Managing the risk of COVID-19 exposure: Meat and poultry processing

Preventing and controlling employee exposure to COVID-19 in the meat and poultry processing industries.

Directions and industry requirements are regularly updated

This guidance is correct as at time of publication, however, Victorian Chief Health Officer (CHO) Directions and industry requirements are regularly updated. Readers of this guidance need to check the latest Victorian CHO Directions for applicability.

Restrictions apply across Victoria

Depending on your industry your workplace may:

  • be required to close temporarily for on-site work
  • remain open for on-site work with a completed COVIDSafe Plan in place
  • be subject to restricted operations or industry specific obligations

It is mandatory for every Victorian business with on-site operations to have a COVIDSafe Plan.

COVID-19 restrictions in Victoria may be updated at any time. You must stay up to date with changes for your industry.

How are my occupational health and safety (OHS) obligations impacted by the restrictions?

There is no change to your obligations under the Occupational Health and Safety Act 2004 (OHS Act) and Occupational Health and Safety Regulations 2017 (OHS Regulations) as a result of the Directions issued by the Victorian Chief Health Officer (CHO).

Preparation of a COVIDSafe Plan forms part of the development of a safe system of work. However, having a COVIDSafe Plan and complying with the Victorian CHO Directions does not necessarily mean you have complied with all of your duties under the OHS Act and OHS Regulations.

You must follow any health directions that apply to how your business must operate, and ensure that you are meeting your obligations under the OHS Act. Employees must also comply with their duties under the OHS Act.

COVID-19 and the meat and poultry processing industry

A COVID-19 infection can cause mild to severe respiratory illness.

Researchers are still learning about COVID-19, emerging variants of concern and its long-term effects.

Current research suggests that COVID-19 spreads through:

  • airborne aerosols generated by actions like coughing, sneezing, talking or singing – these can stay in the air for some time, especially in indoor spaces with poor ventilation
  • droplets when an infected person coughs, sneezes, talks or sings – these can enter your eyes, nose or mouth when you are in close contact
  • touching objects or surfaces (such as door handles) contaminated with droplets

Employees in the meat and poultry processing industry are not exposed to COVID-19 through the meat products they handle, however there is the potential for an increased risk of exposure to COVID-19 due to tasks that normally require close interaction between employees such as processing lines and the rapid nature of the work.

Under the Occupational Health and Safety Act 2004 (OHS Act) employers have a duty to provide and maintain, so far as is reasonably practicable, a working environment that is safe and without risks to the health of employees. This includes preventing risks to health (including psychological health) and safety associated with potential exposure to COVID-19.

Employees have a duty to take reasonable care of their own and others health and safety in the workplace, and cooperate with their employers about any action they take to comply with the OHS Act or Regulations.

Identifying risks

Employers must identify hazards and assess the level of risk to the health of employees from exposure to COVID-19 at their workplace. This must be done in consultation with health and safety representatives (HSRs), if any, and employees, so far as is reasonably practicable.

Each group of employees in the workplace should be considered, from delivery of raw product to final product. This may include such areas as kill floor, plucking, boning, manufacturing, packaging, storage, warehouse, forklift movement, cleaning, maintenance, and cafeteria staff.

Some of the main factors that could contribute to meat and poultry employees contracting COVID-19 are:

  1. Distance between employees

    Employees often work close to one another on processing lines. Employees may also be near one another at other locations, such as entrances/exits to the facility, clocking in/out points, break rooms, wash rooms, boot rooms, locker/changing rooms, showers and toilets, and washing rooms prior to entry into kill floors or processing rooms.

  2. Duration of close interaction

    Employees may often have prolonged close interaction with each other. Continued close interaction with potentially infectious individuals increases the risk of COVID-19 transmission.

  3. Type of close interaction

    Employees may be exposed to the infectious virus through respiratory droplets in the air, for example when employees in the plant who have the virus cough or sneeze. It is also possible that exposure could occur from contact with contaminated surfaces or objects, such as tools, workstations, or break room tables.

