Victorian public sector Workplace change: meaningful consultation, not just notification

A new roster, restructuring proposal or changed work practice can affect a prison officer’s working life. Victoria’s public sector consultation policy expects timely, cooperative engagement, genuine consideration of employee views and constructive efforts to resolve problems locally.

The policy requires public sector enterprise agreements to address significant workplace changes and changes to regular rosters or ordinary hours. Employees and relevant unions should receive information, be invited to explain the effects, including caring responsibilities, and have those views considered. It also sets expectations for dispute procedures, including workplace resolution and Fair Work Commission assistance. These are government policy requirements alongside, not substitutes for, applicable agreement clauses and legislation. Read the official consultation and dispute-resolution policy.

A practical starting point

Keep the proposal, previous roster and relevant correspondence together. Identify what changes, when, and the specific impact on you. Ask which consultation clause applies, how to submit alternatives and when the employer will respond. Record reasonable alternatives, rather than relying only on an objection.

Do not assume that raising a concern automatically stops implementation or permits a refusal to work. Check the actual dispute procedure, any status-quo provision and safety requirements promptly.

This is general information, not legal advice. Coverage must be checked for the particular employer, especially in privately operated prisons.

*Source checked 13 November 2026; policy updated 2 November 2026.*