{"id":34988,"date":"2024-07-16T02:35:55","date_gmt":"2024-07-16T02:35:55","guid":{"rendered":"https:\/\/www.nationalworkforce.com.au\/?p=34988"},"modified":"2025-09-30T10:30:09","modified_gmt":"2025-09-30T10:30:09","slug":"important-employer-update-workforce-legislative-changes","status":"publish","type":"post","link":"https:\/\/www.nwpeople.com.au\/latest-news\/important-employer-update-workforce-legislative-changes\/","title":{"rendered":"Important Employer Update: Workforce Legislative Changes"},"content":{"rendered":"<p><span style=\"font-weight: 400;\">With several significant changes coming into effect this month and in the months to follow, here is a brief rundown with handy links to help you stay informed on changing requirements.\u00a0<\/span><\/p>\n<h3><b>In effect from 1 July 2024\u00a0<\/b><\/h3>\n<p><b>Minimum wage increase:<\/b><span style=\"font-weight: 400;\">\u00a0The National Minimum Wage has increased by 3.75% to $915.90 per week or $24.10 per hour to be applied from the first full pay period starting on or after 1 July 2024. For more information, visit <\/span><a href=\"https:\/\/www.fairwork.gov.au\/newsroom\/media-releases\/2024-media-releases\/july-2024\/20240701\/new-minimum-wage-takes-effect-media-release-awr-2024\"><span style=\"font-weight: 400;\">https:\/\/www.fairwork.gov.au\/newsroom\/media-releases\/2024-media-releases\/july-2024\/20240701\/new-minimum-wage-takes-effect-media-release-awr-2024<\/span><\/a><span style=\"font-weight: 400;\">.<\/span><\/p>\n<p><b>Increased superannuation guarantee:<\/b><span style=\"font-weight: 400;\"> The superannuation guarantee has increased by 0.5% in FY 24\/25 to 11.50%, with employers required to cover the increase. For more information, visit <\/span><a href=\"https:\/\/www.ato.gov.au\/tax-rates-and-codes\/key-superannuation-rates-and-thresholds\/super-guarantee\"><span style=\"font-weight: 400;\">https:\/\/www.ato.gov.au\/tax-rates-and-codes\/key-superannuation-rates-and-thresholds\/super-guarantee<\/span><\/a><span style=\"font-weight: 400;\">.<\/span><\/p>\n<p><b>Union right of entry (additional ground added): <\/b><span style=\"font-weight: 400;\">The Fair Work Commission may now issue an exemption certificate allowing an entry permit holder to enter a business without prior notice when investigating suspicion of wage underpayment. <\/span><b>\u00a0<\/b><\/p>\n<p><span style=\"font-weight: 400;\">Alongside existing grounds, the Commission can issue a certificate if:\u00a0<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><i><span style=\"font-weight: 400;\">the suspected contravention involves the underpayment of wages to a member of the union who works on the premises<\/span><\/i><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><i><span style=\"font-weight: 400;\">the Commission reasonably believes that advance notice of the entry would hinder an effective investigation.\u00a0<\/span><\/i><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">For more information, visit<\/span> <a href=\"https:\/\/www.fwc.gov.au\/documents\/resources\/right-of-entry-changes-exemption-certificates-suspected-underpayments.pdf\"><span style=\"font-weight: 400;\">https:\/\/www.fwc.gov.au\/documents\/resources\/right-of-entry-changes-exemption-certificates-suspected-underpayments.pdf<\/span><\/a><span style=\"font-weight: 400;\">.<\/span><\/p>\n<h3><b>In effect from 26 August 2024\u00a0<\/b><\/h3>\n<p><b>Right to disconnect (non-small business employers): <\/b><span style=\"font-weight: 400;\">The right to disconnect will come into effect for <\/span><a href=\"https:\/\/www.fairwork.gov.au\/taxonomy\/term\/766\"><span style=\"font-weight: 400;\">non-small business employers<\/span><\/a><span style=\"font-weight: 400;\"> on 26 August 2024, giving eligible employees the right to refuse contact outside of working hours. For more information, visit <\/span><a href=\"https:\/\/www.fairwork.gov.au\/about-us\/workplace-laws\/legislation-changes\/closing-loopholes\/right-to-disconnect\"><span style=\"font-weight: 400;\">https:\/\/www.fairwork.gov.au\/about-us\/workplace-laws\/legislation-changes\/closing-loopholes\/right-to-disconnect<\/span><\/a><span style=\"font-weight: 400;\">.<\/span><\/p>\n<p><i><span style=\"font-weight: 400;\">Note: This change will not come into effect for <\/span><\/i><a href=\"https:\/\/www.fairwork.gov.au\/taxonomy\/term\/527\"><i><span style=\"font-weight: 400;\">small business employers<\/span><\/i><\/a><i><span style=\"font-weight: 400;\"> until 26 August 2025.<\/span><\/i><\/p>\n<p><b>Changes to casual employee definition:\u00a0 <\/b><span style=\"font-weight: 400;\">A new definition of \u2018casual\u2019 will be introduced.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">From this date, an employee is only a casual if:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><i><span style=\"font-weight: 400;\">there isn\u2019t 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<\/span><\/i><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><i><span style=\"font-weight: 400;\">they&#8217;re entitled to receive a casual loading or specific casual pay rate.