Management Update: Why “Read & Sign” Policies Are No Longer Enough. A recent shift in how the Fair Work Commission (FWC) views workplace policies means employers and dental practice managers can no longer rely on a simple “read and sign” acknowledgement to prove employees understand and comply with policies.
The Fair Work Commission has clarified that employers must show that employees were properly informed and trained on workplace policies — not just asked to sign a document. In a 2025 unfair dismissal decision* in Sydney, the Commission found that although the employee breached the employer’s drug and alcohol policy, the dismissal was still unfair because the employee had not been adequately informed or trained about a change to the policy.
Simply keeping a signed acknowledgement was not considered sufficient evidence that the employee understood the policy.
Most dental clinics in Australia are national system employers, which means they fall under the Fair Work Act 2009 and the jurisdiction of the Fair Work Commission. That includes practices covered by the Fair Work Act 2009 and the Health Professionals and Support Services Award 2020.
Because of that, the Commission’s approach to workplace policies and unfair dismissal cases applies equally to dental practices, just like it does to any other small business.
What this means in a dental practice
Many practices still use the traditional method:
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Give staff the handbook
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Ask them to read it
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Get them to sign an acknowledgement
Several recent decisions have reinforced that having a signed policy is not enough if an employer or manager later relies on that policy for disciplinary action or dismissal.
For example, if a staff member is dismissed for breaching a policy (such as social media use, patient privacy, lateness, or infection control procedures), the Commission may ask:
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Was the policy clearly explained to the employee?
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Were staff trained or briefed on it?
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Were updates communicated?
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Did the employee reasonably understand the rule?
If the answer is “they signed the handbook”, that may not be sufficient evidence.
Policies this commonly affects in dental practices
Managers should be especially careful with policies such as:
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Patient privacy and confidentiality
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Social media use
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Infection control protocols
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Workplace behaviour and bullying
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Attendance and lateness
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Clinical safety procedures
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Use of practice management software and patient data
These are often used when addressing misconduct.
What dental practices should start doing
Instead of relying only on a signed document, practices should:
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Introduce policies during staff meetings or induction
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Brief staff on key rules and expectations
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Document training or discussions
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Provide updates when policies change
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Keep records of policy briefings
Even a 10-minute policy discussion at a team meeting with notes is stronger evidence than a signature alone.
Simple example
Instead of: “Please read the handbook and sign.”
Use:
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Handbook issued
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Short policy briefing at staff meeting
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Staff sign acknowledgement
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Meeting notes recorded
Now the practice can demonstrate communication + understanding, not just paperwork.
Simple Best-Practice Formula
Managers should aim for:
Explain → Discuss → Document
Not just:
Send → Sign
FREE RESOURCE: ADAAMA’S Policy Implementation checklist for managers
*Read the Fair Work Commission decision (PDF)
Case: Hancock v Sydney International Container Terminals Pty Ltd [2025] FWC 516
Fair Work Commission, Unfair dismissal information, www.fwc.gov.au
Fair Work Ombudsman, Workplace policies, www.fairwork.gov.au
Disclaimer: This ADAAMA management update provides general information only and should not be relied upon as legal advice. Employers and managers should seek professional advice for their specific circumstances.