  4. Other distinctive factors that may increase risk among meat and poultry employees include:
    • a common practice at some workplaces of sharing transportation such as ride-share vans or shuttle vehicles, car-pools, and public transportation
    • frequent contact with fellow workers in community settings in areas where there is ongoing community transmission.

Controlling the risks of exposure to COVID-19

Where a risk to health is identified at a workplace, employers must, so far as is reasonably practicable, eliminate the risk. Where it is not possible to eliminate the risk, it must be reduced, so far as is reasonably practicable.

Employers also have a duty to consult with employees and HSRs (if any), so far as is reasonably practicable, on matters related to health or safety that directly affect, or are likely to directly affect them. This includes consultation on decisions about how to control risks associated with COVID-19.

Every workplace will need to develop a unique plan to minimise the risk by introducing different control measures. The types of control measures required depends on the level of risk as well as the availability and suitability of controls for each workplace, including individual work areas.


As a precautionary measure, employers may consider implementing a process to screen workers before entry into the workplace to start their shift. The process could include:

  • asking employees if they have travelled or been in contact with any confirmed cases of COVID-19, or have had any of the common symptoms in the past 48 hours. The symptoms of COVID-19 to watch out for are: fever, chills or sweats, cough, sore throat, shortness of breath, runny nose and loss or change in sense of smell or taste. Some people may also experience headache, muscle soreness, stuffy nose, nausea, vomiting and diarrhoea.
  • conducting temperature checks with touch-free thermometers. It should be noted that such tests will not tell whether a person has COVID-19. A person may have a temperature for other reasons or be on medication that reduces their temperature or may be asymptomatic. If used, temperature checks should only be used as a guide along with other tools to assist in making decisions.

Equipment for conducting temperature checks needs to be clean and reliable, and protocols should be in place in the event of elevated temperatures.

Policies and procedures for screening employees should be developed in consultation with employees, HSRs and occupational medical professionals.

If an employee develops any of the symptoms of COVID-19, however mild, they should:

  • self-isolate immediately, seek advice from their doctor or the Victorian Coronavirus Hotline on 1800 675 398, and get tested
  • tell their employer as soon as possible, follow the procedures their workplace has in place, and update their employer if their situation changes (for example if they receive a positive COVID-19 diagnosis)

In the event of a suspected or confirmed COVID-19 case at the workplace, Directions from the Victorian CHO may also require employers to take specific response actions.

    Notifiable incidents and COVID-19

    From 28 July 2020 new temporary regulations under the OHS Act specify when employers and self-employed persons must notify WorkSafe of a confirmed diagnosis of COVID-19 in the workplace. For more information see the guidance Notifiable incidents involving COVID-19.

    Physical distancing

    One of the ways COVID-19 spreads is by people coughing or sneezing, causing droplets to transmit from one person to another. That is why one of the best ways to protect others is to practise physical distancing.

    Physical distancing means maintaining a distance of at least 1.5m between people wherever possible. Every attempt needs to be made to ensure at least a 1.5m distance between employees is achieved and maintained.

    Under directions from the Victorian CHO, workplaces may also be required to comply with particular density quotient rules for shared spaces.

    Physical distancing should be practised and encouraged in meat and poultry processing workplaces. This includes the factory floor, entry and exit points, amenities (toilets and change rooms), dining and smoking areas, and at meetings.

