What's in this template

A ready-to-customise Flexible Working Arrangements Policy for Australian employers, written for the national workplace relations system.

Twelve sections covering purpose and scope, the legislative framework, roles and responsibilities, the types of arrangements available, who has a right to request one, and how to make and respond to a request within the 21-day window.

It also covers work health and safety for off-site work, how to raise a concern, dispute resolution, support services, breaches, and review — plus a document control table and disclaimer.

Every item needing customisation is marked in square brackets.

How to use it

Replace everything in brackets — organisation name, contacts, EAP details, your regulator, your request form and grievance policy.

Check it against any award, enterprise agreement or contract covering your workforce. Where those give greater entitlements, they apply.

Consult your workers before you implement it. That's mandatory under WHS legislation, not a nice-to-have. Then have a qualified legal or WHS practitioner review it before it goes live.

Why it matters

Eligible employees have a legal right to request flexible work, and employers have obligations that come with it: discuss the request, genuinely try to reach agreement, and respond in writing within 21 days. A refusal has to rest on reasonable business grounds, and unresolved disputes can be referred to the Fair Work Commission.

Beyond compliance, flexible work is a psychosocial control. Poorly handled requests, inconsistent decisions and isolated remote workers all create risk. A written policy makes decisions consistent and defensible, and gives managers something to follow instead of improvising.

FAQs

Who can request flexible work?‍

Employees with at least 12 months' service who are a parent or carer of a school-aged or younger child, a carer under the Carer Recognition Act, pregnant, have a disability, are 55 or older, or are experiencing family and domestic violence or supporting someone who is. Casuals qualify if they've worked on a regular and systematic basis for 12 months with a reasonable expectation of continuing work.

Can we say no?‍

Only on reasonable business grounds — cost, impracticality, or significant loss of efficiency, productivity or customer service — and only after genuinely trying to agree an alternative. The written refusal must explain the grounds, offer any alternative you can, and set out how the employee escalates.

Does it cover working from home safety?‍

Yes. Section 7 covers workstation self-assessment, breaks and fatigue, hazard and incident reporting, confidentiality, and manager check-ins on workload and isolation. Your WHS duties apply wherever the work is done.

Do we have to consult staff?‍

Yes, before implementing or changing it. Consultation is a WHS requirement.

Is it ready to publish as-is?‍

No. It's a starting point. Customise it, check it against your award or agreement, and have it legally reviewed.

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