Victoria Introduces Statutory ‘Right to Work from Home’: Implications for Employers Under Proposed Equal Opportunity Law Reform
- Date of Change:
- 16 June 2026 (Bill introduced)
- Takes Effect:
- 1 September 2026 (proposed commencement). 1 July 2027 (delayed commencement for small businesses under 15 employees)
The reform embeds the right to work from home within the Equal Opportunity Act 2010 (Vic) and shifts flexible work arrangements from a discretionary employer-based model to a legally enforceable entitlement.
Sorry to Interrupt…
Staying on top of compliance changes is important but it doesn’t have to be time consuming. We’ve translated this information into how it can simply be applied in your day-to-day operations and provided sample policies and procedures where applicable to help streamline this process. Save yourself hours trying determine what each change means and let us do the work for you!
This exclusive content is free to all members, and is particularly helpful for:
- Implementing these updates into your procedures & practices
- Being prepared for audit and demonstrating you are across industry changes
- Following best practice processes
Consider becoming a member today, and this message will be replaced by the know-how and resources to help your business thrive.
Provider Institute Best Practice Tip
Providers should begin mapping roles across their organisation to identify which positions are eligible for remote work under a statutory entitlement model.
It is also recommended that providers review flexible work policies early to ensure they align with legislative “reasonableness” requirements, particularly in relation to refusal decision-making and documentation standards.