Workplace Health and Safety Obligations for Late-Night Licensed Venues in Victoria
Research Brief: 200-Capacity Nightclub, Footscray — Nightclub Licence, Trading Until 3am Thu–Sat
Executive Summary
Operating a late-night licensed venue in Victoria triggers overlapping obligations under the Occupational Health and Safety Act 2004 (Vic), the Liquor Control Reform Act 1998 (Vic), the Private Security Act 2004 (Vic), and — from 1 December 2025 — the OHS (Psychological Health) Regulations 2025. For a 200-capacity nightclub in Footscray open until 3am with a venue manager working 16-hour shifts, the compliance risk profile is acute across fatigue management, incident reporting, contractor supervision, and surveillance obligations.
Key findings:
- The 16-hour venue manager shift is the single highest compliance risk. WorkSafe Victoria guidance recommends a maximum of 12 hours per shift including overtime; at 16 hours awake, cognitive impairment equals 0.05% BAC — the legal drink-driving limit. No Victorian regulation sets a hard maximum, but prosecution standards from recent cases establish 12 hours as the benchmark above which employers must demonstrate robust fatigue controls (WorkSafe Victoria).
- A $1.43 million fine was imposed in September 2025 for fatigue-related failures where no system existed to limit hours or mandate rest — the largest fatigue prosecution in Victorian history (WorkSafe Victoria).
- CCTV retention is mandated at a minimum of 4 weeks (one month) under standard licence conditions, with incident footage preserved indefinitely until the matter is resolved (Victorian Government).
- Security contractor supervision cannot be delegated away by contract — the venue retains concurrent OHS duties to VCPG’s crowd controllers under sections 21(3), 23, and 26 of the OHS Act (WorkSafe Victoria).
- Hospitality is not a WorkSafe priority industry for 2025–26, but occupational violence, psychosocial hazards, and the new Psychological Health Regulations apply directly to late-night venues (WorkSafe Victoria).
1. OHS Act 2004 Obligations and Fatigue Management
1.1 The Legal Framework
Victoria operates under its own OHS regime — distinct from the harmonised WHS model used in other states. The duty holder is the “employer” (not PCBU). The foundational obligations for a nightclub operator are:
| Section | Duty | Maximum Penalty (Body Corporate) |
|---|---|---|
| s 21(1) | Provide a safe working environment | 9,000 PU / $1,831,590 |
| s 22 | Monitor health and conditions; keep records | 1,200 PU / $244,212 |
| s 23 | Protect non-employees (patrons, contractors) | 9,000 PU / $1,831,590 |
| s 26 | Maintain safe premises (workplace controller) | 9,000 PU / $1,831,590 |
| s 32 | Reckless endangerment | 20,000 PU / $4,070,200 |
| s 144 | Officer liability (director/manager) | Mirrors natural person maximums |
Penalty unit value for 2025–26: $203.51 (Victoria Legal Aid).
Critically, section 5 defines “health” to include psychological health, bringing fatigue, burnout, and stress squarely within the Act’s scope. The duty under s 21 is risk-based and arises irrespective of whether harm has actually occurred — if the risk exists, the duty exists (SafetyGap).
1.2 Fatigue as a Recognised Hazard
The OHS Act contains no standalone “fatigue” section. The obligation arises through the combined operation of sections 5, 21, and 22. WorkSafe Victoria explicitly identifies fatigue management as a component of “safe systems of work” under s 21(2)(a), and “monitoring conditions” under s 22 includes monitoring workloads and fatigue (WorkSafe Victoria).
For this venue, multiple higher-risk fatigue factors are present simultaneously:
| Risk Factor | Venue Situation | Risk Level |
|---|---|---|
| Daily hours exceed 12 | Manager works 16-hour shifts | Higher |
| Shift ends between 10pm–6am | All staff finish at 3am+ | Higher |
| Work during low body-clock hours (2–6am) | Trading until 3am | Higher |
| Less than 10-hour break between shifts | Thu–Sat consecutive nights | Higher |
| Physical and mental demands | Noise, crowd management, RSA, security coordination | Higher |
| Irregular/unpredictable hours | Event-based hospitality | Higher |
Safe Work Australia’s risk framework identifies shifts ending after 10pm and daily hours exceeding 12 as “higher risk” indicators. When multiple indicators overlap, the obligation to implement controls becomes correspondingly more acute (Safe Work Australia).
