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I am happy to be proved wrong if someone can come up with a definitive answer.
As your link states, an OC must “engage any worker as an employee” else it is exempt from WHS legislation.
While it’s possible for an OC to engage a worker as an employee, AFAIK it’s rare. Engaging a worker as an employee means deducting taxes, paying superannuation, supplying leave allowances etc. None of my OCs, including the ones that have on-site building managers, do that. They engage the worker as a contractor.
It’s the contractors or their actual employers that must ensure that the workplace meets the WHS requirements for the work they are doing.