Fair Work Ombudsman Payroll Remediation Program Guide
In May 2025, the Fair Work Ombudsman (FWO) published its Payroll Remediation Program Guide (Guide) to help employers identify and correct large-scale employee underpayments arising under the Fair Work Act 2009 (Cth) (FW Act), a modern award and/or enterprise agreement. At a high level, the Guide includes information about: Designing a large-scale Payroll Remediation Program (PRP);
Annual Wage Review 2025
On 3 June 2025, the Full Bench of the Fair Work Commission handed down its annual wage decision, which is a yearly review of the National Minimum Wage order and minimum wages in modern awards. The Commission held that the National Minimum Wage and minimum wage rates of pay under all modern awards would be increased
New Guidance from the Commonwealth for Employers about Meeting Anti-Sexual Harassment Duties
The Commonwealth has recently released the Work Health and Safety (Sexual and Gender-based Harassment) Code of Practice 2025 (Cth) (the Code).[1] The Code provides employers with “practical guidance” as to how to meet their obligations under Work Health and Safety legislation (including the South Australian Work Health and Safety Act 2012), and is consistent with the positive
Additional Exceptions on Fixed Term Contract Regulations
This article discusses the operation of additional temporary exceptions to fixed term contract limitations, as a consequence of the Fair Work Amendment (Fixed Term Contract – Exceptions Measures) Regulations 2024. The exceptions have been in operation since 1 November 2024 and apply to certain employment contracts entered into between 1 November 2024 and 31 October 2025.
New Criminal Provisions for Underpayment
From 1 January 2025, intentional underpayments of wages or entitlements are a criminal offence, under new amendments to the Fair Work Act 2009 (Cth) (the Act). The New Criminal Provisions Under the amendments, it may be an offence if an employer: is required to pay an amount to, on behalf of, or for the benefit of,
New obligations for employers under the Return to Work Act 2014 (SA)
The South Australian Parliament has passed a Bill to amend the Return to Work Act 2014 (SA) (the Act). This includes significant changes to the obligation to provide ‘suitable employment’ to injured workers. Requesting Suitable Employment The Act will now require: workers to notify their employer of their request for work, outlining the types of work
