control Expert Group advises that a fit test does not guarantee that the chosen P2/N95 respirator will not leak during future use because of changes in facial shape. Therefore, a fit check should be done each time it is used.

Fit checking

A fit check ensures the P2/N95 respirator fit the individual’s face snugly against the skin, creating a seal to minimise exposure to airborne biological particles. A fit check should be carried out each time a P2/N95 respirator is worn by gently inhaling. If the mask is not drawn in towards the face, or air leaks around the face seal, readjust the mask and repeat process or check for defects in the mask.

If available, follow the manufacturer’s instructions on how to carry out a fit check.

More information about P2/N95 respirators is available on the Infection Control Expert Group website.

The COVID-19 pandemic has increased demand for P2/N95 respirators for medical use. This has resulted in fake or non-compliant P2/N95 respirators entering the Australian market. See the Australian Register of Therapeutic Goods to check if your P2/N95 respirator is approved for medical use.

Read SafeWork NSW’s and WorkSafe Qld’s alerts about what to check to ensure that P2/N95 respirator meet the required standards and what to do if you come across one that is not fit for purpose.

The Therapeutic Goods Administration has published guidance about face masks and respirators that are regulated in Australia.

P2/N95 respirators for medical use are available from online suppliers, including manufacturers and suppliers of scientific equipment.

How to put on a P2/N95 respirator mask

Before putting on the mask, clean your hands with alcohol-based hand sanitiser (or wash your hands with soap and water for 20 seconds.
Only touch the outer edges of the mask.
Separate the edges and straps.
Check that the mask does not have tears, holes and the straps are not broken.
Identify the nose piece (has a metal strip). If available, read the manufacturer’s instructions.
Slightly bend the nosepiece to form a gentle curve.
Hold the two headbands in your fingers and position the mask under your chin with the nose piece up.
Pull the headbands over the top of your head. The top strap should sit high at the back of the head and the bottom strap positioned below the ears.
Using both hands, press down on the metal strip to the shape of your nose to create a seal.
The mask over the mouth, nose and chin with the metal strip on the top of the nose.
To check for a positive seal, exhaling sharply to ensure there are no leaks around the mask. If there are leaks, adjust the position of the mask and straps for a tighter fit.
To check for a negative seal, inhale deeply to ensure the mask is pulled towards your face. If there are leaks, adjust the position of the mask and straps for a tighter fit.
Avoid touching and adjusting the front of the mask. This can lead to self-contamination and spread any infection from your hand to other surfaces, objects and new masks.
Avoid using the same mask continuously throughout the day.
Replace your mask regularly during the day or when it becomes visibly soiled or feels damp.

How to remove a P2/N95 respirator mask

Before touching and removing your mask, clean your hands with alcohol-based hand sanitiser or wash your hands with soap and water for 20 seconds.
Always use the side straps when removing the mask.
Lean forward, lift the straps over the ears and pull the mask away from your face.
Avoid touching the front of the mask as this can lead to self-contamination and spread any infection from your hand to other surfaces, objects and new masks.
Dispose the used mask immediately into a closed bin.
After removing and disposing your mask, clean your hands with alcohol-based hand or wash your hands with soap and water for 20 seconds.

Queensland Health has published an infographic on how to fit a P2/N95 mask.

Do I need to provide masks to workers?

Following a risk assessment and consultation with your workers, if you determine that masks are a reasonably practicable control measure to minimise the risks of COVID-19, then you must provide them to your workers.

However, COVID-19 public health directions can be issued by governments for workplaces to wear face masks. If so, you must provide them to your workers. It is important that you keep up to date with the public health directions that apply in your state or territory, and ensure that these are followed at your workplace.

The Australian Government Department of Health has published information on when masks should be worn in the community and general COVID-19 information on face masks and who should use them.

If your workers are required to wear masks, you must provide them. Single use masks, disposable masks (e.g. utility and surgical masks) or properly constructed cloth masks may be used. You must provide appropriate training and instruction on how to put on, wear, remove, clean and maintain (as necessary) or dispose of the mask. Information about using a mask would be provided by the manufacturer. Checking that the mask forms a close fit with the face is very important to ensure that the mask used is effective. In some workplace settings, a risk assessment may identify that a P2/N95 respirator is required to minimise the risk to the COVID-19 virus. If a P2/N95 respirator is required, it must be approved for medical use and users must be trained in the correct method of fitting, fit testing, fit checking and removing of P2/N95 respirators. If a worker has been provided training and instruction about using a mask, they must comply with that training and those instructions.

For further information see our Comparison of mask types for COVID-19 web page.

Can I direct a worker to wear a mask?

You can direct a worker to wear a mask if you, in consultation with those workers, decide it is necessary to minimise the risk of exposure to COVID-19.

Be aware that the inappropriate or incorrect use of masks may increase the risk of COVID-19 and may result in new work, health and safety risks. Workers required to wear a mask must be trained in how to wear, remove and dispose of masks, including performing good hand hygiene (washing hands with soap and water for at least 20 seconds or using alcohol-based hand sanitiser with at least 60% ethanol or 70% isopropanol) before fitting the mask, and before and after taking it off. Masks need to be replaced frequently and for re-usable cloth masks stored correctly between uses.

You will need to ensure that appropriate facilities are provided if masks are used at the workplace. This includes appropriate hand washing or sanitising facilities and a closed bin to dispose of used disposable masks.

Single use, disposable masks may be a good option for most workplaces. However, properly constructed cloth masks may be considered if they are replaced frequently, and appropriate laundering arrangements are in place. Single use masks should not be washed and reused.

What else must I do to protect workers?

Masks alone will not provide complete protection from exposure to COVID-19. To meet your duties under the model WHS laws and minimise the risks of COVID-19 in your workplace, you must continue to implement all other reasonably practicable COVID-19 control measures such as:

encouraging or ensuring up to date vaccination, where applicable,
ensuring your workers do not come to work when unwell,
improving air quality,
practising physical distancing and adhering to density limits (check occupancy limits for the type of building and building standards),
relocating work tasks to different areas of the workplace, off-site or supporting workers to work from home,
practising good hygiene,
increasing cleaning and maintenance,
staggering your workers’ start, finish and break times, and
reducing the number of situations where workers come into close contact, for example in lunchrooms and other shared spaces.

How do I put on and remove a mask?

If a mask (single use or cloth mask) is going to be used at the workplace you must provide workers with instruction and training on how to use them safely. If workers are also wearing gloves, they will need to put their mask on before their gloves.

It is important to be mindful of how you put on, remove and dispose (e.g. single use mask) or store (e.g. cloth mask) your mask. Your mask may have been contaminated with the COVID-19 virus carries in respiratory droplets and aerosols. This is when you could accidently infect yourself or others.

When using masks, you should:

Have a consistent sequence so that this can become routine.
Take your time, don’t rush.
Always perform hand hygiene prior to putting on, after removing, and disposing or storing your mask.
Ensure your mask avoids contact with other surfaces when disposing or storing.

Follow all instructions for effective use of the mask that is provided by the manufacturer. If you do not have these, see instructions for how to use a:

cloth mask,
utility mask,
surgical mask, or
P2/N95 respirator.

How to dispose of single use masks?

Single use, disposable masks can be disposed of with the general waste, preferably into a closed bin containing two bin liners to ensure the waste is double bagged. Double bagging minimises any exposure to the person disposing the waste.

A closed bin is a bin with a fitted lid, preferably one that does not need to be touched to place the mask inside. A bin with a foot pedal or other hands-free mechanism to open the lid would be appropriate. Where a closed bin is not available, masks should be placed in a sealed bag before disposal into the bin. The sealed bag and a single bin liner are considered equivalent to double bagging.

It is important to follow good hand hygiene after removing and disposing of your masks. Hands should be washed with soap and water for 20 seconds or cleaned with alcohol-based hand sanitiser containing at least 60% ethanol or 70% isopropanol.

For information about the disposal of masks in health care settings, you will need to refer to the Australian Government Department of Health and state and territory health authorities.

Can masks that are past their shelf-life date be used?

The Therapeutic Goods Administration provides advice on surgical masks during the COVID-19 pandemic and recommends not using surgical masks that are past their shelf life. However, if there is low supply and high demand, these masks can be used if they are past their shelf life if:

the ear loops, ties or bands are intact, and
there are no signs of visible damage.

Further Information

For further information see our Comparison of mask types for COVID-19 web page.

Mental Health

Here are some ideas to help you get started thinking about what you can reasonably do to keep people safe at your workplace.

For more WHS information and resources for small business, go to the COVID-19 Small business hub.

You can also go to our Public health directions and COVIDSafe plans page for links to enforceable government directions.

WHS laws apply to managing risks to psychological (mental) health too. This is a stressful time for all Australians, and you must do what you can to reduce the psychological risks to workers, including yourself, and others at your workplace.

Your duty is to eliminate or minimise the risk to psychological health and safety from work as much as you reasonably can. In simple terms, this means working out what causes your workers stress at work and finding ways to eliminate or prevent it.

Causes of stress at work

Fear of exposure to coronavirus
More work, changing work or poor work environments
Customer violence and aggression
Less support, especially when everyone is having to adapt to a new way of working
Being isolated from managers, colleagues and support networks
Poor workplace relationships, made worse by the stressful time for all Australians
Poor communication and consultation about changes and workers' concerns.

For more detail see the COVID-19 Mental health information section for employers.

To determine what measures to put in place, you should carry out a risk assessment and consider all the risks to psychological health in your workplace. You must also consult your workers and their representatives. Workers often know what the issues are and have ideas about how to manage them.

Once you have consulted workers, determined appropriate measures and put them in place, continue to review how you are managing the risks to check your measures are working.

The Infographic: Four steps to preventing psychological injury at work shows how the risk management process can be applied to psychosocial risks.

More comprehensive information is available on the Mental health tab for employers. Detailed guidance is available in Safe Work Australia's Guide: Work-related psychological health and safety: A systematic approach to meeting your duties. See also our information on risk assessments.

This is an unprecedented time for all employers and workers. You may wish to seek professional advice on your WHS duties and how to meet them in your particular circumstances. The WHS regulator in your state or territory may also be able to provide further advice.

Support for small business owners

The Australian Government has established the My Business Health website to help small business owners and sole traders, it includes mental health support.

The website Ahead for business also provides help for small business owners and those that support them.

I feel very anxious and stressed what can I do?

This is a stressful time for many Australians, particularly small business owners. Consulting with your workers, or other small business owners, on risks to psychological health and safety and ways to manage them, may help you to address the things in the workplace that are causing you stress. Actively manage your stress by implementing self-care strategies, accessing support services and maintaining work-life balance.

The Australian Government has established the My Business Health website to help small business owners and sole traders, it includes mental health support.

The website Ahead for business also provides help for small business owners and those that support them.

My workers are worried about catching coronavirus. What should I do?

You should talk to your workers and understand more about their concerns. Once you understand their concerns, ensure you are doing all you reasonably can to eliminate and manage those concerns. See Safe Work Australia's Guide: Work-related psychological health and safety: A systematic approach to meeting your duties and also our information on managing the physical risks of COVID-19.

For some workers, being more informed about COVID-19 may help ease their concerns. Provide them with relevant information on COVID-19 and remind them of all the measures you are taking in the workplace to reduce possible exposure.

You should also remind them of all the services that are available to them for support, e.g. your employee assistance program and the Coronavirus Mental Wellbeing Support Service. It might also be helpful for them to talk to their treating medical practitioners, such as their GP.

What can I do about customer aggression and the stress it’s causing my workers?

See our information on Work-related violence.

My staff are working from home. How do I look after their mental health?

The duties under the model WHS laws apply to all workplaces, including where a worker is working from home. When you consider the risks to your workers' psychological health and the control measures you will implement to eliminate or minimise those hazards. You need to do this for all your workplaces, including home workplaces. The same things may lead to stress working from home as at the usual workplace, but the controls you put in place may need adjusting (e.g. you might replace a regular staff morning tea, with a weekly email update or videoconference to keep people connected). Where workers are working from home you should consider the tasks you have asked workers to perform from home and whether doing these in relative isolation could cause stress, and what you can do to minimise that stress.

Before you implement any control measures for working from home, you must consult your staff about how they are going, anything that is stressing them and what you can do to minimise that stress. For those working from home, it might be particularly helpful to consult individually, although that may not always be possible.

What is essential though, is that there is regular and meaningful communication with your staff, including by telephone and videoconference where you can. Make sure you frequently check in on how they are going and if anything has changed. You should also make sure they know who to talk to if they need additional support or are feeling concerned.

See also our information on Working from home.

What should I do about bullying, harassment and strained relationships in the workplace?

Talk to your workers, identify whether there is anything in their work that is causing strain, for example competing business demands. If possible, address the cause of the strain before it damages working relationships.

If bullying, has occurred, follow your bullying policy or see the Guide to preventing and responding to workplace bullying.

You can manage the risk of workplace bullying by taking a proactive approach to identify early, any unreasonable behaviour and situations likely to increase the risk of workplace bullying occurring.

Organisations should implement control measures to manage these risks, and monitor and review the effectiveness of these measures. This could include activities such as:

Regularly consulting with workers and health and safety representatives to find out if bullying is occurring or if there are factors likely to increase the risk of workplace bullying.
Setting the standard of workplace behaviour, for example through a code of conduct or workplace bullying policy.
Designing safe systems of work by clearly defining jobs and providing workers with the resources, information and training they need to carry out their work safely.
Implementing workplace bullying reporting and response procedures.
Developing productive and respectful workplace relationships through good management practices and effective communication.
Providing information and training on workplace bullying policies and procedures, available support and assistance, and how to prevent and respond to workplace bullying.
Prioritising measures that foster and protect the psychological health of employees.

Your WHS regulator can provide support and advice on how to manage the risks in your business.

In some circumstances, an order to prevent or stop a worker being bullied can be made under the Fair Work Act 2009 by contacting the Fair Work Commission.

The Australian Human Rights Commission investigates and resolves complaints (under federal laws) of bullying based on a person’s sex, disability, race or age. It can also investigate and resolve complaints of workplace bullying based on a person’s criminal record, trade union activity, political opinion, religion or social origin.

