Are you prepared for the next round of Secure Jobs changes coming into effect?

As of 6 June, a range of the Secure Jobs, Better Pay Bill changes will be coming into effect, including the new multi-enterprise bargaining approach and changes to the handling of requests for flexible work and unpaid parental leave extensions.

Three Secure Jobs Bill changes that are about to come into effect

There are many changes to come out of the Fair Work Legislative Amendment, but here are three that HR needs to keep on their radar in coming months.

HR’s industrial relations compliance checklist for 2023

The Secure Jobs, Better Pay Bill has already caused a huge shift in the industrial relations landscape and the next tranche of changes is nearly at our doorsteps. Here are the key dates and details to keep on your radar.

How recent changes to enterprise bargaining could impact employers

Ahead of upcoming changes to the Enterprise Bargaining Framework, now is the time for HR to think about maximising opportunities and minimising risks that could arise from the new legislation.

What to include (and not include) in your flexible working policy

Use this helpful infographic to ensure your flexible work policy and processes are in line with the upcoming Secure Jobs, Better Pay Bill legislative changes.

FWC deems employer’s denial of flexible work request unfair

The FWC has deemed a Victorian employer’s refusal to grant an employee flexible work request to be unfair. With the incoming Secure Jobs, Better Pay Bill changes, we could see more cases like this emerging.

Industry-based bargaining: the new industrial relations frontier for HR

Here’s what HR needs to know about the impending industry-based bargaining changes.

How the Secure Jobs, Better Pay Bill will impact flexible work

The Secure Jobs, Better Pay Bill has provided employees with more avenues to fight back against employers who deny requests for flexible working arrangements. Here’s what HR needs to know.

Three new protected attributes added to the Fair Work Act

As of December last year, employees who feel they’ve been discriminated against for their gender or intersex status, or for breastfeeding in the workplace, have more power for legal recourse.