In the recent Australian federal elections, the working from home issue proved to be a pivotal moment during the campaign.
The scale and ferocity against scaling back on flexible work prompted the Coalition to backflip on their policy quick smart.
More than just a political twist, it’s a red flag for board directors, leaders, and organisations. Working from home is no longer just a short-term trend or a pandemic anomaly. It’s here to stay and is reshaping how we lead, manage, and protect people in the workplace.
Challenges for Workplace Behaviour and Compliance
While working from home offers flexibility and productivity gains, it also adds complexity to workplace behaviour, team dynamics, and compliance obligations.
In virtual and hybrid environments, inappropriate behaviour doesn’t disappear. It just expresses itself differently:
- Harassment and bullying can occur through emails, messaging apps, and video calls.
- Exclusion becomes more subtle – like being left out of meetings or chats.
- Psychosocial risks such as isolation, burnout, and blurred boundaries are harder to spot.
- Reporting mechanisms may feel less accessible, especially without a visible HR presence.
Many organisations haven’t updated their current policies and training which were primarily designed for physical workplaces.
The Compliance Gap
Under Australian law, including Work Health and Safety (WHS) and Fair Work legislation, employers have a legal obligation to protect workers from harm – wherever they’re working. This includes:
- Ensuring a psychologically safe remote working environment.
- Preventing harassment and discrimination, including online and informal channels.
- Responding promptly and appropriately to complaints.
- Providing clear, updated policies and regular training for all staff, including leaders.
The risk of non-compliance can lead to costly legal and financial consequences, reputational damage, lower productivity, and higher turnover.
What Can Leaders and Organisations Do?
As a lawyer with over 16 years of experience in the workplace behaviour and compliance space, I’ve never witnessed such significant shifts in workplace culture and legislation.
If you are a board director, leader, HR Manager or HSE Manager, here are five practical steps to consider for your organisation:
1. Review and update behaviour policies for remote and hybrid work
Make sure your codes of conduct, bullying and harassment policies, and complaint procedures cover virtual environments. Define unacceptable behaviour in online communication, including messaging platforms.
2. Reinforce training and make it relevant
Deliver interactive workplace behaviour training tailored to remote and hybrid scenarios as well. Include case studies involving virtual misconduct, online exclusion, and remote conflict resolution.
3. Train leaders to spot and respond to risks
Make sure that managers are trained to pick up subtle signs of isolation, poor engagement, or team tension among remote workers. Equip them with tools to check in meaningfully and foster inclusion.
4. Create clear reporting channels
Ensure employees know how to report concerns even when they’re working from home. Offer multiple channels, including confidential online forms or virtual meetings with HR or Contact Officers.
5. Prioritise psychosocial safety
Use WHS frameworks to assess remote working risks. Provide resources for mental health support, encourage reasonable work hours, and lead by example when it comes to switching off.
The shift to remote and hybrid work isn’t just a logistical change; it’s a cultural one that’s changed how we communicate, collaborate, and care for each other. I truly believe our workplace behaviour strategies must evolve with it.
I’ve ensured that workplace behaviour training content at EEO Specialists covers the complexities of remote working. We’ve worked with many organisations to update their policies and to train all their managers and staff. If you would like to have a confidential chat about this subject, please call me on 0405 134 187 or email franca@equalopportunitytraining.com.au
The recent federal elections have made one thing clear: flexible work is not a fringe benefit; it’s a mainstream expectation. Forward-thinking organisations that embrace this shift with clarity, compassion and compliance will not only protect their people but also improve employee wellbeing and productivity. It’s better for people and business in the long term.
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The author, Franca Sala Tenna, is a lawyer and acknowledged workplace behaviour and compliance expert. She is also the Founder & Director of EEO Specialists, and Online Compliance Training.