We have recently purchased a business in Queensland that stores more than 10,000kg of hazardous chemicals. What are the requirements for storing this amount of hazardous chemicals?

Are we able to request for a job candidate to undertake a pre-employment medical so that a doctor can provide us with any recommendation on what adjustments would be needed for the candidate to perform the job before we decide whether to engage them?

I am in the transport and trucking industry, and have duties under both work health and safety (WHS) laws and the Heavy Vehicle National Law (HVNL). Which do I follow?

One of our employees suffers from chronic migraines. When he develops a migraine during his shift, he drives home to either finish his shift from home or take personal leave. If he should have an accident while driving home, can our business be liable? We are based in Queensland.

How many first aid officers do we require in a finance office in South Australia?

We have asked workers to ensure they take a rapid antigen test before coming in to work if they are displaying any symptoms that could indicate they have COVID-19. We have one staff member who has refused. Is the worker within their rights to refuse?

Is there an agreed industry timeframe for when VOCs should be completed? Must it be before undertaking the work?

We operate a restaurant in NSW. Is there any risk matrix to manage COVID-19 risks for the hospitality industry that we should be following?

In regards to incident notifications requirements, what constitutes ‘immediate treatment’? Does it include when an employee who sustains a workplace injury is taken to the site medic?

We have an employee who has been off on workers’ compensation for 5 months. There is no indication of him returning to work anytime soon. Are we able to terminate his employment? Our business operates in Queensland.

When engaging a contractor, what are our obligations? Do we need to ask for risk assessments for every job they undertake for us or is that only relevant for high-risk activities?

What are our options in relation to the employment of 'anti-vaxxers'? Can we dismiss them on the basis that they are not able to work?

We are considering including a clause in new employment contracts to advise that having the COVID-19 vaccination is a condition of employment. Are we able to make vaccination a condition of employment (for future employees) of our business?

Are we able to terminate an employee's employment if he is unable to fulfill his role because he refuses to get vaccinated?

Could you please provide some clarification around lost time injuries?