Learn more about the risks of alcohol and other drugs at work

Are you concerned about the potential impact of drugs and alcohol in your workplace? Visit our Alcohol and Other Drugs page for tips about risk factors and responsibilities. The new page also has a template to help businesses create their own drug and alcohol policy.

The health and safety risks of alcohol and other drugs

Employees impaired by alcohol or other drugs, whether used on or off the job, pose serious health and safety risks at work. Impairment can affect coordination, motor skills, alertness, and judgment, with these effects especially dangerous in roles involving machinery, vehicles, heavy equipment, or tasks that require constant focus. Consequences may include:

• workplace accidents, injuries or equipment damage
• higher absenteeism and lower productivity
• breakdown in teamwork or strained workplace relationships
• disciplinary or conduct issues.

In safety‑sensitive sectors such as road and rail transport, maritime, Commonwealth (federal) funded construction, aviation and mining, legislation mandates a maximum blood alcohol concentration and often requires alcohol and drug testing. Many industries also enforce strict ‘zero-tolerance’ policies for both legal and illegal substances.

Risk factors

Certain workplace conditions can increase the likelihood of alcohol or drug use and related safety risks. These include:

• having easy access to alcohol or drugs in or around the workplace
• having a workplace culture that normalises drinking or drug use (e.g. team bonding over alcohol, celebrations involving heavy drinking)
• permissive attitudes and a lack of clear policies to manage alcohol and drug risks
• demanding working conditions, such as:
  • long hours or irregular shifts
  • high-pressure performance environments (e.g., tight deadlines, productivity targets)
  • fatigue and mental health challenges, which can lead to self-medication
  • job insecurity
  • remote or isolated work
  • low-level supervision
  • poor health and safety practices
  • limited access to support services
• poor workplace relationships, including conflict or lack of support
• low job satisfaction and high stress
• lack of education or awareness about impairment and its consequences
• discrimination, bullying and harassment.

Worker responsibilities

Under the Work Health and Safety Act 2012, you have a duty to take care of your own health and safety and not put others at risk.

What You Should Do

• Do not use alcohol or drugs at work.
• The only exception is prescription medication for legitimate medical reasons.
• Check with your doctor about how any medication might affect your ability to work safely.
• Tell your manager if your medication could make you unsafe at work; they may adjust your duties.

Your Legal Duties

• Make sure any alcohol or drug use outside work hours does not affect your fitness for work
• Be fit for duty, and do not come to work under the influence of drugs or alcohol
• Follow your workplace’s drug and alcohol policy
• Speak up and talk to your manager or health and safety representatives if you think one of your co-workers is impaired,

Employer responsibilities

Under the Work Health and Safety Act 2012, as a PCBU, you have the primary duty of care to ensure the health and safety of everyone at your workplace.

You must:

• determine if alcohol or drug use is occurring at work or if workers are arriving impaired.
• put controls in place to eliminate or reduce risks from alcohol and drug use.

Mining

Controlling the Hazards

If you identify an alcohol or drug-related hazard, you must eliminate or reduce the risk of harm, as far as is reasonably practicable.

Steps You Can Take

• Create a clear alcohol and other drugs policy
  • Include procedures for managing impairment and testing (where required)
• Prohibit the alcohol consumption in the workplace during work hours and clarify expectations for work-related events.
• Manage work functions responsibly
  • Provide water and non-alcoholic options
  • Limit free alcoholic drinks and encourage moderation.
• Address workplace factors that contribute to substance use, such as:
  • long shifts, unreasonable workloads, or poor rosters
  • bullying, harassment, or high stress or high stress levels.
  • lack of supervision support
  • consult with workers when making changes to rosters, workloads, or conflict resolution.
• Provide education and training which explains the risks of impairment and how to seek help
• Promote health choices
  • Encourage participation in initiatives like Feb Fast(external site)(external site)(external site)(external site)(external site)(external site) and Dry July Foundation(external site)(external site)(external site)(external site)(external site)(external site).

Why This Matters

Workplaces are ideal for promoting safe and healthy attitudes towards alcohol and drug use. By supporting workers to make better decisions, you create:

• a safer work environment
• a healthier and more productive workforce
• a stronger workplace culture

Creating a Drug and Alcohol policy

A strong policy sets clear expectations and helps keep your workplace safe. When developing your policy, consider:

• whether your workplace will have zero tolerance for drugs and alcohol, or allow limited consumption in certain circumstances (e.g. social events)
• how you will prevent or remove alcohol and drugs from the workplace
• what steps will you take if a worker is found impaired using substances at work
• engaging workers health and safety representatives (HSRs) when drafting the policy.

