Catie Paterson - Blue Kite’s Post

Key legislation changes in HR (2024/25)   We’re all aware that 2024 has brought a burst of legislative changes that are reshaping features of Australia’s workplaces and practices that have been followed.    Heading into the latter half of the year, here’s a quick refresher. That is, a rundown of key legislative updates that affect our workplaces:   1.     Wage theft is getting serious. By 2025, employers could face up to $7.8M in fines and 10 years jail time for deliberate underpayments. Time to double-check those payroll systems.    2.     Casual work is being redefined. The ‘Closing Loopholes Bill’ is shaking things up, taking a closer look at the ‘real substance’ of employment relationships. This could change how we engage with casual workers.    3.   Domestic violence protections are expanding. New laws make it illegal to discriminate against employees experiencing family/domestic violence. It’s a step forward in reducing stigma and supporting affected workers.    4.    Gender pay gap transparency is coming. Large employers, get ready – your gender pay gaps may be public soon. The Workplace Gender Equality Agency (WGEA) was expected to publish private sector employer’s data from late February, and public sector data from later this year or early 2025.    These changes are significant, and only a few of them, and will require some adjustments from HR teams and business leaders.    Is your business ready for these legislative changes?    If you need practical, no-nonsense HR solutions to help you navigate these changes and the challenges they present, connect with Blue Kite today!  Send me a DM with “Workplace changes” and let’s get talking about what you need help with and the assistance I can provide.    #WorkplaceLaw #HRUpdates #HRSolutions #BlueKite #AustralianWorkforce

The EU's new Pay Transparency Directive marks a significant milestone in workplace equality. Companies with over a hundred employees must now disclose pay policies and report gender pay gaps, empowering employees to compare and address any disparities. Plus, the directive prohibits gender-based pay discrimination. Here are some key clauses: 🔔 Applies to both public and private sector employers. 🔔 Covers all types of workers, including part-time, fixed-term, and temporary agency workers. 🔔 Extends to various worker categories like platform workers and trainees. 🔔 Defines pay broadly, encompassing salary, bonuses, benefits, and more. 🔔 Requires objective criteria for assessing work value, ensuring fairness. 🔔 Mandates gender-neutral job titles and vacancy notices. This means companies must rewrite job titles, assess total compensation accurately, and ensure equal pay for equal work. Let's embrace this opportunity for a fairer, more inclusive workplace! #PayTransparency #WorkplaceEquality #EUDirective #PwC https://lnkd.in/djnhp6ZF

📢 Attention Employers 📢 We're committed to fostering a fair and supportive workplace for all. Here are some important updates that will help create a positive environment for your employees: 📄 Requiring Section 1 statements for new starters to inform them of their right to join a trade union. 🤰 Strengthening protections for pregnant women to support their health and wellbeing. 💼 Introducing "Fair Pay Agreements" through sectoral collective bargaining to ensure fair compensation for all. These initiatives not only support your workforce but also contribute to a more motivated and loyal team. Let's work together to build a better future for everyone! 🌟 #EmployerSupport #FairWorkplace #EmployeeRights #hr #goverment #Croner #wellbeing #maternity #paternityleave #tradeunions #fairpay #minimumwage

