The ‘Right to Disconnect’ provides legal protections for employees who reject the “always on” work culture and make the choice to prioritise healthy work/life balance. It imposes penalties on employers who don’t support employees disconnecting from work. This new law is expected to operate similarly to the current anti-bullying provisions in the Fair Work Act.

Just when many business leaders and owners thought they may be able to take a breath from the amount of IR reform, the Federal Government has recently announced a second phase of proposed change through the Fair Work Legislation Amendment (Closing Loopholes) Bill 2023 (the Bill).

The National Employment Standards (NES) provides a right for employees to request flexible working arrangements in certain circumstances. Want to know more about these changes? Join us on the Australian Human Resources Institute (AHRI) National Webinar on Wednesday 12 July to hear us share practical tips and strategies employers can put in place to effectively respond to requests for flexible work. The webinar is FREE for AHRI members.

We know that the complexity of the environment that Human Resources (HR) practitioners operate in continues to elevate, making it essential for HR to possess strong technical skills and awareness of how workplace relations underpin the effective operation of the entire HR function. The Fair Work Legislation Amendment (Secure Jobs, Better Pay) Act 2022 has added further complexity to the operating environment HR must effectively navigate on behalf of organisations. From our work with some of the best in HR, here are some of the three key areas great HR teams are focusing on when it comes to workplace relations changes.

The Fair Work Legislation Amendment (Secure Jobs, Better Pay) Act 2022 represents one of the most significant changes to the Australian workplace relations landscape in over a decade.  One of the areas of reform has been introduced to prohibit pay secrecy.  Employees under these new provisions have an additional workplace right to share information or ask other employees about their pay and other terms and conditions of employment. 

Shhhh your secret is safe with me - especially when it comes to what you are paid. Promoting gender equality, secure work and pay transparency are some of the key focus areas of the Government’s new IR reforms. Are you prepared? Our article offers some practical recommendations and advice so you can get a head start on making changes to prepare for these significant industrial relations reforms.