Many employers continue to operate on the basis that, on termination of employment (for whatever reason) entitlements will be paid ‘in the next pay run’ or ‘in the next 7 days’, but this is not the correct legal approach. And the consequences of non-compliance can be costly… To illustrate the point, a recent (and complicated) Federal

We have previously alerted clients to the fact that the Fair Work Commission will be required to draft model terms for inclusion in all modern awards, by 30 June 2024. Following consultation by the Commission with stakeholders over April 2024, a first draft of the proposed model term has now been released.  The intention is to

We thought it timely to provide a refresher by way of topic summary, the changes, and the effective date of those changes to the Fair Work Act.  This is supported by a table below which summarises the date of effect of changes since 15 December 2023 and up to 26 February 2025. Overview Closing Loopholes Act

This Alert reminds our valued clients of the upcoming changes in relation to casual employment, following the passage of the Fair Work Legislation Amendment (Closing Loopholes No. 2) Act 2024 (Closing Loopholes No. 2 Act). What are the changes? The changes, which will take effect on 26 August 2024, include: A new definition of ‘casual employee’

This Alert summarises the changes in relation to workplace delegates’ rights following the passage of the Fair Work Legislation Amendment (Closing Loopholes) Act 2023 (Closing Loopholes Act). What is a ‘workplace delegate’ and what are the rights? A ‘workplace delegate’ is defined broadly to mean ‘a person appointed or elected, in accordance with the rules of

Have you kept up? – Compliance with the new psychosocial WHS regulations in South Australia In June 2022 Safe Work Australia updated its model Work Health and Safety (WHS) Regulations to include specific regulations to address the management of psychosocial hazards in the workplace and published a Managing psychosocial hazards at work Code of Practice. Since