change is the only constant.
another article about the employment law changes in 2022-23.
We’ve joined the bandwagon to deliver you a summary of the key changes which were passed at the end of 2022 (side bar: it’s a lot 🤯).
in a nutshell.
+ At the end of 2022, the Australian Government introduced the largest tranche of legislative changes* we’ve seen in the last decade.
+ These changes have increased your obligations to take proactive steps to prevent sexual harassment and discrimination, and also require you to review your employment contracts and policies to maintain compliance with minimum standards.
+ The effective dates of the changes are staggered from as early as 1 February 2023 through to the end of 2023 (we’ve neatly summarised these for you in a free download -see below).
Note: We haven’t covered the myriad of changes introduced in relation to enterprise bargaining (if you are an employer that has an enterprise agreement or operates in a unionised environment). There have been significant changes to: how bargaining can be initiated, dealing with errors, termination of enterprise agreements, the approve process, the better of overall test, dealing with bargaining disputes, protected industrial action and the controversial multi-enterprise bargaining).
*In this article we talk about the changes introduced as a result of the passage of the Anti-Discrimination and Human Rights Legislation Amendment (Respect at Work) Act 2022 (Cth), Fair Work Amendment (Paid Family and Domestic Violence Leave) Act 2022 (Cth) and the Fair Work Legislation Amendment (Secure Jobs, Better Pay) Act (Cth) 2022.
key dates and your action items.
Get your house in order, download our summary here.
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