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In determining whether additional hours are reasonable or unreasonable, the following must be taken into account:

•  any risk to employee health and safety
•  the employee's personal circumstances, including family responsibilities
•  the needs of the workplace or enterprise
•  whether the employee is entitled to receive overtime payments, penalty rates or other compensation for (or a level of remuneration that reflects an expectation of) working additional hours
•  any notice given by the employer to work the additional hours
•  any notice given by the employee of their intention to refuse to work the additional hours
•  the usual patterns of work in the industry
•  the nature of the employee's role and the employee's level of responsibility
•  whether the additional hours are in accordance with averaging provisions included in an award or agreement that is applicable to the employee, or an averaging arrangement agreed to by an employer and an award/agreement-free employee
•  any other relevant matter.