Victoria’s Proposed Work-from-Home Laws: What Recruitment Agencies Need to Know
Victoria's proposed Equal Opportunity Amendment (Work from Home) Bill 2026 could represent one of the most significant changes to workplace flexibility in recent years. If passed, eligible employees would have a statutory right to work from home for up to two days per week, where it is reasonable to do so.
While the legislation is still progressing through Parliament and amendments are being considered, recruitment agencies shouldn't wait until it's finalised to start preparing.
Here's what recruitment leaders need to know.
What's Changing?
Unlike existing flexible work provisions under the Fair Work Act, the proposed Victorian legislation introduces a new statutory right to work from home for eligible employees.
If the Bill passes in its current form, eligible full-time employees could work from home for up to two days per week, with pro rata arrangements for part-time employees, provided the role can reasonably be performed remotely. Employers would still be able to refuse requests, but only where there are legitimate and reasonable grounds, following the process outlined in the legislation.
The Bill is currently being debated, with Premier Ben Carroll indicating support for the principle of workplace flexibility while considering amendments following consultation with business groups.
Why Recruitment Agencies Should Pay Attention
Recruitment is a people-first industry.
Whether it's mentoring new consultants, collaborating on client strategy, interviewing candidates, or building culture across teams, many aspects of agency life still benefit from face-to-face interaction.
While many agencies already operate successful hybrid models, the proposed legislation could require businesses to review existing policies, document decision-making processes, and ensure any office attendance requirements can be clearly justified.
For agencies operating nationally, it also introduces another layer of complexity, particularly where workplace policies need to remain consistent across multiple states.
The Operational Impact
This isn't just an HR issue.
For recruitment agencies, changes to workplace flexibility can have flow-on effects across the entire business, including:
- Payroll and workforce administration
- Cybersecurity and protection of client and candidate data
- Equipment, technology, and remote working infrastructure
- Performance management and team collaboration
Employers should also review their health and safety obligations when employees work from home, including how they identify and manage risks in remote environments.
As agencies continue investing in automation, AI, and digital workflows, ensuring operational systems can support both office-based and remote teams will become increasingly important.
What Agencies Should Do Now
Although the legislation has not yet been finalised, now is a good opportunity to review your current approach.
Steps agencies can take now:
- Review your work-from-home policy
- Identify which roles genuinely require office attendance
- Train managers to assess work-from-home requests consistently
- Review payroll, compliance, and operational systems to ensure they support a hybrid workforce
Strong Operations Will Matter More Than Ever
Regardless of the final shape of the legislation, one thing is clear: workplace flexibility is continuing to evolve.
The agencies that will adapt most successfully won't necessarily be those offering the most flexible arrangements. They'll be the businesses with strong operational foundations, clear policies, and systems that enable their teams to perform wherever they're working.
Whether your consultants are in the office, working remotely, or operating in a hybrid environment, investing in scalable payroll, compliance, and operational processes will help ensure your agency is ready for what's next.
Want to strengthen the operational foundations of your recruitment business? APositive helps recruitment agencies simplify payroll, improve cash flow, and build scalable back-office processes that support long-term growth, no matter how your agency is set up.