1.3 The 16-Hour Shift: Specific Exposure
At 16 hours awake, cognitive impairment is equivalent to a blood alcohol concentration of 0.05% — the same as the Victorian legal drink-driving limit. This is documented in both WorkSafe Victoria and Safe Work Australia guidance as a significant documented hazard (WorkSafe Victoria — Fatigue Prevention in the Workplace).
A venue manager working 16-hour shifts across three consecutive nights (Thu–Sat) occupies the highest risk category on virtually all fatigue indicators. The employer must demonstrate a “safe system of work” under s 21(2)(a) — and simply having one person absorb all these hours is unlikely to satisfy the “so far as is reasonably practicable” standard.
1.4 New Psychological Health Regulations (1 December 2025)
The OHS (Psychological Health) Regulations 2025 impose specific positive duties to:
- Identify psychosocial hazards (including excessive job demands, fatigue, low job control, night work, and customer aggression)
- Eliminate or control risks so far as reasonably practicable — by altering work design, systems, or environment (training alone cannot be the sole control measure)
- Review and revise control measures after incidents, hazard reports, or HSR requests
A Compliance Code has been published by WorkSafe. Compliance with it is not mandatory, but a duty holder who follows the Code is taken to have met their obligations. Failure to follow it may be cited as evidence in prosecution (Kennedys Law; WorkSafe Victoria).
2. Shift Lengths, Rest Breaks, and Fatigue Risk Management
2.1 Maximum Shift Lengths
WorkSafe Victoria does not legislate a specific maximum shift length under the OHS Act. There is no hard statutory cap for hospitality workers (unlike transport or mining). However, WorkSafe’s published guidance and prosecution standards establish clear benchmarks:
| Benchmark | Source |
|---|---|
| 12 hours maximum per shift (including overtime) | WorkSafe Victoria fatigue guidance (WorkSafe Victoria) |
| 8 hours maximum for night shifts or safety-critical work | WorkSafe / Safe Work Australia guidance |
| Risk of injury is significantly higher during a 12-hour shift than an 8-hour shift | WorkSafe Victoria |
| Injuries usually occur towards the end of a shift | WorkSafe Victoria |
In the Onkar Group prosecution (2025), WorkSafe applied standards of no more than 12 hours in any 24-hour period without 7 hours’ continuous rest, and no more than 10 hours in any 11-hour period without 15-minute rest breaks (WorkSafe Victoria).
2.2 Mandatory Rest Breaks Under the Hospitality Award
The Hospitality Industry (General) Award 2020 (MA000009) sets minimum rest break entitlements that operate alongside OHS obligations:
| Hours Worked | Entitlement |
|---|---|
| 6–8 hours | 1 × 30-minute unpaid meal break (within first 6 hours) |
| 8–10 hours | Above + 1 × 20-minute paid rest break |
| Over 10 hours | Above + 2 × 20-minute paid rest breaks |
Additional award provisions:
- Casual workers maximum: 12 hours per shift (Fair Work)
- Minimum 10 hours between shifts (8 hours for roster changeover) (PayCat)
- Missing a meal break triggers a 50% overtime penalty from 6 hours until the break is taken
- If rostered for more than 10 hours on more than 3 consecutive days: entitled to 48-hour break
2.3 Night Shift Controls
WorkSafe Victoria’s specific guidance for night work:
- The highest-risk circadian window is 2am–6am — the exact period this venue operates within
- No more than 3–4 consecutive night shifts recommended before a rest period
- Minimum 48 hours non-work after a block of night shifts
- Where reasonably practicable, work should not end later than 10pm
- At least 24 hours’ notice before night work scheduling
2.4 Fatigue Risk Management System (FRMS)
WorkSafe expects employers with known fatigue risks to implement a formal system including:
- Written fatigue policy — maximum daily hours, maximum weekly hours, minimum break periods
- Safe rostering rules — shifts capped at 12 hours, minimum 10 hours between shifts
- Non-punitive fatigue reporting — staff can speak up without repercussion
- Actual vs. rostered hours monitoring — track what staff actually work
- Fatigue awareness training — causes, signs, symptoms, self-management (but not as sole control)
- Documented consultation with workers on fatigue risks (s 35 duty)
- Post-shift transport consideration — especially where public transport is unavailable after 3am
An employer’s preference for certain shift patterns or a worker’s willingness to work extra hours does not remove the duty. WorkSafe’s guidance makes this explicit (Safe Work Australia).
