Business & commercial
Workplace policies for Victorian employers.
Policies are what a regulator asks for first and what a tribunal reads closely. CMK Legal prepares workplace policy suites for Victorian employers that meet the positive duty and psychosocial hazard obligations, written in language your team will actually follow.
Solicitor-drafted
Policies drafted by a solicitor against current obligations, not recycled templates.
Practical timeframes
A core suite typically delivered within two weeks.
Fixed fee, quoted first
Fixed fee for the suite, quoted before we start.
Australian commercial law
Fair Work Act, positive duty, OHS and Privacy Act obligations.
Why workplace policies matter.
Policies do three jobs. They tell employees what is expected, they give the business a defensible basis for disciplinary action, and they evidence compliance with obligations that now require employers to act proactively rather than reactively.
Two obligations drive most policy work. The positive duty under the Sex Discrimination Act requires employers to take reasonable and proportionate measures to eliminate sexual harassment, sex discrimination, hostile work environments and victimisation, enforced by the Australian Human Rights Commission, which looks at leadership, risk management, culture, support, reporting and measurement. Separately, Victorian OHS obligations require identification and control of psychosocial hazards including bullying, excessive workload, poor support and exposure to traumatic content.
Alongside those sit the everyday policies: code of conduct, drug and alcohol, IT and acceptable use, social media, privacy and data handling, leave and flexible working, working from home, whistleblower policy for companies that require one, and a grievance and complaints procedure that people can actually use.
Do not make policies contractual. A policy incorporated into the employment contract can be enforced against you as a promise, policies should sit outside the contract, with the contract requiring compliance with them as amended from time to time.
What a good policy suite delivers.
Positive duty compliance
Sexual harassment, discrimination and bullying policies with a working complaints pathway, risk assessment, leadership accountability and the records to demonstrate reasonable and proportionate measures were actually taken.
A defensible disciplinary basis
A code of conduct and disciplinary procedure that define serious misconduct and set out warnings, investigations and show-cause steps, so a dismissal has a documented foundation.
Data, IT and confidentiality
Acceptable use, social media, privacy and data breach response, and rules for personal devices, AI tools and remote access to client information.
Policies people can use
Short, plain-English documents with clear steps and named contacts, plus an acknowledgment and training register so you can prove they were issued and understood.
You need a policy review if.
- Your policies were written more than two years ago
- You have no documented sexual harassment or bullying policy
- You cannot show that staff have read and acknowledged your policies
- Staff work from home or use personal devices for work
- Employees are using AI tools with company or client information
- You have had a complaint and no clear process to run it through
- You are growing past fifteen employees
- Your policies are referred to in your employment contracts
A policy nobody has read is not compliance. Issuing, training and acknowledgment records are what turns a document into a defence.
How we build your policy suite.
- 01
Audit
We review your existing policies, contracts and structure and identify gaps against current obligations.
- 02
Prioritise
A recommended core suite first, with secondary policies staged so the project is manageable and affordable.
- 03
Drafting
Policies written in plain English for your industry, size and the way your people actually work.
- 04
Rollout
An issuing pack with a staff acknowledgment form, a briefing outline and a training register template.
- 05
Annual review
A yearly check against legislative change and any incidents, so the suite stays current.
Transparent policy fees.
A core policy suite is quoted as a fixed-fee package before we start. Individual policies can be prepared separately at a fixed fee each. Annual reviews and refresher updates are offered at a reduced fixed fee for existing clients, so the suite does not quietly go out of date.
FAQs
Workplace policy FAQs.
Still unsure? Call us on (03) 9008 7224 and speak to a lawyer, not a call centre.
Which policies does a small business actually need?
What is the positive duty?
Should policies form part of the employment contract?
Do I need to train staff on policies?
Do we need a whistleblower policy?
How often should policies be reviewed?
Related services.
Employment law
Advice for employers on hiring, managing, restructuring and exiting staff.
Learn moreEmployment contracts
Compliant, enforceable contracts for full-time, part-time and casual staff.
Learn moreRestraint & confidentiality agreements
Non-compete, non-solicit and NDA drafting that a court will enforce.
Learn moreNeed a policy suite that stands up?.
Send us the documents or tell us what you are planning. Start online in a few minutes, or book a consultation and speak to a commercial lawyer the same business day.