As advisers to businesses and their owners, Better Business Lawyers sees good HR practice as underpinning the success of those businesses and the future wealth of their owners.
Our advice on shareholder and partnership agreements; commercial agreements of all types; and business sales and purchase transactions is predicated on the businesses concerned having compliant HR practices and procedures.
Respected local HR professional Karen Hillen of My HR Partner has recently circulated several important updates that every employer should be across. They may appear straightforward, but the consequences of non-compliance are serious. Employers who fail to meet these obligations can face:
- Fines and penalties for not providing the correct Fair Work statements
- Backpay claims if staff are underpaid after wage increases
- Unfair dismissal or bullying claims if psychosocial hazards are not addressed
While HR professionals like Karen focus on the day-to-day management of employees, my role as a solicitor is to ensure your contracts, policies, and compliance frameworks protect both you and your business.
1. Updated Fair Work Information Statement
The Fair Work Information Statement has been updated. This document must be provided to all new employees before, or as soon as possible after, they commence employment.
Download the updated statement here.
2. Updated Casual Employment Information Statement
The Casual Employment Information Statement has also been updated. Casual employees must be provided with both the Fair Work Information Statement and the Casual Employment Information Statement at the start of their employment, and again at specific intervals.
- For businesses with fewer than 15 employees, it must be reissued after 12 months of employment.
- For businesses with 15 or more employees, it must be reissued at 6 months, 12 months, and then every 12 months thereafter.
Download the updated statement here.
3. Minimum Wage and Award Increases
From the first full pay period on or after 1 July 2025, the National Minimum Wage increased by 3.5 percent to:
- $948 per week, or
- $24.95 per hour.
Award pay rates have also increased by 3.5 percent.
Access the updated pay guides here.
Even if you pay above award rates, this is an appropriate time to check that your employees remain better off overall.
4. Psychosocial Hazards
Employers are now required to take active steps to identify and manage psychosocial hazards in the workplace. A psychosocial hazard is anything that could cause psychological harm, including risks to mental health.
If these risks are not addressed, employers may face bullying claims, workers’ compensation claims, or other legal action.
These updates highlight how important it is for employers to remain informed and proactive. Non-compliance can lead to fines and backpay obligations.
While HR professionals such as Karen Hillen provide valuable support with staff management, legal advice is essential to ensure that your contracts, policies, and risk management strategies are robust and compliant.
If you are unsure whether your current arrangements meet these updated requirements, I encourage you to seek advice before issues arise. Please contact me if you would like to review your practices.
Need support?
Ensure you are prepared with personalised legal support. Contact Jim Wilson, a Mobile Business Lawyer on 0415 645121 for a no-cost, no-obligation phone call to discuss your concerns and learn how his come-to-you legal service can assist you. Want a face-to-face meeting? Jim Wilson will come and meet you at a convenient location, whether that is your work, home or a local cafe.