Rising Fuel Costs & Getting to Work: What Employers Need to Know
With fuel prices and cost of living pressures continuing across Australia, many employers are hearing the same concern:
“I can’t afford to get to work.”
While this is a genuine issue for employees, it doesn’t change the legal position — and it’s important employers respond carefully.
Are Employers Responsible?
No.
Getting to and from work remains the employee’s responsibility. Employees are expected to attend work as rostered, and rising fuel costs alone do not provide a lawful reason for absence.
Where Employers Get Caught
The risk isn’t the law — it’s how the situation is handled.
Poor responses can lead to:
- Inconsistent treatment across employees
- Disengagement or morale issues
- Potential discrimination risks
- Psychosocial safety concerns
A quick “no” without consideration can create bigger problems.
What Should You Do?
Take a balanced approach:
- Listen to the concern
- Assess if flexibility is possible
- Apply decisions consistently
- Be clear where attendance is required
If the role allows, short-term flexibility (e.g. WFH or adjusted hours) may be appropriate — but it must work for the business.
What About Financial Support?
Options like fuel vouchers or allowances can help — but they are not required and can create ongoing expectations.
If used, they should be:
- Discretionary
- Time-limited
- Applied consistently
Member Resource
HR Advice Online members can access the Fuel Costs & Commuting Employer Checklist via the HR Resources Portal.
This practical tool helps ensure your approach is:
- Consistent
- Defensible
- Easy for managers to apply
You’re not responsible for commuting costs — but how you respond matters.
A consistent, practical approach will protect your business and support your team.