    Ways that employers and employees can encourage physical distancing include:

    • Configure communal work areas so that employees are spaced at least 1.5m apart, if possible. Changes in production practices may be necessary in order to maintain appropriate distances between employees.
    • Use floor markings to provide minimum physical distancing guides between workstations.
    • Modify the alignment of workstations so that employees do not face one another.
    • Where 1.5m distancing between employees is not possible, install screens or plastic strip curtains where practicable to minimise the risk of droplet transmission from one employee to another. Screens need to be high enough to prevent potential droplets from coughing or sneezing directly reaching other employees.
    • Ensure each employee has their own equipment/tools.
    • Where allocated smoke areas exist, ensure smokers are at least 1.5m apart. This could be achieved by creating markings on the ground and, if necessary, extending the allocated smoking area.
    • Minimise the build-up of employees waiting to enter and exit the workplace and various parts of the workplace by:
      • allocating different doors for entry and exit throughout the workplace where possible
      • using an entry and exit system to the site that is as contactless as possible and quick to enter and exit
      • using floor markings to provide minimum physical distancing guides at entrances and exits
    • If fans such as pedestal fans or hard mounted fans are used in the workplace, minimise air from fans blowing from one employee directly at another.
    • Arrange separate lunchrooms for work teams if possible. Consider moving lunchrooms outside.
    • Identify additional or alternative break and lunch areas for employees such as training and conference rooms, or portables.
    • Provide each employee with a permanent chair in the lunchroom. Where this is not practicable, the employer must ensure appropriate cleaning and disinfecting occurs between lunchroom access by different groups.
    • Install barriers on tables and between chairs in lunchrooms.
    • Limit each table to 2 people, at each end, unless greater distancing can be achieved (remove excess seats), otherwise add partitions to tables.
    • Stagger arrival, departure and break times where practicable to avoid congestion.
    • Consider increasing the time separation between shifts.
    • Increase amenities on site (including portable toilets and wash areas) if required to maintain 1.5m distances.
    • Isolate sections of bench seating to ensure 1.5m distancing.
    • Increase the number of hand washing facilities.
    • Increase the number of areas for changing, or allow more time for changing, and consider staggering change times where practicable.
    • Slow down production in order to create additional time to reduce congestion in boot wash and change and locker rooms.
    • Change taps on site to knee or foot-operated, create partitions between taps and between hoses, and use exhaust fans to reduce the high humidity.
    • Create single file pathways with markings every 1.5m.
    • Ensure supervisors or designated persons monitor, encourage and facilitate distancing, particularly on processing floors, and hand washing and sanitising.
    • Encourage employees to avoid car-pooling.
    • If one shift is normally operated, consider splitting employees over two shifts if practicable.
    • Consider providing additional leave where leave is necessary due to COVID-19. This may reduce the risk of employees attending work when unwell due to financial needs.
    • Consider grouping of work teams into sub-teams, to reduce the number of different people each employee works directly next to. This may minimise the spread of COVID-19 if present in the workplace, minimise the number of employees that need to quarantine if quarantine should be required, and increase the effectiveness of any changed systems of work (such as split shifts).
    • Record staff positions each day for trace back purposes.
    • Establish regular communication to reinforce the need to maintain physical distancing and other control measures. Any non-essential face-to-face meetings or training should be postponed or cancelled.
    • Consider consulting with a heating, ventilation, and air conditioning engineer to ensure adequate ventilation in work areas to help minimise employees’ potential exposures.
    • Dilution ventilation might also be used in other employee-concentrated areas such as boot and wash areas to dilute those environments and further reduce any potential risk.

    If physical distancing measures introduce new health and safety risks, employers must manage those risks too.

    The DH and the Australian Government Department of Health have posters and other resources aimed at educating the public about COVID-19. These can be placed in client-facing work environments (for example in workplace entrances).

    Physical distancing practice examples


    Employees are within 1.5 metres of one another, side by side or facing workstations.

    Employees are within 1.5 metres of one another, side by side or facing workstations.


    Physical barriers such as partitions, separate employees from each other.

    Partitions may need to be adjusted to integrate with the processing line or other manufacturing equipment.

    Employees are spaced at least 1.5 metres apart, not facing one another.  Other configurations may be used to achieve similar distancing between employees.


    Employees are spaced at least 1.5 metres apart, not facing one another.

    Other configurations may be used to achieve similar distancing between employees.

    Physical barriers such as partitions, separate employees from each other.  Partitions may need to be adjusted to integrate with the processing line or other manufacturing equipment.