Guidance on the content and structure of a drug and alcohol policy can be found here.(PDF)(external site)(PDF)

Once your policy is in place, ensure that you are enforcing it fairly and consistently.

Testing

There is no mandate for businesses to conduct illicit drug and alcohol testing, however, you may consider enforcing this, depending on your worksite.

If you decide to use testing, ensure it is:

• clearly addressed in your policy, and including information regarding:
  • the purpose of the testing
  • the type of tests used, and the testing procedures
  • when the testing will be conducted
  • who will conduct the testing
  • how and where test samples and results are to be stored, handled or destroyed
  • legal rights of those tested
  • the grievance and complaints process
  • how the results of the tests will be reviewed and conveyed to management.
  • and the procedures for the action you will take for a positive test result.
• part of a broader program of safe work procedures, support, and training and information about the effects of drugs and alcohol on personal and work health and safety
• related to the requirements of the job/tasks (for example, it may be necessary for workers doing high risk tasks)
• agreed to by your workers
• done confidentially, respecting people’s privacy and considering all legal issues.

Refusing a Drug or Alcohol Test: What It Means

Workers can refuse drug or alcohol testing unless it is required by legislation, their employment contract, or workplace policy. A refusal does not automatically mean the worker is impaired, but if testing is a condition of employment or policy, refusal may be treated as a breach and could lead to disciplinary action. Managers should handle refusals according to policy, not assume impairment.

Supporting Workers with a  Problem

If you discover that a worker has an illicit drug or alcohol problem, you can refer them a support service such as:

• Alcohol and Drug Information Service(external site)(external site)(external site)(external site)(external site)(external site): call 1300 13 1340 for confidential telephone counselling, information and referral by trained professionals, available to the general public, concerned family and friends, students and health professionals
• Beyond Blue Counselling Line. Call 1300 22 4636 for free counselling support.
• The business’ Employee Assistance Program (EAP).

Talk with the worker about ways to reduce any work-related stress that may be contributing to the issue. This could include adjusting job demands, offering flexible work arrangements, or allowing time off for treatment. Where possible, consider assigning the worker to a role with lower safety risks.

Resources

WorkLife – Alcohol & drugs and the workplace website(external site)(external site)(external site)(external site)(external site)

WorkLife(external site)(external site)(external site)(external site)(external site) (external site)(external site)(external site)(external site)(external site)(external site) has been designed to help workplaces respond to alcohol and drug issues and to develop alcohol and drug policies – the central component of any response to workplace alcohol and drug issues.

The resources available on WorkLife (external site)(external site)(external site)(external site)(external site)(external site) explain the who, how and why of workplace alcohol and drug use. The website contains downloadable fact sheets, how-to guides, toolbox talks, posters, handouts and videos.

WorkLife (external site)(external site)(external site)(external site)(external site)(external site) is a collaboration between the National Centre for Education and Training on Addiction (Flinders University) and the State Government of South Australia.

Alcohol and Other Drugs Fitness for Work Policy(PDF)

Alcohol and other drugs don’t mix with work(PDF)

(external site)(PDF)(external site)(PDF)(external site)(PDF)(external site)(PDF)(PDF)

Simple Steps to Safety guide

Our Simple Steps to Safety guide(external site), with useful templates and checklists, will help you to include work health and safety as part of your business planning. Following these simple steps can help you create a positive work health, safety and wellbeing culture that contributes to the success of your business.

You can also seek information, advice and support from our free workplace advisory service(external site).

Further Links

• Alcohol and Drug Information Service(external site)(external site)(external site)(external site)(external site)(external site): call 1300 13 1340 for confidential telephone counselling, information and referral by trained professionals, available to the general public, concerned family and friends, students and health professionals
• Drugs, alcohol and mental health(external site)(external site)(external site)(external site)(external site)(external site) – beyondblue
• Know your options(external site)(external site)(external site)(external site)(external site)(external site) – Drug and Alcohol Services South Australia
• National Centre for Education and Training on Addiction(external site)(external site)(external site)(external site)(external site)(external site)
• Construction and other industries drug and alcohol program(external site)(external site)(external site)(external site)(external site)(external site) – South Australian Building Industry Redundancy Scheme Trust (BIRST)
• Alcohol and other drugs in the workplace(external site)(external site)(external site)(external site)(external site)(external site) – Alcohol and Drug Foundation

Additional resources can be accessed from our Library catalogue (external site)(external site)(external site)(external site)(external site)(external site).

