Australia: Health & Safety

Understanding the return to work process after a workplace injury in NSW can be complex. This article explains the obligations of injured workers, insurers, and employers during the workers compensation return...

After a workplace injury, returning to work often requires suitable duties that accommodate your certified capacity and medical restrictions. Understanding your employer's obligations to provide modified work arrangements and your rights when suitable duties are refused is crucial for a successful return to work process.

When returning to work after a workplace injury in New South Wales, your certificate of capacity serves as a crucial document that determines your workers compensation benefits and guides your safe transition back to employment. Understanding what information must be accurately recorded on this certificate—from work hours and duty restrictions to treatment needs—can significantly impact your entitlement to weekly payments and ensure your return to work aligns with your actual physical and psycho

Once your workers compensation claim has been accepted, the insurer will likely implement an injury management plan and a return-to-work program.

Victoria's Psychosocial Health Regulations have been in effect for over six months, requiring employers to identify and control psychosocial hazards in the workplace. Are Victorian businesses taking the necessary proactive steps to comply with these regulations, or are they risking provisional improvement notices and substantial financial penalties from WorkSafe Victoria inspections?

From 1 July 2026, NSW employers must comply with new work health and safety requirements for managing psychosocial hazards. These reforms shift the compliance framework from optional guidance to mandatory benchmarks, requiring organisations to either follow approved codes of practice or demonstrate equivalent safety standards through documented, evidence-based risk management systems.

The Victorian Government has now introduced the widely anticipated Equal Opportunity Amendment (Work from Home) Bill 2026 (Vic) (EO Bill) into the Legislative Assembly.

The increasing use of artificial intelligence and algorithm-driven technologies in modern workplaces has created new efficiencies for businesses, but it has also introduced new categories of workplace risk.

When two individuals are engaged as a single, inseparable commercial asset, what happens when that relationship breaks down? Who has breached: the person who walks away, the person who remains, or the organisation that can no longer deliver the product it contracted for? And how do those questions shift when the dispute plays out publicly?