𝐁𝐢𝐠 𝐇𝐑 𝐂𝐡𝐚𝐧𝐠𝐞𝐬 𝐨𝐧 𝐭𝐡𝐞 𝐇𝐨𝐫𝐢𝐳𝐨𝐧: 𝐊𝐞𝐲 𝐓𝐚𝐤𝐞𝐚𝐰𝐚𝐲𝐬 𝐟𝐫𝐨𝐦 𝐭𝐡𝐞 𝐊𝐢𝐧𝐠'𝐬 𝐒𝐩𝐞𝐞𝐜𝐡 Last Wednesday, King Charles delivered a transformative legislative agenda. With over 35 new bills, here’s what you need to know: ↪ 𝐒𝐢𝐧𝐠𝐥𝐞 𝐖𝐨𝐫𝐤𝐞𝐫 𝐒𝐭𝐚𝐭𝐮𝐬: The move to a single 'worker' status will equalise employment rights. Reassess your workforce classifications now—every worker will have the same rights. ↪ 𝐅𝐢𝐫𝐞 𝐚𝐧𝐝 𝐑𝐞𝐡𝐢𝐫𝐞 𝐑𝐞𝐟𝐨𝐫𝐦𝐬: Businesses must engage deeply with employees during restructuring. Build trust and adopt transparent processes. ↪ 𝐙𝐞𝐫𝐨-𝐇𝐨𝐮𝐫 𝐂𝐨𝐧𝐭𝐫𝐚𝐜𝐭𝐬: Zero-hour contracts are under scrutiny. Flexibility is still valuable, but it must respect workers' needs. Review and prepare for changes. ↪ 𝐖𝐨𝐫𝐤𝐞𝐫𝐬’ 𝐑𝐢𝐠𝐡𝐭𝐬 𝐟𝐫𝐨𝐦 𝐃𝐚𝐲 𝐎𝐧𝐞: Extending rights from day one, including unfair dismissal protection, means stronger onboarding and robust probationary procedures are crucial. ↪ 𝐄𝐧𝐡𝐚𝐧𝐜𝐞𝐝 𝐏𝐚𝐫𝐞𝐧𝐭𝐚𝐥 𝐚𝐧𝐝 𝐒𝐢𝐜𝐤 𝐋𝐞𝐚𝐯𝐞: Parental leave, sick pay, and unfair dismissal protection will be available from day one. Support all employees from the start. ↪ 𝐅𝐥𝐞𝐱𝐢𝐛𝐥𝐞 𝐖𝐨𝐫𝐤𝐢𝐧𝐠: Flexible working will be the default from day one. Employers must accommodate flexible arrangements that reflect modern workplace needs. ↪ 𝐏𝐫𝐨𝐭𝐞𝐜𝐭𝐢𝐨𝐧𝐬 𝐟𝐨𝐫 𝐍𝐞𝐰 𝐌𝐨𝐭𝐡𝐞𝐫𝐬: Except in specific circumstances, dismissing a woman for six months after her return to work after a baby will be unlawful. ↪ 𝐅𝐚𝐢𝐫 𝐖𝐨𝐫𝐤 𝐀𝐠𝐞𝐧𝐜𝐲: A new body will strengthen enforcement of workplace rights. Ensure compliance and fair treatment across all sectors. ↪ 𝐅𝐚𝐢𝐫 𝐏𝐚𝐲 𝐀𝐠𝐫𝐞𝐞𝐦𝐞𝐧𝐭𝐬 𝐚𝐧𝐝 𝐓𝐫𝐚𝐝𝐞 𝐔𝐧𝐢𝐨𝐧𝐬: Fair Pay Agreements start in adult social care and could expand. Updates to trade union legislation will ensure fair negotiations. ↪ 𝐄𝐪𝐮𝐚𝐥𝐢𝐭𝐲 (𝐑𝐚𝐜𝐞 𝐚𝐧𝐝 𝐃𝐢𝐬𝐚𝐛𝐢𝐥𝐢𝐭𝐲) 𝐁𝐢𝐥𝐥: The bill enshrines equal pay rights for ethnic minorities and disabled people, making it easier to bring claims. Mandatory pay reporting will help close gaps. 𝐂𝐨𝐧𝐜𝐥𝐮𝐬𝐢𝐨𝐧: 𝐏𝐫𝐞𝐩𝐚𝐫𝐞, 𝐄𝐧𝐠𝐚𝐠𝐞, 𝐓𝐫𝐚𝐧𝐬𝐟𝐨𝐫𝐦 These reforms are about transforming how we engage with our people. Stay informed, prioritise changes, and adapt. Lead by example and build fair, flexible, future-proof workplaces. Embrace change, challenge traditions, and drive your organisation forward. The future of work is here—let’s shape it! #KingsSpeech #NewLegislation #WINCHR

🚫 Cutting corners with independent contractors can be a costly mistake. Some often overlooked inequalities between contractors and full-time employees include: 🚩 Lack of protections and dire consequences in the case of sickness 🚩 Pay disparities and significant fiduciary burdens for the employee 🚩 Less time off and other benefits being off-limits 🚩 “Second class” citizen feeling 🚩 Non-compliance risks What is the solution to bringing employment equality? Dive into our post to learn more and redefine your approach to remote work 👉 https://lnkd.in/e8V2Vhea #workplaceequality #remotework #employeerights #businessethics #fairness #equity

