Victorian VPS inherent requirements policy: capacity, evidence and adjustments
When an employer has a genuine concern about an employee’s ability to perform the inherent requirements of a substantive role, the policy guides the use of medical evidence under clause 57. It is not a shortcut to disciplinary action and does not replace separate compensation, rehabilitation or discrimination obligations.
What to check
Identify the essential activities of the actual role and the current concern. The policy calls for current, relevant medical evidence rather than assumptions and for reasonable adjustments to be considered. A diagnosis or legitimate prescription medication alone does not establish an inability to perform duties.
For a prison officer, distinguish an essential duty from the way it is usually assigned, and distinguish a temporary restriction from an inability to do the substantive job with reasonable adjustments. Record proposed changes, why they would or would not help and who considered them. Handle health information on a need-to-know basis.
Source and status
This VPS common policy was listed as updated 23 December 2025 and guides clause 57. The agreement and legislation prevail over inconsistent policy, and the common policy takes precedence over inconsistent agency policy. Check coverage before relying on it.
Read the official PDF and check the common policy register. General workplace 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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