Treasury’s proposed changes to accounting standard-setters
Treasury issued documents in 2022 and 2023, proposing changes in the structure and roles of the standard-setters the...
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The latest Fair Work Legislation Amendment (Secure Jobs, Better Pay) Act 2022 has been introduced and with it, several changes to existing rules and a range of new workplace laws. These changes come into effect on different dates, which the Fair Work Ombudsman (FWO) have readily summarised in the below image.
Effective 7 December 2022, several changes have been made, with more adjustments planned for implementation throughout 2023. It’s vital that employers familiarise and understand these existing and upcoming changes.
Below we explore a major change that has taken effect from 7 December 2022 - the termination of enterprise agreements.
Termination of enterprise agreements (EA) after the nominal expiry date
Previously, where EA agreements had expired, they remained in operation until one party – the employer or the employee – applied to the Fair Work Commission (FWC) to terminate the agreement. Acting in the public interest, the FWC would allow for the termination.
It was perceived that, in a minor number of occurrences, employers could use this as a loophole to terminate the (often better paying) EAs during new EA negotiations. This was viewed as a bargaining tool against employees and Unions, given that, on termination, the employment conditions would revert to the basic underlying Award.
The newly introduced changes aim to close this potential loophole, as the FWC can now terminate an EA (following its expiry) if any of the following conditions are satisfied:
This change is designed to protect employees by ensuring good faith enterprise agreement negotiations.
Considering the dynamic nature of business strategies and operations, it’s imperative that employers regularly assess their employment agreements (if applicable) to ensure compliance with fair treatment of employees.
Shared from BDO