There are a number of services available to people who are feeling depressed, stressed or anxious as a result of bullying behaviour. They include BeyondBlue and Lifeline.

Further information and support

A Coronavirus Mental Wellbeing Support Service, including information, online community forum and phone counselling service is being provided by Beyond Blue with funding from the Department of Health. 

More information about work-related psychological health and safety and how to meet your duties can be found in the Safe Work Australia's Guide: Work-related psychological health and safety: A systematic approach to meeting your duties.

Visit the following sites for information on caring for mental health:

SafeWork NSW – COVID-19 pandemic: mental health at work
Workplace Health and Safety Queensland – Work-related stress and Workplace psychological health considerations during COVID-19
WorkSafe ACT – Work-Related Mental Health Impacts of COVID-19 and Healthier Work ACT – Responding to COVID-19
SA Health – COVID-19 mental health support
Northern Territory Government –  Coronavirus (COVID-19) Self-care
Comcare – Coronavirus: mental health and wellbeing guidance and resources
VicHealth – How to look after your mental health during the coronavirus (COVID-19) pandemic outbreak
Western Australian Mental Health Commission – Looking after your mental health during the COVID-19 pandemic
Government of Western Australia, Department of Mines, Industry Regulation and Safety - COVID-19 coronavirus guidance for employers: Looking after employee mental health and COVID-19 coronavirus guide for employees: Looking after your mental health
Tasmanian Government – Mental health support
Head to Health – COVID-19 support
Australian Psychological Society – Tips for coping with coronavirus anxiety
Headspace – How to cope with stress related to coronavirus (COVID-19)

Physical distancing

Here are some ideas to help you get started thinking about what you can reasonably do to keep people safe at your workplace.

For more WHS information and resources for small business, go to the COVID-19 Small business hub.

The information below provides guidance on physical distancing during step 2 of the 3-step framework for a COVIDSafe Australia. For more information about physical distancing requirements, go to your relevant state and territory government website. You can also go to our Public health directions and COVIDSafe plans page for links to enforceable government directions.

Watch our video for information on physical distancing to prevent the spread of COVID-19 in your small business.

Watch video on YouTube Download Transcript

You can also go to our Public health directions and COVIDSafe plans page for links to enforceable government directions.

Case Study – Lifts

As an employer with duties to workers under WHS laws ACME implements a range of measures to reduce exposure to COVID-19, including physical distancing.

Following consultation with workers and their health and safety representatives (HSRs), ACME decide to allow 25% of their workers to work from home and expand the range of start and finish times for the other workers coming into the office. Some workers volunteer to start early and finish early (7:30am to 3:30pm) while other workers volunteer to start and finish later (9:30am-5:30pm).

This significantly reduces the flow of workers entering and leaving the office building at peak periods.

ACME also consults and works cooperatively with other WHS duty holders, including the building manager and other employers, to manage the risk of exposure to COVID-19 in the building:

The building manager calculates recommended passenger limits for each lift to ensure that overcrowding does not occur and that lift users are able to maintain appropriate physical distancing while using the lift. Signage displaying these limits are displayed in and outside the lift. They also advise staff to wear masks while waiting for and taking the lift.
The building owner also establishes an email forum so that employers on each floor can consult each other and share strategies to keep workers and visitors safe when riding in lifts, and to pinpoint times of peak demand.
The building manager puts in place a combination of several measures for the use of the building’s lifts. These include establishing a queuing system in the lift waiting area with floor markings, as well as placing signage around the waiting area to remind workers to physically distance, practice good hygiene and wear masks in the lift. There is also increased cleaning of lifts, including touch touchpoints such as lift buttons, and alcohol-based hand sanitiser is readily available in lift waiting areas for workers to use when arriving and leaving.

Following consultation with the building owner and other tenants, it becomes clear that there will still be a peak period of demand over the hour 12:30-1:30pm when many workers leave the building to purchase lunch and for exercise. The group agrees it is not reasonably practicable to direct workers when they may purchase their lunch and that lift capacity may temporarily increase at this time.

ACME and other tenants consult with workers and visitors, and emphasise the importance of not entering a lift already at capacity. Each tenant also supplies tissues, hand sanitiser and signage near the lifts on their floor about covering coughs and sneezes and encouraging use of masks, to ensure the best hygiene and awareness possible.

The building manager also consults with the two cafés on site to investigate whether they would consider deliveries of food items to address some of the demand over the lunchtime peak period.

What is physical distancing and how does it prevent the spread of COVID-19?

Physical distancing (also referred to as ‘social distancing’) refers to the requirement that people distance themselves from others.

The virus that causes COVID-19 can be transmitted through respiratory droplets, smaller airborne particles (aerosols), direct physical contact with an infected individual, and indirectly through contaminated objects and surfaces. Aerosols containing virus can remain airborne for several hours.

Keeping a physical distance of at least 1.5 metres between people, wherever possible, is one of the ways to reduce the risk of the virus spreading. The more space between people, the harder it is for the virus that causes COVID-19 to spread.

Physical distancing can also include limits on the number of people allowed in enclosed spaces (for example, one person per 2 or 4 square metres of space) as well as limits on gathering sizes. These requirements differ across states and territories, industries, business sizes and types of premises.

Physical distancing as part of a combination of control measures

Physical distancing, on its own, will not eliminate or minimise the risks of COVID-19 at the workplace. As an employer, you must also continue to implement all reasonably practicable control measures to minimise the risks of COVID-19 in your workplace, such as:

encouraging or ensuring vaccination, where applicable
ensuring your workers do not come to work when unwell or test positive for COVID-19
relocating work tasks to different areas of the workplace, off-site or supporting workers to work from home
improving air quality
practising good hygiene
increasing cleaning and maintenance
staggering your workers’ start, finish and break times
reducing the number of situations where workers come into close proximity with others, for example in lunchrooms and other shared spaces, and
wearing face masks.

For more information about physical distancing requirements applicable to your business, go to your relevant state and territory government website. You can also go to our Public health directions and COVIDSafe plans page for links to enforceable government directions.

Do I need to implement physical distancing measures in my workplace?

It is your duty under work health and safety laws to manage the risk of a person in your workplace contracting and spreading COVID-19, so far as is reasonably practicable. Physical distancing is one of the key ways to lower the risk of COVID-19 being contracted or spread at your workplace.

The risk of COVID-19 should be treated in the same way as any other workplace hazard – by applying a risk management approach.

In consultation with your workers, including volunteers, and their health and safety representatives (HSRs), if any, you will need to assess the likelihood and degree of harm people may experience if exposed to COVID-19 and then implement the most effective control measures that are reasonably practicable to manage the risk. The control measures you implement should include outcomes that support physical distancing and operate alongside measures encouraging good hygiene amongst workers and others, as well as regular and thorough cleaning of the workplace.

To meet your WHS duties you should be continually monitoring and reviewing the risks to the health and safety of workers and others, as well as the effectiveness of control measures put in place to eliminate or minimise these risks. You must also assess any new or changed risks arising from COVID-19, for example customer aggression, high work demand or working in isolation.

Further guidance on the risk management process is available in the Code of Practice: How to manage work health and safety risks.

You must also comply with any physical distancing measures issued under public health orders or directions in your state or territory. Each state and territory has directions that reflect local circumstances. For more information about physical distancing requirements, go to your relevant state or territory government website. You can also go to our public health directions and COVIDSafe plans page for links to government health directions.

How do the public health orders or directions in my state or territory interact with my WHS duty?

You must comply with your state or territory’s public health orders or directions that apply to your business.

Your WHS duty is to do all that you reasonably can to manage the risks of a person contracting and/or spreading COVID-19 in your workplace. Depending on the circumstances, you may need to implement control measures in order to meet your WHS duty that go beyond the minimum requirements stated in public health orders or directions or advised by public health authorities. For example, public health orders or directions may state you can have up to 10 customers in your shop at any one time. However, in undertaking your risk assessment you may determine that due to the layout of the workplace and your work processes, having 10 customers in the store would not allow effective physical distancing. Instead, limiting your store to 8 customers at a time would ensure everyone can maintain a physical distance of at least 1.5 metres from each other.

Your WHS duties apply even when there are no public health orders or directions.

How do I determine if physical distancing is a reasonably practicable control to implement to minimise the risk of COVID 19 spreading in my workplace?

You will need to undertake a risk assessment to determine if physical distancing measures will be reasonably practicable in your workplace.

A risk assessment is part of the risk management process which involves identifying where the risk arises in your workplace, assessing the risks (including the likelihood of them happening), controlling the risks and reviewing these controls regularly. These steps remain the same whether you are conducting a risk assessment in relation to work health and safety generally, or specifically in relation to COVID-19.

To determine the most effective physical distancing measures you will need to:

identify all activities or situations where people in your workplace may be in close proximity to each other,
assess the level of risk that people in these activities or situations may contract and/or spread COVID-19 in your workplace, and
determine what control measures are reasonably practicable to implement based on the assessed level of risk.

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

See also our information on key considerations for undertaking a risk assessment – COVID-19.

What physical distancing measures can be implemented in my workplace?

Below are some ways that you can support physical distancing in your workplace.

Certain activities may not be permissible or there may be specific requirements in your state or territory at this time. For more information about physical distancing requirements, go to your relevant state or territory government website. You can also go to our public health orders and directions and COVIDSafe plans page for links to government health directions. The Fair Work Ombudsman also has information on COVID-19 and Australian workplace laws.

Remember, you must do all that is reasonably practicable to manage the risk of people contracting and/or spreading COVID-19. See also our guidance on determining what is reasonably practicable for more information.

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

Worker interactions and work tasks

Check the physical distancing requirements on your relevant state or territory government website.
If your jurisdiction requires businesses to limit the number of people in an enclosed area:
- calculate the area of the enclosed space (length multiplied by width in metres) and divide by the number of square metres allowed/recommended per person (for example, 2 or 4 square metres, depending on the advice or directions from your state or territory). This will provide you with the maximum number of people you should have in the space at any one time.
- where the nature of work means you are not able to comply with these requirements, you need to implement other measures to prevent the spread of COVID-19.
You can also limit the number of workers in your workplace by:
- facilitating working from home, where you can
- reducing the number of tasks to be completed each day, where possible
- postponing non-essential work, and
- splitting workers’ shifts to reduce the number of workers onsite at any given time. Schedule time between shifts so that there is no overlap of staff arriving at and leaving the workplace or have different entrances and exits to avoid interaction.
Direct workers to keep at least 1.5 metres of distance between them in accordance with general health advice. To achieve the best outcomes for physical distancing:
- put signs around the workplace and create wall or floor markings to identify 1.5 metres distance. Your staff could wear a badge as a visual reminder to themselves and each other of physical distancing requirements
- limit physical interactions between workers, workers and clients, and workers and other persons at the site – for example, by using contactless deliveries and limiting non-essential visitors, and
- require workers to use other methods such as mobile phone or radio to communicate rather than face to face interaction.
Where it is practical and safe to do so, review tasks and processes that usually require close interaction and identify ways to modify these to increase physical distancing between workers. You should also consider the effectiveness of other controls, including masks and other PPE. Where not possible, you can also reduce the amount of time workers spend working closely together. See below for further information where workers are performing tasks in close proximity, including vehicle use.

Layout of the workplace

You may need to redesign the layout of the workplace and your workflows to enable workers to keep at least 1.5 metres apart to continue performing their duties. This can be achieved by, where possible:
- restricting workers and others to certain pathways or areas, and
- spreading out furniture or plant to increase distancing (spreading out furniture or plant may also help to increase airflow by allowing for cross ventilation).
Consider floor and/or wall markings and signage to identify 1.5 metres distancing requirements.
Determine occupancy limits for the type of building and building standards, as well as any state or territory orders or directions regarding density limits.

If changing the physical layout of the workplace, your layout must allow for workers to enter, exit and move about the workplace both under normal working conditions and in an emergency without risks to their health and safety.

Staff gatherings and training

Consider postponing or cancelling non-essential gatherings, meetings or training at times when community transmission is high.
If gatherings, meetings or training are essential:
- use non-face-to-face options to conduct – for example electronic communication such as tele and video conferencing
- if a non-face-to-face option is not possible, ensure face-to-face time is limited, that is make sure the gathering, meeting, or training goes for no longer than it needs to
- hold the gathering, meeting or training in spaces that enable workers to keep at least 1.5 metres apart and to comply with the density requirements specified in your jurisdiction – for example, outdoors or in large conference rooms
- limit the number of attendees in a gathering, meeting or training. This may require, for example, multiple training sessions to be held, and
- ensure adequate ventilation if held indoors.

Workplace facilities

Reduce the number of workers utilising common areas at a given time – for example, by staggering meal breaks and start times.
Spread out furniture in common areas. If changing the physical layout of the workplace, you must ensure the layout allows for workers to enter, exit and move about the workplace both under normal working conditions and in an emergency without risks to their health and safety so far as is reasonably practicable.
Place signage and posters about physical distancing around the workplace. Our website has links to a range of posters and resources to help remind workers and others of the risks of COVID-19 and the measures that are necessary to stop its spread. These posters can be placed around the workplace and in client-facing work environments (for example workplace entrances). Consideration needs to be given to how to communicate with workers and others for who English is not their first language.
Consider providing separate amenities, such as kitchens, bathrooms, for workers and others in the workplace – for example separate bathroom facilities for workers and visitors/clients.

Lifts

Even if workers and others only spend a short amount of time in a lift each day, there is still a risk of exposure to COVID-19 that you must eliminate or minimise so far as reasonably practicable. Further information on the meaning of reasonably practicable can be found on our website.
There is no specific limit to the number of people allowed in a lift, however you must still ensure, as far as you reasonably can, that people maintain physical distancing in lifts and lift waiting areas and advise workers to wear a mask in the lift.
Remember, you must consult with workers and their health and safety representatives (HSRs), if any, on health and safety matters relating to COVID-19. This includes consulting workers and their representatives on what control measures to put in place to minimise their risk of exposure to COVID-19 in the workplace, including when using lifts.
You must also consult with the building owner/manager and other employers in the building about the control measures to be implemented to address the risk of COVID-19. You may not be able to implement all of the control measures yourself but must work with others to ensure those measures are put in place.

