Changes to COVID-19 notification requirements in Victoria

Changes to COVID-19 Notification Requirements in Victoria

From 14 January 2022, Victorian employers are no longer required to notify WorkSafe if a COVID-19 positive worker attends their workplace. This marks a significant shift from regulations first introduced in 2020, which required businesses to report confirmed cases linked to their operations.

The Victorian Government announced the update following a review of how disease management practices have evolved since the pandemic began. Employers should understand what these changes mean for their obligations and how they compare to notification requirements in other states, such as New South Wales.

What Has Changed?

Previously, notification requirements meant employers had to alert WorkSafe whenever a worker contracted COVID-19 at work. The State Government says this policy is no longer considered necessary to prevent further spread of the disease within workplace settings, given improved health responses and community immunity levels.

However, employers still carry other reporting duties. Businesses remain required to notify WorkSafe of notifiable incidents under existing regulations, so the removal of one requirement does not eliminate broader compliance obligations.

Ongoing Health Reporting Obligations

Despite the relaxation of notification requirements for individual cases, Victorian employers must still notify the Department of Health when five positive cases attend the same premises within a seven-day period. This threshold helps health authorities monitor clusters without placing unnecessary administrative strain on every workplace.

Employers can typically fulfil this obligation via a dedicated email address provided by health officials, ensuring timely communication without delay. Where multiple cases occur across shared facilities, businesses should confirm the correct email channel and reporting format required by the Department of Health.

• Notify WorkSafe of notifiable incidents as per existing OHS Act obligations
• Report clusters of five or more cases within seven days to the Department of Health
• Maintain internal records of workplace exposures for compliance purposes
• Confirm correct email contacts for health notifications at relevant facilities

Compliance and Enforcement

Action will be taken against workplaces failing to meet their obligations under the OHS Act. Employers should review internal policy documents to ensure reporting procedures reflect current requirements, particularly across multi-site facilities where different teams may manage compliance separately.

Businesses operating across state lines should also review notification requirements for confirmed COVID-19 cases in the Northern Territory, as reporting thresholds and processes differ between jurisdictions.

Supporting Documentation

Employers managing Victorian worksites can strengthen their compliance position by maintaining up-to-date OHS management documentation and site-specific plans such as an environmental plan for construction sites. Construction businesses may also benefit from a tailored architectural SWMS pack for Victoria to keep safe work method statements aligned with current expectations.

For broader context on how regulatory bodies are managing pandemic-related obligations, see our coverage of the new WorkSafe Victoria CEO announcement, which outlines leadership priorities affecting future policy direction.

Source: WorkSafe WA website.