{"id":6187,"date":"2026-03-10T03:54:56","date_gmt":"2026-03-10T03:54:56","guid":{"rendered":"https:\/\/skillset.ap.applyflow.com\/?page_id=6187"},"modified":"2026-04-21T05:48:31","modified_gmt":"2026-04-21T05:48:31","slug":"fitness-to-work-policy","status":"publish","type":"page","link":"https:\/\/skillset.com.au\/fitness-to-work-policy\/","title":{"rendered":"Fitness to Work Policy"},"content":{"rendered":"\n<!-- Basic Text Start -->\n                              <h2>Fitness to Work Policy<\/h2>\n          <h4>1.0 PURPOSE AND SCOPE<\/h4>\n<p>Skillset\u00a0Limited (&#8216;Skillset&#8217;) is committed to ensuring the health and safety of\u00a0all Skillset Employees, contractors,\u00a0visitors\u00a0and anyone who may be\u00a0involved\u00a0in\u00a0our business operations.\u00a0In line with this commitment,\u00a0this Policy details standards\u00a0required of\u00a0Employees to ensure their\u00a0&#8216;fitness for work&#8217;.\u00a0This Policy includes\u00a0both\u00a0general fitness for work factors, and\u00a0specific factors\u00a0impacting\u00a0fitness for work\u00a0including\u00a0drugs and alcohol,\u00a0fatigue,\u00a0and non-work related\u00a0illness and injuries.\u00a0\u2028\u2028This Policy\u00a0is applicable\u00a0to all Skillset Employees, Board Members, contractors, and visitors to any site or office\u00a0in connection with their work with\u00a0Skillset.\u00a0This policy does not apply to Skillset Senior College\u00a0Employees who are covered by an equivalent\u00a0Skillset Senior College Policy.<\/p>\n<p>Note: many Host workplaces have their own Fitness for Work Policies, including Drug and Alcohol\u00a0Policies\u00a0which must be strictly\u00a0adhered to at all times, by all Skillset Employees.<\/p>\n<h4>2.0 POLICY<\/h4>\n<p>All Skillset Employees\u00a0are\u00a0responsible for\u00a0ensuring they are\u00a0fit for work\u00a0at all relevant times, in line with their\u00a0Contract of Employment.\u00a0Being fit for work\u00a0is\u00a0a broad\u00a0term and\u00a0generally means\u00a0that an individual is in a physical, mental, and emotional state that allows them to perform their job duties safely and productively.\u00a0This includes being free from the adverse effects of fatigue, personal or professional circumstances\u00a0impacting\u00a0mental health and wellbeing, stress, alcohol, drugs, medications, injury or illness or any other condition that could impair their ability to work\u00a0safely and productively.\u00a0Being fit for work also means that an Employee\u00a0is able to\u00a0safely perform the inherent requirements of their role.<\/p>\n<p>An\u00a0Employee who attends or performs work in an unfit manner is\u00a0operating\u00a0outside Skillset&#8217;s policy.\u00a0\u00a0Skillset\u00a0has zero tolerance for any conduct that causes serious or imminent risk to the health and safety of a person or the reputation,\u00a0or\u00a0viability of\u00a0Skillset.<\/p>\n<h4>3.0 RESPONSIBILITIES<\/h4>\n<p>Skillset\u00a0Managers will:<\/p>\n<p>a) Identify, assess and manage fitness for work risks.<br \/>b) Utilise practices, including pre-employment medicals where deemed required, that aim to ensure Employees and contractors are fit, capable and are able to undertake their assigned roles and responsibilities.<br \/>c) Ensure all Employees understand the requirements of this Policy.<br \/>d) Provide information to all employees and contractors on how to recognise the signs and symptoms of fitness for work issues.<br \/>e) Take prompt, reasonable management action to address fitness for work concerns that are raised or<br \/>observed.<br \/>f) Coordinate fitness for work testing and assessments as appropriate.<br \/>g) Regularly review fitness for work practices.<br \/>h) Ensure all issues pertaining to fitness for work are kept strictly confidential.