What can I do to manage the risk of COVID-19 transmission in lifts?

Safe use of lifts is best achieved through a combination of measures, determined in consultation with workers, including those that control the number of people needing to use a lift at any one time. This includes:
- reducing the number of workers arriving and leaving buildings and using lifts in peak periods, where possible (for example stagger start and finish times for workers by 10-15 minutes per team or group)
- maintaining working from home arrangements for some staff (where this works for both you and your workers). This could include splitting the workforce into teams with alternating days in the workplace (for example, rotate teams so they are one week in the office and the other week at home), and
- changing lift programming to facilitate more efficient flow of users – for example decrease the time that doors stay open on each floor (where safe to do so) or where there are multiple lifts, assign specific lifts to certain floors based on demand (for example lift A to service floors 1-5, lift B to service floors 6-8 etc).
Where workers and others use lifts, it is still important that they physically distance themselves to the extent possible when waiting for a lift and when in the lift. You must do what you reasonably can to ensure crowding in and around lifts does not occur.
In the lift lobby or waiting area:
- ensure workers and others maintain a physical distance of at least 1.5 metres, to the extent possible
- implement measures at waiting areas for lifts, such as floor markings or queuing systems. Also create specific pathways and movement flows for those exiting the lifts where possible (you may need to consult with your building manager or other employers in the building to ensure this occurs). You could consider engaging someone to monitor compliance with physical distancing measures where appropriate
- place signage around lift waiting areas reminding users to practice physical distancing and good hygiene while waiting for and using lifts, including to wait for another lift if the lift is full
- display an advisory passenger limit for each lift – these limits could be temporarily adjusted up during peak periods where additional demand is unavoidable (subject to it not leading to overcrowding in lifts) to facilitate extra movement of workers and to prevent overcrowding in waiting areas. This may result in fewer persons travelling in a lift at any one time to ensure workers and others maximise physical distance from each other, to the extent possible
Within lifts:
- users of lifts must maintain physical distancing, to the extent possible. Lifts must not be overcrowded, and users should avoid touching other users.
- workers must practice good hygiene in lifts. If they do need to cough or sneeze during a journey they must do so into their arm or a clean tissue.
- place signage in the lift reminding workers and others to practice good hygiene by washing their hands, or where this is not possible, using appropriate hand sanitiser, after exiting the lift, particularly if they touched lift buttons, rails or doors – see also our information on hygiene
- implement regular cleaning of high touchpoints such as lift buttons and railings – see also our information on cleaning.
Staff must not to come into work, including using lifts, if they are unwell or have tested positive for COVID-19.

Other risks

In some cases, depending on the design of a building, stairs may be an option to reduce demand on lifts. If workers and others are to use stairwells or emergency exits as an alternative to using lifts, you must identify and address any new risks that may arise. For example:
- the increased risk of slips, trips and falls particularly if the stairs are narrow and dimly lit
- the risk that arises when opening and closing heavy fire doors, and
- the risk that a person may become trapped in the stairwell.
You must also consider workers’ compensation arrangements and whether your contract of tenancy allows for workers to use stairs, other than in an emergency.
You must also consider how other existing WHS measures will be impacted if you allow workers and others to use stairwells or emergency exits. For example
- does increased use of emergency exits and stairwells impact your emergency plans and procedures? See also our information on emergency plans
- will stairwell usage increase the risk of fire doors being left open?

Deliveries, contractors and visitors attending the workplace

Consider postponing or cancelling non-essential visits to the workplace should be at times when community transmission is high.
Minimise the number of workers attending to deliveries and contractors as much as possible.
Delivery drivers and other contractors who need to attend the workplace, to provide maintenance or repair services or perform other essential activities, should be given clear instructions of your requirements while they are on site.
Ensure handwashing facilities, or if not possible, alcohol-based hand sanitiser, is readily available for workers after physically handling deliveries.
Direct visiting delivery drivers and contractors to remain in vehicles and use contactless methods such as mobile phones to communicate with your workers wherever possible.
Direct visiting delivery drivers and contractors to use alcohol-based hand sanitiser before handling products being delivered.
Use, and ask delivery drivers and contractors to use, electronic paperwork where possible, to minimise physical interaction. Where possible, set up alternatives to requiring signatures. For instance, see whether a confirmation email or a photo of the loaded or unloaded goods can be accepted as proof of delivery or collection (as applicable). If a pen or other utensil is required for signature you can ask that the pen or utensil is cleaned or sanitised before use. For pens, you may wish to use your own.

On-going review and monitoring

If physical distancing measures introduce new health and safety risks (for example because they impact communication or mean that less people are doing a task), you need to manage those risks too.
Put processes in place to regularly monitor and review the implementation of physical distancing measures to ensure they are being followed and remain effective

My workers need to travel in a vehicle together for work purposes. How do they practice physical distancing?

Ideally, numbers should be limited to one person per vehicle trip where possible. If that is not possible, the number of people in a vehicle per trip need to be minimised.

When minimising numbers, employers need to consider:

the size of the vehicle, the number of rows of seats, and how distances can be maximised in the space (for example, the driver with a passenger sitting in the back)
the duration of the trip
the additional control measures in this guidance.

These measures may mean:

more of your vehicles are on the road at one time
more workers are driving and for longer periods than usual (if driving by themselves).

Because of this, you should review your procedures and policies for vehicle maintenance and driver safety to ensure they are effective and address all possible WHS risks that arise when workers drive for work purposes.

If workers are required to travel together for work purposes, air conditioning should be set to external airflow rather than to recirculation or windows should be opened for the duration of the trip.

You must also clean vehicles more frequently, no matter the length of the trip, but at least following each use by workers. For more information, go to Cleaning to prevent the spread of COVID-19.

PPE

Here are some ideas to help you get started thinking about what you can reasonably do to keep people safe at your workplace.

For more WHS information and resources for small business, go to the COVID-19 Small business hub.

You can also go to our Public health directions and COVIDSafe plans page for links to enforceable government directions.

You will need to review this assessment from time to time.

Further, the use of masks is only one control measure for COVID-19 that may be required under the model Work Health and Safety (WHS) laws for your workplace. You must continue to implement all other reasonably practicable control measures in your workplace such as encouraging vaccination, physical distancing and good hygiene to minimise the risks from COVID-19. Further information on other control measures is provided on this page.

This guidance does not change, remove or reduce any existing rights or obligations under the model WHS laws.

Employers have a duty under the model Work Health and Safety (WHS) laws to eliminate risks, or if that is not reasonably practicable, minimise the risks of COVID-19 in the workplace so far as is reasonably practicable. The hierarchy of control measures, ranked from the highest level of protection and reliability to the lowest level of protection, is one way to eliminate and minimise the risks of COVID-19. In the hierarchy of control measures, PPE are a low-level control measure as they rely on human behaviour and supervision to ensure they are appropriately worn and used to help minimise the risks of COVID-19 in the workplace.

This information will assist you to assess whether using PPE is a reasonably practicable control measure to manage the risks of COVID-19 at your workplace.

PPE refers to anything used or worn to minimise risk to worker health and safety. Common types of PPE that can be used to protect against COVID-19 include:

masks
gloves
eye protection (e.g. goggles, safety glasses and face shields), and
screens.

The type of PPE will depend on your type of workplace and the outcomes of your consultation with workers and your risk assessment. If PPE has been identified as a reasonably practicable control measure in your workplace, this must be provided at no cost to your workers.

PPE can be a critical part of protecting workers against COVID-19, including when new COVID 19 variants emerge. However, even if your workers use PPE, to ensure you meet your duties under the model WHS laws and to minimise the risks of COVID-19 in your workplace, you must continue to implement all other reasonably practicable COVID-19 control measures such as:

encouraging or ensuring up to date vaccination, where applicable,
ensuring your workers do not come to work when unwell,
improving air quality,
practising physical distancing and adhering to density limits (check occupancy limits for the type of building and building standards),
relocating work tasks to different areas of the workplace, off-site or supporting workers to work from home,
practising good hygiene,
increasing cleaning and maintenance,
staggering your workers’ start, finish and break times, and
reducing the number of situations where workers come into close contact, for example in lunchrooms and other shared spaces.

NOTE: This guidance is not intended to cover use of PPE in quarantine, health care, aged care and the disability sectors. More information about using PPE in these sectors can be found on the Australian Government Department of Health, Infection Control Expert Group and Australian Commission on Safety and Quality in Health Care websites.

Risk Assessment

Under the model WHS laws, employers have a duty to manage the health and safety risks of COVID-19, so far as reasonably practicable, in the workplace. You should always aim to eliminate risks. If you can’t eliminate the risks of COVID-19, you must minimise the risks so far is risk assessment. This requires a risk assessment to identify what type of reasonably practicable COVID-19 control measures, including PPE, are needed to protect workers from exposure to the COVID-19 virus.

The use of PPE in the workplace to manage the risks of COVID-19 may not be the same for all businesses and depends on a range of factors, including whether public health directions apply (e.g. use of masks), the type of business, the level of customer interaction, the level of community transmission of the virus in the geographic area, business layout (including ability to physical distance) and worker demographics (e.g. people at higher risk of COVID-19 illness).

You must consult with workers and any Health and Safety Representatives when identifying the risks and when proposing the use of PPE as a control measure. Remember that prolonged use of PPE (e.g. masks, gloves, and eye protection) may cause physical discomfort, heat-related illnesses and psychological risks that should be considered in your risk assessment and consultation with workers.

More information about controlling the risk of heat-related illnesses can be found in Safe Work Australia’s guide on Managing the risks of working in heat.

A risk assessment will assist you to:

identify which workers are at risk of COVID-19,
determine what sources and processes are causing the risks of COVID-19,
identify the control measures that are required to minimise the risks of COVID-19, which may include PPE, and
check the effectiveness of your control measures.

For PPE to be an effective control measure, it must be selected based upon the:

risk of worker exposure to COVID-19, and is used to minimise risk to the health and safety of the worker,
suitability for the nature of the work and any hazards associated with the work, including whether it is reasonably comfortable, properly fitted and regularly refitted for the workers wearing it,
worn consistently and regularly inspected, maintained and replaced as necessary, and
properly removed, cleaned and stored or disposed of, to avoid contaminating the worker, others and the workplace environment.

You must review your workplace risk assessment and control measures periodically, including when new COVID-19 variants emerge and/or as your workplace situation changes, to ensure their ongoing appropriateness and effectiveness taking into account the latest advice from your state or territory health department and Australian Health Protection Principal Committee.

Even if certain types of PPE are no longer required under public health directions (e.g. use of masks), you still have a duty to review the risks and implement all control measures that are required to ensure the risks of COVID-19 in your workplace are minimised so far as is reasonably practicable. This may mean you continue to use PPE, such as masks, in your workplace to minimise the risks of COVID-19.

More information is available about how to prepare a risk assessment on the Safe Work Australia website.

Masks

Surgical and P2/N95 respirator masks for medical use are regulated by the Therapeutic Goods Administration. See the Australian Register of Therapeutic Goods to check if your surgical or P2/N95 respirator mask is registered for medical use.
P2/N95 masks intended for non-medical purposes, such as in construction and other industrial workplace settings, are not medical grade and are not regulated by the Therapeutic Goods Administration.

More information

Additional guidance about the different types of masks and how to use them is on the Safe Work Australia website.

Gloves

The use of gloves is generally not required for most workplaces and should not be a substitute for frequent hand washing.

While gloves (such as single use or reusable) should still be used for some practices (e.g. food handling, cleaning, gardening and trades), frequently cleaning your hands with alcohol-based hand sanitiser or washing your hands with soap and water for 20 seconds will prevent the spread of COVID-19. If gloves are used, good hand hygiene (cleaning with alcohol-based hand sanitiser or washing your hands) should be performed before putting on and after removing gloves.

Single use gloves should not be re-used, and reusable gloves should not be shared between workers. Gloves should be changed frequently throughout the day, as they can become contaminated and pose a risk of spreading the COVID-19 virus, putting workers and others at risk. When a person wears gloves, they may touch surfaces contaminated with the COVID-19 virus which can be transferred to other objects and surfaces or their face.

Importantly, not all gloves are appropriate for every workplace setting. Non-medical grade gloves (including include gloves made of poly-vinyl chloride, latex, nitrile or neoprene) can provide protection against exposure to biological hazards. These gloves can be purchased from pharmacies, supermarkets, and suppliers and manufacturers (including online) of safety or scientific equipment.

Allergies and skin sensitivities

Some people may have an allergy to latex. People with an allergy to latex usually develop symptoms within minutes of exposure to latex; but can also occurs hours later. Mild symptoms involve skin redness, rash, hives, or itching; more severe reactions may involve respiratory symptoms such as runny nose, sneezing, itchy eyes, scratchy throat, and asthma (difficult breathing, coughing spells, and wheezing); and rarely, shock may occur although a life-threatening reaction is seldom the first sign of latex allergy.

Workplaces should consider providing latex free options to eliminate the risk of latex allergies. If this is not reasonably practicable, consider alternative options such as non-powdered latex gloves to minimise the risk of latex allergies.

Synthetic gloves such as nitrile or neoprene may be a suitable alternative to latex gloves if there are no sensitivity issues to the material. Some wearers may experience contact dermatitis on the skin after wearing nitrile or neoprene gloves. Symptoms may include the skin becoming cracked, red, blistered, thickened, dry or itchy.

Vinyl gloves are another alternative to latex or nitrile gloves. However, vinyl gloves are less durable and can split more easily when worn. They can be worn underneath latex or nitrile gloves, although this may cause other skin irritations from sweating and lack of ventilation inside the glove.

It is important to consult with your workers and any Health and Safety Representatives and identify the risks and benefits of using gloves. You may determine that it is not necessary to require your workers to wear gloves and that good hand hygiene practices (cleaning with alcohol-based hand sanitiser or washing your hands) is a reasonably practicable control measure for your workplace.

