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Recent Posts

September 22, 2023
Embracing Change: The Australian Human Rights Commission introduces Positive Duty Obligations
August 8, 2023
Fair Work Act Changes: Flexible Unpaid Parental Leave
July 20, 2023
Fair Work Act Changes: Protecting Worker Entitlements
May 31, 2023
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From 26 August 2024 (extended to 26 February 2025

From 26 August 2024 (extended to 26 February 2025 for small business employers), new legislation will permit casual employees to request permanent employment when they believe they are no longer classified as casual.

The Fair Work Act will introduce a revised definition of 'casual employee,' stipulating that an employee qualifies as casual only if:

• there isn’t a firm advance commitment to continuing and indefinite work, taking into account a number of factors, including the real substance, practical reality and true nature of the employment relationship.

• they're entitled to receive a casual loading or specific casual pay rate.
There will also be some other factors that help to assess whether there is a firm advance commitment to continuing and indefinite work.

Previously, employers were required to proactively offer casual conversion after an employee maintained a regular and systematic work pattern for 12 months. This requirement has been removed.

It will be the responsibility of employees to inform their employers when they no longer fit the definition of a casual worker and wish to become permanent employees through the 'employee choice' pathway. Transitioning to permanent employment will grant them entitlements such as paid leave, notice of termination, and redundancy pay.

It is important to note, while these changes come into effect, Employers will still be required to issue the Casual Employment Information Statement at the commencement of employment. However, there is now an additional obligation to send the Information Statement at six months, 12 months, and annually on the anniversary of the employee's start date. Small business employers need only provide this statement at the conclusion of the initial 12 months of employment.

If you need assistance in determining what you must do to comply with the new provisions please reach out on 1300 1 OUR HR.

#OurHRTeam #Legislation #FairWork #Casual #Permanent #Employees #CasualEmployee

🌿Celebrate International Self-Care Day at Work!

🌿Celebrate International Self-Care Day at Work! 🌿

Today is International Self-Care Day, a perfect reminder to prioritise your well-being. Here are some simple ways to incorporate a self-care routine during your work day!

Take Breaks: Step away from your desk and enjoy a short walk, stretch or even grab a coffee with a friend. It rejuvenates your mind and body.

Healthy Snacks: Opt for nutritious snacks to keep your energy levels up, though on self-care day a sweet treat wouldn’t be harmful 😊

Mindfulness Moments: Practice deep breathing or a quick meditation to reduce stress.

Positive Interactions: Take a moment to connect with colleagues and spread positivity.

Set Boundaries: Respect your work hours and avoid overworking. Balance is key!

Almost everything will work again if you unplug it for a few minutes, including yourself.

Happy International Self-Care Day! 💗🌟

#SelfCareDay #WellBeingAtWork #WorkLifeBalance #HealthyHabits #OurHRTeam

Push beyond your limits and let your dedication sh

Push beyond your limits and let your dedication shine! 💪✨

#MotivationMonday #HardWorkPaysOff #StayDedicated #SuccessMindset #OurHRTeam #Brisbane #HRConsultancy

🔎Myths vs. Facts – Workplace edition 💼 In

🔎Myths vs. Facts – Workplace edition 💼

In the ever-evolving landscape of workplace regulations, it's crucial to stay informed and avoid common misconceptions. Here are a few myths that Fair Work have touched on:

Myth: Handshake agreements are a good idea.
Fact: All arrangements must comply with the law. Ensure every agreement is documented and lawful.

Myth: Getting paid a low rate is okay if the worker agrees.
Fact: Minimum pay rates are set by law. Use our Pay and Conditions Tool to find the rates that apply to your award.

Myth: Employees don’t need to be paid for time spent opening and closing a store.
Fact: Employees must be paid for all hours they’re required to work, including opening and closing time. Learn more on our Pay and Wages page.

Myth: Employers can pay young workers as trainees or apprentices without lodging any formal paperwork.
Fact: Employers must negotiate and lodge a registered training contract to lawfully pay trainee or apprentice rates. Age or newness to the job doesn't justify lower pay without proper documentation. Discover more about entitlements for Apprentices and Trainees.

Another one we often come across is...

Myth: I can have an employee come in to work early for a meeting or for team training without paying them.
Fact: If an employee is asked to attend a work meeting or any form of training outside of their designated/scheduled work hours these compulsory meetings and training sessions can count as time worked and must be paid. The relevant award should always be referenced to determine if there are particular conditions that must be met.

Workplace rules change from time to time and we’re here to keep you informed about important changes that may affect you. For more information or assistance, please don’t hesitate to reach out on 1300 1 OUR HR ✨

#OurHRTeam #WorkplaceMyths #KnowYourRights #HRSupport #FairWorkUpdate

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