Information Hub

Our Christmas Trading Hours

We would like to take this opportunity to thank all of our valued clients for your support throughout 2023.
We hope that you will have a relaxing break over the Christmas period and enjoy some quality time with friends, family and all who are dear to you.
As our team will also be taking a short break, our office will be closed from Thursday 21 December 2023 re-opening on Tuesday 2 January 2024.

Changes to Fixed Term Contract Rules

New rules will come into force from 6 December 2023 as part of the Secure Jobs Better Pay legislation which will limit the use of Fixed Term Contracts. Employers will be prohibited from entering into a fixed term or maximum term contract where the period exceeds two years, or contains the right to extend or renew the contract more than once that exceeds two years, or where the contract continues the same (or substantially similar) employment relationship and work duties as a previous fixed term contract. Although there are some exemptions to the rules, it is important that organisations are aware of their obligations in this regard. There are significant penalties for taking action to avoid these rules. You are also required to provide any staff on a Fixed Term Contract with the new Fixed Term Contract Information Statement (available from the Fair Work website from 6 December). If you would like advice specific to your organisation please contact our Senior Workplace Relations Advisor, Ed Thomas, at ed@cooperhardiman.com.au.

End of Financial Year Reminders

FWC INCREASE TO MINIMUM WAGES OF ALL AWARDS
On 2 June 2023, The Full Bench of the Fair Work Commission (FWC) announced its decision in relation to its annual wage review.  The FWC has announced that it will increase salaries for all Awards and for all classifications by 5.75% from 1 July 2023. In addition, it has increased the National Minimum Wage to $23.23 p/hr. The casual loading for non-award covered employees will remain at 25%.
These pay increases need not take effect until an employee’s first full pay period after 1 July 2023. However, this should not be confused with the increases to superannuation, which must take effect immediately after 1 July 2023 and be paid on any amounts paid after this date.
We encourage you to check the website of the Fair Work Ombudsman to obtain updated pay tables to reflect changes to your specific Award, as well as any changes to allowances that are linked to annual wage increases.


SUPERANNUATION UPDATE
We remind you of the increase to the superannuation guarantee rate from 10.5% to 11% from 1 July 2023. This change takes effect from the first pay run you process on or after 1 July, so even if the pay relates to work performed prior to 1 July, the new rates still apply.

HR Hot Topics 2023

There have been a number of important HR topics in the news of late which will affect many businesses and organisations. Here are just a few of the current issues that you should be aware of. If you require information on any of these topics, please contact one of our advisors to discuss your specific situation.
Fixed Term Contracts - From 6 December, new laws will come into place to restrict the use of fixed term contracts. There will also be a requirement to provide a Fixed Term Contract Information Statement to all new employees who are being engaged on a fixed term contract.
Pay Secrecy - Employees are now allowed to disclose to any other person their pay and any terms and conditions of their employment which determine their pay. They can also freely ask another person about their pay. This is now stated to be a "workplace right" and therefore adverse action cannot be taken against an employee who discloses their pay to another person. Pay secrecy clauses in employment contracts are now forbidden.
Further Changes to Sex Discrimination Laws - Several recommendations from the Respect@Work report have now been implemented, including the 'positive duty' on employers to prevent sexual harassment in the workplace. Employers must be able to demonstrate that they are taking reasonable steps in eliminating harassment of a sexual nature.

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