How to put on a pair of gloves

If a worker is wearing gloves, either disposable or multi-use, they should be instructed to follow the steps below:

Before putting on a pair of gloves, remove jewellery and clean your hands with alcohol-based hand sanitiser or wash your hands with soap and water for 20 seconds.
Ensure that hands are fully dry before putting on gloves.
Take out a glove from its box.
Touch only the top/wrist edge of the glove and slide your fingers and hand into the glove.
Take out the second glove from its box with the gloved hand.
Touch only the top/wrist edge of the glove and slide your fingers and hand into the glove.
While working on a task, maintain good hygiene by not touching your face and cough or sneezing into your elbow. Monitor what you touch and replace your gloves frequently.
Replace your gloves each time you would wash or sanitise your hands.
After completing a task/activity, think about whether there is a risk that you’ve touched a potentially contaminated surface or object.
Remove, dispose and replace your gloves when necessary.

How to remove a pair of gloves

If you are wearing single use gloves, carefully remove the first glove by gripping at the wrist edge without touching the skin and pull downwards away from the wrist, turning the glove inside out and dispose it in a closed bin.
With the un-gloved, bare hand, slide your fingers into the second glove and peel the glove downwards away from the wrist, turning the glove inside out and dispose it in a closed bin.
dispose them in a closed bin.
If you are wearing reusable gloves, remove, clean and store them according to the manufacturer’s instructions if available or your workplace policy.
After disposing single use gloves or storing reusable gloves, clean your hands with alcohol-based hand sanitiser or wash your hands with soap and water for 20 seconds.

Eye protection

Eye protection, in the form of safety glasses, goggles and face shields, can be used as PPE for protecting against the risks of COVID-19. Eye protection can act as a physical barrier from splashes or sprays of body fluids and aerosol droplets. It may also prevent people from rubbing their eyes or touching their face and spreading the virus from their hands to their face and eyes.

Eye protection will not be required for many workplaces to minimise the risks of COVID-19. However, it may be necessary for workers who have a higher risk of exposure to splashes or sprays of body fluids. For example, workers in health care, aged care, police, security, and quarantine settings.

When eye protection is used, good hand hygiene practices (cleaning with alcohol-based hand sanitiser or washing your hands) should be performed before putting on and after removing eye protection.

Goggles or safety glasses

Goggles or safety glasses must be closely fitted with a wrap-around style and should meet Australian Standards (AS/NZS 1337.1:2010). Prescription glasses, contact lenses, and safety glasses that are not wrap-around, do not provide adequate protection against COVID-19 and should not be used as a control measure.

Table 1 lists some advantages and disadvantages of using goggles and safety glasses as PPE for COVID-19.

Table 1: Advantages and disadvantages of using goggles and safety glasses*

Advantages	Disadvantages
Are durable and reusable when appropriate cleaning procedures are followed.	Wearing them for prolonged periods may increase the risk of skin injuries, particularly if they seal too tightly.
Some types of safety glasses have a clear plastic lens with fog and scratch resistant treatment.	They do not stop the wearer from touching their mask or face.
Prescription safety glasses may be ordered.	They may not be able to be worn over prescription glasses (depending on style).
They have a flexible frame to easily fit contours of the face.	They may become scratched over time and reduce visibility.
They provide good eye protection by enclosing the eyes.	There is a higher risk of fogging.

* Adapted from the Infection Control Expert Group Guidance on the use of PPE for health care workers in the context of COVID-19

You must also provide appropriate training and instruction to workers who will use them if you decide to use them.

More information

Our cleaning guide provides information on cleaning and disinfecting for PPE, including eye protection.

Face shields

Face shields may be used as an alternative to goggles or safety glasses. A face shield is a clear plastic barrier that covers the face and eyes, extending to the ears on the sides and below the chin.

Face shields can be single use or reusable and are generally recommended for use in health care or aged care settings where additional protection against splashes or sprays of body fluids and aerosol droplets is required. Face shields have gaps to the sides and to the bottom of the face shield that may allow viruses carried in respiratory droplets and aerosols to be released from an infectious person’s mouth and nose.

The Infection Control Expert Group advises that face shields are to be worn with a mask underneath, to protect the person from inhaling the virus and prevent infectious people (if the person is unaware that they are infected) from spreading the COVID-19 virus onto others. They should also have an adjustable band to attach firmly around the head and fit snuggly against the forehead to ensure there is no gap between the wearer’s forehead and the shield’s headpiece.

Table 2 lists some advantages and disadvantages of using face shields as PPE for COVID-19.

Table 2: Advantages and disadvantages of using face shields*

Advantages	Disadvantages
Provides a broad and clear field of view.	Gaps on the sides and underneath the face shield may allow virus-contaminated respiratory droplets and aerosols to reach the eyes (or the nose and mouth if a well-fitted mask is not worn at the same time).
They provide additional protection to the face and mask from splashes or sprays of body fluids and aerosol droplets.	Some face shields do not extend to the sides of head towards the ears. These are not as protective as other forms of eyewear.
The wearer’s eyes can be seen more easily, which may help with communication with others.	Face shields may make communication more difficult by muffling the wearer’s voice, especially when used with a mask.
There is less risk of fogging.
The wearer is less likely to touch their face and mask.

* Adapted from the Infection Control Expert Group Guidance on the use of PPE for health care workers in the context of COVID-19

You must also provide appropriate training and instruction to workers who will use them if you decide to use them.

More information

The Australian Government Department of Health has published a Coronavirus (COVID-19) face shields – a quick guide, which explains how to safely use face shields.

Our cleaning guide provides more information on cleaning and disinfecting for PPE, including eye protection.

Screens

Many businesses have chosen to protect workers by installing screens (also known as sneezes guards), commonly constructed from acrylic.

Screens can be considered at workplaces where workers are in close proximity to each other for long periods or for workers serving customers/patients (e.g. retail stores, supermarkets, pharmacies and doctor’s surgeries).

Screens come in many different sizes and shapes and can be custom made for the workplace. Generally, they have a space cut out to allow for exchange between the worker and a member of the public, with the screen covering the upper half of the body and head.

If you are considering installing a screen you need to ensure that the screen is fit for purpose and provides adequate protection for your workers from droplet spray while allowing them to work safely. You should also consider whether the screen would protect your workers from aerosol transmission and the effects of the screen on ventilation in the workplace.

You must consult with workers and any Health and Safety Representatives to help you identify any work health and safety risks that may affect your workers. Completing a risk assessment will assist you in deciding if and what kind of screen is appropriate as part of your control measures. Be aware that installing a screen or multiple screens around a worker may result in communication difficulties between persons, and limiting or obstructing a worker’s movements which may cause physical discomfort and psychological risks that should be discussed as part of your consultation processes.

You must also provide appropriate training and instruction to workers who will use them if you decide to install them.

Screens should be cleaned and disinfected in the same manner as other frequently handled objects or surfaces. Our cleaning guide provides more information on cleaning and disinfecting, including for specific surfaces.

Do I need to provide PPE for my workers?

After following a risk assessment and consultation with your workers, you determine that PPE is a reasonably practicable control measure to minimise the risks of COVID-19, then you must provide them to your workers.

However, COVID-19 public health directions can be issued by governments for workplaces to wear masks. If so, you must provide masks to your workers. It is important that you keep up to date with the public health directions that apply in your state or territory, and ensure that these are followed at your workplace.

Depending on your workplace (type of work, the workers and others who come into the workplace), PPE could include:

masks
gloves
eye protection (e.g. goggles, safety glasses or face shields).

If your workers are required to wear PPE, you must provide them. You must also provide appropriate training and instruction on how and when to put on, wear, remove, dispose of or clean and maintain (e.g. cloth masks, eye protection and screens) the PPE.

If a worker has been provided training and instruction about using PPE, they must comply with that training and those instructions.

More information about employer’s duties when considering PPE as a control measure and how PPE helps to manage risks, is available on the Safe Work Australia website.

Do I need to consult with my workers about PPE?

You must consult with your workers and any health and safety representatives about the control measures you will put in place to manage the risks of COVID-19, including the use of PPE. Remember that prolonged use of PPE may cause physical discomfort and psychological risks that should be discussed as part of your consultation with workers.

If, after consultation, you determine that your workers require PPE, you must provide them with appropriate information, instruction and training on its use. This includes how to wear PPE safely and correctly, how to store items safely, how to dispose of single use items and how to clean re-usable items.

If available, you should refer to the manufacturer’s instructions provided with the PPE for correct use, storage, maintenance and when to replace the PPE.

The model Code of Practice: Work health and safety consultation, cooperation and coordination provides more information about your general duties to consult with workers.

What else must I do to protect workers?

encouraging or ensuring up to date vaccination, where applicable,
ensuring your workers do not come to work when unwell,
improving air quality,
practising physical distancing and adhering to density limits (check occupancy limits for the type of building and building standards),
relocating work tasks to different areas of the workplace, off-site or supporting workers to work from home,
practising good hygiene,
increasing cleaning and maintenance,
staggering your workers’ start, finish and break times, and
reducing the number of situations where workers come into close contact, for example in lunchrooms and other shared spaces.

How do I handle and dispose of single use PPE?

It is important to be mindful of how you dispose of your PPE. Your PPE may have been contaminated with the COVID-19 virus carried in respiratory droplets and aerosols. When removing and disposing single use PPE, this is when you could accidently infect yourself or others.

When disposing your PPE, you should:
Have a consistent sequence so that this can become routine.
Take your time, don't rush.
Always perform hand hygiene prior to removing any PPE from your face (e.g. masks) and after disposing any PPE.
Ensure your PPE avoids contact with other surfaces when disposing.

Single use PPE can be disposed of with the general waste, preferably into a closed bin containing two bin liners to ensure the waste is double bagged. Double bagging minimises any exposure to the person disposing the waste.

A closed bin is a bin with a fitted lid, preferably one that does not need to be touched to place the PPE inside. A bin with a foot pedal or other hands-free mechanism to open the lid would be appropriate. Where a closed bin is not available, PPE should be placed in a sealed bag before disposal into the bin. The sealed bag and a single bin liner are considered equivalent to double bagging.

It is important to follow good hand hygiene, after removing and disposing of your PPE. Hands should be washed with soap and water for 20 seconds or cleaned with alcohol-based hand sanitiser containing at least 60% ethanol or 70% isopropanol.

If you have a case of COVID-19 in the workplace, your state or territory health authority can provide you with advice on what you need to do. Follow their instructions.

Rapid antigen testing

Here are some ideas to help you get started thinking about what you can reasonably do to keep people safe at your workplace.

For more WHS information and resources for small business, go to the COVID-19 Small business hub.

This page provides information about your obligations under the model WHS laws and how these relate to COVID-19 rapid antigen testing. This information will assist you to assess whether a COVID-19 rapid antigen testing program (RAT program) for your workers, including contractors and labour-hire, is a reasonably practicable control measure to manage the risks of COVID-19 at work.

You will need to review this assessment from time to time.

Further, a RAT program is only one control measure for COVID-19 that may be required under the model Work Health and Safety (WHS) laws for your workplace. You must continue to implement all other reasonably practicable control measures in your workplace such as encouraging vaccination, physical distancing and good hygiene to minimise the risks from COVID-19. Further information on other control measures is provided on this page.

In addition to your obligations under the model WHS laws, you must also comply with any public health orders or directions made by state and territory governments that apply to you and your workplace. This guidance does not affect any obligations you may have regarding rapid antigen testing that apply under public health orders and directions.

This guidance does not change, remove or reduce any existing rights or obligations under the model WHS laws.

Employers have a duty under the model Work Health and Safety (WHS) laws to eliminate, or if that is not reasonably practicable, minimise the risks of COVID-19 at work so far as is reasonably practicable. Employers also have a duty to consult workers (including contractors and labour-hire personnel) and workers’ health and safety representatives, regarding COVID-19 risks and how these risks are to be managed. This includes the introduction of WHS or other workplace policies relating to COVID-19 rapid antigen testing (RAT) of workers and RAT programs.

A RAT program may assist in identifying people who are infectious with COVID-19 and to minimise the risks of COVID 19 at the workplace, however, it is not the only relevant control measure. Even if you determine that a RAT program is reasonably practicable for your workplace, it should not be relied on in isolation. To meet your duties under the model WHS laws and minimise the risks of COVID-19 in your workplace, you must continue to apply all reasonably practicable COVID-19 control measures, such as:

encouraging or ensuring 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,
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,
improving air quality,
practising good hygiene,
increasing cleaning and maintenance,
wearing masks correctly.

How do I determine if a rapid antigen testing program is a reasonably practicable control measure for my workers?

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

undertake a risk assessment for your business
consider the effectiveness of available control measures and how they will help manage the risks of COVID-19, including rapid antigen testing
consult with workers and their health and safety representatives about COVID-19 and relevant control measures, including rapid antigen testing, including providing your workers with relevant information and materials about testing to assist their understanding of the issues. (More information on your consultation obligations is available on the consultation page), and
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).

When determining whether a control measure is reasonably practicable under the model WHS laws, consideration must be given to several factors:

likelihood of risk occurring
degree of harm that might result
what the person conducting the business should reasonably know about the risks and how to minimise them
availability of and suitability of ways to minimise risk, and
after assessing the extent of the risk and the available ways of eliminating or minimising the risk, the costs associated, including whether the cost of implementing a control measure is grossly disproportionate to the risk.

Whether a particular control measure is reasonably practicable, such as a RAT program for your workplace, will depend on the circumstances of your particular workplace and your workers at the time you undertake your risk assessment. Access to a reliable supply of rapid antigen tests approved by the Therapeutic Goods Administration (TGA) will be a relevant consideration when determining if a RAT program is currently a reasonably practicable control measure for your workplace.

You should consider how a rapid antigen testing program might operate in your risk assessment, including whether the testing would occur at the workplace or outside of the workplace.

If you conclude (following a risk assessment undertaken in consultation with your workers and their health and safety representatives) that implementing a rapid antigen testing program is necessary to minimise the risks of COVID-19 at your workplace (and would be reasonably practicable), you again need to consult with your workers and their health and safety representatives about the proposed testing program. You will need to continually review your risk assessment and control measures including when access to and availability of rapid antigen tests changes.