3. Incident Reporting Requirements
3.1 When Must an Incident Be Reported to WorkSafe?
Under Part 5 of the OHS Act 2004, two categories of “notifiable incidents” trigger mandatory WorkSafe reporting:
Category 1 — Death or serious injury (s 37(1)):
- Death of any person
- A person requiring immediate hospital admission as an in-patient
- Medical treatment within 48 hours of substance exposure
- Immediate medical treatment for: amputation, serious head injury, serious eye injury, skin separation (degloving/scalping), electric shock, spinal injury, loss of bodily function, or serious laceration
Category 2 — Dangerous occurrences (s 37(2)):
- Incidents exposing a person to serious risk from immediate or imminent exposure to fire, explosion, structural collapse, uncontrolled substance release, or plant failure — even if no injury occurs
For a nightclub, the most common triggers are patron assault injuries: loss of consciousness from a punch, fractured nose or jaw, tooth loss, serious lacerations requiring stitches, and any hospitalisation. These are among the most frequent outcomes of nightclub violence and all constitute notifiable incidents (WorkSafe Victoria; Health Safety Advisory).
The duty extends to patron incidents. Section 23 requires protection of non-employees; patron injuries arising from the venue’s business operations are notifiable on the same basis as worker injuries.
3.2 The Three Mandatory Duties (s 38)
Once a notifiable incident occurs, three separate legal duties are triggered:
| Duty | Requirement | Timeframe |
|---|---|---|
| Immediate notification | Phone WorkSafe on 13 23 60 (24/7) | Immediately upon becoming aware |
| Written notification | Submit written incident notification form | Within 48 hours |
| Site preservation | Do not disturb the incident site | Until inspector arrives or directs otherwise |
The written notification must be retained for at least 5 years. The site may only be disturbed to aid an injured person, protect health/safety, or prevent a further incident (WorkSafe Victoria).
3.3 Penalties for Failure to Report
Failure to notify, failure to file the written form, and failure to preserve the site are each separate indictable offences:
- Natural person: 240 PU / $48,842
- Body corporate: 1,200 PU / $244,212
In 2023, The Cheeky Squire restaurant in Frankston was separately charged and fined for late notification of a hot oil burn incident — demonstrating that WorkSafe treats delayed reporting as an independent offence (WorkSafe Victoria).
3.4 Incidents Handled Internally
For incidents that do not meet the notifiable threshold, there is no express OHS Act requirement to keep records, but the s 22 monitoring duty creates an implied obligation. Recommended internal records include:
- Incident/near-miss register
- First aid treatment register
- CCTV footage preservation
- WorkCover claim reports (within 10 business days for employee injuries)
- Shift debrief notes
3.5 Parallel Reporting Obligations
A serious incident at a nightclub may simultaneously require:
| Obligation | Body | Trigger |
|---|---|---|
| WorkSafe notification | WorkSafe Victoria | Notifiable incident under Part 5 |
| Police report | Victoria Police | Assault or criminal offence |
| WorkCover claim | WorkSafe/insurer | Employee injury |
| CCTV preservation | Police / VGCCC inspectors | On request |
| Licence condition compliance | Liquor Control Victoria | Per licence conditions |
Victoria Police can initiate disciplinary proceedings through the Victorian Liquor Commission via s 91(1)(b) of the LCRA — this is the primary mechanism by which venue incidents translate into licence consequences.
3.6 Emerging Changes
From December 2025, the Model WHS laws (which Victoria may adopt in future) expanded notifiable incidents to include violent incidents (including sexual assaults), work-related suicide attempts, and extended worker absences of 15+ days. While Victoria has its own regime, these amendments signal the direction of regulatory travel (Safe Work Australia).
4. Supervision of External Security Contractors
4.1 The Venue Cannot Delegate OHS Duties to VCPG
Three overlapping provisions of the OHS Act create concurrent duties:
Section 21(3) — The employer’s duty to provide a safe working environment extends to independent contractors and their employees “in relation to matters over which the employer has control or would have control if not for any agreement purporting to limit or remove that control.” A contractual arrangement cannot extinguish the duty where the venue retains operational control (AustLII — s 21).