    Physical barriers such as partitions, separate employees from each other.

    Partitions may need to be adjusted to integrate with the processing line or other manufacturing equipment, including where employees need to perform tasks in tandem across with each other.

    For tasks performed in tandem, with employees across from one another, partitions can be positioned to protect employees while allowing the pass-through of materials.

    Image shows employees needing to work in tandem and positions of partitions as recommended.

    Source: These images have been adapted from the United States Center for Disease Control and Prevention (CDC), Coronavirus Disease 2019 (COVID-19), Meat and Poultry Packing Industry: Interim Guidance from CDC and the Occupational Health and Safety Administration (OHSA).


    Environmental cleaning

    The amount of time the COVID-19 survives on inanimate objects and surfaces varies. Environmental cleaning is one way to remove the virus.

    Follow the DH advice about cleaning - see the document 'Cleaning and disinfecting to reduce COVID-19 transmission' on the DH Business and industry coronavirus disease (COVID-19) page.

    Usual cleaning regimes should be increased, including at the end of each shift. In addition:

    • Ensure frequently touched surfaces are cleaned and disinfected regularly with appropriate detergent or disinfectant solutions.
    • Frequently cleanse and disinfect personal items used in the workplace such as glasses and phones.
    • Clean boot and wash rooms (including hoses) after each major break.
    • Workplace amenities including kitchens, lunchrooms, common areas, change rooms, toilets, showers, drink fountains and vending machines should be cleaned and disinfected, and the frequency of this cleaning should increase.

    Additional cleaning and hygiene controls that may be required include:

    • Ensure that surfaces are cleaned if an employee spreads droplets (such as sneezing, coughing or vomiting).
    • Ensure people who are conducting cleaning wear gloves and follow manufacturer’s recommendations for use of PPE. For example, employees may need protective eye wear when using some chemicals. Where possible, wash hands with soap and water after cleaning or, if washing is not possible, use alcohol-based hand sanitiser.
    • Make alcohol-based hand sanitiser available throughout the workplace.
    • Provide closed bins in appropriate locations for employees to hygienically dispose of waste such as used tissues as soon as possible after use.
    • Provide alcohol-based hand sanitiser for employees to use after they dispose of their waste.
    • Where employees’ work clothes are washed on site, appropriate procedures should be in place and reviewed to ensure effectiveness.
    • Consider increasing the use of fresh (outside) air and reducing the use of recirculated air-conditioning in common areas.

    For more information about cleaning, see the documents on 'Cleaning and disinfecting to reduce COVID-19 transmission' on the DH Business and industry coronavirus disease (COVID-19) page.

    Employee hygiene

    Ensure all employees practise good hygiene, including by:

    • washing hands frequently with soap and water for at least 20 seconds, including before and after eating and going to the toilet
    • covering coughs and sneezes with an elbow or a tissue
    • avoiding touching the eyes, nose and mouth
    • immediately disposing of tissues into a waste bin then washing hands
    • using alcohol-based hand sanitisers
    • cleaning and disinfecting surfaces and shared equipment after use
    • limiting contact with others, including shaking hands

    Employers should ensure that washroom facilities for employees have adequate facilities for good hygiene including clean running water, and an adequate supply of soap, water, single-use paper hand towels or hand drying machines, and toilet paper. These must be kept clean, properly stocked and in good working order.

    Employers should also provide alcohol-based hand sanitizers containing at least 60% alcohol if soap and water are not immediately available. Hand sanitizer should be placed in multiple locations to encourage hand hygiene. If possible, choose hand sanitizer stations that are touch-free.

    Employers should also consider other ways to promote personal hygiene, such as:

    • building additional short breaks into staff schedules to increase the frequency that staff can wash their hands
    • extending currently rostered breaks to allow employees to follow proper hygiene procedures
    • providing tissues and no-touch trash receptacles (eg foot pedal-operated) for employees to use
    • educating workers that cigarettes and smokeless tobacco use can lead to increased contact between potentially contaminated hands and mouths, and that avoiding these products may reduce the risk of infection
    • educating workers not to share items such as drink bottles or cigarettes
    • reducing the number of touch points for employees, for example by leaving access doors open where appropriate

    Workers should be educated to avoid touching their faces, including their eyes, noses, and mouths, particularly until after they have thoroughly washed their hands upon completing work and/or after removing personal protective equipment (PPE).