<br \/>i) Provide counselling and other support as appropriate for employees (which may include: resources, referral<br \/>to professional support, referral to the Employee Assistance Program (EAP), flexibility in work hours\/conditions where safe and appropriate.)<br \/>j) Monitor Employee leave accruals, work hours, overtime hours worked and ensure effective roster<br \/>management.<\/p>\n<h5>3.1 Drugs and Alchohol<\/h5>\n<p>Drugs and alcohol can affect a person&#8217;s ability to work safely,\u00a0including\u00a0increasing\u00a0the risk of injury and illness to themselves or others. This includes medicines that are prescribed or\u00a0over the counter.<\/p>\n<p>Employees are prohibited\u00a0from:<\/p>\n<ul role=\"list\">\n<li>Working or attending for\u00a0work\u00a0while impaired\u00a0by\u00a0drugs or alcohol.<\/li>\n<li>The use, possession, distribution, or sale of illegal drugs\u00a0and alcohol\u00a0on\u00a0any work-related worksite\u00a0(including\u00a0but not limited\u00a0to:\u00a0usual place of work,\u00a0work provided accommodation\u00a0and host\/contract worksites).<\/li>\n<li>Consuming alcohol during work hours, including breaks, unless\u00a0approved by the\u00a0CEO.<\/li>\n<li>Misusing controlled substances or alcohol in a workplace or work setting.<\/li>\n<\/ul>\n<p>Any worker who is prescribed drugs must actively consider and obtain professional advice about any potential risks or hazards associated with the use of those drugs in connection with their work. Employees must inform their Manager or Supervisor prior to the commencement of work where they are taking prescription or non-prescription medication that may impair their ability to work safely or may provide a positive result in a drug screen (various medications containing substances such as codeine, pseudoephedrine etc., are displayed as illegal substances in drug screens). In the case of apprentices, trainees and labour hire personnel, they are required to contact their Workforce Consultant. The Employee&#8217;s Manager or Supervisor is required to take the necessary action to mitigate the risk and to notify People &amp; Culture of this.<\/p>\n<p>Skillset\u00a0recognises\u00a0that\u00a0Employees may enjoy a variety of social activities as part of the social interaction \/ activities of\u00a0Skillset. Those\u00a0participating\u00a0in\u00a0such\u00a0activities\u00a0are required to\u00a0do so in a safe\u00a0and\u00a0responsible manner that will not harm the\u00a0Employee\u00a0or others,\u00a0or Skillset&#8217;s\u00a0property or reputation.<\/p>\n<p>Some indicators that can suggest the presence of alcohol and other drug misuse include: incidents, violence, habitual lateness, frequent absences, neglect of personal grooming, interpersonal problems, mood swings, irritability, impaired motor skills\/coordination or speech, blood-shot eyes or diluted pupils, smell of alcohol on person, and poor concentration and\/or visual disturbance.<\/p>\n<p><strong>3.1.1 Drug and alcohol testing<\/strong><br \/>Skillset will undertake drug and alcohol testing of Employees, at its discretion. Testing is undertaken to identify and address substance use that could impair an employee&#8217;s ability to perform their duties safely. Where a positive test result is obtained, this will be deemed as a breach of this Policy. Any person suspected of being impaired by drugs or alcohol, will not be permitted to commence work or continue to work. Such persons will be immediately removed from risks of danger to themselves and others and will be asked to undertake a test. Skillset may require Employees to undergo testing for the presence of drugs or alcohol in the following circumstances (with or without prior notice):<\/p>\n<p>a) Pre-employment medical testing &#8211; conducted before hiring a candidate.