Section 23 — The Supreme Court of Victoria confirmed in Muscat v Magistrates’ Court of Victoria [2018] VSC 650 that this duty extends to contractor employees, not merely members of the public. The venue’s s 23 duty runs concurrently with the s 21 duty to VCPG’s crowd controllers (Zenergy).
Section 26 — As the person managing or controlling the workplace, the venue operator must ensure premises safety for all persons, independent of the employer-employee relationship.
4.2 Private Security Act 2004 — 2024/2025 Amendments
Significant amendments (effective 19 June 2025) impose direct obligations on venues engaging security contractors:
- New s 136A–136B: The venue must prepare a Risk Management Plan before security commences and provide each crowd controller with the RMP, a written role/responsibility brief, and required equipment at least one day prior to their first shift
- New s 136D–136E: The venue must approve any subcontracting by VCPG in writing, with licence details of the subcontractor provided
- Penalties for engaging unlicensed providers: over $160,000 (individual) or $650,000 (corporation) (Z Protection Services)
4.3 Crowd Controller Requirements for a 200-Capacity Venue
| Requirement | Standard |
|---|---|
| Minimum crowd controllers at capacity (200 patrons) | 3 (2 for first 100 + 1 for next 100) |
| Licensing | Each must hold a valid Crowd Controller licence (not Security Officer) — verify via Victoria Police register |
| Duty hours | From 30 minutes before entertainment to 30 minutes after close (i.e., until ~3:30am) |
| External posting | At least 1 stationed outside |
| Register | Mandatory crowd controller register — must be immediately accessible to liquor inspectors |
The standard ratio is 2 crowd controllers for the first 100 patrons and 1 additional for every additional 100 or part thereof. High-risk events may require stricter ratios (e.g., 1:50) as determined by Victoria Police (Victorian Government).
4.4 Due Diligence Checklist
Before engaging VCPG (and periodically thereafter):
- Verify VCPG holds a current Private Security Business Licence
- Verify each crowd controller’s individual licence via the Victoria Police public register
- Confirm insurance coverage including assault and battery
- Confirm Labour Hire Licensing compliance (if applicable)
- Review VCPG’s training evidence (RSA, first aid, de-escalation, mental health awareness)
- Prepare and provide a Risk Management Plan (mandatory from June 2025)
- Maintain a subcontracting consent register if VCPG subcontracts any staff
4.5 Venue Liability for Patron Injuries by Security
The venue cannot insulate itself from patron injury claims by contracting security out. Dual concurrent liability exists via common law negligence (non-delegable duty of care) and LCRA vicarious liability. In Chadwick v Bondi Beach Food Pty Ltd, the venue and security contractor were found equally liable, with $110,000 in damages awarded. The 2021 coronial inquest into the death of Spiros Boursinos at Antique Bar, Elsternwick — where a patron died during restraint by untrained bar staff — led to recommendations for RSA training to include mental health and restraint risks (Coroners Court of Victoria).
5. CCTV Footage Retention Policies
5.1 Mandated Minimum Retention
For a late-night nightclub licence in Victoria, the mandated minimum CCTV footage retention period is at least one month (4 weeks) from the date of recording. This is established by standard licence conditions under s 18B of the LCRA, not by regulation directly (Victorian Government).
5.2 Technical Standards
| Requirement | Standard | Source |
|---|---|---|
| Frame rate | Minimum 8 fps (continuous recording) | Liquor Control Reform Regulations 2023, Reg 8 |
| Coverage | All entrances, exits, bars, dance floor/entertainment areas | Licence condition |
| Timestamps | Time, date, camera location/number | Reg 9 |
| Format | Open format (bitmap, jpg, tiff — not proprietary only) | Reg 9 |
| Image quality | Adequate to enable identification of a person | Reg 9 |
| Operational hours | 30 min before entertainment to 30 min after close (~3:30am) | Licence condition |
| Retention | At least one month (4 weeks) | Licence condition |
| Availability | Immediately available to police or VGCCC inspectors | Licence condition |
| Signage | Signs informing customers and staff in CCTV areas | Licence condition |
5.3 Incident Footage Preservation
When an incident occurs, CCTV footage must be preserved and must not be overwritten or deleted until the matter is fully resolved. This applies whether the request comes from police, WorkSafe, or VGCCC inspectors. There is no specified end date for incident preservation — it continues until investigators confirm the footage is no longer required.
