South Australia: Flexible work for operational employees
Version checked: 22 January 2026.
Determination 8 applies to covered public-service and declared employment and provides guidance to other public-sector agencies. It must be read with the applicable industrial instruments and Determination 3.1.
Flexible work is broader than working from home. Changes to hours, patterns and location may be considered, but not every option fits every role. Requests should be assessed objectively against service delivery, with alternatives considered where the original proposal is impracticable. A refusal based on organisational requirements must be explained in writing within 21 days; if a decision is delayed, the employee should receive the reason and expected timing.
The document also addresses safety, information security, compressed hours, flexitime and purchased leave. Temporary arrangements generally require at least annual review. Early termination by the delegate requires reasonable notice, reasons and an opportunity to respond before a final decision.
For prison officers, frame the request around an achievable roster or job-design solution, staffing coverage and safety controls. Keep the application, proposed alternatives and written decision. Neither operational work nor caring responsibilities should be treated as automatically deciding the outcome.
General information, not advice on a particular case. Check coverage and the current industrial instrument before acting.
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