Workplace policies help employees understand what is expected of them and guide managers when workplace issues arise.

However, having a policy stored in a folder is not enough. Policies should reflect current Australian workplace laws, suit the way the business operates, and be clearly communicated to employees.

There is no single legally prescribed list of policies that applies to every Australian business. Requirements can vary according to your state or territory, industry, business size, applicable award or enterprise agreement, and the type of work being performed.

Nevertheless, the following policies should form part of most Australian workplaces in 2026.

1. Code of Conduct

A Code of Conduct establishes the general standards of behaviour expected within the workplace.

It may cover:

• Professional and respectful behaviour
• Honesty and integrity
• Conflicts of interest
• Confidentiality
• Appropriate use of business property
• Dealings with customers and suppliers
• Compliance with workplace policies
• Reporting inappropriate conduct

The policy should include realistic examples relevant to the workplace rather than relying only on broad statements such as “employees must behave professionally”.

2. Work Health and Safety Policy

Every business has responsibilities for the health and safety of its workers and other people affected by its work.

A WHS policy should explain how the business will:

• Identify and manage workplace hazards
• Consult workers about safety
• Provide training and supervision
• Report hazards, incidents and near misses
• Respond to emergencies
• Manage physical and psychological risks
• Review safety measures

In 2026, workplace safety must include psychological health. Psychosocial hazards can include excessive workloads, poor support, bullying, harassment, violence, fatigue, low job control and unclear responsibilities.

The specific laws and terminology differ between jurisdictions, so businesses should check the requirements of their relevant state or territory regulator. Safe Work Australia provides general guidance on psychosocial hazards.

3. Bullying, Harassment, Discrimination and Respect at Work Policy

This policy should clearly explain the behaviours that are unacceptable and how concerns can be raised. Australian employers also have a positive duty under the federal Sex Discrimination Act to take reasonable and proportionate steps to eliminate, as far as possible:

• Workplace sexual harassment
• Sex discrimination
• Sex-based harassment
• Conduct that creates a hostile workplace environment on the ground of sex
• Related victimisation

This means businesses must take preventative action rather than waiting until someone makes a complaint.

A policy is only one part of meeting this duty. Businesses should also provide training, establish suitable reporting options, respond appropriately to concerns and ensure leaders model respectful behaviour.

Further information is available from the Australian Human Rights Commission.

4. Complaints and Grievance Policy

Employees need a safe and clear way to raise workplace concerns.

A complaints and grievance policy should explain:

• Who an employee can speak to
• Alternative contacts if their manager is involved
• How a complaint will be assessed
• How confidentiality will be managed
• What a fair investigation may involve
• How all parties will be treated
• How outcomes will be communicated
• Protection against victimisation

Managers responsible for receiving complaints should be trained to respond consistently, sensitively and without making promises they cannot keep.

5. Leave and Flexible Work Policy

A leave policy should explain employee entitlements and the process for requesting and approving leave.

It should cover relevant forms of leave, including:

• Annual leave
• Personal and carer’s leave
• Compassionate leave
• Parental leave
• Community service leave
• Long service leave
• Family and domestic violence leave

All employees, including casual employees, may be entitled to 10 days of paid family and domestic violence leave each year. Businesses must also take care when handling information about this leave, including how it appears on payslips.

The policy should also explain how eligible employees can request flexible working arrangements and how the business will respond. Employers generally need to provide a written response to a formal request within 21 days.

Current information is available from the Fair Work Ombudsman.

6. Working Hours and Right to Disconnect Policy

By 2026, the right to disconnect applies to eligible employees of both large and small businesses.

Employees may refuse to monitor, read or respond to work-related contact outside their working hours unless that refusal would be unreasonable.

This does not create a complete ban on employers contacting employees after hours. Whether contact or a refusal is reasonable depends on matters such as the reason for the contact, how disruptive it is, the employee’s role and responsibilities, and whether they are compensated for being available.

