Start here for 49 Victorian guides, with a focus on corrections and other public-sector workplaces. The sections below distinguish approved OHS codes, return-to-work codes, dangerous goods guidance and public-sector employment instruments. Check the employer, agreement and current official version before relying on a guide. This is a checked collection, not an exhaustive register. WorkSafe OHS compliance codes (19) Victoria: psychological health requires safer work, not just

Victoria’s Attraction and Retention policy requires public sector employers to have a workforce strategy suited to their operational needs, developed in consultation with relevant unions. The aim is to attract and keep the skills needed for current and future services. The policy asks employers to consider workforce planning, career development, meaningful work, flexibility and work-life balance. It recognises that priorities differ between roles and stages of working life. I

Long service leave is not governed by one identical rule across Victoria’s public sector. The government’s industrial-relations policy explains that minimum entitlements may come from award-derived provisions within the National Employment Standards, Victoria’s Long Service Leave Act, or other sector-specific legislation. For the Victorian Public Service, the policy identifies the Victorian Public Service Award 2005 as the relevant award-derived source for NES purposes. Other

Victoria’s Redundancy and Redeployment policy expects employers to explore continued employment, including redeployment and retraining, before treating separation as the answer. It requires consultation and genuine consideration of alternatives when restructuring may affect jobs. When a role is declared surplus, the employer should confirm the date, redeployment process, available support, and employee rights and obligations in writing. Coverage matters: the policy generally

A new roster, restructuring proposal or changed work practice can affect a prison officer’s working life. Victoria’s public sector consultation policy expects timely, cooperative engagement, genuine consideration of employee views and constructive efforts to resolve problems locally. The policy requires public sector enterprise agreements to address significant workplace changes and changes to regular rosters or ordinary hours. Employees and relevant unions should receive inf

An enterprise-bargaining announcement is not the same thing as a new entitlement. Victoria’s public sector policy sets expectations for how departments and public sector bodies negotiate agreements covering non-executive employees. The policy calls for constructive, good-faith bargaining, proper government authority and protected ballot integrity. It requires agreements to provide for renegotiation starting at least six months before nominal expiry. It also distinguishes gove