The second part of the Closing Loopholes Bill passed parliament yesterday - meaning more significant changes for workplaces are coming!
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The start of the New Year is the perfect time to make sure your business is prepared for the year ahead! We have put together our top 5 tips for setting your business up for HR success in the New Year…
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Yesterday we saw some significant developments relating to the Fair Work Legislation Amendment (Closing Loopholes) Bill 2023 (“Closing Loopholes Bill”).
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The silly season is almost upon us which means that workplaces are starting to prepare for their end of year Christmas parties. While they are intended to be a happy festive event, Christmas parties are also notorious for causing stress for employers due to the risk of potential workplace incidents.
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For those who are not aware of what a Modern Award is - A Modern Award is a document which sets out the minimum terms and conditions of employment on top of the National Employment Standards (“NES”).
Modern Awards provide entitlements such as pay, hours of work, rosters, breaks, allowances, penalty rates and overtime. There are more than 100 industry or occupation awards that cover most people who work in Australia.
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The Albanese Labor Government introduced the Fair Work Legislation Amendment (Closing Loopholes) Bill 2023 (the “Bill”) to Parliament yesterday afternoon (4 September, 2023). The Bill is the “third tranche” of major changes to core aspects of our workplace relations system which will impact most sectors of the economy.
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The Albanese Government will be introducing a third tranche of IR legislation on Monday afternoon which Workplace Relations Minister, Tony Burke has referred to as the “Closing Loopholes Bill”.
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You may have seen that there have been a number of significant changes happening in the employment and industrial relations law space.
We have been hearing from countless employers that the number of changes have left them feeling overwhelmed and unsure about what they need to be doing to ensure compliance.
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Following the Fair Work Commission’s Annual Wage Review 2023:
· the National Minimum Wage will be increased to $882.80 per week or $23.23 per hour; and
· there will be a 5.75% increase to minimum award wages.
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There have been a number of important case developments in the employment law space recently.
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Payroll tax for medical centres and practitioners has been a popular topic of discussion in recent years, following court cases such as Thomas and Naaz Pty Ltd v Chief Commissioner of State Revenue [2021] NSWCATAD 259 (“Thomas and Naaz”).
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The Fair Work Commission (“FWC”) has today handed down its Annual Wage Review decision. Minimum wage rates in Modern Awards will see a 5.75 per cent increase effective from 1 July 2023.
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Changes are coming into effect on 6 June 2023 which will give the Fair Work Commission power to deal with disputes over requests for flexible working arrangements and extensions to unpaid parental leave, amongst other changes.
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Queensland has a new Work Health and Safety Code of Practice, “Managing the risk of psychosocial hazards at work” (“Code”) which provides practical guidance to persons conducting a business or undertaking (“PCBUs”) on how psychosocial hazards and risks can be managed or controlled. The Code can be used to help determine what is reasonably practicable to reduce psychosocial risk.
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The Fair Work Amendment (Secure Jobs, Better Pay) Act 2022 received royal assent on 6 December 2022 – introducing the most significant changes to employment and industrial relations laws in Australia since the commencement of the Fair Work Act 2009 (Cth) (“FW Act”) some 13 years ago.
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McKays Solicitors is so excited to welcome, Senior Associate, Meghan De Pinto-Smith to the McKays’ Industrial Relations and Employment Law team.
Meghan has worked exclusively in industrial relations and employment law at a high level for a specialist boutique Brisbane firm for the last 6 years – but has come home to settle in Mackay to be closer to family.
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The Fair Work Amendment (Secure Jobs, Better Pay) Act 2022 came into force on 7 December 2022 –introducing the most significant changes to industrial relations laws in Australia in nearly 2 decades.
As the name of the Act suggests, the new changes are geared towards improving pay conditions, pay equity and job security.
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Employers will now have a positive duty to prevent sexual harassment and discrimination in their workplaces.
In 2020, the Respect@Work Report was released by the Australian Human Rights Commission (AHRC), making 55 recommendations for legislative change to address and prevent sexual harassment.
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An issue for many who have recently contracted COVID-19 or are a “close contact” is what, if any, leave they are entitled to from their workplace during the isolation period.
As an employee, you are able to access accrued leave entitlements under your applicable award, enterprise agreement, employment contract, workplace policy and under the National Employment Standards.
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On 7 October, BHP announced that it would be introducing a requirement for COVID-19 vaccination as a condition of entry for all visitors and workers to all of its sites and workplaces in Australia. Other large employers, such as Woolworths and major banks including Commonwealth and Westpac have also brought in similar policies for their staff.
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