Remote Work, Real Responsibility: WHS Obligations for Female-Led Businesses in 2025

The remote work revolution isn’t a trend. It’s the new normal and, for many female-led businesses, it’s unlocked flexibility, productivity, and better work-life balance across the board.

But flexibility doesn’t remove responsibility.

If you’re leading a remote team - even a small one - you’re still legally responsible for your team’s health and safety under Australia’s Work Health and Safety (WHS) legislation. And that responsibility extends to wherever your people are working, including their homes.

This blog breaks down exactly what that means for you as a female founder, and how to meet your WHS obligations with clarity, professionalism, and confidence.

Do WHS Obligations Apply to Remote Work? Yes.

Under the Work Health and Safety Act 2011 (Cth) (or your applicable state or territory legislation), you have a duty, so far as is reasonably practicable, to ensure the health and safety of your workers while they are at work - regardless of location.

This includes physical safety, psychological wellbeing, and a proactive approach to identifying and managing risks.

If someone is working remotely for your business, you are considered a “person conducting a business or undertaking” (PCBU) and that comes with legal obligations.

Common WHS Risks in Remote Work Environments

Remote work introduces unique risks that need to be identified and managed with intention. The most common include:

• Ergonomic Injuries: Poor workstation setup can result in musculoskeletal issues such as back pain, neck strain, or repetitive stress injuries. This often happens when staff are working from unsuitable furniture like couches or kitchen tables.

• Mental Health and Isolation: Lack of social connection, blurred boundaries between work and personal time, and reduced team communication can lead to stress, anxiety, and burnout.

• Environmental Hazards: Home environments may include risks such as tripping hazards (e.g. loose cords), poor lighting, or inadequate ventilation.

• Overwork and Fatigue: Without structure, many remote workers extend their work hours significantly, leading to fatigue, reduced productivity, and an increased risk of errors or injury.

What You Can Do to Meet Your WHS Obligations

Here are practical, legally-aligned steps you can take to support your team and protect your business:

1. Develop a Remote Work Policy

   Your policy should clearly outline WHS responsibilities, expectations for work hours and communication, and procedures for reporting hazards or incidents.

   Tip: Include a clause requiring team members to complete a home workspace self-assessment.

2. Conduct Remote Work Risk Assessments

   Provide your team with a checklist to assess their workspace. Cover things like adjustable chairs, adequate lighting, safe placement of cords, and access to breaks.

3. Support Ergonomics

   Consider providing or subsidising ergonomic equipment such as adjustable chairs, desks, monitor risers, or external keyboards.

4. Address Mental Health Proactively

   Regular check-ins, flexible schedules, and access to mental health resources (like an Employee Assistance Program) all help reduce stress and build psychological safety.

5. Provide WHS Training

   Ensure your team understands their rights and responsibilities. This includes how to set up a safe workstation, manage their workload, and report any concerns.

6. Monitor and Review

   WHS is not a one-and-done exercise. Schedule quarterly check-ins to reassess remote work setups, identify new risks, and adjust policies as needed.

Employee Responsibilities

It’s important to remember that employees also have WHS obligations. These include:

• Taking reasonable care for their own health and safety

• Following any reasonable WHS instructions provided

• Promptly reporting risks, hazards, or incidents

You are not responsible for controlling every aspect of a team member’s home, but you are responsible for creating a framework that supports safety and compliance.

Need Support Putting This in Place?

If you’re unsure where to start, you’re not alone. Navigating WHS for remote teams can feel complex - but it doesn’t have to be.

We offer custom legal retainers designed for female-led businesses, starting from just $100 per month depending on your needs. That includes:

• Bespoke remote work policies

• WHS compliance guidance tailored to your business

• Ongoing legal support for contracts, risk, and workplace obligations

Book a strategy call and lets get started.

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Resources

• Safe Work Australia – WHS and Remote Work

• WorkSafe WA – Employer Guidance

• SBDC – WHS Support for Small Business

Disclaimer

This article is for general information only. It does not constitute legal advice. Please seek professional legal support tailored to your business circumstances.