Policy · Employment & Workplace Relations
Workplace generative AI acceptable use policy
Employer policy setting which AI tools staff may use, what information must never go into them, how outputs are checked and disclosed, and how the policy links to privacy, surveillance, WHS and discipline.
- Kind
- Policy. A policy or procedure for a firm or client.
- Where it applies
- Australia, New South Wales
- AI use
- Yellow AI can help in set ways. A lawyer checks specific points before use.
- Law stated as at
- 17 October 2026
- Status
- Maintained. Checked on 17 October 2026 against the 9 authorities it cites, for Australia and New South Wales.
- Version
- 1
- Source
- Written for this library
When to use it
Use for an employer client introducing or tightening rules on staff use of generative AI. Align it with the client's actual tools, IT controls and contracts before issue; a policy that does not match reality is worse than none.
How AI may be used
AI can draft the policy from the client's tool list and risk register, but the firm must align it with the client's real systems, contracts and consultation duties, and a lawyer settles the discipline and privacy provisions.
AI may
- Turn the client's approved-tool list, IT controls and data classification scheme into the tables in sections 3 and 4.
- Compare the draft with the client's existing IT, privacy and code of conduct policies and list conflicts.
- Draft a short staff FAQ and training slide summary for the lawyer to approve.
AI must not
- Must not list a tool as approved unless the client has confirmed its contract, data settings and retention terms.
- Must not describe monitoring of staff AI use that the client has not notified under surveillance law.
- Must not be given client or staff personal information to 'test' the policy.
The lawyer checks
- Approved tools and their data terms are confirmed by the client's IT and procurement teams.
- Monitoring of AI use is covered by a compliant surveillance notice (14 days' notice and a policy in NSW).
- Consultation duties under any award, enterprise agreement or WHS law have been met before issue.
- The discipline clause is consistent with the client's enterprise agreement and contracts.
Method: how the Green, Yellow and Red levels are decided. This is guidance for planning, not legal advice.
Official form
Open the official form. Always use the current version from the issuer.
Read the full text
The full text is for signed-in accounts. It is free. When you sign in you can:
- read the whole precedent, with its drafting notes beside it;
- copy it, or download it as a Word file or Markdown;
- add it to your firm’s knowledge base, so colleagues can find it;
- let the AI tools you connect read it from that knowledge base.
The summary, the law it rests on and the AI-use guidance above stay public. Privacy.
More in Employment & Workplace Relations
- Employment contract (award-covered and award-free variants)
- Fair Work Information Statement, Casual Employment and Fixed Term Contract Information Statements: when and how to give them
- Employer response to an unfair dismissal application (Form F3): completion guide and jurisdictional-objection checklist
- Notice to employees of computer and AI-enabled workplace monitoring (NSW and ACT, with Victorian notes)
- WHS risk assessment for AI-driven work allocation and monitoring (psychosocial hazards)
All precedents for Employment & Workplace Relations · Tasks and AI use in this area