Workplace communication and records

Good records support fair and efficient employment relations.

Important workplace decisions should be recorded in the organisation’s controlled system rather than left only in transient messages. The record should distinguish allegation, evidence, manager view, worker response, decision and review.

Private conversations may still form part of a workplace record where they concern official business and the applicable information-handling rules permit it. Access should be proportionate and restricted to authorised purposes.

Do not request passwords, authentication codes or unrelated personal information as part of an ordinary employment dispute.