HSRs are not Union Reps: Clearing the confusion

admin • November 24, 2025

When it comes to workplace safety, one role often misunderstood is that of the Health and Safety Representative (HSR). Many people assume HSRs are the same as union representatives — but that’s not the case. While both roles aim to protect workers’ interests, their focus, powers, and responsibilities are quite different.


What Is an HSR?

An HSR is a worker elected by their peers to represent their health and safety interests. They are chosen from within a designated work group and act as a direct link between workers and management on safety matters.

Under the Occupational Health and Safety Act 2004 (Vic), HSRs have specific powers, such as:

  • Inspecting the workplace for hazards.
  • Accompanying WorkSafe inspectors during visits.
  • Requesting the formation of a health and safety committee.
  • Issuing Provisional Improvement Notices (PINs)

Importantly, HSRs do not negotiate pay, conditions, or other industrial matters — their role is purely about health and safety.


How They Differ from Union Representatives

Union representatives (or delegates) are appointed or elected to represent workers on a wide range of workplace issues, including wages, rosters, and employment conditions. They may also support members in disputes or negotiations with employers.

While an HSR can be a union member — and unions often provide training and support to HSRs — the position itself is independent of union affiliation. You don’t need to be in a union to be elected as an HSR, and you don’t automatically become a union rep by taking on the role.


Why the Distinction Matters

Confusing the two roles can lead to misunderstandings in the workplace. For example:

  • Employers might wrongly assume HSRs are pushing a union agenda, when in fact they are fulfilling legal safety duties.
  • Workers might hesitate to raise safety concerns with an HSR if they are not themselves a union member, due to confusion about their role.

By recognising that HSRs are safety advocates, not industrial negotiators, workplaces can foster more open, constructive conversations about keeping everyone safe.


Bottom line:

In Victoria, HSRs are there to represent their co-workers on OHS matters, helping to make sure your workplace is safe. Whether you’re in a union or not, you can elect an HSR. This is a key way to ensure that consultation is occurring and that you have a conduit through which to raise health and safety concerns.


Remember:
HSRs = Safety advocates under the OHS Act.
Union Reps = Industrial advocates under workplace laws.


So, it is important to know that you can (and have a legislated right to) elect an HSR at your workplace whether or not you work in a unionised workplace. All workplaces will benefit from having elected HSRs and safety structures in place – AND this has been proven to result in safer workplaces.


Not sure how to elect an HSR? Reach out to us at admin@besafevictoria.com.au

NEW HSR Refresher OHS Training Course - Aggression or Violence

By admin • August 10, 2026
BeSafe Victoria is pleased to announce the upcoming delivery of a new Health and Safety Representative (HSR) Refresher OHS Training Course focused on Aggression and Violence in the workplace . This is a brand new WorkSafe developed training course, which equips HSRs with practical knowledge and skills to address one of the most significant psychosocial hazards facing Victorian workplaces today. Workplace aggression and violence can occur in any industry and the impacts can be both physical and psychological, not only affecting the person directly involved but also those who witness or are exposed to these incidents. Impacts also extend beyond the workplace to affect family and community. The new course explores aggression and violence through a risk management lens, building skills in hazard identification, assessing risks, finding effective controls and in contributing to effective workplace consultation. The training aligns with the growing emphasis on managing psychosocial hazards and reflects contemporary workplace health and safety expectations, including the management of aggression and violence as a workplace risk. The knowledge gained is important in ensuring that legal obligations, including those relating to the Psychological Health Regulations, are met and that workplaces are safe. As always, BeSafe Victoria is committed to providing engaging, practical and relevant training. This new refresher course offers an excellent opportunity for participants to strengthen their knowledge, build confidence in addressing workplace risks and return to their workplaces with practical strategies for supporting safer work environments. Bookings for this new HSR Refresher OHS Training Course on Aggression and Violence will be available soon. To register your interest, go to HSR Training and support | BeSafe | Regional Victoria or email us at info@besafevictoria.com.au  We look forward to helping you create safer, healthier and more respectful workplaces across Victoria.

Working in the cold

By admin • July 27, 2026
When Winter sweeps across Victoria, temperatures can drop sharply, especially in regional areas and early mornings. For outdoor workers, or those in cold storage and refrigerated environments, these conditions aren’t just uncomfortable, they can be dangerous if not managed properly. Working in a cold environment can lead to: Hypothermia : when body temperature drops below safe levels. Frostbite : damage to skin and tissue from freezing. Reduced dexterity : making tasks harder and increasing risk of incidents. Slips and falls : from ice, frost, or wet surfaces. Fatigue : as the body works harder to stay warm. Increase in prevalence of other conditions: such as arthritis and bronchitis. Under the Victorian Occupational Health and Safety Act 2004 (The Act), employers must provide a safe working environment. This includes: Identifying cold-related hazards. Implementing control measures to eliminate or reduce the risk as far as reasonably practicable. Follow a risk management process in relation to the hazard. Consult with your workforce throughout the process. When you have identified that you have a cold hazard in your workplace, you must control the risk as far as reasonably practicable. As, always this means working through the Hierarchy of Control from top to bottom. Here are some ways you could think about controlling the cold hazard in your workplace: Eliminate: Think about changing work scheduling if weather is extreme. Substitute: Think about whether you could move the work to another location. Isolate: Protect the workers from the cold, for example by providing shelter. Engineer: Can you provide heating or insulation in this work situation? Administrative controls: Could include changes to the workflow or rosters. Training must be provided, including training in the signs of cold stress and treatment. PPE: Such as weatherproof clothing, hats, face covers, boots, and allowing for drying or replacement of gear.  Don’t forget that, under The Act, Consultation must be undertaken at every step of the process. Monitoring of the controls must also occur, especially as conditions change. Frosts and wind chill factor should be taken into account, as well as seasonal or unexpected weather changes. Cold conditions in Victoria can be managed with the right planning, clothing, and awareness. Employers and workers share the responsibility to ensure everyone stays safe, warm, and healthy through the winter months. Health and safety representatives are a key part of the co-operative process required to create safe workplaces. For more information on this topic, take a look at: Cold - OHS Reps Extreme cold | Comcare For specific guidance regarding cold storage facilities: Safe operation of cold storage facilities: A handbook for workplaces | WorkSafe Victoria