We’ve got some tips to help you stay up to date with your workplace rights and obligations.
Recent changes to workplace laws
In case you missed it, there were some workplace law changes in December 2023 and January 2024 that may apply to you.
These new rules include:
- employee authorised deductions
- superannuation is now a National Employment Standard (NES) entitlement for most employees
- discrimination protections for employees experiencing family and domestic violence
- small business redundancy exemptions when a non-small business downsizes
- Fair Work Commission orders for labour hire workers.
Tip: Always use the current document on our website
Download documents from our website when needed to make sure you have the most up-to-date version.
For example, we’ve updated the Fair Work Information Statement to include superannuation as a NES entitlement.
Know where the rules come from
Most workplace problems can be avoided if employees are aware of their rights and employers know their obligations.
If you don’t know where to find the rules that apply to your employment relationship, visit Employment conditions.
Tip: Search our Library
Our main website provides answers to most of your workplace relations questions.
If you can’t find the information you need on the website, try searching our Library.
For example, there are articles about new and evolving jobs such as brand ambassadors and social media marketers.
Workplace myths
Handshake agreements may sound like a good idea but all arrangements must comply with the law.
Don’t fall into these common traps:
Myth 1: Getting paid a low rate is okay if the worker agrees.
Fact: There are minimum pay rates set by the law. Find out the minimum pay rates that apply for your award with our Pay and Conditions Tool.
Myth 2: Employees don’t need to be paid for time spent opening and closing a store.
Fact: Employees must be paid for all hours they’re required to work. This includes time spent opening or closing a store. Read more on our Pay and wages page.
Myth 3: Employers can pay young workers as trainees or apprentices without lodging any formal paperwork.
Fact: Employers must negotiate and lodge a registered training contract for an employee to lawfully be paid trainee or apprentice rates. An employer can’t pay an employee trainee or apprentice rates just because they’re young or new to the job. Find out more about entitlements for Apprentices and trainees.
Stay up to date
Workplace rules change from time to time.
We’ll continue to keep you informed about important workplace changes that affect you.
Subscribe to email updates to keep updated and to receive alerts from us – it only takes a few moments to sign up.
You can also follow us on social media for other announcements and reminders:
