Topic
30 articles from our Tips & Trends archive.
From 1 July 2026, employers will be required to pay superannuation with every pay cycle, not quarterly. Super will need to be calculated at 12% of qualifying earnings (a broader base than ordinary time earnings) and paid so it reaches employees’ super funds within seven days of payday. The ATO will monitor compliance in near real time, with stronger enforcement powers.
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No. In Matthew Tran v East Metropolitan Health Service, the WAIRC confirmed that a 2 year absent employee's return to work intentions alone was not enough to amount to foreseeable fitness where the medical evidence points to ongoing incapacity.
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The Australia Day public holiday falls on Monday, 26 January 2026 and planning on how do deal with roster patterns that require work on this day should nearly be finalized by now.
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No. The proposed Fair Work Amendment (Protecting Penalty and Overtime Rates) Bill 2025 was recently tabled in Parliament with the intention of protecting penalty rates and overtime rates in Modern Awards only.
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In Paul Collins v Intersystems Australia Pty Ltd [2025] FWC 1976 FWC made it clear that employees who make requests for flexible work arrangements (s 65 FW Act) need to demonstrate a clear and substantiated connection between their circumstances and the requested flexibility and the specific reason for the requested change.
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Worksafe’s (Vic) annual report provided further confirmation of what a number of WHS commentators have already known – that is, our RTW plans for mental health issues are ineffective, or worse keep, our injured employees ‘injured’.
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FWC Shane Gration v Bendigo Bank [2024] FWC 717 (15 April 2024) has rejected a high performing employee’s request to work solely from home to care for his wife who had a medical condition and school aged child because he failed to provide sufficient and consistent evidence to support his claim that he needed to work 100% from home.
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Whilst the new SJSP laws actually commenced on 15 December 2023 orders made under the new laws were unable to take effect until 1 November 2024. Momentum is starting to build for these types of applications.
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Minimum pay rates for introductory classification or entry-level employees under some Modern Awards may go up on the first full pay period on or after: 1 January 2025 1 April 2025 for employees under the Horticulture Award and Pastoral Award.
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Two recent Federal court decisions have found that in applying the NES termination payments must be made on the date of termination
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You would be aware of the recent changes to casual employment including the introduction of an ‘employee choice’ pathway for conversion to permanent employment.
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FWC recently provided an updated draft statement on the right to disconnect (click here). Stakeholders have until 1 August 2024 to provide submissions.
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Possibly. It depends on who you ask! If you are a union you’ll love them. Employers on the other hand have expressed significant reservations.
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The FWC increase (if applicable) is payable on the “first full pay period” after 1 July 2024. This means that the FWC increase will be implemented differently for each Employer depending on their usual ‘pay day’.
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It depends on the employment contract/EA. For this reason, every individual might have a different outcome – so check your contracts!
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FWC approved a 3.75% increase in all Award rates and the National Minimum Wage (NMW).
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A recent FWC case (Application by Josh Whiteford [2024] FWC 552) has once again endorsed the position that managers carrying out legitimate and genuine performance management techniques including issuing a warning to poor performers is not bullying.
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FWC has confirmed the long held understanding that failing to meet reasonable KPIs will be a valid reason for dismissal but unreasonable KPIs will be unfair.
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Last week the High Court confirmed that employees must be given a choice as to whether they will agree or refuse to work on a public holiday. This now settles the law in this area.
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If your business is in the private sector and employs over 100 employees, it’s well and truly time to get ready for your mandatory gender pay gap reporting obligations (if you haven’t already).
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New laws prohibiting employers from including information on pay slips about paid family and domestic violence leave (PFDVL) now apply, effective from 4 February 2023.
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The right to disconnect (RTD) was recently introduced as part of the Closing Loopholes No2 legislation.
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Yes, despite full implications being at this stage unknown, businesses should keep an eye on the passage of the SJSP legislation as industry groups have warned of the likelihood of added wage pressures and skill shortages it will create.
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A new bill was introduced to the House of Representatives which seeks to replace the current 5 day unpaid NES FDV leave entitlement with a 10 day paid leave each 12 months for all employees including part-time and casual employees. This entitlement will not accumulate from year-to-year.
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On Monday, FWC full bench handed down its review decision that all modern awards should be amended to provide employees with 10 days of paid family and domestic violence (FDV) leave per year and is calling for participants to formulate a draft model term.
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The High Income Threshold (HIT), adjusted each financial year, currently sits at $158,500.
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Peak union body the ACTU has indicated it will pursue a 5% increase across all award rates in this year’s minimum wage review, citing the need to compensate workers for cost of living pressures.
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Employers in the Horticulture Industry have been scathing in their opposition to a recent FWC Full Bench decision which (pending a last minute appeal) looks likely to mean the practical end of the current piecework system.
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The High Court has given an anti-climactic endorsement of the Federal Government’s ‘fixing’ of the casual definition issue by overturning the Full Federal Court decision in Rossato.
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