<\/span><\/i><\/li>\n<\/ul>\n<p><b>New pathway to permanent employee:<\/b><span style=\"font-weight: 400;\"> A new pathway will be introduced to move casual employees to permanent from the same date. Employees will be able to notify their employer that they intend to change to permanent employee status if they:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><i><span style=\"font-weight: 400;\">have been employed for at least 6 months (or 12 months in a <\/span><\/i><a href=\"https:\/\/www.fairwork.gov.au\/taxonomy\/term\/527\"><i><span style=\"font-weight: 400;\">small business<\/span><\/i><\/a><i><span style=\"font-weight: 400;\">)\u00a0<\/span><\/i><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><i><span style=\"font-weight: 400;\">believe they no longer meet casual requirements under the new definition, which is taking effect on the same day.\u00a0<\/span><\/i><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">These changes may well impact your workforce, so please visit <\/span><a href=\"https:\/\/www.fairwork.gov.au\/about-us\/workplace-laws\/legislation-changes\/closing-loopholes\/casual-employment-changes#casual-to-permanent\"><span style=\"font-weight: 400;\">https:\/\/www.fairwork.gov.au\/about-us\/workplace-laws\/legislation-changes\/closing-loopholes\/casual-employment-changes#casual-to-permanent<\/span><\/a><span style=\"font-weight: 400;\"> to learn more.<\/span><\/p>\n<h3><b>In effect from 1 November 2024\u00a0\u00a0<\/b><\/h3>\n<p><b>Protected pay rates (same job, same pay):<\/b><span style=\"font-weight: 400;\">\u00a0 A raft of changes is set to come into effect with the Fair Work Commission able to make orders on behalf of employees, unions and hosts to ensure labour hire employees receive the same pay rate that they would receive if they were on the host\u2019s enterprise agreement.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">This is an important change for National Workforce employers, so please visit <\/span><a href=\"https:\/\/www.fairwork.gov.au\/find-help-for\/labour-hire-and-supply-chains\/protected-pay-rates-for-labour-hire-employees\"><span style=\"font-weight: 400;\">https:\/\/www.fairwork.gov.au\/find-help-for\/labour-hire-and-supply-chains\/protected-pay-rates-for-labour-hire-employees<\/span><\/a><span style=\"font-weight: 400;\"> to stay up to date. <\/span><b><br \/>\n<\/b><span style=\"font-weight: 400;\"><br \/>\n<\/span><b>In effect from 1 January 2025\u00a0<\/b><\/p>\n<p><b><\/b><b>Wage theft reforms:\u00a0 <\/b><span style=\"font-weight: 400;\">These reforms will see intentional underpayment of wages become a criminal offence, where employers:<\/span><b>\u00a0<\/b><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><i><span style=\"font-weight: 400;\">are required to pay an amount to an employee (such as wages), or on behalf of or for the benefit of an employee (such as superannuation) under the Fair Work Act, or an industrial instrument<\/span><\/i><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><i><span style=\"font-weight: 400;\">intentionally engage in conduct that results in their failure to pay those amounts to or for the employee on or before the day they\u2019re due to be paid.<\/span><\/i><\/li>\n<\/ul>\n<p><i><\/i><b>Questions? <\/b><span style=\"font-weight: 400;\">Your first port of call for the latest information is the Fair Work Commission website at <\/span><a href=\"http:\/\/www.fairwork.gov.au\"><span style=\"font-weight: 400;\">www.fairwork.gov.au<\/span><\/a><span style=\"font-weight: 400;\">. Contact National Workforce to find out how we can help you to keep your workforce thriving.<\/span><\/p>\n","protected":false},"excerpt":{"rendered":"<p>With several significant changes coming into effect this month and in the months to follow, here is a brief rundown with handy links to help you stay informed on changing requirements.\u00a0 In effect from 1 July 2024\u00a0 Minimum wage increase:\u00a0The National Minimum Wage has increased by 3.75% to $915.90 per week or $24.10 per hour&hellip;<\/p>\n","protected":false},"author":6,"featured_media":36057,"comment_status":"open","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_seopress_robots_primary_cat":"none","footnotes":""},"categories":[22,74],"tags":[],"content_type":[],"class_list":["post-34988","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-latest-news","category-workforce"],"acf":[],"_links":{"self":[{"href":"https:\/\/www.nwpeople.com.au\/af-api\/wp\/v2\/posts\/34988","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.nwpeople.com.au\/af-api\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.nwpeople.com.au\/af-api\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.nwpeople.com.au\/af-api\/wp\/v2\/users\/6"}],"replies":[{"embeddable":true,"href":"https:\/\/www.nwpeople.com.au\/af-api\/wp\/v2\/comments?post=34988"}],"version-history":[{"count":1,"href":"https:\/\/www.nwpeople.com.au\/af-api\/wp\/v2\/posts\/34988\/revisions"}],"predecessor-version":[{"id":36058,"href":"https:\/\/www.nwpeople.com.au\/af-api\/wp\/v2\/posts\/34988\/revisions\/36058"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.nwpeople.com.au\/af-api\/wp\/v2\/media\/36057"}],"wp:attachment":[{"href":"https:\/\/www.nwpeople.com.au\/af-api\/wp\/v2\/media?parent=34988"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.nwpeople.com.au\/af-api\/wp\/v2\/categories?post=34988"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.nwpeople.com.au\/af-api\/wp\/v2\/tags?post=34988"},{"taxonomy":"content_type","embeddable":true,"href":"https:\/\/www.nwpeople.com.au\/af-api\/wp\/v2\/content_type?post=34988"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}