Employment law is an area characterised by frequent change and
we are continuing to keep you up to date with these as they happen.
The new financial year also brings with it a range of remuneration
increases which impact on what employers must pay outside of their
normal remuneration review cycle.
The Fair Work Amendment Bill 2013 (Cth) was passed by
the Senate on 27 June 2013, which means that the latest amendments
to the Fair Work Act 2009 (Cth) will take effect on 1
January 2014. Read more on the proposed 'family friendly'
measures in our earlier article
here, and on the consultation obligations, union right of entry
rules and the protection of penalty rates
The Federal Government delayed the commencement of the proposed
anti-bullying provisions, which allow employees who believe that
they have been bullied at work to file a complaint with the Fair
Work Commission, until 1 January 2014. Read more on the proposed
here. Safe Work Australia has also released a revised draft
model Code of Practice on Preventing and Responding to Workplace
Bullying. The closing date for public submissions is 15 July
The Sex Discrimination Amendment (Sexual Orientation, Gender
Identity and Intersex Status) Bill 2013 was passed by Federal
Parliament on 26 June 2013. Read more in our earlier article
From 1 July 2013, the following increases take effect:
the FWC Minimum Wage Panel granted an increase of
2.6% to the minimum wage, as well as to all modern
award rates of pay, from the first full pay period on or after 1
July 2013. As a result, the national weekly minimum wage will
increase to $622.20
the casual loading for award/agreement-free employees increases
from 23% to 24%
the minimum superannuation guarantee contribution rate
increases from 9% to 9.25%
while Federal Parliament has not yet passed the increase to the
maximum superannuation contribution base, being the maximum
ordinary time earnings which attracts the minimum superannuation
contribution of 9.25%, it is expected to increase to
the high income threshold used to determine whether an
award/agreement-free employee is eligible to make an application
for unfair dismissal under the Fair Work Act 2009
increases to $129,300 (excluding
In addition, from 1 July 2013 employers must make superannuation
guarantee payments for employees over the age of 70.
We last wrote about the new workplace gender equality laws on 13
February 2013 (click
here to view). The Workplace Gender Equality Agency has now
released the reporting matters for each of the gender equality
indicators against which employers are required to report for the
2013-2014 reporting period. Read more
Finally, the definition of 'worker' under the
Workers' Compensation and Rehabilitation Act 2003
(Qld) has been amended to narrow its scope creating the possibility
for Queensland employers to reduce workers' compensation
premiums. Read more
The content of this article is intended to provide a general
guide to the subject matter. Specialist advice should be sought
about your specific circumstances.
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Long experience representing many of Australia's leading employers has taught us that in employment litigation the identity of an employee's representative is a major factor in how employee litigation runs.
Australian employees receive certain entitlements (such as annual leave and superannuation) where contractors do not.
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