Victoria is poised to become the first Australian state to enshrine the right to work from home two days a week, with Premier Jacinta Allan declaring the move a win for families and the economy. But as the policy gathers momentum, cleaning and hygiene operators are weighing the long-term impact on service models, staffing and site demand.
The proposed legislation would apply to both public and private sector workers whose roles can be performed remotely. It is being hailed as a cost saver for employees and a potential enabler of greater workforce participation, particularly for women, carers and people with disabilities. The state government claims commuting costs could drop by more than $5000 a year under the plan.
Yet the Victorian Chamber of Commerce has warned that legislating hybrid work could undermine productivity, drive workforce inequality and push businesses to relocate. In the cleaning sector, where frontline presence is non-negotiable, the concerns take on a different shape.
Disruption on the ground
Lorraine Rogic, CEO of Logic Business Resources, says the shift to hybrid work is reshaping the way commercial space is used, and that will have direct flow-on effects for cleaning demand and scheduling.
“With occupancy levels dropping on Mondays and Fridays, traditional daily schedules may no longer suit. Cleaning businesses will need to pivot toward occupancy-based models,” she says. “The challenge is that fewer people onsite doesn’t mean lower expectations. Hygiene standards have never been more visible or more valued.”
While commercial cleaning may move toward data-driven servicing and targeted weekday operations, Rogic warns that the impact on cleaners themselves can be overlooked. “The legislation empowers desk-based staff but does nothing for frontline workers. Cleaners still need to be onsite to do their job.”
This, she says, creates an internal divide. “When cleaners are physically present while others work remotely, it can lead to feelings of exclusion or inequality — especially if they’re not included in workplace culture or team communication.”
Rogic believes now is a critical moment for cleaning business owners to lead with transparency, recognition and fairness. “Support your teams with regular check-ins, professional development and inclusive practices. Don’t let them become invisible simply because they’re not working from home.”
New models, same standards
Even as occupancy drops, client expectations for hygiene remain high, especially in communal areas. “Shared kitchens, bathrooms, meeting rooms, reception zones, these are now seen as potential risk areas,” says Rogic. “Clients want visible reassurance that these spaces are being cleaned regularly.”
She anticipates a rise in daytime cleaning, real-time reporting and signage that shows when spaces were last serviced. “It’s about demonstrating compliance as much as delivering it.”
The shift may also accelerate changes to traditional contracts. “Fixed schedules won’t suit every site anymore. We’ll see more performance-based models tied to outcomes like hygiene levels or tenant satisfaction.”
Rogic expects more precinct-based or mobile staffing in areas with mixed tenancy patterns, especially in CBDs. “Digital systems will be key, like scheduling, reporting, tracking. But you also need cleaners who are upskilled in infection control and comfortable with tech. That’s where investment in training pays off.”
With the proposed legislation now under consultation, Rogic believes the cleaning industry must stay proactive. “This isn’t just about reacting to change — it’s about showing how frontline workers can lead in the new workplace landscape. They deserve to be seen, supported and strategically included.”
If Victoria enacts the remote work right, cleaning providers will need to stay flexible, responsive and firmly anchored in the spaces where health and safety still begin.
