A timely reminder to update your workplace policies. Attention Employers: Fair Work Act amendments – update your policies and WHS risk management frameworks

As you may be aware, the recent Fair Work Act amendments require employers to address and manage risks in several areas affecting their employees.

Do you understand the changes as a result of the amendment to the Fair Work legislation passed on 6 December 2022? What are the changes, how will they affect your organisation, and when exactly will they come into effect?

This case serves as a clear message to employers and organisations that an employee who has suffered psychological injury from bullying and harassment, can recover Fair Work compensation in addition to damages for psychological and or physical injuries.

Sadly, many people across Australia and the world, suffer domestic and family violence. This is a very real problem and as an employer it is important to be aware of how to support your employees should they need it.

Our Q&A article explores in more detail some of the questions that may arise from the new legislation: Fair Work Amendment (Supporting Australia’s Jobs and Economic Recovery) Bill 2020 (the Bill).

A definition of casual employment has been introduced into the Fair Work Act 2009 (Cth) (FW Act) and provides a statutory right to long term casual employees to request conversion to permanent employment.