Mas National’s Post

New financial year next week: Employers - are you ready? From Monday 1 July, the new high income threshold will be $175,000, and the maximum compensation able to be awarded for unfair dismissal will be $87,500. In addition, from 1 July the minimum superannuation contribution will be 11.5%; and the national minimum wage and all minimum award rates will go up by 3.75%. It is important for all employers, HR professionals, business owners and senior leaders to know these numbers and make sure that you do not inadvertently underpay staff by not reviewing your remuneration and, if you have a high income guarantee in your contracts with employees, ensure that the employee will be earning more than the new high income threshold for the guarantee period. If you are hiring new staff from 1 July, there will be new Fair Work Information Statements which must be provided to employees before starting or as soon as possible after they start - available to download from 1 July here: https://lnkd.in/gVqrh8Ej Casual employees must be given the Casual Employment Information Statement: https://lnkd.in/g744YZaq (and from 26 August this statement will need to be given to existing casuals as soon as possible after 6 months of employment, then after 12 months of employment and every subsequent period of 12 months of employment after that) Fixed term or maximum term employees must be given the Fixed Term Information Statement: https://lnkd.in/gbq2BQCP #sydneylegalconsulting #employmentlaw #hr #employeerelations #employer #employee

Fair Work Information Statements ("FWIS"):   Did you know that employers are required to provide each new employee with a copy of the FWIS before, or as soon as possible. The FWIS provides information on: ·            The National Employment Standards (NES); ·            Right to request flexible working arrangements; ·            Modern awards; ·            Making agreements under the Fair Work Act 2009; ·            Individual flexibility arrangements; ·            Freedom of association and workplace rights (general protections); ·            Termination of employment; ·            Right of entry; ·            The role of the Fair Work Ombudsman and the Fair Work Commission. Similarly, employers must provide new casual employees a copy of the Casual Employment Information Statement ("CEIS") and fixed-term employees with a Fixed Term Contract Information Statement ("FTCIS"). These Information Statements set out the entitlements for these types of employment.   For more information regarding FWIS, contact the team at HR Business Assist! HR Business Assist | P 1300 138 551 | E [email protected]   #fairwork #informationstatements #NES #employees #entitlements #hr #humanresources  

Do you know a young person starting out in the workplace or do you employ young workers? The Fair Work Ombudsman has free, tailored resources to help you support young people with their workplace rights and entitlements, including guides, short online courses and interactive tools. Check out the range of information, like: ➡️ a pay calculator ➡️ starting a job new guide ➡️ short online courses There is also a best practice guide on employing young workers for practical tips and case studies to help you engage and manage young workers in your business. 📚 Tools and resources for employing young workers: http://srkr.io/6048VK2 🧑🎓 Young workers and students: http://srkr.io/6049VKN

The length of time you spend employed by your employer is also known as your length of service. Your right to access certain entitlements in relation to your employment, and the size of those entitlements, can depend on your length of service with your employer. In this article, we will only explore entitlements related to length of service for national system employees under the Fair Work Act 2009. If you are not employed by a national system employer, the legislation that covers you will be different and will have a different definition for ‘length of service’. https://bit.ly/3LqliV0 #employmentlawyers #workplacerights #lengthofservice

Pauline Tarrant Consulting wrote in our recent quarterly newsletter about the recent changes to the Fair Work Act concerning the Right to Disconnect. Read about other upcoming 'Closing Loopholes' changes to the Fair Work Act here: https://lnkd.in/dXjws8mc Some key changes include: - new definitions of ‘employee’ and ‘employer’ for casuals and independent contractors and guidance on standards, and contract terms - changes to casual employment and converting to permanent employment - a new right to disconnect (this change took effect for small businesses on 26 August 2025) - new minimum standards and protections for ‘employee-like workers’ in the gig economy and contractors in the road transport industry (regulated workers) - additional rights for workplace delegates who are regulated workers. Read our September 2024 newsletter - https://lnkd.in/djXzcWCM Subscribe for Pauline Tarrant Consulting quarterly updates - https://lnkd.in/dZ7aReeW

