Fair Work Articles

Closing Loopholes Bill – Take Action and Stay Informed

On the 4th of September the government introduced the Closing Loopholes Bill. This bill aims to close loopholes that exist within current pay and working conditions, with a specific focus upon gig workers. It will also increase penalties for non-compliance and breaches of pay and conditions such as, imprisonment for intentionally underpaying workers.

Employer understanding of these changes is vital and we encourage you to remain informed and to act prior to implementation. Within this article we have outlined a few ways in which you can do this.

Employee Reinstated After Dismissal for Misconduct 

Earlier this year a machine operator from an Australian Company was terminated after ‘supposed’ substantiated grounds of misconduct. The employee was later reinstated after an ‘unfair dismissal claim’ saw an examination of the circumstance, which found that no investigative process or substantiated evidence existed to validate the dismissal.
This situation could have been prevented and the AHR team can ensure that something similar does not happen to you.

Closing Loopholes Bill 2023 – What You Need to Know 

The proposed ‘Closing Loopholes Bill 2023’ will see future changes to the Fair Work Act 2009 (Cth), that may affect your business. This will see changes to contracts for casual and contract workers, adjustments to standards surrounding pay and conditions, and industry specific changes for the Road Transport Sector.

We foresee many changes coming to workplaces in response to this bill in mid 2024, and we encourage you to be aware and prepare for how this may impact your business.

Paid FDVL Now in Effect 

The following article discusses Family and Domestic Violence Leave (FDVL) and may be found as confronting or a trigger to some.  

As of the 1st of August, all employees are entitled to 10 days of paid Family and Domestic Violence Leave (FDVL), regardless of a business being categorised as small or non-small.

The AHR Team foresee an increase in use of FDVL and strongly advise employers to start reviewing practices and processes surrounding leave, record keeping and confidentiality, ensuring these align with the legislative changes.