Secure Jobs, Better Pay: Promoting Fairness in Employment

The Fair Work Legislation Amendment (Secure Jobs, Better Pay) Act 2022 started on 7 December 2022, but other changes came into effect throughout 2023.

Key changes introduced by the Fair Work Legislation Amendment (Secure Jobs, Better Pay) Act 2022 include:

• New rules regarding job security and flexible work, including fixed-term contracts and disclosure of pay and workplace conditions. 
• Prohibition of pay secrecy and unlawful job advertisements.
• Protections for breastfeeding, gender identity, and intersex status under the as new attributes under the Fair Work Act, alongside revisions to modern awards and minimum wages.
• Establishment of equal remuneration principles, community outreach, and expert panels
• Enforcement of prohibitions against workplace sexual harassment.
• Revision of parental leave and small claims processes.
• Changes to enterprise and bargaining agreements, including termination, addressing errors and addressing 'zombie' agreements.
• Abolition of the ABCC and ROC, replaced by the National Construction Industry Forum.

For more information see: https://www.fairwork.gov.au/about-us/workplace-laws/legislation-changes/secure-jobs-better-pay

Paid Family and Domestic Violence Leave: Supporting Employee Well-being

The Fair Work Amendment (Paid Family and Domestic Violence Leave) Act 2022 introduced paid leave entitlements to support employees experiencing family and domestic violence.

Some key changes from the Fair Work Amendment (Paid Family and Domestic Violence Leave) Act 2022 include:

• Small business employees now have access to 10 days of paid family and domestic violence leave annually.
• This entitlement applies to full-time, part-time, and casual employees without pro-ration.
• Employees receive the full 10 days upfront and do not accrue it over time.
• Unused leave does not carry over from year to year.
• Paid family and domestic violence leave is a separate entitlement, akin to annual or sick leave.
• Employers are prohibited from including certain details about this leave on employee pay slips.
• This entitlement replaces the previous 5 days of unpaid family and domestic violence leave under the National Employment Standards (NES).
•  

For more information see: https://www.fairwork.gov.au/about-us/workplace-laws/legislation-changes/paid-family-and-domestic-violence-leave

Respect at Work: Combating Workplace Harassment

On 11 September 2021 the Sex Discrimination and Fair Work (Respect at Work) Amendment Act 2021 (Respect at Work Amendment Act) took effect.  Some key changes include:

• Enhanced protections against workplace sexual harassment.
• Fairwork Act changes the of definitions for "sexually harass" and "sexually harassed at work"
• Expansion to provide the Fair Work Commission's authority to address sexual harassment cases.
• Sexual harassment related to employment can lead to dismissal.
• Employees can access compassionate leave if they or their partner experience a miscarriage.

Top of Form

For more information see: https://www.fairwork.gov.au/about-us/workplace-laws/legislation-changes/respect-at-work
 

Feeling overwhelmed? We understand—it's a lot to absorb! If you're unsure where to begin, don't fret; we're here to assist. Standard Candle HR is offering a complimentary session with Kirsten to discuss a gap analysis or review today. Call 1300 620 100 or reach out to our Operations Manager Rod email - rod@standardcandlehr.com.au to book in your complimentary session.