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Top 10 Employment Law Updates Every Business Should Know in 2024

As we move through 2024, it's crucial for HR managers, CEOs, COOs, and other decision-makers in Sydney and across Australia to stay informed about the latest changes in employment law. Understanding these updates ensures compliance and helps you strategise and protect your business legally. Here are the top 10 employment law updates that every business in the professional services sector should know:

  1. Flexible Work Arrangements

    The laws surrounding flexible work arrangements have been expanded, granting employees greater rights to request flexible hours, remote work, and other adjustments. Ensure your policies are up-to-date to handle these requests, easing the challenge of managing diverse working preferences. For comprehensive advice, consult employment law services in Sydney.


  2. Casual Employment Clarifications

    Changes have been made to define casual employment more clearly, affecting contract terms and employee entitlements. Review your casual employee agreements to ensure they comply with the new standards, reducing the risk of disputes and confusion. Seek employment law advice in Sydney to ensure compliance.


  3. Parental Leave Enhancements

    Parental leave entitlements have been extended, with additional benefits for both parents. Update your leave policies to reflect these changes and support your employees' family commitments, helping to retain top talent.


  4. Workplace Harassment Protections

    Stricter regulations have been introduced to prevent workplace harassment. Implement comprehensive training and clear reporting procedures to create a safe work environment, protect your business from legal repercussions, and foster a positive workplace culture.


  5. Wage Theft Legislation

    New laws criminalising wage theft mean businesses must diligently ensure all employees are paid correctly. Conduct regular payroll system audits to avoid legal pitfalls and maintain employee trust. For businesses in Sydney, engaging with local employment law services can provide the necessary support.


  6. Superannuation Guarantee Increase

    The Superannuation Guarantee rate has increased and will go up again soon, affecting employer contributions. Adjust your payroll processes to accommodate this change and inform your employees about their increased benefits, ensuring compliance and employee satisfaction.


  7. Mental Health in the Workplace

    Enhanced regulations require employers to address mental health proactively. Develop and implement mental health policies and provide resources to support employee well-being, reduce absenteeism, and enhance productivity.


  8. Gig Economy Workers

    New protections have been introduced for gig economy workers, impacting businesses that rely on independent contractors. Re-evaluate your contracts and employment practices to ensure compliance and mitigate the risk of misclassification issues. Employment law firms in Sydney can assist with these reviews.


  9. Employee Data Privacy

    With the heightened focus on data privacy, ensure that your practices for collecting, storing, and handling employee data comply with the latest regulations. Update your privacy policies and conduct training sessions for your staff to avoid breaches and maintain trust.


  10. New 'Right to Disconnect'

    Starting 26 August 2024 for non-small business employers and 26 August 2025 for small business employers, eligible employees will have a new 'right to disconnect' outside of work hours. Employees can refuse to monitor, read, or respond to contact from employers or third parties outside their working hours unless that refusal is unreasonable. Factors to consider include the reason for the contact, compensation for availability or extra hours, the employee’s role, and personal circumstances. Disputes should be resolved at the workplace level first; if unresolved, they can be taken to the Fair Work Commission.


Given the significant changes in workplace employment over the last 18 months, it is essential to review employment agreements to ensure they comply with current legislation and Fair Work Australia standards. This includes understanding and adhering to the relevant Awards under which your employees are employed. For example, in the NDIS sector, employees are often covered under the SCHADS Award, which has specific provisions for shift work payments. Ensuring compliance with these requirements helps prevent legal issues and fosters a fair work environment.

At Connected Legal and Commercial, we understand the complexities and challenges of employing people. We offer comprehensive employment law advice tailored to your business's unique needs. Our services include reviewing and updating employment agreements to ensure compliance with the latest legislation and Fair Work Australia standards, helping you navigate the intricacies of various Awards, and providing ongoing support to manage workplace disputes effectively.

We are committed to building long-term relationships with our clients. We work together to strategise and commercialise while protecting your business interests legally. We aim to ease your pain points and ensure your business thrives in a compliant and supportive environment.

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