Latest News
Wage & Super Increase – 1 July 2023
Wage & Super Increase – 1 July 2023
From 1 July 2023, there will be a 5.75% increase to Awards wages. Super is also increasing to 11%. Here’s everything employers need to know.
IR Alert – Significant Changes to the Professional Employees Award
IR ALERT – Significant Changes to the Professional Employees Award
New Shutdown Rules for Awards
IR ALERT – does your business shut down for things like Christmas or planned maintenance? There are changes you need to know about.
Award Wage & Superannuation Increases – June/July 2023
Award wages and super are increasing in June/July – here’s how employers should be preparing now!
Quick Guide To Enterprise Agreements
Our latest Quick Guide to Enterprise Agreements is a must read for all employers considering whether an EA is right for them or re-negotiating an existing EA.
15% Wage Increase For Some Awards From 30 June 2023
15% wage increase announced for Aged Care, SCHADS and Nurses Awards – here’s what employers need to know.
Easter is Upon Us – Many Public Holidays are Coming!
6 public holidays in the next 6 weeks – here’s how employer’s should be preparing right now.
New Code of Practice (Qld) – Managing the Risk of Psychosocial Hazards at Work – 1 April 2023
New Code of Practice (Qld) – Managing the Risk of Psychosocial Hazards at Work commences 1 April 2023. Read more here!
IR Reform & New Entitlements Update – Feb/March
In late 2022, nation-wide IR reforms were announced, along with a raft of new employment entitlements and changes to existing entitlements. Some are already in place, and many more continue to roll out this year, including some in March and April – find out about your obligations here.
Parental Leave Update
Paid Parental Leave is progressively increasing 26 weeks between now and 2026. Employers should be reviewing their internal policies and procedures now in preparation. Read everything you need to know in our latest update!
HR & Payroll Christmas Checklist
A comprehensive checklist covering all aspects of HR, to ensure you are taking proactive measures to set your team and business up for success.
Employer Quick Guide to Working from Home
Quick Guide to WFH – Is working from home an entitlement? How do we make this work for our team? All your questions and more are answered!
Quick Guide to Onboarding & Inductions
Want your new team members to hit the ground running and be productive from their very first week? Then you need to get your onboarding and induction process right for every new employee.
Flat Rate and Salary Risks in Heavy Industries
From truck drivers to site supervisors, more employers are unintentionally underpaying staff. Learn how to protect your business and ensure compliance.
Quick Guide to Company Policies
Effective company policies are the foundation of a successful business. Learn why they matter, how to craft them, and how to ensure they protect both your employees and your organisation from risk.
New Penalty and Overtime Rates Bill
The Labor Government has introduced the Fair Work Amendment (Protecting Penalty and Overtime Rates) Bill 2025, reinforcing its commitment to protect penalty and overtime pay for millions of workers.
Helensburgh Coal Breaches Fair Work Act – Redundancy Gone Wrong
Redundancy must be genuine. The Helensburgh Coal case shows the risks of ignoring redeployment and labour hire obligations.
Review of part-time employment in 11 modern awards underway
Fair Work Commission to review how part-time employment is defined, managed, and paid. This review could bring important changes to contracts, rostering, and pay for part-time staff across key industries.
FWO sues company for failure to pay unfair dismissal compensation to pregnant worker
A NSW business is in hot water after allegedly ignoring a Fair Work Commission order to pay compensation to a pregnant worker who was unfairly dismissed.
Driver Sacked for objecting to an Acknowledgement of Country
Questioning an Acknowledgement of Country during a toolbox meeting was one of the factors in an employee’s dismissal. The Fair Work Commission found the termination to be ….
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