The Fair Work Legislation Amendment (Closing Loopholes No. 2) Act 2024, which received Royal Assent on 26 February 2024, lays the groundwork for upcoming key industrial relations reforms, particularly those set to take effect in August 2024. These reforms aim to enhance workers’ rights and protections.
Changes to casual employment come in to effect from 26 August 2024. Here’s what employers need to know.
There have been significant IR Reforms from January to July 2024, with more still to come. This round focusses on strengthening worker entitlements and promoting fairness in workplaces. Read about the changes in our latest update.
Everyone loves the 4-day Easter long weekend, but while we are all looking forward to a well-earned break, there are a few things all employers should be considering and planning for right now.
The Closing Loopholes Act No. 2, which introduces a “right to disconnect” for employees, has passed parliament and comes in to effect on 26th August 2024. This means employees will soon have the right to disconnect from attempted contact by employers after working hours.
CBA have been fined over $10 million for underpaying employees and wage theft will soon become a criminal offence. Employers cannot be blasé about their payroll practices anymore, and our latest Quick Guide to understanding Wage Theft and Underpayments will help get you on track.
More major IR reforms passed in December 2023 including criminalising intentional wage theft and non-payment of superannuation, equal pay for labour hire workers, discrimination protections for family and domestic violence, small business redundancy rules, delegate rights, and right of entry.
Changes to Superannuation
Under the new Protecting Worker Entitlement laws, we will see the right to superannuation added into the National Employment Standards (NES) from 1 January 2024.
The IR reforms, changes to awards, and new and changed employee entitlements are the biggest change in the employment relations landscape we have seen in many years. There are more changes coming in 2023, and even more proposed for 2024 – read all employers need to know in our latest update.
Employers cannot assume an employee will be able to work a public holiday, they must now request that the employee work and be aware that the employee may refuse. All you need to know is in our latest update.
The Fair Work Legislation Amendment (Closing Loopholes No. 2) Act 2024, which received Royal Assent on 26 February 2024, lays the groundwork for upcoming key industrial relations reforms, particularly those set to take effect in August 2024. These reforms aim to enhance workers’ rights and protections.
Changes to casual employment come in to effect from 26 August 2024. Here’s what employers need to know.
There have been significant IR Reforms from January to July 2024, with more still to come. This round focusses on strengthening worker entitlements and promoting fairness in workplaces. Read about the changes in our latest update.
Everyone loves the 4-day Easter long weekend, but while we are all looking forward to a well-earned break, there are a few things all employers should be considering and planning for right now.
The Closing Loopholes Act No. 2, which introduces a “right to disconnect” for employees, has passed parliament and comes in to effect on 26th August 2024. This means employees will soon have the right to disconnect from attempted contact by employers after working hours.
CBA have been fined over $10 million for underpaying employees and wage theft will soon become a criminal offence. Employers cannot be blasé about their payroll practices anymore, and our latest Quick Guide to understanding Wage Theft and Underpayments will help get you on track.
More major IR reforms passed in December 2023 including criminalising intentional wage theft and non-payment of superannuation, equal pay for labour hire workers, discrimination protections for family and domestic violence, small business redundancy rules, delegate rights, and right of entry.
Changes to Superannuation
Under the new Protecting Worker Entitlement laws, we will see the right to superannuation added into the National Employment Standards (NES) from 1 January 2024.
The IR reforms, changes to awards, and new and changed employee entitlements are the biggest change in the employment relations landscape we have seen in many years. There are more changes coming in 2023, and even more proposed for 2024 – read all employers need to know in our latest update.
Employers cannot assume an employee will be able to work a public holiday, they must now request that the employee work and be aware that the employee may refuse. All you need to know is in our latest update.
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