<br \/>b) Random Testing &#8211; where a small number of Employees are randomly selected to complete a drug and\/or<br \/>alcohol screen, unannounced.<br \/>c) Reasonable suspicion (with cause) testing:<\/p>\n<ul>\n<li>If Skillset suspects, on reasonable grounds, that an Employee or Contractor is under the influence of<br \/>drugs or alcohol in breach of this policy.<\/li>\n<li>Upon finding evidence that a worker has used, possessed, sold, solicited or transferred drugs whilst in<br \/>the workplace or while on Skillset property.<\/li>\n<li>Upon receipt of a report of drug or alcohol use.<\/li>\n<\/ul>\n<p>d) Targeted Testing &#8211; where an Employee holds a position where the use of drugs or alcohol would pose a<br \/>very high\/significant risk to the health, welfare or safety of that worker or to others in the workplace.<br \/>e) Post Incident or Near-miss &#8211; conducted during the investigation of an incident or near-miss.<br \/>f) Blanket Testing &#8211; where all Employees of Skillset that are present at work on the nominated day are<br \/>required to complete the drug and\/or alcohol screen.<br \/>g) Host \/ Site specific testing &#8211; where the Host (or similar) has their own testing requirements, these must be<br \/>adhered to by Skillset Employees. A positive test result in such a workplace, is a breach of this Policy.<\/p>\n<p>Skillset considers the request to\u00a0participate\u00a0in drug and alcohol testing as a lawful and reasonable instruction.\u00a0Failure to\u00a0participate\u00a0in a requested\u00a0drug and alcohol test\u00a0will be treated the same as a positive test.\u00a0\u00a0\u2028\u00a0\u2028<\/p>\n<p>Skillset will treat any requests for\u00a0assistance\u00a0from any Employee who volunteers the information that they have an alcohol or drug related problem sympathetically and confidentially. During any\u00a0support\u00a0regime, the individual would remain subject to the requirements of this\u00a0Policy whilst at work.\u00a0\u2028\u00a0\u2028<\/p>\n<p>Employees should be aware that\u00a0drug detection periods\u00a0may\u00a0extend well beyond the effects of the drug. Measurable traces of drug\u00a0metabolites can\u00a0vary significantly dependent on a range of factors, including but not limited to: The type of drug\u00a0consumed,\u00a0the quantity consumed,\u00a0how the drug was administered,\u00a0the type of test\u00a0being\u00a0undertaken (e.g. saliva, urine, blood, hair sample), individual factors (age, height, weight,\u00a0sex, biological factors), individual drug\u00a0tolerance,\u00a0and consuming multiple types of drugs.\u00a0Employees\u00a0must be aware that\u00a0they are\u00a0operating\u00a0in contravention to this Policy, should they attend for work\u00a0in an unfit state, which includes\u00a0where they are\u00a0found to have traces of proscribed substances exceeding\u00a0reportable\u00a0levels.\u00a0<\/p>\n<p><strong>3.2 Fatigue<\/strong><\/p>\n<p>Fatigue is a physical condition that can occur when a person&#8217;s physical or mental limits are reached. Fatigue may include feeling sleepy, physically or mentally tired, weary or drowsy, feeling exhausted or lacking energy.\u00a0\u00a0\u00a0\u2028<\/p>\n<p>Fatigue reduces alertness\u00a0and affects a person&#8217;s ability to think clearly\u00a0which may lead to errors and an increase in incidents and injuries, particularly when:\u00a0operating fixed or mobile plant, including driving vehicles;\u00a0undertaking critical tasks that require a high level of concentration;\u00a0and undertaking night or shift work,\u00a0when a person would ordinarily be sleeping.\u00a0\u2028\u00a0\u2028<\/p>\n<p>It is important that all Employees\u00a0are able to\u00a0identify\u00a0signs and symptoms of fatigue.\u00a0Some examples\u00a0include:\u00a0<\/p>\n<ul role=\"list\">\n<li>lack of concentration;\u00a0daydreaming;\u00a0<\/li>\n<li>low motivation \/ making more mistakes than\u00a0usual;\u00a0\u00a0<\/li>\n<li>slowed reflexes and\u00a0responses;\u00a0\u00a0<\/li>\n<li>difficulty making\u00a0decisions;\u00a0<\/li>\n<li>poor judgement or poor\u00a0memory;\u00a0\u00a0<\/li>\n<li>needing more sleep than usual during days off\u00a0work;\u00a0<\/li>\n<li>mood changes, increased\u00a0irritability\u00a0or other changes to the person&#8217;s mental\u00a0health;\u00a0\u00a0<\/li>\n<li>excessive yawning or falling asleep at\u00a0work;\u00a0<\/li>\n<li>noticeably reduced capacity to engage in effective interpersonal\u00a0communication;\u00a0<\/li>\n<li>changes to the person&#8217;s general health or fitness.\u00a0\u00a0<\/li>\n<\/ul>\n<p>Employees must advise their Manager immediately should they have any issues in relation to fatigue management or fitness for work that may affect their ability to work safely.\u00a0\u00a0\u00a0\u2028 \u2028<\/p>\n<p>Fatigue management strategies include:\u00a0<\/p>\n<ul role=\"list\">\n<li>Designing work\u00a0schedules\/rosters which\u00a0allow for adequate rest and recovery.\u00a0<\/li>\n<li>Ensuring time is scheduled for adequate breaks during work, including when travelling for work.\u00a0Employees\u00a0are required to\u00a0stop every two hours when traveling\u00a0for\u00a0work.\u00a0\u00a0<\/li>\n<li>Monitoring\u00a0overtime hours worked\u00a0to ensure this is not excessive.\u00a0<\/li>\n<li>Fostering an open and transparent workplace culture which encourages\u00a0reporting of\u00a0concerns, including\u00a0fatigue-related issues.\u00a0\u00a0<\/li>\n<li>Employees\u00a0may\u00a0be directed to take leave or reduce hours for\u00a0a period of time\u00a0where excessive hours have been ongoing for more than three weeks&#8217; duration.\u00a0\u00a0<\/li>\n<li>Managers providing support for Employees with workload management, especially during peak workload periods.\u00a0<\/li>\n<li>Employees should be aware of the effects of fatigue when driving to and from work or as part of their work activities. Precautions whilst driving include:\u00a0\n<ul role=\"list\">\n<li>Taking regular and adequate rest breaks, including taking breaks every two\u00a0hours;\u00a0\u00a0<\/li>\n<li>Stopping when\u00a0tired;\u00a0<\/li>\n<li>Planning the journey, taking into consideration pre-journey work duties, the length of the trip and post-journey\u00a0commitments;\u00a0\u00a0<\/li>\n<li>Advising your manager\u00a0if driving time and non-driving duties\u00a0will\u00a0exceed\u00a0ten\u00a0hours in one day, where this is outside of your regular hours of work,\u00a0so accommodation\u00a0and other fatigue management strategies\u00a0can be\u00a0discussed; and\u00a0<\/li>\n<li>Sharing\u00a0driving duties if possible.\u00a0<\/li>\n<\/ul>\n<\/li>\n<\/ul>\n<p>Managers may apply additional fatigue management measures on a &#8216;case by case&#8217; basis for individuals who may be more exposed to the risk of fatigue (for example due to the requirements of their position). Consideration and discretion can be applied by Managers on an individual basis, which may include (but not limited to) enabling an Employee to finish work early, start later, or take additional breaks.\u00a0\u00a0<\/p>\n<p><strong>3.3 Non-work related\u00a0injury or illness\u00a0(including\u00a0physical health and functional capacity)\u00a0<\/strong><\/p>\n<p>Employees\u00a0are required to\u00a0be\u00a0fit for\u00a0work and\u00a0ensure that non-work related\u00a0illnesses\u00a0or injuries\u00a0do\u00a0not affect their ability to safely perform their duties.