5.4 Privacy Considerations
- Surveillance Devices Act 1999 (Vic): Overt CCTV in public areas of the venue is lawful provided signage is displayed. Audio recording should be disabled. No cameras in toilets or change rooms.
- Privacy Act 1988 (Cth): If annual turnover exceeds $3 million, the Australian Privacy Principles apply — collect only what is needed, and delete when no longer required for the collection purpose.
- PDP Act (Vic): Does not apply to private businesses (public sector only).
5.5 Best Practice Recommendations
While the regulatory minimum is one month, industry best practice for high-traffic late-night venues recommends:
| Area | Recommended Retention |
|---|---|
| General footage | 31 days minimum (regulatory compliance) |
| High-traffic areas (entry, dance floor, bar) | 60–90 days |
| Incident footage | 12–24 months |
| Footage provided to investigators | Until written confirmation it is viewable/no longer needed |
The Maribyrnong City Council operates its own 32-camera network in the Footscray CBD but has no specific CCTV retention requirements for private venues.
6. WorkSafe Enforcement Priorities and Inspection Patterns
6.1 Current Priorities (2025–26)
WorkSafe’s Statement of Regulatory Intent 2025–26 identifies five priority industries: healthcare, construction, government, agriculture, and manufacturing. Hospitality is not among them. However, cross-industry priority hazards that directly apply to nightclubs include:
- Occupational violence and aggression (OVA)
- Bullying and harassment
- Psychological health (across all workplaces)
WorkSafe aims to reduce workplace deaths by 30% and injuries by 20% by 2030 (WorkSafe Victoria).
6.2 How Inspections Are Triggered
Hospitality venues receive inspections through:
| Trigger | Description |
|---|---|
| Worker complaint | Staff complaints about unsafe conditions, OVA, or fatigue |
| Notifiable incident | Serious injury or dangerous occurrence at the venue |
| Police referral | Victoria Police referring safety concerns to WorkSafe |
| Thematic blitz | Seasonal/campaign inspections (December 2024 included retail/hospitality OVA visits) |
| Post-prosecution monitoring | Follow-up after enforcement action |
6.3 What Inspectors Look For
When inspecting a hospitality venue, WorkSafe inspectors typically examine:
- OVA policies and controls (critical for nightclubs)
- Noise management (85 dB(A) exposure limit)
- Slips, trips, and falls prevention
- Manual handling (kegs, stock)
- Young worker supervision
- Chemical handling (cleaning products)
- From December 2025: formal psychosocial hazard assessment covering night shifts, isolation, customer aggression, and workload
6.4 Enforcement Outcomes and Penalties
In 2025, WorkSafe completed 137 prosecutions and enforceable undertakings, resulting in $17.39 million in total fines, costs, and undertakings. The year included a record $3 million fine (on appeal) for workplace manslaughter, three other seven-figure penalties, and 29 outcomes worth more than $100,000 (WorkSafe Victoria).
Key penalty thresholds:
| Enforcement Tool | Maximum (Body Corporate) |
|---|---|
| On-the-spot infringement | ~$2,000 |
| Improvement notice non-compliance | $508,775 |
| Employer duty breach (s 21) | $1,831,590 |
| Reckless endangerment (s 32) | $4,070,200 |
| Workplace manslaughter | $20,350,000 / 25 years imprisonment |
OHS Act penalties cannot be insured against since 2021.
7. Recent Prosecutions and Precedent Cases
7.1 Fatigue Prosecutions
Onkar Group Pty Ltd / Bakeology (September 2025) — $1.43 million
A delivery driver died in August 2022 after 17 consecutive nights of 12+ hour shifts with no fatigue management system. The company was convicted of reckless endangerment ($1.1M) and failing to provide a safe workplace ($250K). Director Maninder Singh Nagi was personally fined $80,000 under officer liability provisions. An adverse publicity order was also imposed. WorkSafe found it was “reasonably practicable” to have limited shifts to 12 hours, mandated 7-hour rest breaks, and provided fatigue training (WorkSafe Victoria). The company subsequently collapsed into liquidation (Skodel).
YJ Auto Repairs (September 2023) — $115,000
A roadside mechanic died following 96-hour on-call shifts with no fatigue management system. WorkSafe stated that 12-hour maximum shifts and 8-hour breaks between shifts were reasonably practicable controls (WorkSafe Victoria).
