Governance

25 Sep, 24

Balancing Work and Life: Adapting to the Right to Disconnect

From 26 August 2024, the "Right to Disconnect" legislation introduces a significant change in employment law to ensure employees can disconnect from work-related contact outside their working hours. This change affects businesses of all sizes, particularly small businesses that must adapt to the new requirements to avoid penalties and maintain compliance.
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16 Aug, 24

Balancing Work and Life: Adapting to the Right to Disconnect

The "Right to Disconnect" legislation, effective 26 August 2024, introduces new requirements to ensure employees can disconnect from work-related contact outside their designated hours. This significant change impacts small businesses, requiring them to adapt to avoid penalties and maintain compliance. The legislation allows employees to refuse after-hours work communication, with exceptions for emergencies or on-call duties. Small businesses should establish clear policies, update contracts, set expectations for different roles, and educate their teams about the new rules to navigate these changes. Compliance is crucial to avoid financial strain and reputational damage. This guide offers practical advice for small businesses across various industries to effectively implement the "Right to Disconnect" and maintain a healthy work environment. Unions now have the right to enter workplaces to assist health and safety representatives and ensure compliance, regardless of employee count. Union officials no longer need Fair Work Commission approval to visit your premises. Employers must understand that union membership for employees is voluntary, and no coercion is allowed. Discover how to manage these changes effectively, ensure smooth operations, and maintain a compliant workplace. Read the full article for detailed insights and practical tips.
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14 Aug, 24

Closing the Loopholes: Understanding the Risks of Sham Contracting

The Fair Work Legislation Amendment (Closing Loopholes No. 2) Act 2024 introduces significant changes aimed at tightening regulations around sham contracting and extending protections to gig workers. For small businesses, understanding the differing definitions set by Fair Work and the ATO is crucial to avoid legal conflicts. The legislation broadens the definition of employer and employee to include ‘employee-like workers,’ granting gig workers rights such as minimum wage, penalty rates, and superannuation. This change means businesses must comply with these new requirements or face penalties. The article offers practical advice on reviewing contracts, implementing clear policies, and seeking legal advice to ensure compliance. By staying informed, both small businesses and gig workers can protect themselves under the new legal framework. Key points include: Unions now have the right to enter workplaces to assist health and safety representatives and ensure compliance, regardless of employee count. Union officials no longer need Fair Work Commission approval to visit your premises. Employers must understand that union membership for employees is voluntary, and no coercion is allowed. Discover how to manage these changes effectively, ensure smooth operations, and maintain a compliant workplace. Read the full article for detailed insights and practical tips.
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13 Aug, 24

Empowering Your Workforce: Navigating New Protections Against Domestic Violence

The recent amendments to the Fair Work Act under the Closing the Loopholes legislation introduce vital protections for employees affected by family and domestic violence. These changes expand the general protections regime, prohibiting discrimination against employees facing such challenges. For small businesses, compliance is essential to avoid penalties and create a supportive workplace culture. This article explores the implications of these new laws, offering practical advice on updating policies, training staff, and implementing support mechanisms. By taking proactive steps, small businesses can foster an inclusive environment that upholds the well-being of all employees while ensuring adherence to the latest legal requirements. Key points include: Unions now have the right to enter workplaces to assist health and safety representatives and ensure compliance, regardless of employee count. Union officials no longer need Fair Work Commission approval to visit your premises. Employers must understand that union membership for employees is voluntary, and no coercion is allowed. Discover how to manage these changes effectively, ensure smooth operations, and maintain a compliant workplace. Read the full article for detailed insights and practical tips.
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20 May, 24

The Future Stability of Small Businesses Amidst the Cost of Living Crisis

Small businesses are struggling amidst the cost of living crisis, with insolvencies at record highs and inflation driving up costs. The Labour Government's budget offers temporary relief but fails to address root issues like high energy costs and rising interest rates. To ensure stability, more comprehensive support is needed. Government policies must balance the needs of workers and small business owners. Long-term solutions are essential for the sustainability of small businesses.
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16 May, 24

2024-25 Budget: Will Small Businesses Truly Benefit?

The 2024-25 Australian Budget aims to support small businesses with initiatives like a $20,000 instant asset write-off, $3.5 billion in energy bill relief, and $25.3 million to improve payment times. However, the allocated funds per business are minimal, raising questions about their effectiveness. For instance, the digital adoption initiative provides just $6.91 per business annually. More comprehensive and sustained strategies are essential for meaningful support and long-term growth. Learn more about the budget's impact.
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16 May, 24

2024-25 Budget: Will Disaster Relief and Preparedness Measures Help Small Businesses?

The 2024-25 Australian Budget allocates $236 million for disaster recovery, but is it enough? With Australia's natural disasters costing $18.2 billion annually, the per-business support amounts to just $25.65 per year. Other allocations, like the $1.4 billion for Disaster Recovery Funding Arrangements, offer $152.17 per small business annually. These figures highlight the need for more robust funding to ensure effective disaster preparedness and recovery for small businesses. Learn more about the budget’s impact and its shortcomings.
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16 May, 24

Will the 2024-25 Budget Solve Australia’s Housing Crisis?

The 2024-25 Australian Budget's housing initiatives, including the $10 billion Housing Australia Future Fund and $1.6 billion First Home Guarantee Scheme, aim to tackle the housing crisis. However, the funding may be insufficient to meet the growing demand and rising costs. With a significant shortfall in affordable housing and increasing rental stress, the budget's measures may not fully address the underlying issues. Effective implementation and additional funding are crucial for meaningful impact.
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11 Apr, 24

The ESG Reporting Conundrum for Small Businesses: A Multifaceted Perspective

As Australia advances toward stricter Environmental, Social, and Governance (ESG) reporting, small businesses face significant challenges. They lack the resources and capacity to meet the same reporting standards as larger corporations, especially in sectors with existing carbon compliance demands. A multi-tier ESG reporting system could ease this burden by tailoring requirements to small businesses' operational capacities, potentially encouraging sustainable practices without overwhelming them. However, this approach may introduce complexity in enforcement and risk creating a perception of lesser sustainability commitment among smaller entities. Government support in providing clear guidance and resources is crucial for a smooth transition to sustainable practices.
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