Understanding your obligations An employer’s authority to direct employees to take annual leave during a temporary shutdown will depend on the relevant provisions in the applicable modern award, enterprise agreement, or for employees without an award or agreement, the National Employment Standards. If you, like many employers, plan to temporarily close your operations over the […]
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New rights for labour hire workers A labour hire employee (the employee) is defined as a person who enters a work contract with a labour hire agency (the agency). The agency has a commercial contract to supply labour with a host business (the employer). The employee performs work for the host firm. The host employer
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Defining the Employment Relationship From the 26 August 2024 a new definition has been inserted into the Fair Work Act with the intention to define whether a person is an employee or employer. The change applies to most workers and businesses covered by the Fair Work Act 2009. For the purposes of the Act, the terms ‘employer’
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The Right to Disconnect and Award Terms All modern awards now contain an Employee right to disconnect term. These terms apply to all employees covered by the Fair Work Act 2009. The terms are with effect from 26 August 2024 for non-small business employers and from 26 August 2025 for small business employers. These changes
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Understanding the casual employment relationship, and your obligations The casual employment relationship is changing, and it is important to understand what defines employment as a casual versus permanent ongoing employment. A new definition of “casual employee” will be introduced to the Fair Work Act from 26 August 2024. How do we know if the employment
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How can you reduce your employee turnover? Attraction and retention are issues facing many businesses. The most successful employers recognise the value of their employees and are constantly looking for ways to retain their best performers. Turnover contributes to higher labour costs and lowers overall business profitability and success. It can also have significant effect
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Managing increased absenteeism in the workplace Managing unplanned absences can be difficult and risky. When not managed well, excessive absenteeism can create a significant cost for employers due to: Reduced productivity, Increased costs to cover ‘replacement’ employees, and Impact on the workplace and team morale. Further difficulties arise where a pattern of absenteeism develops, especially
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Surveillance in the workplace Surveillance in the workplace is becoming increasingly relevant as it relates to security of information and business operations. This can present questions for employers and employees regarding what surveillance is or is not appropriate in the work environment. Below we provide some useful points to consider. Surveillance may take different forms
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Working for Women Strategy The Australian Government recently issued the “Working for Women Strategy.” This strategy contains long term goals towards “an Australia where people are safe, treated with respect, have choices and have access to resources and equal outcomes no matter their gender” (Working for Women Strategy). The strategy aims to: End violence against
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Substitution of Public Holidays – Could it work in your business? There is an increasing trend with businesses providing an opportunity for their employees to substitute public holidays throughout the calendar year. This trend has become particularly prevalent in large scale business environments, but it is growing in popularity across smaller business environments (as identified
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