Feeling Shafted at Work? Know Your Rights! 💪🏻 Tired of being underappreciated, overworked, and underpaid? You're not alone! It's time to stand up and reclaim your power. Here’s how to fight back and know your rights in the Australian job market: ✳️Know Your Rights: Every worker in Australia has fundamental rights. Check out the Fair Work Ombudsman’s website for info on minimum wages, working hours, and entitlements. Don’t let your employer take advantage of you! ✳️Unfair Dismissal: Think you’ve been unfairly dismissed? You might be able to lodge a claim with the Fair Work Commission within 21 days of your dismissal. Don’t wait – act fast! ✳️Speak Up: If something’s off, raise it. Talk to your manager or HR. Keep records of all communications. If they ignore you, escalate the matter. ✳️Get Support: Join a union. They’re there to protect your interests and can provide legal advice, support, and representation if things get rough. ✳️Document Everything: Keep a detailed record of your work hours, pay slips, and any communication with your employer about workplace issues. This documentation can be crucial if you need to take legal action. ✳️Report Exploitation: If your rights are being violated, report it to the Fair Work Ombudsman. They can investigate and take action against dodgy employers. ✳️Seek Legal Advice: If you’re in a bind, consult a lawyer. Many offer a free initial consultation and can guide you on your next steps. Don’t settle for less than you deserve. Take charge, know your rights, and fight for fair treatment! #KnowYourRights #FairWork #FightForFairness #AussieWorkers For more information and support, visit: ✳️Fair Work Ombudsman: www.fairwork.gov.au ✳️Fair Work Commission: www.fwc.gov.au ✳️Australian Unions: https://lnkd.in/gc822TR5 ✳️National Legal Aid www.nationallegalaid.org

I think it is good for Employer Associations, like the Australian Chamber of Commerce and Industry, to caution against changes that could disrupt current workplace practices. Ironically, the discussion is crucial for ensuring a fair work-life balance and proper compensation. Thoughts?  #RightToDisconnect #AcademicWorkLife #FairWork #NTEU #HigherEducation https://lnkd.in/gu-kcE3M

What are the National Employment Standards? Under the Fair Work Act 2009, Australian employers are required to give every new employee a Fair Work Information Statement before, or as soon as possible after, they start their employment. This statement provides new employees with essential information about their conditions of employment, including the National Employment Standards (NES). The NES are 11 minimum employment standards that apply to all employees covered by the national workplace relations system in Australia. These standards cover various entitlements such as maximum weekly hours, requests for flexible working arrangements, parental leave, annual leave, and personal/carer's leave, among others. While the Fair Work Information Statement includes information about the NES, employers are not specifically required to provide a separate document detailing the NES alone. However, providing the Fair Work Information Statement ensures that employees are informed about the NES as part of their employment conditions. For employees, this means: 🔹 Upon starting a new job, ensure you receive the Fair Work Information Statement from your employer. 🔹 If you have specific questions about your entitlements under the NES or if you need another copy of the information at any time, you should feel comfortable asking your employer. 🔹 Familiarise yourself with the NES to understand your rights and entitlements in the workplace. If you're concerned about whether you're receiving the right entitlements or have any questions about your employment conditions, contacting a legal professional – like Rubix Legal for a free consult, or the Fair Work Ombudsman for advice is a good step. #EmploymentLaw #australianemploymentlawyer #affordableemploymentlawyer

The National Tertiary Education Union (NTEU) is leveraging Labor’s new right to disconnect laws, advocating for fair compensation for casual academics contacted outside of work hours. The Fair Work Commission is reviewing these proposals under new laws effective 26 August 2024. The NTEU highlights the burden of "voluminous" student inquiries, often unremunerated for casual academics, conflicting with the new right to disconnect. The push aims to ensure that academics aren't required to respond to emails outside 8am-6pm on weekdays, or one hour before/after teaching, without proper remuneration. Employers like the Australian Chamber of Commerce and Industry caution against changes that could disrupt current workplace practices. This discussion is crucial for ensuring a fair work-life balance and proper compensation for all academic staff.  #RightToDisconnect #AcademicWorkLife #FairWork #NTEU #HigherEducation https://lnkd.in/gu-kcE3M

We believe everyone should be treated fairly at work. There are laws in place to protect you from being overworked. These laws apply to employees, workers, agency workers, apprentices, casual workers, seasonal workers, and those on zero hour contracts and they apply to everyone who is allowed to work in the UK. If your employer isn't following these rules, you have the power to take action. Learn about breaks, shift intervals, weekly and annual leave entitlements, and how to assert your rights ↘️ https://shorturl.at/jOmet #Employment #EmploymentRights #EmploymentLaw