More information on conducting a risk assessment is available on the risk assessment page. You should also note that in some jurisdictions, workplaces are required to develop

COVID-19 safety plans under public health directions and orders. Information on COVID-19 safety plans is available from government agencies in your jurisdiction.

Relevant matters for a RAT program as a control measure for your workplace

When determining whether a RAT program is a reasonably practicable control measure, you should take into account:

Are rapid antigen tests available? If there are no limitations on availability or supply, this may mean it is more likely to be reasonably practicable.
How likely is it that your workers will be exposed to the COVID-19 virus? This includes, for front line workers, considering the extent of community transmission of COVID-19 where your workplace is located and the number of people they will be in contact with which will increase likelihood of your workers contracting the virus. If community transmission is high, the risk to those workers is higher than for places of low community transmission. This may mean implementing a RAT program is more likely to be reasonably practicable.
Do your workers work with people who would be vulnerable to severe disease if they contract COVID-19? If yes, this may mean you should implement control measures to reduce the likelihood of your workers exposing vulnerable persons to infection, such as by using a RAT program.
What is the likelihood that COVID-19 could spread in the workplace? For example, some work tasks may require your workers to work in close proximity to each other, to your customers or members of the public. If it is high, this may mean that you should implement control measures to reduce the likelihood of those workers either catching the virus from others, or transmitting the virus to others, such as by using a RAT program. For further information on testing in communities with high prevalence of COVID-19 see the Australian Health Protection Principal Committee statement on rapid antigen testing for current high community prevalence environment.
What RAT tests will you use? How accurate are they in detecting COVID-19 in asymptomatic workers? How likely are false positive results in workers without COVID-19? Currently, there is variability in the performance of different RATs. The Public Health Laboratory Network and Communicable Diseases Network Australia joint statement on SARS-CoV-2 rapid antigen tests provides more information on test performance and limitations.
Would a requirement to be tested at the workplace be unlawful in the circumstances? If yes, the model WHS laws would not require you to implement a RAT program.
The design of a testing program, which may include:
- who will be tested,
- how often will workers be tested,
- where testing will occur (e.g. at home or at the workplace), and
- processes in place to manage a positive result.

What rapid antigen test kits can be used?

Only rapid antigen tests that are approved by the TGA are permitted for use in Australia. Both ‘point-of-care’ (for use under medical practitioner, health practitioner or paramedic supervision) and ‘self-tests’ (for use without supervision) have been approved by the TGA.

A list of kits approved for self-testing and instructions on how to use the kits is available here. The TGA has also published a fact sheet on self-testing.

The TGA has also developed guidance for businesses considering implementing rapid antigen point-of-care testing in their workplace.

You should follow the manufacturer’s instructions for the specific test kit, record the results and follow state and territory public health orders or directions in relation to reporting results.

If a worker tests positive, you must respect their privacy and not reveal their personal details to others. For more information on privacy, go to the Office of the Australian Information Commissioner website.

The Public Health Laboratory Network and Communicable Diseases Network Australia joint statement on SARS-CoV-2 rapid antigen tests provides general public health advice on implementing a RAT program and on principles for use and potential limitations of a RAT program.

Can I require my workers to purchase their own rapid antigen tests?

No. As an employer you have a duty under the model WHS laws to eliminate, or if that is not reasonably practicable, minimise the risks of COVID-19 at work so far as is reasonably practicable.

If you determine (after consultation) that rapid antigen testing of your workforce is required, then you must provide the TGA-approved tests at no cost to workers.

Can I require customers and visitors to prove they have been tested for COVID-19 before entering my workplace?

Customers and visitors at the workplace can transmit the COVID-19 virus to your workers and other customers, and controls should be put in place to protect both workers and customers.

It is unlikely that it would be reasonably practicable under the WHS laws for you to require customers or visitors to be tested or to ask them for proof of a negative test as a condition of entry. However, state and territory public health orders or directions may require you to check for confirmation of a negative test as a condition of entry for example in high-risk settings, such as aged care.

If you want customers and visitors to be tested as a condition of entry to your premises and this is not covered by a public health order or direction, you should seek legal advice before you take any action as there may be privacy and discrimination issues that apply.

For more information on privacy, go to the Office of the Australian Information Commissioner website. For more information on anti-discrimination laws, go to the Australian Human Rights Commission website.

Additional resources

Coronavirus (COVID-19) – Testing Framework for COVID-19 in Australia
Public Health Laboratory Network and Communicable Diseases Network of Australia Joint statement on SARS-CoV-2 rapid antigen tests
Public Health Laboratory Network guidance on laboratory testing for SARS-CoV-2 (the virus that causes COVID-19)
Information on COVID-19 and Australian workplace laws is available from the Fair Work Ombudsman website: Fair Work Ombudsman - Coronavirus and Australian workplace laws

Resources and support

Here are some ideas to help you get started thinking about what you can reasonably do to keep people safe at your workplace.

For more WHS information and resources for small business, go to the COVID-19 Small business hub.

You can also go to our Public health directions and COVIDSafe plans page for links to enforceable government directions.

Australia.gov.au has the latest information from the Australian Government.

Business.gov.au provides general COVID-19 information and support for businesses.

Support for sole traders provides information on assistance sole traders affected by the coronavirus may be eligible for.

My Business Health provides help to small business owners and sole traders, including mental health support.

Ahead for business provides help for small business owners and those that support them.

Australian Taxation Office support for businesses and employers, including information on JobKeeper payment, boosting cash flow, backing business investment.

Wage subsidy for apprentices and trainees has information and registration for the Australian Government’s small business wage subsidy to retain apprentices and trainees.

Loan repayment deferrals has information about deferral of loan repayments for small businesses affected by COVID-19.

Coronavirus SME Guarantee Scheme has information on the Government’s guarantee scheme.

Download the Australian Government Coronavirus app (Apple App Store, Google Play). 

Fair Work Ombudsman

Other useful resources

Mental health support services

WHS regulator and workers’ compensation authority contacts

General state and territory COVID-19 information

Risk assessment

Here are some ideas to help you get started thinking about what you can reasonably do to keep people safe at your workplace.

For more WHS information and resources for small business, go to the COVID-19 Small business hub.

Watch our video for information on assessing and managing risks from COVID-19 in your small business.

Watch on YouTube Download Transcript

You can also go to our Public health directions and COVIDSafe plans page for links to enforceable government directions.

Risk management is a proactive process that helps you respond to change and facilitate continuous improvement in your business. It should be planned, systematic and cover all reasonably foreseeable hazards and associated risks.

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:

how severe a risk is
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 customers/clients to COVID-19 is a foreseeable risk that must be assessed and managed in the context of your operating environment.

A risk assessment will assist to:

identify which workers are at risk of exposure
determine what sources and processes are causing the risk
identify if and what kind of control measures should be implemented, and
check the effectiveness of existing control measures.

A risk assessment can be undertaken with varying degrees of detail depending on the type of hazard and the information, data and resources that you have available. It can be as simple as a discussion with your workers or involve specific risk analysis tools and techniques developed for specific risks or recommended by safety professionals. For some complex situations, expert or specialist advice may be useful when conducting a risk assessment.

When should I do a risk assessment?

Managing work health and safety risks is an ongoing process that needs attention over time, but particularly when any changes affect your work activities.

All currently operating businesses must assess the risks associated with exposure to COVID-19 and implement control measures to manage those risks. They must also assess any other new or changed risks arising from COVID-19, for example, customer aggression, high work demand or working in isolation.

You must also undertake a risk assessment with response to risks to any vulnerable workers working in your business. Risk needs to be assessed and mitigated with consideration of the characteristics of the worker, the workplace and the work. This includes ensuring vulnerable people are redeployed to roles that don’t involve physical contact with customers, where possible. Where risk cannot be appropriately mitigated, employers and workers should consider alternate arrangements to accommodate a workplace absence. For more, go the Vulnerable workers information.

Other examples of when businesses must undertake a risk assessment with respect to COVID-19, include where a business:

changes work practices, procedures or the work environment
recommences operations following a shut down
increases operations following a period of reduced operations
introduces workers back into the workplace following the cessation of working from home or stand-down arrangements
is responding to workplace incidents (e.g. where a worker has tested positive to COVID-19)
is responding to concerns raised by workers, health and safety representatives, or others at the workplace

Risk assessments should be reviewed periodically as the operating environment changes (for example, in response to changes in COVID-19 cases or changes to public health orders) or when new information on workplace risks becomes available. This should include the periodic review of control measures implemented to ensure their ongoing appropriateness and effectiveness based on the latest information.

How do I do a risk assessment?

The model Code of Practice: How to manage work health and safety risks provides practical guidance about how to manage WHS risks through a risk assessment process. See also our information on key considerations for businesses to take into account when assessing the risks associated with COVID-19, as well as an example risk register.

A safe and healthy workplace does not happen by chance or guesswork. You have to think about what could go wrong at your workplace and what the consequences could be. Then you must do whatever you can (in other words, whatever is ‘reasonably practicable’) to eliminate or minimise health and safety risks arising from your business or undertaking.

This process is known as risk management and involves the four steps (see Figure 1 below):

Identify hazards—find out what could cause harm.
Assess risks, if necessary—understand the nature of the harm that could be caused by the hazard, how serious the harm could be and the likelihood of it happening. This step may not be necessary if you are dealing with a known risk with known controls.
Control risks – implement the most effective control measure that is reasonably practicable in the circumstances and ensure it remains effective over time.
Review hazards and control measures to ensure they are working as planned.

This process will be implemented in different ways depending on the size and nature of your business. Larger businesses and those in sectors where workers are exposed to more or higher risks are likely to need more complex, sophisticated risk management processes.

Consultation with workers and their health and safety representatives is required at each step of the risk management process. By drawing on the experience, knowledge and ideas of your workers, you are more likely to identify all hazards and choose effective control measures.

Where do I go to find information about risks and control measures?

General risks - Safe Work Australia’s website has information on known risks for some industries and activities. Your industry association, jurisdictional WHS regulator and health department are also good sources of information.

Business specific risks - You and your workers know your business better than anyone. Working in consultation with your workers you can identify risks specific to your business and ways these can be addressed. If you need help with this you can call your WHS regulator for advice. For example, the Italian deli owner who knows they have a queue for their specialty bread every Saturday morning could allow customers to call ahead and have a loaf put aside for them to avoid the early morning queue.

The unexpected - Some risks you might not be able to predict but you can pick them up by monitoring the work environment and checking in with your workers. For example, the local café offering home delivery during COVID-19 might suddenly find the demand is much higher than before but keeping up with this demand gives the chef a sore back. The café in consultation with their staff might put in anti-fatigue mats or re-task staff who used to wait tables to assist the chef.

How do I know what is ‘reasonably practicable’?

Deciding what is reasonably practicable to protect workers or other persons from harm requires taking into account and weighing up all relevant matters, including (but not limited to):

Likelihood of the hazard or risk occurring – the greater the likelihood of a risk occurring, the greater the significance of this factor when weighing up all matters and determining what is reasonably practicable
Degree of harm that might result from the hazard or risk – the greater the degree of harm that might result from the hazard, the more significant this factor will be when weighing up all matters to determine what is reasonably practicable. Where the degree of harm that might result from the risk or hazard is high, a control measure may be reasonably practicable even if the likelihood of the hazard or risk occurring is low.
Knowledge about the hazard or risk, and ways of minimising or eliminating the risk – this must take into account what the duty holder actually knows and what a reasonable person in the duty holder’s position would reasonably be expected to know
Availability and suitability of ways to eliminate or minimise the risk – requires consideration of what is available and suitable for the elimination or minimisation of risk, and
Costs associated with the available ways of eliminating or minimising the risk - after assessing the extent of the risk and the available ways of eliminating or minimising the risk, consideration can be given to whether the cost of implementing a control measure is grossly disproportionate to the risk.

The highest level of protection that is reasonably practicable in the circumstances should be provided to eliminate or minimise the hazard or risk.

What do the ‘costs’ associated with eliminating or minimising a risk include?

The costs of implementing a particular control measure may include (but are not limited to) matters such as:

costs of purchase, installation, maintenance and operation of the control measure
any impact on productivity as a result of the introduction of the control measure, such as reductions in output and or increases in work hours.

When considering costs you should also take account of any savings that may result from reductions in incidents, injuries, illnesses and staff turnover, as well as improvements in staff productivity.

How do I determine whether the costs of eliminating or minimising a particular risk are ‘reasonably practicable’?

To determine whether expenditure to eliminate or minimise a risk is ‘reasonably practicable’ in the circumstances, you must consider:

the likelihood and degree of harm of the hazard or risk,
the reduction in the likelihood and/or degree of harm that will result if the control measure is adopted, and
the available ways of eliminating or minimising the risk.

The more likely the hazard or risk, or the greater the harm that may result from it, the less weight should be given to the costs of eliminating the hazard or risk.

Where there are several options for eliminating or minimising a risk and they would achieve the same level or reduction in the likelihood or degree of harm, a duty holder may choose to apply one or more of the less costly options. However, choosing a low-cost option that provides less protection, simply because it is cheaper, is unlikely to be considered ‘reasonably practicable’.

Importantly, the question of what is reasonably practicable in a particular circumstance is determined objectively, not by reference to your capacity to pay or other individual circumstances.

If you cannot afford to implement a control measure that, based on the risk assessment and weighing up of the factors listed above, is necessary to eliminate or minimise the risk, you should not engage in the activity that gives rise to that risk.

How do I know if the costs of eliminating or minimising a risk are ‘grossly disproportionate’?

To determine whether the costs of eliminating or minimising a risk are ‘grossly disproportionate’ you must balance the likelihood of the risk occurring and degree of harm that might result, with the cost of the control measure.

It may not be necessary to implement costly control measures to eliminate or minimise a risk that has a low likelihood of occurring and would cause minor harm. However, it may be reasonable to apply less expensive controls to further lower the likelihood of the risk.

What do I do if I find the costs associated with eliminating or minimising a risk are ‘grossly disproportionate’?

Where the cost of implementing control measures is grossly disproportionate to the risk, implementation may not be reasonably practicable and is therefore not required. The duty holder must then use a less expensive way to minimise the likelihood or degree of harm.

Resources

Checklist – Key considerations when undertaking a COVID-19 risk assessment
Template and Example COVID-19 risk register
Workplace checklist - What can I do to keep my workers safe at the workplace and limit the spread of COVID-19?

Training

Here are some ideas to help you get started thinking about what you can reasonably do to keep people safe at your workplace.

For more WHS information and resources for small business, go to the COVID-19 Small business hub.

You can also go to our Public health directions and COVIDSafe plans page for links to enforceable government directions.

The model WHS laws include requirements for workers to complete specified training and assessment before they can undertake certain work or roles, including:

First aid training
Health and Safety Representative (HSR) training
Construction Induction training (i.e. White Card)
High Risk Work training and assessment
Asbestos Assessment or Removal training, and
WHS entry Permit Holder training.

The COVID-19 pandemic is significantly impacting the ability of Registered Training Organisations (RTOs) to deliver face-to-face training. Although WHS laws do not specify how training must be delivered, in practice, most WHS regulators require training be delivered ‘face-to-face’.

To address training impacted by the COVID-19 pandemic, WHS regulators have agreed national guidance on WHS training and assessment, including delivery methods.

Changes in training delivery methods have been agreed for First Aid training, HSR training and Construction Induction (White Card) training.

No changes have been made to High Risk Work training and assessment, Asbestos Assessment or Removal training and WHS Entry Permit Holder training. Training and assessment must still be completed face-to-face, acknowledging this may not be possible during the COVID-19 pandemic.

How can training be delivered?

Changes in training delivery methods have been agreed for First Aid training, HSR training and Construction Induction (White Card) training.

First aid training

No compliance action will be taken by WHS regulators in relation to the first aid training requirements in regulation 42 of the model WHS Regulations where first aid training is not available because of COVID-19.

The Australian Industry Skills Council has also released guidance on the delivery of first aid training.

Health and Safety Representative (HSR) training

HSR training may be delivered via Connected real-time delivery.

Construction Induction (White Card) training

White Card training may be delivered via Connected real-time delivery. Tasmania will continue to allow online delivery of White Card training. In Western Australia (WA), Registered Training Organisations (RTOs) are required to deliver White Card training consistent with the Standards for Registered Training Organisations 2015 (Standards). During the COVID-19 pandemic, provided RTOs deliver White Card training to candidates located in WA in accordance with the Standards, there is no need to apply to WorkSafe WA in relation to connected real-time delivery.

RTOs may be required to apply for and obtain WHS regulator approval to deliver training via the connected real-time delivery method. Guidance for RTO proposals for connected real-time delivery can be found in fact sheet General Construction Induction (White card) Training – Guidance for RTO proposals for connected real-time delivery.

What is “connected real-time delivery”?

Live video streaming/conferencing using platforms such as Zoom, Skype, Teams
Involves real-time interaction between learner and trainer
Provides for active participation of learners and trainers
Verification of learner Evidence of Identity (EOI) can be done one-on-one (or face to face) via video conference
Direct observation or verbal assessment can be undertaken for all assessment components.

Are there limitations on delivery of connected real-time training?

Training must involve real-time interactions between the learner and trainer and must include one-on-one (or face-to-face) training and assessment interaction. The training must not:

be delivered entirely via an online learning management system through portals
include a pre-training requirement
include self-paced learning
include pre-recorded trainer videos or teaching course content including educational videos showing workplaces (e.g. construction sites).

What about delivery methods for the remaining training and assessment?

There will be no change to the delivery method for the following:

High Risk Work training and assessment,
Asbestos assessment or removal training, and
WHS entry permit holder training.

Training and assessment for these courses must be completed face-to-face, which may not be possible during the COVID-19 pandemic.

Will all WHS regulators follow the agreed positions on training delivery methods?

The Commonwealth, state and territory WHS regulators are responsible for enforcing compliance with WHS training and assessment in their own jurisdiction.

Although national positions on the delivery of WHS training have been reached, some minor administrative variations may still exist between WHS regulators. You should contact your WHS regulator if you have any questions regarding the delivery of WHS training and assessment. If your business operates in more than one jurisdiction, you may need to contact more than one WHS regulator.

Find contact details for the WHS regulators.

Is it possible agreed training delivery methods may be revisited or change?

Yes. WHS regulators will continue to consult and adapt to changing circumstances based on Government directives and Health advice.

Transitioning back to usual workplaces

Here are some ideas to help you get started thinking about what you can reasonably do to keep people safe at your workplace.

For more WHS information and resources for small business, go to the COVID-19 Small business hub.

You can also go to our Public health directions and COVIDSafe plans page for links to enforceable government directions.

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:

How long it has been since the premises was last occupied and cleaned. More frequent cleaning will be required once workers return.
The frequency of cleaning that has taken place prior to workers returning. For further information, you can refer to our:
- About COVID-19 page
- Cleaning page
- Guidance on How to clean and disinfect your workplace
- Cleaning checklist

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

COVID-19 Industry information, including:
COVID-19 Information for Workplaces
COVID-19 guidance on Heating, Ventilation and Air Conditioning (HVAC) Systems)
COVID-19 guidance on Incident notification
COVID-19 Signage and posters
COVID-19 - Workplace Checklists
Infographic – What to do if a worker has COVID-19
COVID-19 risk assessments – key considerations when assessing the risks associated with COVID-19 and example risk register
Model Code of Practice: How to manage work health and safety risks
Model Code of Practice: Work health and safety consultation, cooperation and coordination
Mental health resources
Safe Work Australia - COVID-19 guidance on Mental health
You can contact the Beyond Blue coronavirus mental wellbeing support service on 1800 512 348 or the beyondblue website
Department of Social Services - Family and mental health support
Heads Up – Healthy workplaces support
Lifeline
Smiling Mind – Supporting yourself and others through Coronavirus
Safe Work Australia - Psychological health

Vaccination

Here are some ideas to help you get started thinking about what you can reasonably do to keep people safe at your workplace.

For more WHS information and resources for small business, go to the COVID-19 Small business hub.

This page provides information about your obligations under the model WHS laws and how these relate to COVID-19 vaccines.

As an employer you have a duty under the model WHS laws to eliminate, or if that is not reasonably practicable, minimise the risks of COVID-19 in the workplace so far as is reasonably practicable. Employers also have a duty to consult workers regarding COVID-19 risks and how these risks are to be managed. This includes the introduction of workplace policies relating to vaccination. This information will assist you to assess whether a COVID-19 vaccine is a reasonably practicable control measure to manage the risks of COVID-19 in your workplace.

You must also comply with any public health orders or directions made by state and territory governments that apply to you and your workplace, including those mandating vaccination of particular workers.

A safe and effective vaccine is an important part of keeping the Australian community safe and healthy. The COVID-19 vaccines, including boosters, available for use in Australia will help protect people by preventing serious health effects of COVID-19 in the person who is vaccinated, if they are infected with the COVID 19 virus. However, a vaccinated person may still unknowingly carry and spread the virus to others around them, including workers and others in their workplace. Because of this, even if your workers are vaccinated, to meet your duties under the model WHS laws and minimise the risks of COVID-19 in your workplace, you must continue to implement all other reasonably practicable COVID-19 control measures such as:

ensuring workers do not come to their usual place of work when unwell,
ensuring workers do not come to their usual place of work if they have tested positive for COVID-19 unless they have been released from isolation by the relevant public health authority,
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 workers’ start, finish and break times,
- reducing the number of situations where workers come into close contact with others, for example in lunchrooms and other shared spaces,
improving air quality,
practising good hygiene,
increasing cleaning and maintenance and
wearing masks.

If you need information on COVID-19 and Australian workplace laws, go to the Fair Work Ombudsman website. The Fair Work Ombudsman has information on a range of matters, including giving directions to employees, leave entitlements and termination of employment.

COVID-19 vaccination program

The Australian Government is committed to providing all Australians with access to free, safe and effective COVID-19 vaccines, including booster doses.

The Australian Technical Advisory Group on Immunisation (ATAGI) guidance on the definition of ‘up-to-date’ vaccination status for COVID-19 and the latest advice on booster doses is available on the ATAGI website.

Information about Australia’s COVID-19 vaccination program is available on the Department of Health and Aged Care website.

State and territory health agencies have issued public health orders or directions that require some workers to be vaccinated (including booster doses). If public health orders or directions apply to your workers, you must follow them. You should stay up to date with the advice of your local government health agency.

Information on public health orders and directions that are in place in different jurisdictions is on the Safe Work Australia public health orders page.

How COVID-19 vaccines work

A person who is vaccinated against COVID-19 is much less likely to suffer serious health effects from the virus if they catch COVID 19.

Safe and effective COVID-19 vaccines are an important part of keeping the Australian community safe. However, a vaccinated person may still unknowingly carry and spread the virus to others around them, including workers and others in their workplace. Because of this, you must continue to implement all reasonably practicable control measures in your workplace, such as:

ensuring your workers do not come to their usual place of work when unwell,
ensuring your workers do not come to their usual place of work if they have tested positive for COVID-19 unless they have been released from isolation by the relevant public health authority,
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 workers’ start, finish and break times,
- reducing the number of situations where workers come into close contact with others, for example in lunchrooms and other shared spaces,
improving air quality,
practising good hygiene,
increasing cleaning and maintenance, and
wearing masks.

The COVID-19 situation is evolving. You must continue to assess the risks and review the control measures to ensure they continue to be effective.

Immunity after vaccination reduces over time. It is important that your workers’ COVID-19 vaccinations are up-to-date. This includes any booster doses recommended by ATAGI.

For more information on how the COVID-19 vaccines work, including the recommended doses and boosters, go to the Department of Health and Aged Care website.

Vaccination and my WHS duties

Do I need to include mandatory vaccination as a control measure to comply with my WHS duties?

Under the model WHS laws, you have a duty to eliminate or if not reasonably practicable, minimise the risks of COVID-19 in the workplace so far as is reasonably practicable. You may not be able to completely eliminate the risk to workers of COVID-19, therefore you must do all that is reasonably practicable to minimise the risks and vaccination should be considered as just one way to do so in the context of a range of COVID-19 control measures.

However, even though vaccination is available this does not necessarily mean it is reasonably practicable for you to require vaccinations in your workplace or for all of your workers. Your risk assessment might indicate that you can meet your WHS duties by applying other controls to address the risk of COVID-19.

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, including any available vaccines.
consult with workers and their health and safety representatives (HSRs), if any, about COVID-19, assessment of COVID-19 WHS risks, and relevant control measures, including the COVID-19 vaccines (more information on your consultation obligations is available on the consultation page ).
consult, co-operate and co-ordinate, so far as is reasonably practicable, with any other duty holders.
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 ).

Whether a requirement for workers to be vaccinated is reasonably practicable will depend on the circumstances of your particular workplace and your workers at the time you undertake your risk assessment.

Some factors you should consider on an ongoing basis include:

What is the extent of community transmission of COVID-19 where your workplace is located or where your workers perform their work?
Considering the local situation, how likely is it that your workers will be exposed to the COVID-19 virus?
What is the level of vaccination (including boosters) in the local community?
Are your workers up-to-date with their COVID-19 vaccinations, including any booster doses, as recommended by ATAGI?
Is the Australian Health Protection Principal Committee recommending COVID-19 vaccination for workers in your industry?
Are your workers likely to be exposed to COVID-19 as part of their work? For example, health care workers will be at higher risk of COVID-19 when their work duties place them in contact with people who may be infected with the COVID-19 virus.
Are your workers vulnerable to COVID-19? Do they work with people who would be vulnerable to severe disease if they contract COVID-19? Are there any factors that would change the severity of COVID-19 if your workers were to become infected (e.g., access to healthcare)?
What is the likelihood that COVID-19 could spread in the workplace? For example, some work tasks may require your workers to work in close proximity to each other, to your customers or members of the public.
Do your workers interact with large numbers of other people in the course of their work that could contribute to a ‘super-spreading’ event if your workers contract COVID-19?
What other control measures are available and in place in your workplace? Do those control measures already minimise the risks of COVID-19, so far as is reasonably practicable?
Would a requirement to be vaccinated be unlawful in the circumstances? For example, would it discriminate against a class of employees? If you need information on COVID-19 and Australian workplace laws, go to the Fair Work Ombudsman website. If you need information on the implications of anti-discrimination laws, go to the Australian Human Rights Commission website.

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

It is more likely to be reasonably practicable to mandate COVID-19 vaccination where workers are required as part of their duties to:

interact with people with an increased risk of being infected with COVID-19 (for example, health care workers treating COVID-19 patients).
have close contact with people who are more likely to develop serious illness from COVID-19 (for example, health care or aged care workers).
interact with other people such as customers, other employees or the public (for example, stores providing essential goods and services) where there is a high level of community transmission.

The availability of COVID-19 vaccines and boosters does not automatically mean businesses need to require workers to be vaccinated to meet their WHS duties. Even if vaccination is available to all of your workers it may not be reasonably practicable to require vaccinations at your particular workplace. Whether it is reasonably practicable should be determined based on a risk assessment and needs to be assessed on a case-by-case basis.

You must consult with your workers and HSRs, if any, about your assessment of WHS risks associated with COVID-19 and your control measures to eliminate or minimise those risks so far as is reasonably practicable.

If you conclude (following a risk assessment and consultation) that implementing a mandatory vaccination policy is necessary to minimise the risks of COVID-19 at your workplace, you also need to consult with your workers and their representatives about the proposed vaccination policy. You must allow workers to raise and express their views on work health and safety issues that may arise directly or indirectly because of COVID-19, including vaccination policy. 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.

Get advice

You should get legal advice if you are considering requiring your workers to be vaccinated. There are many issues to consider - workplace relations, discrimination and privacy issues will also be relevant. If you have a worker who cannot be vaccinated for medical reasons, you may need to implement different control measures to minimise the risks of COVID-19 for this worker and other vulnerable persons, for example, if the individual has a disability (within the meaning of the Disability Discrimination Act 1992) and is more vulnerable to COVID-19 or is unable to be vaccinated. If you need information on implications of anti-discrimination laws, go to the Australian Human Rights Commission website.

Talk to your WHS regulator, the Fair Work Ombudsman, your employer organisation or other legal service before implementing a mandatory vaccination policy in your workplace.

If after undertaking a risk assessment, consulting with workers and HSRs (if any), and taking advice, you decide that a mandatory vaccination policy is a reasonably practicable control measure to minimise the risks of COVID-19, you will need to implement the policy as a part of meeting your WHS duties.

Remember, public health orders in your state or territory about COVID-19 vaccines may apply to your workers. You should keep up to date with what’s happening in your jurisdiction. More information is available on the Safe Work Australia public health orders page.

I have determined that mandatory vaccination of my workers is not reasonably practicable at this time – what else can I do to support the vaccine rollout?

If you determine that it is not reasonably practicable to mandate COVID-19 vaccination for your workers based on your current workplace circumstances, you should still encourage your workers to get vaccinated and stay up-to-date with booster doses, if they are able to. Having as many of your workers vaccinated as possible reduces the WHS risks for all workers, their families, your customers and the wider community.

Workplaces are recognised as a key setting for health promotion. You can help your workers find out more information about the vaccines by directing them to the Department of Health and Aged Care website. You can also develop your own informational material to support COVID-19 vaccination, provided certain conditions are met. The Therapeutic Goods Administration (TGA) has issued guidance on communicating about COVID-19 vaccines.

Do I need to consult with workers about vaccination if a public health order or direction applies?

There may also be specific public health orders or directions in your state or territory that require your workers to be vaccinated in order to perform certain types of work. If this is the case, you and your workers must comply, and you do not need to consult with workers before following a public health order or direction. However, you should discuss with your workers what the orders or directions require and what you and your workers need to do to comply with the order or direction. More information is available on the Safe Work Australia public health orders page. In addition, you must still consult with your workers, and their HSRs (if any), about what you are doing to identify and manage the risks of COVID-19 in the workplace.

Workers, customers, visitors and vaccinations

Customers or visitors at the workplace can transmit the COVID-19 virus to your workers and other customers or visitors, and controls should be put in place to protect workers, customers and or visitors. Employers have a duty to ensure that the workplace is without risks to the health and safety of all persons (including customers, workers and visitors), so far as is reasonably practicable.

To meet your duties under the model WHS laws and minimise the risks of COVID-19 in your workplace, employers must continue to implement all other reasonably practicable COVID-19 control measures such as:

ensuring workers do not come to work when unwell,
ensuring 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,
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 workers’ start, finish and break times,
- reducing the number of situations where workers come into close contact with others, for example in lunchrooms and other shared spaces,
improving air quality,
practising good hygiene,
increasing cleaning and maintenance, and
wearing masks.

Depending on the nature of the business, employers may need to consider whether a policy of only allowing vaccinated persons access to the workplace is a reasonably practicable control measure. This needs to be assessed on a case-by- case basis and will depend on the particular circumstances in your workplace, as well as the suitability and availability of other controls.

You must also comply with any public health orders or directions made by state and territory governments that apply to you and your workplace, including those relevant for customers and workers.

Can I require customers and visitors to prove they have been vaccinated before they can enter my workplace?

It is unlikely that WHS laws require you to ask customers and visitors for proof of vaccination. However, state and territory public health orders or directions may require you to check for proof of vaccination as a condition of entry.

If you want customers and visitors to be vaccinated as a condition of entry to your premises and this is not required by a public health order or direction, you should seek advice before you take any action as this may raise privacy and discrimination issues.

Can my workers refuse to come to work because another worker isn’t vaccinated?

Under the model WHS laws, a worker can only cease or refuse to carry out work if the worker has a reasonable concern that to carry out the work would expose the worker to a serious risk to the worker’s health or safety from an immediate or imminent exposure to a hazard. In some circumstances, workers have the right to refuse to carry out or stop unsafe work. HSRs can also direct a worker in their work group to cease unsafe work if there is a reasonable concern that the worker will be exposed to a serious risk to their health and safety from an immediate or imminent hazard.

In most circumstances, a worker will not be able to rely on the WHS laws to cease work simply because another worker at the workplace isn’t vaccinated. However, this will depend on the circumstances.

A person who is vaccinated against COVID-19 is much less likely to suffer serious health effects from the virus if they catch COVID 19.

However, a vaccinated person may still unknowingly carry and spread the virus to others around them, including workers and others in their workplace.

For vulnerable workers (especially those who cannot receive a vaccination), you should continue to implement other working arrangements where you reasonably can, such as working from home. If you need information on implications of anti-discrimination laws, go to the Australian Human Rights Commission website.

You should talk to your workers to understand their concerns about the risks of COVID-19 and assure them that you are continuing to implement reasonably practicable control measures which are known to reduce the spread of the virus in the workplace, such as:

ensuring workers do not come to work when unwell,
ensuring 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,
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 with others, for example in lunchrooms and other shared spaces,
improving air quality,
practising good hygiene,
increasing cleaning and maintenance, and
wearing masks.

Some of my workers cannot be vaccinated because of medical conditions. How do I protect my unvaccinated workers from COVID-19?

A safe and effective COVID-19 vaccination, including boosters, is an important part of keeping the Australian community safe. However, a vaccinated person may still unknowingly carry and spread the virus to others around them, including workers and others in their workplace. Immunity of workers will also reduce over time and so boosters are important to maintain ongoing protection. Because of this, even if your workers are vaccinated, you must continue to implement all reasonably practicable control measures in your workplace, such as:

ensuring workers do not come to work when unwell,
ensuring 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,
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 workers’ start, finish and break times,
- reducing the number of situations where workers come into close contact with others, for example in lunchrooms and other shared spaces,
improving air quality,
practising good hygiene,
increasing cleaning and maintenance, and
wearing masks.

You must also conduct a risk assessment to determine whether particular working arrangements (for example, working from home) should be put in place for workers who cannot be vaccinated. You should take into account the worker’s specific circumstances, the nature of your workplace and the type of work the worker performs. More information can be found on the vulnerable workers page for your industry and on the Australian Human Rights Commission website.

What about my obligations under workers’ compensation laws?

If a worker contracts COVID-19 at work

Under workers’ compensation laws workers may be entitled to workers’ compensation if they contract COVID-19 out of or in the course of employment. Workers’ compensation laws differ in each state and territory, so you should seek advice from your workers’ compensation authority. Contact details and more information on workers’ compensation is available on the workers’ compensation page. Some workers’ compensation laws presume that, for some categories of worker, a COVID-19 diagnosis is directly attributable to work for the purposes of workers’ compensation.

Adverse reaction to a COVID-19 vaccine

In some circumstances, a worker’s adverse reaction to the COVID-19 vaccine may be covered by workers’ compensation. The adverse reaction must amount to an ‘injury’. Minor and temporary side effects such as headache, fever or fatigue are unlikely to be compensable.

If a worker suffers an ‘injury’, there must also be the necessary connection with employment to be compensable under workers’ compensation – that is, the injury must arise out of or in the course of the worker’s employment. In some cases, employment must also be a significant contributing factor to the injury.

Workers’ compensation laws differ in each state and territory, so you should seek advice from your workers’ compensation authority. Contact details and more information on workers’ compensation is available on the workers’ compensation page.

COVID-19 vaccine claims scheme

The Australian Government has developed a claims scheme to compensate people who suffer a moderate to significant impact following an adverse reaction to a Therapeutic Goods Administration (TGA) approved COVID-19 vaccine and who suffer financial loss as a result (such as medical costs or lost wages). The scheme covers the costs of losses or expenses $1,000 and above due to administration of a TGA approved COVID-19 vaccine or due to an adverse event that is recognised to be caused by a COVID-19 vaccination.

An entitlement to compensation under this scheme does not require any connection between the adverse reaction and the person’s employment. More information about the scheme is available here: COVID-19 vaccine claims scheme.

Vulnerable workers

Here are some ideas to help you get started thinking about what you can reasonably do to keep people safe at your workplace.

For more WHS information and resources for small business, go to the COVID-19 Small business hub.

You can also go to our Public health directions and COVIDSafe plans page for links to enforceable government directions.

Some people are at greater risk of more serious illness with COVID-19: 

Aboriginal and Torres Strait Islander people 50 years and older with one or more chronic medical conditions
People 65 years and older with one or more chronic medical conditions
People 70 years and older, and
People with compromised immune systems

These categories may increase or vary depending on the latest evidence. See the Department of Health website for further information. 

The Australian Health Protection Principal Committee advice is that there is limited evidence at this time regarding the risk in pregnant women and so, at present, pregnant women are not included on the vulnerable workers list.

What to do 

You should follow the advice of the Australian Health Protection Principal Committee for vulnerable people in the workplace. 

The Australian Health Protection Principal Committee advises that:

Where vulnerable workers undertake essential work, a risk assessment must be undertaken. Risk needs to be assessed and mitigated with consideration of the characteristics of the worker, the workplace and the work. This includes ensuring vulnerable people are redeployed to non-customer-based roles where possible. Where risk cannot be appropriately mitigated, employers and workers should consider alternate arrangements to accommodate a workplace absence.

One of my workers is a vulnerable person, how do I conduct a risk assessment?

When conducting a risk assessment for a worker that is a vulnerable person for the risk of exposure to COVID-19 you must consider:

the characteristics of the worker,
features of the workplace and
the nature of the work.

Remember to keep all information about a worker’s medical conditions confidential.

For further assistance on how to conduct a risk assessment, refer to the model Code of Practice: How to manage work health and safety risks, which provides practical guidance about how to manage WHS risks through a risk assessment process. See also our guidance relating to COVID-19:

Guidance on COVID-19 Risk Assessments,
Guidance on key considerations for businesses to take into account when assessing the risks associated with COVID-19, and
the example risk register.

How do I know what is ‘reasonably practicable’ to manage the risk of a vulnerable person contracting COVID-19?

Deciding what is reasonably practicable to protect workers or other persons from harm requires taking into account and weighing up all relevant matters, including the degree of harm that is likely to occur if the risk of contracting COVID-19 eventuates.

If a vulnerable person contracts COVID-19, it can result in serious illness or death, which means the degree of harm that might result from the risk or hazard is very high. You must consider all available control measures to limit exposure to vulnerable people, even if the likelihood of them contracting COVID-19 may be low. This includes whether they can work from home in their usual or other role.

See the model Code of Practice: How to manage work health and safety risks for guidance on how to undertake a risk assessment and our guidance on COVID-19 Risk Assessments.

Can I just require that my vulnerable workers take leave during the COVID-19 pandemic?

No. You must first try to identify and manage risks to your worker’s health and safety at the workplace, including considering whether the nature of their job or the workplace increases their risk of exposure to the virus. You may need to explore options for the worker to work from home or arrange for them to move temporarily into a different role. For further assistance, see the model Code of Practice: How to manage work health and safety risks and our guidance on COVID-19 Risk Assessments.

If the risks to your worker’s health and safety at the workplace cannot be effectively managed, then you must consult with them about alternate arrangements such as taking leave.

Your worker can continue to access all available entitlements, including leave, under the relevant enterprise agreement, award, contracts of employment and any workplace policies. If you are unsure of your obligations regarding worker entitlements, you can contact the Fair Work Ombudsman.

Work-related violence

Here are some ideas to help you get started thinking about what you can reasonably do to keep people safe at your workplace.

For more WHS information and resources for small business, go to the COVID-19 Small business hub.

You can also go to our Public health directions and COVIDSafe plans page for links to enforceable government directions.

Small business must ensure workers and others are not exposed to risks to their health and safety, including from workplace violence and aggression.

Workplace violence and aggression may include:

physical assault such as biting, scratching, hitting, kicking, pushing, grabbing, throwing objects
intentionally coughing or spitting on someone
sexual assault or any other form of indecent physical contact, and
harassment or aggressive behaviour that creates a fear of violence, such as stalking, verbal threats and abuse, yelling and swearing and can be in person, by phone, email or online.

Violence and aggression might come from your customers or clients. But it can also come from other workers or businesses your work with. It could also come from family and domestic violence if this affects a worker while working (including working from home). For more about this, go to the Family and domestic violence information.

You must take a systematic approach to managing risk with the aim of eliminating the risk, or if this is not possible, minimising the risk so far as is reasonably practicable.

You need to consider when, where and how your workers might be exposed to violence and manage those risks.

Ask your workers about when they’re exposed to violence and aggression at work and get their ideas on how to prevent it. Go to the Consultation information to read more about why it is important.

Check that your controls are working and whether there is anything more you can do to prevent violence and harassment from happening in your small business.

Once you have consulted workers, determined appropriate measures and put them in place, continue to review how you are managing the risks to check your measures are working.

Coughing and spitting

In the COVID-19 environment, deliberate acts of coughing and spitting on workers have occurred as a form of violence, particularly against police officers, health care workers and emergency response workers. There have also been incidents of customers spitting on retail workers due to product restrictions, or being asked to comply with QR sign in or mask requirements when entering the store. Some jurisdictions have introduced specific fines and jail terms for people who intentionally spit or cough on workers during the COVID-19 pandemic.

Further information about responding to coughing and spitting incidents can be obtained from the police in your jurisdiction (for example, in NSW coughing or spitting on a public official in a way that is likely to cause fear about the spread of COVID-19 is an offence).

Identifying hazards

Working out the risks of aggressive or violent behaviour involves talking to your workers and observing how work is carried out to see what can go wrong.

Where do customers feel stressed or anxious? Where is conflict likely?
What products or services are in high demand or short supply? Where might a customer feel frustrated with your business or staff?
Where do workers feel most vulnerable or isolated?

Workplace violence can arise from hazards that increase stress and conflict. During the COVID-19 pandemic, businesses must comply with enforceable government directions in their state or territory and COVID-19Safe plans which may increase tension and stress.

For example, there may be restrictions on products and services, and physical distancing measures and requirements to be met as a condition of entry such as check in with QR codes or wearing masks.

Risks to look out for

From customers, clients and the public

Things that annoy or frustrate customers and clients such as:
- conditions of entry for example a requirement to check in with QR codes or wearing masks
- delays, queues, limited availability of products or services,
- changes in normal processes, products, services and business hours
- workers lacking training and experience to respond to customer needs
handling valuable or restricted items, for example cash or medicines
providing care to people who are distressed, confused, afraid, ill or affected by drugs and alcohol
workers are working in isolation, offsite or in the community, and increased isolation from support.

