The Equal Opportunity Amendment Bill 2026

Is Your Business Ready for Victoria’s Proposed Work from Home Bill? Navigating Victoria’s proposed Work from Home Bill doesn’t have to be daunting.

The Equal Opportunity Amendment (Work from Home) Bill 2026 was introduced to the Victorian Parliament on 16 June 2026. If passed, it will give many employees a statutory right to work from home two days per week.

While the Bill is still being debated, forward-thinking businesses are already looking ahead. Here is what you need to know to prepare your workplace.

Proposed Timeline for Local Businesses

1 September 2026: Expected start date for businesses with 15 or more employees.
1 July 2027: Expected start date for small businesses (fewer than 15 employees).

Which Employees Are Covered?

The new right will apply to most public and private sector workers, including regular casuals. However, certain roles and arrangements are exempt. The Bill does not cover:

Employees on probation
Gig workers and sole traders
Apprentices, trainees, interns, graduate program participants, or work experience students
Irregular casual workers

Reasonable Grounds for Refusal

Employers can still say no, but the bar will be higher. You must be able to demonstrate that fulfilling the request is “not reasonable.” Valid grounds for refusal include:

Operational needs: The role genuinely requires an onsite presence to meet with clients or customers for example.
Business impact: A proven and significant drop in productivity, safety, or customer service quality.
Structural strain: The change would cause major financial strain, require impractical hiring, or severely disrupt staff training and supervision.

What is the Process and can the Employee Challenge the Decision?

Employees must submit requests in writing, specifying their preferred days, times, and location.

As an employer, you will have a strict 21-day window to respond. If you refuse, you are required to propose alternative flexible arrangements where possible.

Disagreements will be handled by the Victorian Equal Opportunity and Human Rights Commission and VCAT, with employees required to follow existing workplace rules while a dispute is being resolved unless they obtain an interim order to work from home.

Practical Steps to Take Now

The best way to manage the transition smoothly is to prepare before the legislation takes effect. We suggest focusing on two key areas:

Auditing your position descriptions: Assess which positions in your business can genuinely operate remotely for two days a week without impacting service or safety.
Reviewing your policies: Look over your current flexible working arrangements policy so you know exactly what will need updating if the Bill passes.

Let’s Navigate the Transition Together

Workplace laws evolve quickly, but proactive planning keeps your business compliant, and your team aligned. If you would like help to review your current policies or to discuss how these changes might impact your specific industry, the team at EAS Legal is here to help. you.