- Date:
- 2 Nov 2026
Public Sector Industrial Relations Principles
This policy details the key principles that guide all public sector employers in their approach to managing enterprise bargaining and other industrial issues in the workplace.
Role of Departments, Portfolio Entities and Central Agencies
The roles and responsibilities of portfolio departments, portfolio entities and central agencies in the management of enterprise bargaining and other public sector industrial relations matters.
Application of the Fair Work Act 2009 (Cth) to public sector employers
This Policy addresses and clarifies the application of the Fair Work Act 2009 (Cth)
Role of Public Sector Unions
Structured and cooperative industrial relations are a hallmark of the Victorian public sector, and the Government recognises the important role of unions in representing the interests of employees.
Consultation, Cooperation and Dispute Resolution
The Government is committed to public sector industrial relations based on consultation and cooperation.
Enterprise Bargaining and Agreement Making
This policy provides the framework for enterprise bargaining in the Victorian public sector.
Industrial action
Departments and agencies must ensure that the impact of industrial action is minimised, and that any response is proportionate and appropriate.
Redundancy and Redeployment
In some instances, public sector entities will be required to restructure their workplaces.
Alternative ways of working or arranging ordinary hours of work
The Victorian Government recognises the benefits of flexible, hybrid and alternative ways of working.
Attraction and Retention
The Government is committed to ensuring that the public sector attracts and retains a diverse and high performing workforce to continue to deliver high-quality services to the Victorian community.
Employee entitlements on transfer between public sector entities or to the private sector
The transfer of certain functions across the public sector, or to the private sector, may be necessary from time to time in order to achieve new or shifting Government priorities.
Family and Domestic Violence Leave
The Victorian Government is committed to providing any employee who is experiencing family and domestic violence with the necessary support and flexibility while maintaining their employment.
Flexible Work
The Government supports flexible work practices that meet the needs of employees as well as maintaining the needs of the work area to deliver services to the Victorian community.
Gender Affirmation Leave and other supports
The Government promotes the development of safe, inclusive and diverse workplaces that support transgender, gender diverse and non-binary employees.
Gender Equality
The Victorian Government is committed to achieving gender equality in Victoria.
Leave and other supports for First Nations public sector employees
The Government promotes the development of safe and inclusive workplaces that support First Nations public sector employees.
Long Service Leave
Public sector employers must properly identify the source of long service leave entitlements for their employees to ensure that they meet their statutory obligations.
Parental Leave, Personal/Carers Leave, Reproductive Health and Wellbeing Leave, and Compassionate Leave
Achieving the right balance between family commitments and the needs of business can be achieved through cooperation between the Government, employers, unions and employees.
Right of entry
Commonwealth and State legislation provide registered employee organisations (i.e. unions) with rights to lawfully enter workplaces.
Right to Disconnect
The Government supports the right of employees to have agreed working hours and maintain work/life balance.
Secure Employment
The Government recognises the importance of secure employment for strengthening Victoria’s economy as well as enabling public sector employees and their families to fully participate in the community.
Updated