Queensland’s workplace safety framework is undergoing significant reform in 2026, with amendments to the Work Health and Safety Act 2011 (Qld) strengthening enforcement powers, expanding the role of workplace representatives, and tightening rules around liability and insurance. These reforms are designed to increase accountability and ensure that safety obligations are actively managed at all levels of an organisation.
What are the key changes?
The reforms introduce several important developments.
A major change is the restriction on insurance and indemnity arrangements. Businesses are no longer permitted to insure against penalties for breaches of work health and safety duties. Contractual arrangements that attempt to transfer or reduce personal liability for such breaches may also be unlawful. The clear intent is to ensure that officers and duty holders remain directly accountable.
The role of Health and Safety Representatives (HSRs) has also been expanded. HSRs now have stronger procedural rights to raise and escalate safety concerns. They can issue provisional improvement notices, direct unsafe work to cease in certain circumstances, and escalate matters to regulators through clearer pathways.
Union involvement remains a key feature of the regulatory landscape. Authorised union representatives may enter workplaces for safety purposes where legal requirements are met, including investigating suspected breaches, inspecting conditions, and requesting relevant documentation.
The reforms also reinforce existing due diligence obligations for officers. These duties require active oversight of workplace safety, including ensuring appropriate systems, resources and verification processes are in place.
How will this impact employers and officers?
These changes significantly increase both organisational risk and personal exposure for directors, executives and senior managers.
The inability to insure against penalties means that financial consequences will be borne directly by individuals and organisations. This heightens the need for proactive compliance and removes reliance on insurance as a safety net.
Enhanced HSR powers and union access mean that safety issues are more likely to be raised and escalated quickly. Employers may face increased scrutiny if concerns are not addressed promptly and transparently.
At a governance level, officers must take an active role in safety oversight. Due diligence obligations cannot be delegated, and a lack of awareness of risks is not a defence. Safety must be treated as a core governance issue, not just an operational responsibility.
What should organisations do?
Organisations should take a structured and proactive approach to responding to these reforms:
- Review insurance policies and indemnity arrangements to ensure compliance with the new restrictions;
- Strengthen governance frameworks and clarify officer responsibilities for safety oversight;
- Enhance safety management systems, including risk assessment, incident reporting and investigation processes; and
- Maintain clear protocols and accurate records to manage union entry and regulatory scrutiny
How we can assist
Adapting to these changes requires more than a simple compliance update. It involves aligning governance structures, contractual arrangements and safety systems with a more demanding regulatory environment.
Our team supports organisations in identifying risk, reviewing existing frameworks and implementing practical, compliant solutions. We work with employers and officers to strengthen due diligence processes, review insurance and indemnity arrangements, and enhance workplace safety systems.
With the right approach, these reforms can be managed effectively while reducing exposure and strengthening overall safety performance.