FairWork changes

At the end of 2022 a suite of significant changes were made to Australian employment law. These changes included new obligations relating to pay secrecy, anti-discrimination, family and domestic violence leave, sexual harassment, flexible work requests, enterprise bargaining and agreements and specified term contracts. Some of these changes have already come into effect and others will come into effect at various dates this year.

If you have employees, you need to ensure you’re meeting these new compliance requirements. Some examples you should be actioning include:

• ensuring your employment contracts are free from pay secrecy clauses

• proactively taking reasonable measures to eliminate unlawful sexual harassment and sex discrimination in your workplace

• implementing processes to ensure you can respond to flexible work requests in writing within 21 days of the request.

There is no ‘one size fits all’ approach to meeting these obligations.

Need help? The Governance Guide can work with you to review your current work practices so that you meet your compliance requirements. Reach out to rachel@thegovernanceguide.com.au to discuss.

Photo by Glenn Carstens-Peters on Unsplash