Bunnings Leader Raises Concerns Over New Work-From-Home Mandate
A senior executive at retail giant Bunnings has voiced significant opposition to Victoria’s upcoming work-from-home legislation, cautioning that the new laws could foster “structural inequity” within Australian workplaces.
The proposed legislation, expected to be enacted on September 1, aims to formally grant employees the right to work remotely for two days each week. However, initial drafts of the Bill have raised concerns, as they reportedly exclude apprentices, graduates, and employees still within their probationary periods from the mandate, despite assurances from Premier Jacinta Allan that all worker categories would be covered.
Concerns Over Disparate Treatment
Michael Schneider, managing director of Bunnings, has joined a growing number of business and political figures in criticizing the legislation. He stated that the law risks embedding “structural inequity” into the fabric of working environments.
“We have numerous teams who are required to be physically present to carry out their responsibilities – our store teams, our distribution teams, our manufacturing teams – and they perform exceptionally well every day,” Schneider explained in a recent interview. “However, under this proposed legislation, our support teams would gain a legal entitlement to work from home for a couple of days weekly. This creates a scenario where some employees have a legislated right to work remotely, while others do not.”
He elaborated on the company’s perspective: “As a business, we understand the operational needs of our company and the requirements of our teams. We are perfectly comfortable with our support teams working from home, but we believe we are well-equipped to manage these arrangements ourselves.”
Call for Business-Led Flexibility
Schneider emphasized that each business possesses unique needs and that employers are best positioned to determine appropriate working arrangements. “We already offer flexible work options within our stores, and the same applies to our support centre staff,” he noted. “This approach has been successful across the rest of the country, and it’s unclear why Victoria requires a different model.”
He added, “I believe employers generally want to provide flexibility; I haven’t encountered a business leader who views flexibility negatively. The question is whether this level of flexibility needs to be mandated by law.”
Melbourne Official Echoes Business Concerns
Melbourne’s Acting Lord Mayor, Roshena Campbell, also criticized the laws, labeling them “a bureaucratic and legal nightmare.” In a statement, she asserted, “This state government legislation is not only unnecessary but creates significant administrative and legal challenges for small businesses already facing considerable difficulties.”
Campbell further warned, “This legislation will not contribute to the state’s economic growth and poses a long-term risk to Victorian workers, as jobs that can be performed in Pakenham could potentially be outsourced internationally.”
Government’s Stance and Economic Data
Government proponents of the legislation suggest that working from home can save individuals an average of $5308 annually. Premier Allan has indicated that a significant portion of the workforce, including 60 percent of white-collar employees, already work remotely regularly. She also highlighted that the workforce participation rate is currently 4.4 percent higher than pre-pandemic levels.
Recent figures from real estate firm CBRE indicate that office occupancy rates in Melbourne’s central business district surpassed 65 percent in early 2026, marking the highest level since 2020.
Legislative Process and Employer Obligations
The Bill is currently under parliamentary debate and is scheduled for passage and implementation by September 1. Under the proposed rules, employees would need to submit a “work from home notice” to their employer, who would then have 21 days to respond. Businesses would be permitted to assess whether remote work negatively impacts productivity, employee training, or client relationships.
Casual employees would also need to be working on a “regular and systemic basis” to be eligible, according to the draft legislation released this week. If an agreement for remote work is reached, employers would be responsible for providing all “essential” hardware and software, as well as ensuring secure access to business information systems.
Companies with fewer than 15 employees will have until July 1 to meet these compliance requirements.