A practical policy should establish expectations around:

• Normal working and contact hours
• Genuine emergencies
• On-call arrangements
• After-hours messages
• Expected response times
• Different responsibilities for senior or operational roles
• How disagreements will be resolved

Read more about the right to disconnect.

7. Performance Management and Disciplinary Policy

A performance management policy helps managers address concerns fairly and consistently.

It should outline:

• How performance expectations are communicated
• How feedback will be provided
• When additional training or support may be offered
• How performance concerns are documented
• How employees can respond
• When disciplinary action may be considered
• The possible consequences of serious or repeated misconduct

The process should allow for procedural fairness. Employers must also consider employment contracts, modern awards, enterprise agreements and the Fair Work Act before taking disciplinary action or ending employment.

8. Privacy and Confidentiality Policy

Businesses collect significant amounts of information about applicants, employees, customers and suppliers.

A privacy and confidentiality policy should explain:

• What information is collected
• Why it is collected
• How it will be used
• Who may have access
• How information is stored and protected
• When information may be disclosed
• How privacy concerns can be raised
• What happens when a data breach is suspected

The federal Privacy Act does not apply to every small business, and a limited employee-records exemption may apply in certain circumstances. However, that exemption does not cover every person or every use of workplace information.

Different state and territory rules may also apply to workplace surveillance, health information and employee monitoring. Businesses should obtain advice relevant to their operations and review the Office of the Australian Information Commissioner’s guidance.

9. Technology, Email, Social Media and AI Policy

Technology policies should now address more than internet and email use.

A combined policy may cover:

• Business email and internet use
• Passwords and cybersecurity
• Mobile devices
• Remote access
• Social media
• Monitoring and surveillance
• Confidential information
• Artificial intelligence tools
• Uploading business or personal information into external systems
• Reviewing AI-generated work for accuracy and bias

Employees should understand which AI tools are approved, what information must never be entered into them and who remains responsible for the final work.

10. Fitness for Work Policy

Depending on the workplace, a fitness-for-work policy may address alcohol and drugs, fatigue, medication and other factors that could affect a person’s ability to work safely.

Any testing requirements should be lawful, reasonable, clearly communicated and appropriate to the risks of the workplace. Employers should obtain advice before introducing testing or taking action based on a result.

Other Policies Your Business May Need

Depending on your business and workforce, you may also need policies addressing:

• Remote and hybrid work
• Recruitment and pre-employment screening
• Company vehicles
• Travel and expenses
• Conflicts of interest
• Whistleblower protections
• Equal employment opportunity
• Return to work
• Working alone or in remote locations
• Child safety
• Cash handling
• Uniforms and personal protective equipment

Some businesses, including certain companies covered by the Corporations Act, may have specific obligations to maintain a whistleblower policy.

Employment Contracts Versus Workplace Policies

Employment contracts and workplace policies serve different purposes.

A contract normally records the agreed terms of employment, such as the position, remuneration, hours and notice requirements. Policies provide more detailed rules and procedures that may need to change as the business or legislation changes. However, simply stating that a policy is “not contractual” does not remove every legal risk. The wording of the contract and policy, how they are issued and how the business applies them can all be relevant.

Businesses should obtain professional advice when preparing employment contracts
and important workplace policies.

Policies Must Be Put Into Practice

A policy is unlikely to protect a business if employees do not know it exists or managers do not follow it.

Businesses should:

• Give employees easy access to current policies
• Explain policies during induction
• Provide training where required
• Ask employees to acknowledge important policies
• Apply policies consistently
• Review them after incidents, complaints or legislative changes
• Schedule a full review at least annually

Workplace policies should reflect what the business genuinely does—not what it hopes to do one day.

Regularly reviewing your policies can help establish clearer expectations, create a safer workplace and reduce the risk of inconsistent employment decisions.

If your workplace policies have not been reviewed recently, 2026 is a good time to check whether they still reflect your workforce, technology, legal responsibilities and day-to-day operations.

This article provides general information only and is not legal, human resources or work health and safety advice. Workplace requirements vary between businesses, industries and Australian jurisdictions.