The South Australian Alcohol and Other Drug Strategy 2025-2030

• Prevention and health education
• Reducing supply and access
• Early intervention and support
• Targeted treatment and ongoing care
• Community engagement and stigma reduction

(external site)(external site)(external site)(external site)(external site)

Further links: Drug and alcohol policy template

How having a HSR can help your business 

HSRs can be a powerful asset to create a safer, more productive workplace. Visit our new page to see the benefits. 

Our HSR Assist page is the home of handy resources to help HSRs thrive in their roles.

The available resources will expand over time and will include factsheets, videos and how-to guides.

HSRs are also encouraged to engage with SafeWork SA’s library service – the state’s most comprehensive work health and safety collection including publications, standards, posters, podcasts, databases, textbooks, journals and videos.

Anyone who lives or works in SA can join our Library for free to borrow titles on all aspects of work health safety and wellbeing.

Factsheets

• HSR Assist HMTs Factsheet(PDF) – SafeWork SA
• HSR Assist MSDs Factsheet(PDF) – SafeWork SA
• HSR Assist Workplace Fatigue Factsheet(PDF) – SafeWork SA
• HSR Assist Psychosocial Hazards Factsheet(PDF) – SafeWork SA
• HSR Assist Asbestos Checklist(PDF) – Safe Work Australia

Guidance

• HSR Assist Asbestos Guidance(PDF) – Safe Work Australia

HSR video library

Watch our educational videos about the role of HSRs:

Benefits of HSRs

Powers and Functions of a HSR:

Issuing a PIN:

PINShttps://share.synthesia.io/embeds/videos/c641772f-ebbf-4d26-9b50-89ae32c926ac?language=en

Support and advice

SafeWork SA has a dedicated HSR Advisor who can provide free support and advice to HSRs and PCBUs about:

• HSR powers and functions
• work groups
• electing and registering HSRs
• HSR training and entitlements
• establishing HSCs and their functions
  and more

To contact the HSR Advisor, please email HSR.Safework@sa.gov.au

You can also contact our Help Centre (open 9am-5pm weekdays) for general enquiries on 1300 365 255 or help.safework@sa.gov.au

SafeWork SA is warning people thinking about riding quad bikes and side-by-side vehicles over the summer holidays of the dangers following a spike in deaths in the past two years.

Since 2011, 234 Australians have died in incidents involving quad bikes and side-by-side vehicles, with men accounting for more than 80 per cent of fatalities, figures from Safe Work Australia show.

In South Australia, there have been a total of seven deaths in 2024 and 2025, the first in the state since 2021. The majority of the deaths in the past two years were farmers.

Quad bikes are four-wheel vehicles with a saddle-style seat. Side-by-side vehicles are four-wheeled vehicles that often have seatbelts, side-by-side seating and a rollover protection cage. All are often called all-terrain vehicles.

Quad bikes are one of the leading causes of injury and death on Australian farms with deaths occurring equally during work and recreational activities.

Most incidents occur when quad bikes roll over, throwing riders from the quad bike or trapping them underneath where they can be crushed or suffocate.

Between 2011 and 2024, 77 per cent of quad bike related deaths in Australia involved adults over 50 years of age and 12 per cent involved children under the age of 16.

To minimise risks, quad bike riders are being urged to:

• Always wear a helmet
• Use a quad bike with rollover protection
• Never let children ride adult quad bikes, even as a passenger
• Don’t carry passengers on quad bikes that are meant for one person
• Avoid riding on rough terrain or steep slopes, excessive speed or sudden manoeuvres.
• Don’t override safety features.
• Tell someone where you plan to go and when you expect to return
• Wear protective clothing and gear. This includes a helmet, goggles, long sleeves, long pants, boots and gloves or hand protection
• Never ride under the influence of alcohol or drugs
• Always carry a mobile phone or radio device so you can get help in case of an emergency.

Attribute quotes to Thornby owner Alex McGorman

Quad bikes enable us to move quickly and efficiently in and out of the feedlots.

Anyone can learn how to ride them easily and safely but you have to have the correct safety equipment and processes in place.

We have actually had one of the boys roll one over and the rollover protection prevented the bike from falling on top of him. He walked away uninjured and in fact we have never had an injury as the result of a quad bike incident.

If we want to use quad bikes in Australia, the rules are there for everyone’s safety, so just do it.

Attribute quotes to SafeWork SA Director Compliance and Enforcement Brett Pfeffer

As we have seen in South Australia in recent years, quad bikes and side-by-side vehicles can be deadly when not used correctly.