\u00a0Employees are entitled to be temporarily absent from work due to illness and injury, and may utilise available leave entitlements, where illness\u00a0or\u00a0injury prevent\u00a0them from being able to undertake\u00a0their normal duties.\u00a0\u00a0\u2028\u00a0\u2028<\/p>\n<p>Employees must report any\u00a0pre-existing injury,\u00a0illness\u00a0or disability, on commencement of employment,\u00a0where this impacts on their ability to perform the inherent requirements of their role.\u00a0\u2028\u00a0\u2028<\/p>\n<p>Employees have an ethical and common law Duty of Care (Work Health &amp; Safety Act 2012\u00a0s 28) to\u00a0provide\u00a0relevant information\u00a0to Skillset (normally via conversation with their Manager)\u00a0about their health status when this could impact upon their capacity to perform the inherent requirements of their role,\u00a0and\/or where the illness\u00a0or\u00a0injury has the potential to place\u00a0themselves or others\u00a0at risk.\u00a0\u00a0\u2028\u00a0\u2028<\/p>\n<p>Where risk is present due to a non-work related\u00a0illness or injury, an Employee may be directed to cease work until\u00a0relevant information is available to\u00a0ensure they and others are safe.\u00a0\u00a0\u2028\u00a0\u2028<\/p>\n<p>Skillset may seek professional medical advice\u00a0on an Employee&#8217;s\u00a0non-work related\u00a0injury or health-related issue that\u00a0is or\u00a0may\u00a0be,\u00a0affecting an\u00a0Employee&#8217;s\u00a0ability to perform the inherent requirements\u00a0of their role.\u00a0Generally, this\u00a0information\u00a0is\u00a0provided by\u00a0the Employee&#8217;s\u00a0normal\u00a0health professional. The Employee and Manager will consult with the People and Culture team to\u00a0determine\u00a0an appropriate plan\u00a0to obtain this advice. This may include direction to attend a medical professional for assessment. Employees must\u00a0at all times\u00a0comply with\u00a0any relevant medical restrictions advised by such a professional. This is to ensure that the Employee is not put at risk of further illness or injury, or delayed recovery,\u00a0as a result of\u00a0their work; and others are also kept safe.\u00a0Clarification of medical advice may also be\u00a0sought\u00a0by Skillset from the treating medical professional, or alternate professional.\u00a0\u00a0\u2028\u00a0\u2028<\/p>\n<p>In some circumstances an Employee may be able to attend work with\u00a0restrictions or modifications. This will be on a case-by-case basis,\u00a0dependent on the inherent requirements of the role, the work being performed, the work\u00a0site or\u00a0environment, and\u00a0supported by medical information that such restrictions do not place the Employee or others at risk.\u00a0Skillset must not\u00a0incur unjustifiable hardship to accommodate such restrictions or modifications.\u00a0\u00a0<\/p>\n<h4>4.0 SUPPORT FOR EMPLOYEES\u00a0WHO ARE NOT FIT FOR WORK\u00a0<\/h4>\n<p>All\u00a0Skillset Employees who face issues\u00a0related to fitness for work, will be treated with dignity and respect. All issues\u00a0pertaining to\u00a0fitness for work shall be\u00a0kept strictly confidential at all times.\u00a0\u2028\u00a0<\/p>\n<p>Available leave entitlements may be utilised by Employees to assist in the management of fitness for work concerns.\u00a0\u00a0\u2028 \u2028<\/p>\n<p>All Skillset Employees have access to the Employee Assistance Program (EAP). The EAP is a free, professional and confidential counselling service available to all Employees and their immediate family members to access, should they need support for work-related or personal reasons.\u00a0<\/p>\n<h4>5.0 NON-COMPLIANCE\u00a0<\/h4>\n<p>Failure to\u00a0comply with\u00a0this Skillset Policy may result in disciplinary action, up to and including the termination of employment or termination of contractual arrangements.