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At the end of 2022, the Fair Work Legislation Amendment (Secure Jobs, Better Pay) Act 2022 was passed into law, bringing with it sweeping changes to the world of work – the largest since the last time the Act was amended.
These changes are focused on pay equity, discrimination, and insecure work, and it will have a major impact on your business.
It is important to review your policies and procedures to ensure compliance with the new act. In our latest quarterly workforce report, we provide a comprehensive overview of the key changes, including:
- Ban on pay secrecy clauses: Employees will no longer be prevented from discussing their pay with their colleagues, reducing the risk of gender pay discrimination.
- Limits on fixed-term contracts: Employers will not be able to put workers on more than two fixed-term contracts, or contracts over two years in duration.
- Multi-employer bargaining: Agreements on pay and conditions will now be allowed across multiple employers, potentially even across industries and patterns of work.
- Domestic violence leave: All workers will be eligible for 10 days of paid domestic violence leave. This includes casuals, who were previously not eligible for any form of paid leave.
- Sexual harassment: Employers now have a positive obligation to prevent sexual bullying and discrimination and will be held to a higher standard.
These changes will require a significant review of your policies and procedures. Don’t wait until it’s too late – start preparing for the implementation of the Secure Jobs, Better Pay Act today.
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