If you are visiting a farm these holidays and are offered the chance to ride a quad bike, please consider the dangers and ride safely.

This information aims to shine a light on the hazards so riders can take the necessary precautions to minimise the risks.

In addition to reading the safety instructions for the quad bike you plan to ride, I urge users to visit the SafeWork SA website where we have comprehensive information about quad bike safety.

Further links:

ACCC Quad bike safety page(external site)(external site)(external site)

SafeWork SA Quad bike page

This page supports the tripartite collaboration between the workplace safety Regulator, SafeWork SA, unions representing workers and employer organisations representing the interests of business owners, employers and persons conducting a business undertaking (PCBUs).

The WHS Ecosystem also includes Entry Permit Holders, workplace Health and Safety Representatives (HSRs) and Deputy HSRs, ReturnToWorkSA and WHS professionals.

An Entry Permit Holder is a union officer or official who may enter workplaces to:

• inquire into suspected contraventions of the WHS Act
• consult and advise workers.

Entry Permit Holders are commonly asked to enter workplaces by workers and HSRs who have encountered work health and safety hazards at work.

HSRs and Deputy HSRs are workers who are elected to represent their workgroup on health and safety issues in the workplace. The role of HSRs and Deputy HSRs includes investigating complaints, monitoring safety compliance, inquiring into risks, consulting with workers and PCBUs and, in some cases, directing unsafe work to stop and/or issuing Provisional Improvement Notices (PINs).

HSRs and Deputy HSRs often work closely with Entry Permit Holders to identify and resolve safety risks.

ReturnToWorkSA is the statutory authority with custodianship over South Australia’s workers compensation scheme, tasked with ensuring that workers and employers receive appropriate and timely services following workplace injury.

WHS professionals use technical expertise and research to play a crucial role in the delivery of positive workplace safety outcomes in South Australia.

WHS professionals are usually consultants and bodies external to a workplace, which are engaged by a workplace to provide paid services.

There is also a range of support services, networks, and systems available to South Australian workers and their families to help them navigate these challenging times.

All of these WHS associations play a crucial role in promoting safe and healthy workplaces. They provide resources, training, and support to help businesses comply with safety regulations and implement effective safety practices.

They also advocate for the wellbeing of workers by raising awareness about potential hazards and promoting best practices in occupational health and safety.

Click on the different sections of the graphic below for more information about each stakeholder group and contact details.

A grease injection incident at an open-cut coal mine in Central Queensland has prompted a reminder to the industry to review the safety and compliance of high-pressure lubrication equipment.

While servicing a light vehicle inside the mine’s workshop, the worker involved in the incident was lubricating a leaf spring bush assembly using an 18V cordless grease gun when the grease pump hose failed near the grease coupler. The sudden release of energy resulted in a grease injection injury to the worker’s left thumb.

According to Resources Safety & Health Queensland (RSHQ), the cordless grease gun did not meet minimum safety requirements. The flexible grease hose fitted to the tool had been modified and was not compliant with current standards, which require hose assemblies to have a safety factor of at least 4:1.

The installed hose had an assessed safety factor of approximately 1.2:1, based on a maximum working pressure of 10,000 psi. The hose failed at the connection between the hose and fitting at the coupler end, which RSHQ said is a known stress and kink point.

Additionally, spring guards were not fitted at either end of the hose, increasing the risk of failure during high-pressure operation.

RSHQ also found that the mine’s ‘Management of Change’ process was not applied to the replacement or modification of the hose. As a result, maximum working pressures were not assessed or verified, and the replacement hose was not confirmed as compliant with minimum safety factor requirements.

Following the incident, RSHQ is urging operators to take action and ensure associated risks are appropriately mitigated. This includes discontinuing the use of cordless grease guns until compliance with current standards is verified, auditing grease guns and similar fluid power equipment, reviewing inspection and maintenance programs for high-pressure hoses, assessing contractor-supplied hydraulic tooling, reviewing emergency response arrangements for injection injuries, and reviewing personal protective equipment for workers exposed to high-pressure fluid hazards.

Following a near-collision on a surface coal mine haul road, the NSW Resources Regulator is highlighting the importance of speed management and situational awareness when interacting with mobile equipment.

The regulator has released details of the incident involving a 775G rear dump truck and a grader during road maintenance activities. The incident occurred while the dump truck was travelling uphill on a haul road where the grader was operating in the middle of the roadway.

