Worksafe Victoria New Laws and Regulations

What is now proposed is a set of regulations defining how this obligation is to be fulfilled. Copies of Victorian laws and regulations are available from Anstat (SAI Global) or Victorian Law Today. The laws of the Commonwealth are available from the Australasian Legal Information Institute. The new legislation also changes the threshold for reporting incidents, which means employers must now notify WorkSafe of incidents that do not result in an injury, but expose a person to serious health and safety risks. WorkSafe publishes practical advice on duties and obligations under health and safety laws. The amendments are introduced by the Regulation to amend the Occupational Health and Safety Regulation (psychological health) (proposed Regulation). The preparation of the proposed Regulations follows several recent reviews that have recommended strengthening occupational health and safety legislation to better manage mental health risks in the workplace. The Victorian Government recently introduced new legislation that will strengthen WorkSafe Victoria`s ability to address workplace safety concerns and improve outcomes for injured workers and their families. This change follows the publication of a secondary consultation paper by Worksafe Victoria on the subject. WorkSafe sought stakeholder input on the following aspects of the proposed health regulations related to psychosocial risks: This COVID-19 Vaccine Information Regulation expires 12 months after the day on which it comes into force and requires employers to destroy all COVID-19 vaccination information recorded or stored in accordance with this Regulation within 30 days of that date, Unless otherwise specified: destroy the information earlier or retain it after that date. The Occupational Health and Safety Act, 2004 and its regulations are intended to ensure the safety of Victorian workplaces. The second development to watch in 2022 is the new regulation with specific requirements on how employers must control certain risks to workers` mental health. Employers in Victoria can continue to collect COVID-19 vaccination information from their employees under new regulations currently in place.

The development of the proposed Regulations follows several recent reviews that recommended strengthening occupational health and safety legislation to better address mental health in the workplace, including: New legislation requiring the reporting of incidents that were previously unreported after Parliament was informed of the Workplace Safety Legislation Amendment Act, 2021 and other matters were submitted. There are other Victorian laws and regulations that cover specific areas of health and safety. WorkSafe has many features under the Occupational Health and Safety Act. For example, we: The OSH Regulation came into force on June 18, 2017 and replaced the (old) OSH Regulation in 2007. Within 30 days of the end of each reporting period, it is proposed that employers with more than 50 employees provide WorkSafe Victoria with an anonymized report containing information on any reportable psychosocial complaints received by the employer during the reporting period. Subscribe to event announcements and the latest industry news, including Safety Soapbox, Agriculture Updates, DG Digest, Major Hazards Matters, Provider Pulse, Health and Safety Advocate Updates, and WorkWell Program Communications. The OHS Act aims to protect the health, safety and well-being of workers and others at work. It also aims to ensure that the health and safety of the public is not threatened by professional activities. Australian National Regulator for Data Protection and Freedom of Information.

Employers are required by law to eliminate risks as much as possible. To decide what is reasonably practical, you should consider the following: The COVID-19 Vaccination Information Regulation amends the Occupational Health and Safety Regulations, 2017 (Occupational Health and Safety Regulations) to allow employers to collect, record, retain and use COVID-19 vaccination information for certain individuals* in certain circumstances to comply with an obligation under Part 3 of the Occupational Health and Safety Act, 2004 (Occupational Health and Safety Act) and the OHS Regulations.