Are you compliant with recent Fair Work Changes

fair work changes
Staying up to date with changes to workplace laws is essential for businesses of all sizes. With recent amendments to the Fair Work Act, updates to casual employment rules, and superannuation changes, now is the time to review your policies and ensure compliance.

Changes to the Fair Work Act

Recent amendments have strengthened worker protections, particularly around:

  • Criminalisation of intentional wage underpayments effective 1 January 2025 where deliberate underpayments are now classified as a criminal offense which can incur substantial financial penalties.
  • Definition of employment with a new ‘ordinary meaning’ definition of employee and employer has been introduced, primarily to clarify the distinction between employees and independent contractors to avoid sham contracting.

Updated Fair Work Information Statements

At the end of 2024, the Fair Work Ombudsman regularly updates their Fair Work Information Statements (FWIS). All employers are required to provide the relevant FWIS to their new employees at the start of their employment.

For casual employees, businesses (over 15 staff) must provide the Casual Employment Information Statement (CEIS) every 12 months if they meet the following criteria:

New Rules for Casual Employment

Recent reforms aim to provide greater job security for casual workers. Key changes include:

  • Casual conversion rights – Eligible employees can request to transition to permanent employment after 12 months.
  • Definition of casual employment – Now based on employment relationship and work patterns, not just contract terms.
  • Employers should review casual contracts and rostering practices to ensure compliance.

Superannuation Updates: More Frequent Payments Ahead

From 1 July 2026, employers will be required to pay superannuation on payday rather than quarterly. While this may seem distant, businesses should:

  • Assess cash flow impact and plan ahead.
  • Ensure payroll systems can handle more frequent super payments.
  • Consider outsourcing payroll to simplify compliance.

Actionable Next Steps: Stay Compliant & Minimise Risk

To stay compliant and minimise risk:

By taking proactive steps now, businesses can avoid penalties, maintain compliance, and support their workforce effectively.

How can Businessary help you?

Find out more about any of the above or reach out to Lana Rajsic for a no obligation discussion by booking a time here.