According to the regulator, the dump truck was estimated to be travelling at 55 km/h, while the grader was visible from approximately 300 to 350 metres. Despite this, the truck driver did not react until the vehicle was about 50 metres from the grader.

When braking was applied, the truck’s wheels locked, causing it to skid slightly uphill for around 50 metres. The truck came to a stop approximately 700 millimetres from the grader.

In light of the incident, the regulator reiterated expectations for equipment operators working around mobile plant. Operators are required to apply correct speed limits when approaching or operating near other equipment and to maintain situational awareness to identify hazards early and apply appropriate controls.

The regulator also outlined actions for mine operators in response to the incident. It has directed operators to review the Resources Regulator’s Technical Reference Guide (TRG) for Surface ROVOA as part of their consideration of the event.

Operators must particularly review Layer 3 of the TRG, which addresses operating procedures, including standard operating procedures, maintenance, road rules, quality control and lockout processes. The regulator also highlighted Layer 6, which focuses on measures in place to ensure equipment is operated within its design parameters, including the use of in-vehicle systems to monitor operator behaviour.

Truckies can now access a new free industry-led online safety program addressing the behaviours that influence the choices they make behind the wheel.

Devised by the Queensland Trucking Association, the Think.Act.Drive program is built around short, scenario-based online quiz modules that encourage drivers to reflect on their behaviours and actions in everyday driving situations.

Delivered in bite-sized units and accessible online at thinkactdrive.com.au, the program is free for truck drivers around Australia and available 24/7.

According to the QTA, the platform has been designed to be practical, simple to use and easy to integrate into existing driver routines and training schedules.

QTA CEO Gary Mahon said the focus of the program was on helping drivers recognise how everyday experiences can influence decision-making on the road.

The program targets common reactions and behaviours in real-world scenarios that may increase the risk of an incident, including interactions with other road users, distraction, lack of awareness, speed choice and following distance.

Mahon said while truck drivers could not control the behaviour of other road users, equipping drivers with the right knowledge and tools was critical.

“We know that we can’t control other road users’ behaviours or decisions so it’s critical we give our truck drivers the best possible knowledge and tools to keep themselves safe,” he said.

He also stressed the program is focused on awareness rather than fault.

“I’d like to reinforce that this program is about recognising behaviour, not blame. It’s about understanding those moments that may influence driving choices and to be able to make safer decisions in real time.”

Using short interactive quizzes, Think.Act.Drive reinforces safer choices through direct language and explanation, with the aim of supporting long-term behaviour change. The repeatable format is intended to encourage ongoing engagement and help translate awareness into action to reduce incidents on the road.

“I encourage every operator and driver to try the free quizzes at thinkactdrive.com.au – safer habits start with a single choice,” Mahon said.

The program aligns with key findings from the 2025 NTARC/NRSPP Report, which identified human factors as the leading cause of major heavy-vehicle crashes, with inattention, distraction, inadequate following distance and inappropriate speed listed as primary contributing behaviours.

Think.Act.Drive is funded through the National Heavy Vehicle Regulator’s Heavy Vehicle Safety Initiative and supported by the Australian Government.

More information and access to the quiz modules is available at thinkactdrive.com.au.

Most operators understand fines.

Many understand prosecutions.

Very few fully appreciate the impact of a Supervisory Intervention Order (SIO) until one lands on their desk.

And right now, I am seeing more of them than ever.

Under the Heavy Vehicle National Law (HVNL), SIOs were designed as a compliance tool for persistent and repeat offenders.

In practice, they are becoming a routine add-on to prosecutions including permit and dimension offences with conditions that can cost thousands of dollars to implement.

What Is a Supervisory Intervention Order?

A Supervisory Intervention Order is a court-imposed compliance regime made under section 600 of the HVNL.

It allows a court, at sentencing, to place a business under active regulatory supervision for up to 12 months.

In plain terms, it means:

The National Heavy Vehicle Regulator (NHVR) is given power to monitor, audit, demand reports, require training, and impose structural reforms on how your business operates.

Why courts and the NHVR use them

SIOs exist for one reason:

To force systemic change where a regulator believes “business as usual” is unsafe.

They are typically sought where:

• There is a serious risk breach

• The regulator alleges systemic failure

• There are repeat issues

• Management systems are weak

• Permit, loading, fatigue or dimension breaches suggest poor controls

The new trend: SIOs for permit and dimension offences

Traditionally, SIOs were reserved for more serious offences.

Increasingly, I am seeing them sought in permit and dimension matters.