Between workers

worried or stressed workers, due to issues like: COVID-19 health concerns, risks at work, job security or personal issues causing stress
roles or workloads are poorly distributed among work teams
work schedules change
workloads have increased or roles have changed, for example if extra focus is given to regular cleaning and disinfection of the workplace
there is less face-to-face supervision, or workers are more isolated from support networks
workers are not adequately trained or familiar with products, services or workplace procedures
the workplace culture is hostile or does not prevent violence and aggression.

Racial discrimination may also increase in the form of individual acts of aggression, or collective forms such as targeting workplaces with workers of a particular nationality or ethnicity.

There may also be stigma around, and the potential for violence or aggression towards, people who have had COVID-19, or those who seem to be acting inconsistently with public health requirements.

Assessing risks

You should consider the following to work out the likelihood that someone could be harmed through workplace violence, and the degree of harm:

who could be exposed to hazards
when they are likely to be exposed to hazards
frequency and duration of exposure to hazards
the ways hazards interact to make new or greater risks
effectiveness of current control measures
the harm exposure could cause.

Potential harm could:

be physical or psychological
include minor or serious injury and illness, or death
be the result of a single incident or build up over a longer period.

Managing the risks of workplace violence

Workplace violence and aggression can impact psychological and physical health. For more, go to the Mental health and COVID-19 information.

New measures may be needed due to the COVID-19 pandemic and the impacts this has had on your workplace or business operations.

External violence and aggression

Consider the following:

Physical work environment and security

ensure access to the premises is appropriately controlled and increase security measures
arrange furniture and partitions to allow good visibility of service areas and avoid restrictive movement
separate workers from the public, for example install protective barriers or screens
prevent public access to the premises when people work alone or at night
limit the amount of cash, valuables and medicines held on the premises
ensure there are no dangerous objects that could be thrown or used to injure someone
provide workers and others with a safe place to retreat to avoid violence
put up signs to:
- reflect any changes to conditions of entry due to the COVID-19 pandemic (e.g. mandatory check in with QR codes and wearing of masks)
- reflect that the workplace will not accept any forms of violence and aggression and
- encourage customers to show workers patience, respect and understanding

Work systems

inform customers about limits, delays or changes to products and services with signs and/or on your website
place purchase limits on the sale of in-demand goods or take them off the shelves and require customers to ask for them specifically
clarify physical distancing in stores and queuing procedures for customers
adapt opening hours if necessary, and clearly communicate this to the public
avoid workers needing to work in isolation and provide sufficient staff during periods of high customer attendance
monitor workers when they are working in the community or away from the workplace, for example a supervisor checks in regularly throughout the shift
rotate staff to limit contact time with customers
evaluate your work practices, in consultation with your workers and their representatives, to see if they contribute to violence and aggression
train workers in how to deal with difficult customers, conflict resolution and when to escalate problem calls to senior staff, including procedures to report incidents
ensure that workers are made aware of their right to cease unsafe work.

Internal violence and aggression

There are many things you can do to reduce the risk of violence, aggression and harassment between workers, supervisors and managers, including:

provide a positive, respectful work culture where violence, aggression and harassment is not tolerated
provide a consistent approach to prevent inappropriate behaviour from escalating
regularly review workloads and time pressures with your workers and their representatives
ask workers to provide screen shots and keep records if aggressive behaviour occurs online
improve role clarity by ensuring your workers have well-defined roles and the expectations of them are clear
provide adequate resources and training to your workers so they are able to perform their role confidently and competently.

Responding to incidents of violence, aggression and harassment

Responses to workplace violence, aggression and harassment will vary depending on the nature and severity of the incident.

At the time of an incident

Workers should be trained in what to do during a violent or aggressive incident, such as:

using calm verbal and non-verbal communication
using verbal de-escalation and distraction techniques
seeking support from other workers
asking the aggressor to leave the premises or disconnecting the aggressor from the phone call
activating alarms or alerting security personnel or police
retreating to a safe location.

Immediately after an incident

Immediately after a violent incident, you should:

ensure that everyone is safe
provide first aid or urgent medical attention where necessary
provide individual support where required, including psychological support to the victim and other workers
report what happened, who was affected and who was involved.

You may need to notify your state or territory WHS regulator if the incident is a ‘notifiable incident’ (see the Incident Notification fact sheet for more information).

Further information and resources

SWA materials

Other resources

Workplace Health and Safety Queensland: Prevention and management of violence and aggression in health services handbook.

Other laws may also apply depending on the nature and circumstances of the violent or agressive behaviour, for example criminal laws, anti-discrimination laws, and the industrial laws in some jurisdictions.

Further information can be obtained from:

Workers' compensation

Here are some ideas to help you get started thinking about what you can reasonably do to keep people safe at your workplace.

For more WHS information and resources for small business, go to the COVID-19 Small business hub.

You can also go to our Public health directions and COVIDSafe plans page for links to enforceable government directions.

As a national policy body, Safe Work Australia does not have a role in determining a worker’s coverage or eligibility for benefits in workers’ compensation schemes, or for managing workers’ compensation claims and return to work programs for injured workers. All workers’ compensation arrangements are the responsibility of the Commonwealth, and each state and territory (jurisdictions).

In response to the COVID-19 pandemic, workers’ compensation authorities across the jurisdictions are providing additional information for workers, employers, medical and health practitioners and others.

For general guidance relating to your jurisdiction or advice on your particular circumstances, please refer to the information provided by your workers’ compensation authority. Seek specific advice from that authority if further information is needed. See workers’ compensation authorities for details.

Are my workers covered by workers’ compensation if they contract COVID-19?

They may be.

Workers’ compensation arrangements differ across jurisdictions, however generally to be eligible for compensation a worker will need to:

be covered by your workers’ compensation scheme, either as an employee or a deemed worker,
have contracted the COVID-19 virus out of or in the course of their employment.

Compared to a work-related injury, it may be more difficult to establish a connection between a worker’s contraction of the COVID-19 virus and their employment.

In some industries (e.g. health care), and in some circumstances (e.g. in the course of their employment a worker travelled to a high-risk area) this connection may be easier to establish.

Your workers’ compensation authority will determine whether the worker is covered by their scheme and if the contraction of COVID-19 was adequately connected to their employment. They will consider each claim on its merits, with regard to the individual circumstances and evidence.

Are my workers covered by workers’ compensation if they lose their job due to our workplace closing?

Workers’ compensation does not compensate a worker for the loss of a job due to COVID-19 related workplace closures. 

Workers’ compensation arrangements differ across jurisdictions, however generally to be eligible for compensation a worker will need to:

be covered by your workers’ compensation scheme, either as an employee or a deemed worker,
have an injury or illness of a kind covered by the scheme, that arose out of or in the course of their employment.

If your worker has an existing workers’ compensation claim and your workplace closes, you and your worker should refer to information provided by, and seek advice from, your workers’ compensation authority about your particular circumstances. See workers’ compensation authorities for details.

Other financial support may be available to your workers who have lost their job. Refer to the Australian Government’s Economic Response to the Coronavirus and also go to Staying informed about COVID-19 for links to other sources of information such as Services Australia and the Australian Tax Office.

Are my workers covered by workers’ compensation if they are injured while working from home?

If your worker sustains an injury while working from home, they may be eligible for workers’ compensation.

Workers’ compensation arrangements differ across jurisdictions, however generally to be eligible for compensation a worker would need to:

be covered by the scheme, either as an employee or a deemed worker,
have an injury or illness of a kind covered by the scheme, that arose out of or in the course of their employment.

Your workers’ compensation authority will determine whether the worker is covered by their scheme and their injury or illness was adequately connected to their employment. They will consider each claim on its merits, with regard to the individual circumstances and evidence.

Will existing workers’ compensation claims and return to work arrangements change due to COVID-19?

COVID-19 restrictions may impact various aspects of a worker’s recovery and return to work.

Your workers’ compensation authority can provide information for employers and their workers who are currently receiving workers’ compensation regarding payments, treatment and return to work.

You and your worker should refer to information provided by, and seek advice from, your workers’ compensation authority on your particular circumstances. See workers’ compensation authorities for details.

What other support is available for me and my workers?

Individuals and businesses may be eligible for financial support. Refer to the Australian Government’s Economic Response to the Coronavirus and also go to Staying informed about COVID-19 for links to other sources of information such as Department of Health, Services Australia, the Australian Tax Office, and Business.gov.au.

Workers’ compensation authorities

Australian Capital Territory: WorkSafe ACT
New South Wales: State Insurance Regulatory Authority (NSW) 
Northern Territory: NT WorkSafe
Norfolk Island: Norfolk Island Workers Compensation Agency 
Queensland: WorkCover Queensland 
South Australia: ReturnToWork SA 
Tasmania: WorkCover Tasmania 
Victoria: WorkSafe Victoria 
Western Australia: WorkCover WA

For Australian Government employees and for the employees of organisations which self-insure under the scheme, contact Comcare (Commonwealth).

Workers' rights

Here are some ideas to help you get started thinking about what you can reasonably do to keep people safe at your workplace.

For more WHS information and resources for small business, go to the COVID-19 Small business hub.

You can also go to our Public health directions and COVIDSafe plans page for links to enforceable government directions.

Workers are entitled to:

elect a health and safety representative (HSR) if they wish to be represented by one
request the formation of a health and safety committee
cease unsafe work in certain circumstances
have health and safety issues at the workplace resolved in accordance with an agreed issue resolution procedure, and
not be discriminated against for raising health and safety issues.

Health and safety representatives (HSR)

Your workers can ask you to facilitate the election of one or more HSRs for the workplace.

An HSR is elected by a work group (e.g. all workers in the office part of a manufacturing complex, or all people on the night shift) to represent the health and safety interests of the work group. An HSR must be a member of the work group they represent. There can be as many HSRs and deputy HSRs as needed after consultation, negotiation and agreement between you and the workers.

You must keep a current list of all HSRs and deputy HSRs for the workplace and display a copy. A list must also be provided to the WHS regulator.

Workers’ right to stop work

In some circumstances, workers, or their HSRs have the right to refuse to carry out or stop unsafe work. They have this right if there is a reasonable concern that the worker will be exposed to a serious risk to their health and safety from an immediate or imminent hazard. This could include exposure to the COVID-19 virus.

In most circumstances, the HSR will need to consult with you before they direct workers to stop work.

If a worker stops work because it is unsafe, they need to tell you as soon as possible. The worker must then be available to carry out suitable alternative work, including doing other tasks that they are trained or able to do, or performing their work from another location, such as working from home.

Discrimination

You cannot discriminate against or disadvantage workers for raising work health and safety concerns in the workplace.

You also cannot discriminate against or disadvantage HSRs in the workplace for performing their HSR role.

You should encourage your workers to raise any concerns they have about work health and safety in your workplace, including in relation to the COVID-19 virus.

Find information for you

COVID-19 for Workplaces Pack For the Small Business in the My industry isn't here industry

Total supporting material in this pack: 26

Date of print/download 23 December 2024

About COVID-19

What are the symptoms of COVID-19?

How is COVID-19 spread?

More information

Case studies

Case Study – Duties under WHS Laws

Case Study – Risk Assessments

Case Study – Physical Distancing

Case Study – Physical Distancing

Case Study – Hygiene

Case Study – Cleaning

Case Study – PPE

Case Study – Cleaning

Case Study – Gloves

Case Study – PPE

Case Study – PPE

Case Study – Gloves

Case Study – Masks

Case Study – Mental Health

Case Study – COVID-19 in your Workplace

Case Study – Consultation

Case Study – Work-related Violence

Case Study – Risk Assessments

Case Study – Mental Health

Case Study – Mental Health

Case Study – Mental Health

Case Study – Workers' Compensation

Case study – Storing and rebottling hand sanitiser

Case Study – Lifts

Cleaning

How to clean and disinfect

What is the difference between cleaning and disinfecting?

Which areas should be cleaned and disinfected, and how often?

Which areas should I prioritise for cleaning?

How often should I do a routine clean?

How often should I do a routine disinfection?

What’s the difference between frequently touched and infrequently touched surfaces?

Does every surface need to be cleaned and disinfected?

Do I need to clean and disinfect areas or equipment daily if no one has entered the area or used the equipment recently?

What about workers’ personal items?

What should my workers wear to clean?

What if there is a case of COVID-19 in my workplace?

What are the best products for cleaning and disinfecting?

Is a sanitiser a disinfectant?

If everything is sold out, can I make my own disinfectant?

Can I use a product that claims to clean and disinfect at the same time?

Does heating or freezing kill the virus?

Will an antibacterial product kill COVID-19?

Should I be using hospital grade disinfectant for normal cleaning in the workplace?

What is the difference between household grade disinfectant and hospital grade disinfectant?

Are there any cleaning methods I shouldn’t use?

I prefer to use environmentally friendly or natural products, do I have to use detergent to clean?

What is disinfectant fogging, and do I need to do it?

How do I clean linen, crockery and cutlery?

I run a cleaning business, how do I manage the risk of infection to myself and my workers?

My job involves going into other persons’ homes. Do I need to clean and disinfect all of my equipment and personal effects after each visit?

What else can I do?

Is there someone I can talk to for more information about Coronavirus?

What about information published by other organisations?

Consultation

Do I still have to consult with workers if I am following advice from health authorities?

Some or all of my workers are working from home, does consultation have to be face to face?

What else do I need to consider?

What do my workers need to know?

What other information should I share with my workers?

Is there anyone else I should be talking to?

COVID-19 in your workplace

What to do if a worker has COVID-19

COVID-19 Incident notification fact sheet

What action should I take if I suspect someone at my workplace has the virus or has been exposed?

Steps to take when the person you are concerned about is at the workplace now

1. Isolate the person

2. Seek advice and assess the risks

3. Transport

4. Clean and disinfect

5. Identify and tell close contacts

COVID-19 for Workplaces Pack
For the Small Business in the My industry isn't here industry