    Personal protective equipment (PPE)

    Under directions issued by the Victorian CHO, employers must ensure that workers wear all of the following PPE in the workplace:

    Face masks in workplaces

    Directions from the Victorian CHO about face masks are in place across Victoria. For more information see the guidance Managing COVID-19 risks: Face masks in workplaces.

    In addition:

    • where the work or task requires the use of specific types of PPE in the workplace, these must be provided by the employer
    • training on the use and maintenance of the PPE needs to be provided, along with supervision to ensure it is appropriately used
    • disposable masks should be disposed of after a break
    • non-disposable masks need to be appropriately cleaned and stored when going on a break
    • PPE that is reusable must be appropriately cleaned and disinfected after each use

    Deliveries, contractors and visitors attending the workplace

    • Limit or decrease the number of visitors to the workplace.
    • Minimise the number of employees attending to deliveries and contractors as much as possible.
    • Delivery drivers and other contractors who need to attend the workplace, to provide maintenance or repair services or perform other essential activities, should be given clear instructions of requirements while they are on site.
    • Ensure handwashing facilities, or if not possible, alcohol-based hand sanitiser, is readily available for employees after physically handling deliveries.
    • Direct visiting delivery drivers and contractors to remain in vehicles and use contactless methods such as mobile phones to communicate with employees wherever possible.
    • Direct visiting delivery drivers and contractors to use alcohol-based hand sanitiser before handling products being delivered.
    • Use, and ask delivery drivers and contractors to use, electronic paperwork where possible, to minimise physical interaction. Where possible, set up alternatives to requiring signatures. For instance, see whether a confirmation email or a photo of the loaded or unloaded goods can be accepted as proof of delivery or collection (as applicable).

    Communication and employee welfare

    Employers must consult with employees and HSRs (if any), on matters related to health or safety that directly affect, or are likely to directly affect them, so far as is reasonably practicable. Employers should also:

    • provide updated information to all employees in a format that they can readily understand (eg in their own language), and in multiple formats (eg email, posters, verbal), including employees on leave, contractors and casual workers
    • ensure there are contingency plans in place for staff replacement when necessary

    Legal duties

    Employers have duties under the OHS Act, which include that they must, so far as is reasonably practicable:

    • provide and maintain a working environment that is safe and without risks to the health of employees and independent contractors
    • provide adequate facilities for the welfare of employees and independent contractors
    • provide such information, instruction, training or supervision to employees and independent contractors as is necessary to enable those persons to perform their work in a way that is safe and without risks to health
    • monitor the health of employees of the employer
    • monitor conditions at any workplace under the employer's management and control
    • provide information concerning health and safety to employees, including (where appropriate) in languages other than English
    • ensure that persons other than employees of the employer are not exposed to risks to their health or safety arising from the conduct of the undertaking of the employer
    • consult with employees and HSRs, if any, on matters related to health or safety that directly affect them, or are likely to directly affect them

    A person with management or control of a workplace must ensure, so far as is reasonably practicable, that the workplace and the means of entering and leaving it are safe and without risks to health.

    Employees also have duties under the OHS Act, which includes that they must:

    • take reasonable care for their own health and safety
    • take reasonable care for the health and safety of persons who may be affected by the employee's acts or omissions at a workplace
    • cooperate with their employer with respect to any action taken by the employer to comply with a requirement imposed by or under the OHS Act


    United States Centers for Disease Control and Prevention (CDC), Coronavirus Disease 2019 (COVID-19), Meat and Poultry Packing Industry: Interim Guidance from CDC and the Occupational Health and Safety Administration (OHSA).