Cases involving over-width, over-length, or permit non-compliance are now being treated as “systems failures”, not isolated mistakes.

That changes everything.

What used to be a fine and a warning can now become a year of regulatory supervision.

What conditions can look like in practice

A recent matter illustrates just how far these orders can go.

In that case, the court imposed extensive compliance conditions, including mandatory reporting, staff disclosure, compulsory training, fleet registers, subcontractor controls, and installation of monitoring systems.

The order required, among other things:

• Full disclosure of all staff and contractors

• Ongoing reporting to the NHVR

• Mandatory training in mass, dimension and loading

• Evidence of attendance and competency

• Fleet and vehicle registers

• Accreditation requirements

• Installation of dimension monitoring systems

• Pre-departure and in-route checking regimes

• External training providers

• Compliance audits

• Record-keeping systems

• Notification obligations for operational changes

All flowing from a single offence.

The real cost of an SIO

Operators often focus on the fine. The real cost of an SIO is operational.

Typical hidden costs include:

• External consultants

• Training providers

• Audit firms

• New IT systems

• Monitoring equipment

• Staff time

• Compliance managers

• Legal oversight

• Reporting administration

• Lost productivity

Over a 12-month period, it is not uncommon for compliance costs to exceed the original fine several times over.

Why these orders are so powerful

SIOs matter because they change the power balance.

Once imposed:

• The NHVR gains ongoing visibility into your business

• Non-compliance becomes a fresh offence

• Minor breaches can trigger further prosecution

The strategic risk: “Consent orders” without negotiation

Another emerging issue is how these orders are obtained.

In many cases, they are presented as “reasonable”, “standard” or “rehabilitative”.

SIOs are discretionary. They are not automatic.

Courts must be satisfied they are:

• Necessary

• Proportionate

• Linked to the offending

• Capable of improving safety outcomes

• Not oppressive

That requires proper submissions, evidence, and negotiation. If you do nothing, the regulator’s draft order usually becomes the court’s order.

If your company is facing prosecution, permit issues, or regulatory scrutiny, get advice early.

The difference between a fine and a year of supervision is often decided long before sentencing.

Operations at Newmont’s Tanami mine site in the Northern Territory continue to be suspended, as investigations into the fatal incident on February 4 remain underway.

NT WorkSafe has confirmed its enquiry into the death of a 47-year-old worker on one of Australia’s largest underground gold mines is ongoing, with initial inquiries by the regulator suggesting a potential winch failure during a lift could have been a contributing factor.

According to the NT Police Force, after being notified of the fatality at 4 pm on February 4, officers from one of the closest towns to the site, Yuendumu, which is located 270 km away, attended the scene.

“Investigations are ongoing with members from the Coronial Investigation Unit and Crime Scene Examination Unit [on site],” police said.

Tanami, the most remote mine site in Australia, supports a workforce of more than 1800 fly-in-fly-out personnel.

Following the incident, Newmont has reaffirmed its commitment to safety and its employees.

“Safety remains our highest priority, and we are committed to supporting our people,” the company said in a statement.

“Our thoughts are with the individual’s family, friends and colleagues during this very difficult time.”

In the aftermath of the incident, Newmont said its “emergency response procedures were immediately activated” with all activities at the Tanami site suspended.

As authorities work to establish a cause, the company added that it will support all investigative efforts.

“Newmont will provide our full support to assist with the investigation into this tragic incident.”

The National Heavy Vehicle Regulator (NHVR) has released details about upcoming changes to the Directional Stability Under Braking (DSUB).

The changes, coming into effect on July 1, 2026 will apply to newly built vehicles and existing in-service vehicles entering PBS for the first time.

“The Directional Stability Under Braking (DSUB) standard is being updated to modernise braking requirements under the Performance Based Standards (PBS) scheme,” said the NHVR.

“Vehicles that were PBS-approved prior to 1 July 2026 are unaffected, except for limited connectivity requirements when operated in combinations with DSUB-compliant vehicles.

“The revised DSUB standard will improve safety outcomes by increasing the use of advanced braking and stability technologies.

The new braking standard does not apply even if you re-certify or add that vehicle to a new or existing PBS Vehicle Approval (VA) after 1 July 2026.”

The changes mean that first-time PBS trailers and dollies must meet the revised DSUB requirements, including the fitment of Trailer EBS with full roll stability functionality.

Under the revised DSUB standard, load proportioning valves (LPVs) will not be permitted.

For further information, click here. The NHVR will also be holding an introductory webinar on Tuesday February 3, at 10am (AEST). To register, click here.