Secure jobs, better pay: 6 June and beyond
The Australian industrial landscape ─ and your workplace ─ are changing apace.
While we have already seen significant reforms, on 6 June 2023 another suite of changes brought in by the Fair Work Legislation Amendment (Secure Jobs, Better Pay) Act 2022 came into effect.
Do you know what changed and which changes will be most significant for you and your business?
Do you have the processes and procedures in place to remain compliant with your obligations to your people?
Are your enterprise agreements expiring after 6 June 2023 and you haven't started bargaining?
Many organisations are struggling to get across the volume, scope, and implications of the changes. This guide will help you work out what you need to do to get your house in order.
Download the full guide, or explore by topic below.
From 6 June 2023 pregnant employees will be eligible to request a flexible work arrangement, and employers have new responsibilities in relation to requests.
From 6 June 2023 when an eligible employee requests an extension to a period of unpaid parental leave, their employer is obliged to discuss the request with them.
Under the Fair Work Act changes, zombie agreements will automatically "sunset" and cease operating on 7 December 2023.
6 June 2023 will see significant changes to the multi-enterprise bargaining framework, designed to lower barriers to entry to the enterprise bargaining system.
The Secure Jobs, Better Pay Act entails significant changes to enterprise bargaining and agreement making.
The compensation cap for small claims proceedings under the Fair Work Act is increasing from $20,000 to $100,000.
Generally speaking, the new provisions in the Secure Jobs, Better Pay Act limit the use of fixed-term contracts to a period of two years (with some exceptions).
