Bunnings Managing Director Raises Concerns Over Proposed Victorian Work-From-Home Laws
By Neha · Published 19 Jun 2026 · Updated 19 Jun 2026
Melbourne, Victoria · Victoria News
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Bunnings warehouse exterior in Victoria.
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Bunnings managing director Michael Schneider has voiced concerns regarding proposed work-from-home legislation in Victoria, citing potential inequities between office staff and frontline employees.
The head of Bunnings has voiced concerns about proposed Victorian workplace laws that would strengthen employees' rights to request working from home arrangements.
Managing director Michael Schneider said the proposed changes risk creating what he described as a "built-in inequity" between workers who can perform their duties remotely and those whose jobs require a physical presence in the workplace.
The comments come amid ongoing discussions about the future of flexible work arrangements in Australia. Since the COVID-19 pandemic, many office-based employees have continued working remotely or under hybrid arrangements, while workers in retail, hospitality, manufacturing, healthcare and logistics have generally remained on-site.
Under the Victorian proposal, employees would receive stronger protections when requesting flexible working arrangements, including the ability to work from home in certain circumstances. Supporters argue the changes would provide workers with greater flexibility, improve work-life balance and help attract and retain staff.
However, Schneider argued that businesses employing large numbers of frontline workers face unique challenges. He noted that many Bunnings team members work directly with customers in stores, making remote work impossible for much of the workforce.
According to Schneider, creating legal rights that primarily benefit office-based employees could lead to perceptions of unequal treatment among workers performing different roles within the same organisation. He suggested policymakers should consider how workplace reforms affect all categories of employees rather than focusing solely on occupations suited to remote work.
The debate highlights broader questions facing employers and governments as hybrid work becomes more common. While many professional workers have embraced flexible arrangements, businesses continue to grapple with issues such as productivity, workplace culture, collaboration and fairness across different job types.
Employee advocates and unions generally support measures that expand workplace flexibility, arguing that remote work can reduce commuting costs, improve wellbeing and provide greater opportunities for carers and parents. They contend that employers should adapt to changing workforce expectations where practical.
Business groups remain divided. Some employers have fully embraced hybrid work models, while others have encouraged staff to return to offices more frequently. Many organisations continue searching for a balance between flexibility and operational requirements.
Bunnings is one of Australia's largest employers, with thousands of workers across hundreds of retail locations nationwide. The company serves as a prominent example of an employer whose workforce includes both office-based staff and frontline employees working directly in stores.
The discussion around Victoria's proposed laws is expected to continue as governments, employers and worker representatives consider how best to balance flexibility, productivity and workplace equity in a rapidly evolving employment landscape.
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The head of Bunnings has voiced concerns about proposed Victorian workplace laws that would strengthen employees' rights to request working from home arrangements.
Managing director Michael Schneider said the proposed changes risk creating what he described as a "built-in inequity" between workers who can perform their duties remotely and those whose jobs require a physical presence in the workplace.
The comments come amid ongoing discussions about the future of flexible work arrangements in Australia. Since the COVID-19 pandemic, many office-based employees have continued working remotely or under hybrid arrangements, while workers in retail, hospitality, manufacturing, healthcare and logistics have generally remained on-site.
Under the Victorian proposal, employees would receive stronger protections when requesting flexible working arrangements, including the ability to work from home in certain circumstances. Supporters argue the changes would provide workers with greater flexibility, improve work-life balance and help attract and retain staff.
However, Schneider argued that businesses employing large numbers of frontline workers face unique challenges. He noted that many Bunnings team members work directly with customers in stores, making remote work impossible for much of the workforce.
According to Schneider, creating legal rights that primarily benefit office-based employees could lead to perceptions of unequal treatment among workers performing different roles within the same organisation. He suggested policymakers should consider how workplace reforms affect all categories of employees rather than focusing solely on occupations suited to remote work.
The debate highlights broader questions facing employers and governments as hybrid work becomes more common. While many professional workers have embraced flexible arrangements, businesses continue to grapple with issues such as productivity, workplace culture, collaboration and fairness across different job types.
Employee advocates and unions generally support measures that expand workplace flexibility, arguing that remote work can reduce commuting costs, improve wellbeing and provide greater opportunities for carers and parents. They contend that employers should adapt to changing workforce expectations where practical.
Business groups remain divided. Some employers have fully embraced hybrid work models, while others have encouraged staff to return to offices more frequently. Many organisations continue searching for a balance between flexibility and operational requirements.
Bunnings is one of Australia's largest employers, with thousands of workers across hundreds of retail locations nationwide. The company serves as a prominent example of an employer whose workforce includes both office-based staff and frontline employees working directly in stores.
The discussion around Victoria's proposed laws is expected to continue as governments, employers and worker representatives consider how best to balance flexibility, productivity and workplace equity in a rapidly evolving employment landscape.
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