7.2 Hospitality Prosecutions
The Cheeky Squire, Frankston / ALH Group (April 2023) — $35,000
Fined for unsafe systems of work for oil transfer and separately charged for delayed incident notification (WorkSafe Victoria).
7.3 Psychosocial Hazard Prosecutions (Escalating Enforcement)
| Case | Year | Penalty | Significance |
|---|---|---|---|
| Court Services Victoria | 2023 | $379,157 | Maximum available fine for failure to manage psychosocial risks (WorkSafe Victoria) |
| Blisspell / Toy Networx | 2025 | $100,000 | First conviction for sexual harassment as a psychological hazard — no policies or training = breach (WorkSafe Victoria) |
| Beechworth Holiday Park | 2025 | Pending | Hospitality/accommodation operator charged over sexual harassment of worker (WorkSafe Victoria) |
7.4 Coronial Inquest — Direct Venue Relevance
Death of Spiros Boursinos, Antique Bar, Elsternwick (2021)
A patron died during restraint by untrained bar staff. The Coroner recommended RSA training include mental health and restraint risks, and that the VCGLR produce a safety guide for bar operators. This case underscores the critical intersection between staff training, security contractor oversight, and patron safety at licensed venues (Coroners Court of Victoria).
7.5 New Legislation Increasing Exposure
The Crimes Amendment (Retail, Fast Food, Hospitality and Transport Workers) Act 2025 and the OHS (Psychological Health) Regulations 2025 (from 1 December 2025) materially increase obligations and enforcement risk for nightclub operators.
8. Practical Compliance Recommendations
Based on the research findings, the following actions address the highest-risk compliance gaps for this venue:
Immediate Priority: Venue Manager Shift Structure
- Cap the venue manager’s shift at 12 hours — or split the role between an opening/setup manager and a closing manager
- Ensure minimum 10 hours between shifts (e.g., if close is 3:30am, next shift no earlier than 1:30pm)
- Document the rostering system in a written fatigue management policy
Fatigue Management System
- Develop a written fatigue policy covering maximum daily hours (12), maximum weekly hours, minimum break periods, and non-punitive fatigue reporting
- Track actual hours worked — not just rostered hours
- Provide fatigue awareness training to all staff (but not as the sole control measure)
- Consult with staff on fatigue risks and controls (s 35 duty — document the consultation)
- Consider post-3am transport assistance for staff finishing late when public transport is unavailable
Incident Reporting
- Establish a 24/7 escalation pathway so the person on shift at 3am knows when and how to notify WorkSafe
- Create clear notifiable incident definitions aligned to the Act and prominently displayed for shift supervisors
- Maintain an internal incident register for non-notifiable incidents
Security Contractor Management
- Prepare the Risk Management Plan required under the amended Private Security Act (effective June 2025)
- Verify VCPG licences (business and individual crowd controller) at least quarterly
- Maintain the crowd controller register and ensure it is immediately accessible to inspectors
- Ensure VCPG crowd controllers receive a venue-specific induction covering hazards, emergency procedures, and patron management protocols
CCTV Compliance
- Confirm system records at 8 fps minimum with time/date/camera stamps in open format
- Set retention to at least 31 days (exceeds the 4-week minimum)
- Implement an incident preservation protocol — flag and protect footage whenever any incident occurs
- Display signage in all CCTV areas
Psychosocial Hazards (New from December 2025)
- Conduct a formal psychosocial hazard assessment covering night work, customer aggression, workload, and isolation
- Document control measures and review schedule
- Ensure the assessment is reviewed after any incident involving psychosocial hazards
Research Limitations
- No Victorian regulation prescribes a hard maximum shift length for hospitality workers. The “12-hour” benchmark comes from WorkSafe guidance and prosecution standards, not statute.
- The OHS (Psychological Health) Regulations 2025 commenced on 1 December 2025. WorkSafe’s own fatigue guidance pages note they have not yet been fully updated to reflect these new duties.
- No Victorian court decision was found applying OHS fatigue obligations specifically to nightclubs or licensed entertainment venues. The Onkar Group and YJ Auto Repairs cases involve transport contexts but the fatigue risk principles are transferable.
- Specific conditions on this venue’s individual liquor licence should be reviewed directly, as they may impose requirements beyond the standard conditions referenced here.
- This research does not constitute legal advice. Venue-specific compliance should be confirmed with a qualified Victorian OHS lawyer.