Andrew Lacey
Managing Principal
On 1 December 2022, McCabes’ Employment, Workplace Relations, and Safety group will be hosting a free Webinar to discuss the Fair Work Legislation Amendment (Secure Jobs, Better Pay) Bill 2022. Please feel free to register to attend by clicking here.
Reportedly, with Senate freshman David Pocock’s vote, the Federal Government now has the numbers in the Senate to pass its signature industrial relations legislation this side of Christmas – the Fair Work Legislation Amendment (Secure Jobs, Better Pay) Bill 2022 (Proposed Bill).
When passed, the Proposed Bill will amend the Fair Work Act 2009 (Cth) (FW Act) in several key areas, which the Minister for Employment and Workplace Relations, Tony Burke, says are largely aimed at getting wages moving and improving the gender pay gap.
This latest legislative piece adds to changes already introduced by the Government in relation to paid family and domestic violence leave, parental leave and sexual harassment.
Key changes in the Proposed Bill include:
Other changes include, introducing a statutory equal remuneration principle, amending the legislation to enable employees to access the Fair Work Commission where they have disputes over flexible working arrangements, introducing new grounds for discrimination including for breastfeeding, gender identity and intersex status, and abolishing the Australian Building and Construction Commission and the Registered Organisations Commission.
The Proposed Bill includes two paths to multi-employer bargaining – supported bargaining and single interest multi-employer bargaining – aiming to assist workers who require support to bargain by increasing access to the renamed “supported bargaining stream” (previously the ‘low-paid bargaining stream’).
Workers that required support to bargain may include those in low paid occupations, government funded industries and female-dominated sectors, as well as employees with a disability, employees who are culturally and linguistically diverse and First Nations employees.
The more controversial of the changes relate to circumstances where employers have clearly identifiable common interests:
The Proposed Bill establishes a right for employees to disclose remuneration and associated terms.
It expressly prohibits pay secrecy clauses, enabling employees to confirm whether they are being remunerated fairly and comparable.
Further, Proposed Bill establishes that no adverse action can be taken against employees who discuss their remuneration with others.
Limiting the use of fixed term contracts
A fixed-term employee is hired under a fixed-term contract (that includes an expiry date for the employment) or for the duration of a specific project (where the employment comes to an end on completion of the project). This is an alternative to an ongoing employment arrangement.
The Proposed Bill renders it unlawful to enter a fixed-term contract in specific circumstances:
The change introduced by the Proposed Bill is designed to increase job security by limiting the use of fixed term contracts.
The Fair Work Amendment (Paid Family and Domestic Violence Leave) Bill 2022 was recently enacted. Commencing from 1 February 2023, this legislation amends the National Employment Standards in the FW Act, to introduce 10 days of paid family and domestic violence leave in a 12-month period, replacing the current entitlement of five days unpaid leave.
It will also extend the definition of ‘family and domestic violence’ to include conduct of a current or former intimate partner of an employee, or a member of an employee’s household.
This legislation passed largely as it was introduced, with minimal amendments being made in the Senate, with amendments largely dealing with how employers are to safeguard workers’ sensitive personal information.
For example, a new provision imposes obligations on employers in relation to payslips. Where an employer provides a payslip for a period where an employee has taken paid family and domestic violence leave, the employer must not include any information on the payslip as prescribed by the regulations in relation to paid family and domestic violence leave.
Employers must abide by amended Fair Work Regulations (still to be drafted) which may involve updating payroll systems. Additionally, employers may need to review their contractual arrangements and any leave policies that address family and domestic violence leave to ensure that they comply with the framework.
The Federal Government’s 2022-2023 budget includes an indication of the Government’s commitment to changing the paid parental leave scheme. However, legislation is still to be drafted and introduced – more to come.
The current Paid Parental Leave scheme includes two payments, Parental Leave Pay and Dad and Partner Pay.
The Budget indicates that, from 1 July 2023, both those payments are to be combined into one payment. Parents will be able to take 20 weeks of paid parental leave, which will increase by 2 weeks each July
until 2026. By 2026, parents will be eligible for 26 weeks of paid leave after the birth or adoption of their child, and full-time, part-time, casual, contract and self-employed workers may be eligible for the scheme.
The scheme is to be government funded and paid at the National Minimum Wage and can be received at the same time as employer-provided paid leave. However, families with a combined taxable income of more than $350,000 and individuals with a taxable income over $156,647 will be ineligible.
The updated scheme is aimed at providing families with greater flexibility to manage work and caring responsibilities, by removing primary and secondary carers, allowing parents to share parental leave pay with each other, and take parental leave days at the same time. Additionally, the leave can be taken in blocks or days at a time, within 2 years from the date of birth or adoption of their child.
Parliament passed new legislation on 28 November 2022 that incorporates seven recommendations from the Respect@Work report.
The key changes in the legislation are:
If you would like advice on the impact of the new industrial relations legislation, on your parental leave policy, on your duties under the Respect@Work Legislation or any further information on domestic violence leave, our Employment, Workplace Relations, and Safety group at McCabes Lawyers can assist.