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Queensland act
This is Queensland's main law governing how the Queensland public sector (government departments, agencies, commissions and similar bodies) is run, how government employees are hired and managed, and what standards they must meet.
If you work for the Queensland government — this law directly governs your employment. It sets out your rights, how you can be hired or promoted, how your performance is managed, and what you can do if you're treated unfairly.
If you're a Queenslander using government services — this law affects the quality and fairness of those services. It requires public servants to act honestly, impartially and in the public interest.
If you're Aboriginal or Torres Strait Islander — the Act has specific obligations requiring government bodies to actively recognise your right to self-determination (the right of peoples to make decisions about their own lives and communities), promote your perspectives, and work toward culturally safe workplaces.
Sets up the structures — Creates the Public Sector Commission (the oversight body for the public service), a Public Sector Commissioner (a senior independent official overseeing public sector management), and a Public Sector Governance Council (a body providing oversight of how government entities are run).
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Direct links to the current provisions in Public Sector Act 2022.
Zoe has indexed the source text for search and analysis. Use the official register for the original document and download formats.
View on official registerSourced from Queensland Legislation (legislation.qld.gov.au), CC BY 4.0.
Defines who's in (and out) — Explains in detail what counts as a 'public sector entity' and who counts as a 'public sector employee.' Notably, local councils, universities, police (mostly), courts, and government-owned corporations are generally not covered unless specifically brought in.
Requires fairness in hiring — Permanent employment is the default. Hiring must be merit-based (the best person for the job), transparent, and fair. People from disadvantaged groups (women, Aboriginal and Torres Strait Islander peoples, people with disability, and people from culturally and linguistically diverse backgrounds) must have equal opportunities.
Mandates equity and diversity plans — Every covered government body must have a written plan to improve diversity in its workforce, conduct annual audits, and report on progress. The Commissioner can ask for information and recommend improvements.
Requires 'reframing the relationship' plans — Major agencies (departments, hospital and health services, police) must publish plans showing how they will build cultural capability (understanding and respect for Aboriginal and Torres Strait Islander cultures) and review those plans each year.
Sets conduct standards — All public servants must act honestly, fairly, and in the public interest. Managers must proactively support their teams, address poor performance promptly, and ensure fair treatment.
Protects employee rights — Employees are entitled to fair and independent reviews and appeals if decisions are made about their employment.
Some of the 'reframing the relationship' obligations don't create legally enforceable rights — meaning an individual can't sue the government just because an agency didn't follow those specific provisions.