Closing Loopholes
As an employer, staying updated on legislative changes is crucial. In August 2024, the Fair Work Legislation Amendment (Closing Loopholes No. 2) Bill 2023 changes will impact employment practices across Australia. Hereโs what you need to know: ๐๐บ๐ฝ๐น๐ผ๐๐บ๐ฒ๐ป๐ ๐ฅ๐ฒ๐น๐ฎ๐๐ถ๐ผ๐ป๐๐ต๐ถ๐ฝ ๐๐ฒ๐๐ฒ๐ฟ๐บ๐ถ๐ป๐ฎ๐๐ถ๐ผ๐ป A new approach to determining employment relationships will also take effect on August 26, 2024. […]
2023 Industrial Relations Calendar
There have been a number of changes to Industrial Relations in 2023. WCA Solutions have developed a 2023 Industrial Relations Calendar to assist business owners, operators, and human resource practitioners keep up to date with key changes affecting Australian employer’s compliance obligations.
UNPAID PARENTAL LEAVE CHANGES
UNPAID PARENTAL LEAVE CHANGES The Fair Work Act contains provisions within the NES for employees (including regular casual employees) who have worked with their employer for at least 12 months to take unpaid parental leave when they or their partner are to give birth or adopt a child. The current legislation also allows for an […]
Superannuation Changes 1 July 2022
From 1 July 2022, employers are required to make super guarentee (SG) contributions for employees regardless of how much the employee earns. This is because the $450 per month eligibility threshold for when SG is paid has been removed effective 1 July 2022. For employees under 18 years old, employers only need to pay super […]
Casual Conversion
We are currently supporting many clients to manage their annual ‘casual conversion’ obligations. Casual employees who have worked for 12 months need to be offered the option to convert to full-time or part-time (permanent) employment by their employer. There are certain eligibility requirements that need to be met for this to occur. If you need […]