Ontario’s Working for Workers Act: Bold Promises or Another Empty Gesture? Ontario’s new Working for Workers Act claims to support neurodivergent (ND) employees with pay transparency, interview timelines, harassment protections, and more. But here’s the real question: will this Act create meaningful change, or just make employers look good on paper? As an ND professional, I know how quickly these “groundbreaking” policies fall flat without real accountability and understanding. True transformation demands more than policies—it needs employers who actually “get” neurodiversity, DEI, and intersectionality. Are these promises going to make ND workplaces better—or is this just another feel-good checkbox? #Neurodiversity #Inclusion #WorkingForWorkers

🚀 The Employment Rights Bill (ERB) is Coming! 🚀 Labour’s proposed Employment Rights Bill would introduce a range of new employment rights and protections for workers. Is your business ready for these significant changes? What the ERB Could Mean for Your Business: ➕ Enhanced Worker Protections: Businesses will need to ensure all new hires have immediate access to essential rights and protections, including protection against unfair dismissal from day one. This will necessitate updates to onboarding processes and employment contracts. ➕Fair Work Standards: Companies must review and adjust their working conditions, pay structures, and workplace practices to meet new fair work standards, ensuring equitable treatment for all employees. ➕Minimum Wage Increase: The proposed increase in the minimum wage to £10 per hour will require businesses to adjust their payroll systems and budgets. This may involve recalculating wage budgets and potentially restructuring pay scales. ➕Gender and Pay Gap Reporting: Large firms (250+ employees) will be mandated to report on gender, ethnicity, and disability pay gaps. This will require developing systems for collecting and analysing pay data, and implementing strategies to address any disparities. ➕Neurodiversity and Inclusivity: There will be a stronger emphasis on creating inclusive environments for neurodiverse employees. This includes implementing training programmes and supportive policies, revising recruitment practices, and providing appropriate accommodations. Stay tuned as we continue to provide insights into what each policy change could mean for local businesses. 📧 Need immediate guidance? Contact us at: [email protected] 📞 Call us at: 01702 540145 #EmploymentLaw #ERB #HRCompliance #LegacyStrategies #WorkerRights #BusinessSupport #InclusiveWorkplace

The EU Pay Transparency Directive comes into force in June 2026 to make information related to pay more accessible. The legislation intends to ensure that workers of all genders receive equal pay for work of equal value, eliminating pay discrimination and helping to close the gender pay gap. As an EU measure, UK-only businesses are not directly within scope. However, it will increase pressure on UK companies to be transparent on pay in order to win the race for talent with EU competitors. Check out our overview to find out more about the Directive, what it means for employers and employees, and what you need to do now to be ready and compliant. ➡ https://lnkd.in/ea3x-7iH #PayTransparency #PayEquity #EUDirective #genderpaygap #equalpayforequalwork #TurningPointHR #rewardconsultants #rewardstrategy #payandreward

Let Us Talk About Employee Pay Discrimination! What do you understand by the term #EmployeePayDiscrimination at the workplace? Working in the Management capacity has truly opened my eyes and given me an in depth understanding of how employees can/are normally discriminated. It is not all about the unfavorism towards an employee in regard to color, religion or ethnicity. One of the most #Demotivatingfactor for employees at the workplace is #PayDiscrimination. According to #EqualPayAct, women and men have the right to receive equal pay if they perform equal work in the same workplace. Under this law, it does not matter how many employees an employer has, and most employees across both the public and private sectors are covered. The jobs or work being compared don’t have to be identical, but they must be “substantially equal.” Job content (not job titles) is what determines this. All forms of compensation are covered, meaning not only pay, but also benefits. The cost of Employee Pay Discrimination is more costly to your business as an employer than you might think 'cause it goes beyond #BrandReputation, which is negative. As #HRProfessionals who are in charge of negotiating for #EmployeeCompensationandBenefits, and having a standardized #PayStructure, let us advocate for #EmployeePayNonDiscrimination and enjoy all the benefits that comes with it including Employee Satisfaction, Increased Employee Retention and increased Employee Productivity. #LetustakecareofourEmployees and enjoy the benefits as an #Employer. #EqualPay

Employers need more support to develop effective EDI strategies Employers need help to develop equality, diversity and inclusion policies that have the desired effect and offer value for money, an independent report produced for the Government Equalities Office has said. #edistrategy #hr #hrstrategy #edi #deib #equalitydiversityandinclusion https://lnkd.in/er3mMAqU