\u00a0Skillset\u00a0has zero tolerance for any conduct that causes serious or imminent risk to the health and safety of a person or the reputation,\u00a0viability\u00a0or profitability of\u00a0Skillset.\u00a0<\/p>\n<!-- Basic Text End --><!-- CTA Start -->\n            <img decoding=\"async\" src=\"https:\/\/cdn-01.cms-ap-v2i.applyflow.com\/skillset\/wp-content\/uploads\/2026\/03\/Image-Container-5.png\" alt=\"CTA Image\" \/>\n                              <h2>Not sure where to start?<\/h2>\n                                                                <a href=\"javascript:void(0);\">\n                        Subscribe for Updates                                              <\/a>\n                                                                                        <a href=\"https:\/\/www.facebook.com\/skillsetau\" target=\"_blank\">\n                          <img decoding=\"async\" src=\"https:\/\/cdn-01.cms-ap-v2i.applyflow.com\/skillset\/wp-content\/uploads\/2026\/03\/Vector.svg\" alt=\"Social Icon\" \/>\n                        <\/a>\n                                                                                                              <a href=\"https:\/\/www.instagram.com\/skillsetlimited\/\" target=\"_blank\">\n                          <img decoding=\"async\" src=\"https:\/\/cdn-01.cms-ap-v2i.applyflow.com\/skillset\/wp-content\/uploads\/2026\/02\/icon_instagram.svg\" alt=\"Social Icon\" \/>\n                        <\/a>\n                                                                                                              <a href=\"https:\/\/www.linkedin.com\/company\/skillsetau\" target=\"_blank\">\n                          <img decoding=\"async\" src=\"https:\/\/cdn-01.cms-ap-v2i.applyflow.com\/skillset\/wp-content\/uploads\/2026\/02\/icon_linkedin.svg\" alt=\"Social Icon\" \/>\n                        <\/a>\n<!-- CTA End -->\n","protected":false},"excerpt":{"rendered":"<p>Fitness to Work Policy 1.0 PURPOSE AND SCOPE Skillset\u00a0Limited (&#8216;Skillset&#8217;) is committed to ensuring the health and safety of\u00a0all Skillset Employees, contractors,\u00a0visitors\u00a0and anyone who may be\u00a0involved\u00a0in\u00a0our business operations.\u00a0In line with this commitment,\u00a0this Policy details standards\u00a0required of\u00a0Employees to ensure their\u00a0&#8216;fitness for work&#8217;.\u00a0This Policy includes\u00a0both\u00a0general fitness for work factors, and\u00a0specific factors\u00a0impacting\u00a0fitness for work\u00a0including\u00a0drugs and alcohol,\u00a0fatigue,\u00a0and non-work related\u00a0illness&hellip;<\/p>\n","protected":false},"author":8,"featured_media":0,"parent":0,"menu_order":3,"comment_status":"closed","ping_status":"closed","template":"","meta":{"_seopress_robots_primary_cat":"","footnotes":""},"class_list":["post-6187","page","type-page","status-publish","hentry"],"acf":[],"_links":{"self":[{"href":"https:\/\/skillset.com.au\/af-api\/wp\/v2\/pages\/6187","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/skillset.com.au\/af-api\/wp\/v2\/pages"}],"about":[{"href":"https:\/\/skillset.com.au\/af-api\/wp\/v2\/types\/page"}],"author":[{"embeddable":true,"href":"https:\/\/skillset.com.au\/af-api\/wp\/v2\/users\/8"}],"replies":[{"embeddable":true,"href":"https:\/\/skillset.com.au\/af-api\/wp\/v2\/comments?post=6187"}],"version-history":[{"count":7,"href":"https:\/\/skillset.com.au\/af-api\/wp\/v2\/pages\/6187\/revisions"}],"predecessor-version":[{"id":7405,"href":"https:\/\/skillset.com.au\/af-api\/wp\/v2\/pages\/6187\/revisions\/7405"}],"wp:attachment":[{"href":"https:\/\/skillset.com.au\/af-api\/wp\/v2\/media?parent=6187"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}