It is a continuation of previous cases that pretty much originated with Goldman Sachs JB Were v Nikolich and is much, MUCH further reaching than clauses in an EBA Iron Bar.
What the Nikolich ruling recognised (amongst more "traditional" findings such as the failure to provide a safe workplace) was that the employer (and the employee) was bound by those wonderful wordy corporate policies that HR people love to type out and hang by the door. Where Goldman Sachs claimed they were merely aspirational and also that they bound employees but not the company that got rejected outright by the court.
So keep a record of all those policies (human factors being a good one), the lovely happy handouts/flyers that you are given, all the posters that get slotted around the workplace and you have a CHANCE that you can actually have those lovely weasel words enforced. As they should be.