Victorian VPS flexible work: what to put in a protected request
Start by checking whether your reason and employment status qualify under clause 10 or the National Employment Standards. The common policy is about the protected request pathway; other arrangements may be available under employer policy, discrimination law or a corrections-specific clause.
How it works in practice
Put the proposed change and reasons in writing. Give enough detail for the employer to understand the need, and suggest a viable alternative or trial if you can. For example, a prison officer could propose a different start time or a revised pattern and identify the handover coverage that would remain in place.
The employer must discuss the request, genuinely try to agree an arrangement, consider the consequences of refusal and answer in writing within 21 days. A refusal needs reasonable business grounds explained as they apply to the request, any alternative the employer can offer, and information about the dispute pathway. Keep the request, discussion notes and response. Check clause 13 before choosing a next step.
Source and status
This Victorian Public Service common policy was listed as updated 3 April 2025. It guides clause 10 and Fair Work Act section 65. The Victorian Government says common policies prevail over inconsistent agency policies, while the agreement and applicable legislation prevail over the common policy. Check coverage before relying on it, particularly outside the Victorian Public Service.
Read the official policy PDF and check the common policy register. General information only.
Read the official policy PDF on this page
© Copyright State Government of Victoria. Unaltered copy of the official source PDF, reproduced under Creative Commons Attribution 4.0. Check the official source for later updates.
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