SBAAS October Fair Work Wrap-Up: Key Updates and Essential Takeaways for Small Businesses
As October draws to a close, Fair Work Australia has highlighted critical updates for employers, including preparations for the holiday season, key compliance cases, and new resources. For small businesses, staying on top of these developments can prevent costly missteps and strengthen workplace practices. This month’s updates include end-of-year entitlements, notable litigations, and tools to help employers meet their obligations. SBAAS is here to help you understand these changes and take action where needed.
Preparing for the Holiday Season: Entitlements and Penalties
The holiday season can be challenging for small businesses, especially with additional entitlements around public holidays, leave, and penalty rates. Fair Work has recently released guidelines to clarify employer obligations during this period, which is crucial for small businesses in the hospitality, retail, and service sectors.
Key points to note:
- Public Holiday Rates: Make sure you know the public holiday penalty rates relevant to your industry award, as these can vary.
- Annual Leave: Employees may request annual leave, and Fair Work expects that leave requests are only refused on reasonable grounds.
- Cashing Out Leave: Some employees may request to cash out annual leave if their award or agreement permits.
To help understand your obligations, SBAAS offers HR & IR Services to support small businesses in managing leave entitlements, penalty rates, and employee queries.
If you’d like personalised guidance, arrange an obligation-free call back with our team to discuss your situation.
Recent Litigations: A Reminder of Compliance Risks
October saw several Fair Work litigations against businesses that neglected fundamental compliance standards, particularly regarding underpayments, record-keeping, and employee protections. These cases are a timely reminder for small businesses to keep their HR practices up-to-date and legally compliant.
Key Cases and Lessons for Small Businesses:
- Wage Underpayments: High-profile cases involving Metisse, Landhaus Wines, and Clarke Allied demonstrate the penalties for failing to meet minimum wage requirements. Regularly reviewing wage rates and classifications ensures compliance and reduces the risk of unintentional underpayments.
- Record-Keeping Failures: Record-keeping lapses were highlighted in multiple cases. Small businesses should keep accurate records of hours worked, leave balances, and employee details. SBAAS can assist with HR Documentation and Record-Keeping to streamline these processes and ensure compliance.
- Employee Protections Against Coercion: The recent CFMEU and Shotter litigations underline the importance of a respectful, supportive workplace. Small businesses are encouraged to review workplace practices and maintain fair treatment standards to avoid coercion or adverse action claims.
If you’re concerned about potential risks, SBAAS can help you identify and address any compliance gaps.
Book an obligation-free call back with one of our consultants to discuss your specific situation.
Fair Work Annual Report Insights: Industry Focus and Compliance Gaps
Fair Work’s 2023-24 Annual Report identifies industries at higher risk of non-compliance, including hospitality, cleaning, and agriculture, where many small businesses operate. Frequent issues include underpayments and inadequate understanding of Fair Work requirements.
Takeaways for small businesses include:
- Stay Informed: Understanding your industry’s relevant awards and agreements is key. SBAAS offers HR Consulting Services that provide guidance on award interpretation and compliance.
- Conduct Self-Audits: Regularly reviewing your payroll and employee records can help identify issues before they become costly mistakes.
- Use Fair Work Resources: Fair Work’s free resources are invaluable tools to stay on top of pay and conditions, enterprise agreements, and more.
SBAAS can assist with compliance reviews and help you stay aligned with Fair Work standards, building a stronger, compliant workplace.
New Resources on Pay, Enterprise Agreements, and Bargaining
Fair Work recently released resources on understanding pay conditions, enterprise agreements, and bargaining processes. These materials are designed to assist small businesses in navigating their obligations and effectively engaging in enterprise agreements, if applicable.
If you’re considering enterprise bargaining or want to explore ways to align employee pay with Fair Work standards, SBAAS’s HR Consulting Services can guide you through each step, ensuring compliance and a smooth bargaining process.
Targeted Inspections and Industry-Specific Compliance
This month, Fair Work focused on inspections in industries with histories of underpayment and exploitation. In partnership with the Department of Home Affairs, inspections targeted Brisbane’s migrant workforce, while Manningham food and retail sectors were also assessed for compliance. These inspections reinforce Fair Work’s commitment to addressing issues in high-risk sectors.
If your business employs casual or migrant workers or operates in these targeted industries, ensuring compliance with Fair Work obligations is essential. SBAAS offers Employment Relations Services to help you build and maintain fair practices across your workforce, reducing the risk of fines and enhancing employee satisfaction.
Fair Work’s Enforcement Against Repeat Offenders
October’s updates reflect Fair Work’s zero-tolerance stance on repeat offenders, as seen in cases involving Brenton Gietzel and Gilling, where repeat breaches led to significant penalties. This is a stark reminder for small businesses to prioritise compliance and address any recurring issues.
Whether it’s payroll errors or inconsistent record-keeping, small lapses can become major risks if left unaddressed. SBAAS can assist you with ongoing compliance support, helping you establish reliable processes that prevent repeat violations and promote a compliant workplace.
Key Takeaways for Small Businesses
October’s Fair Work updates highlight the importance of proactive compliance, especially around holiday obligations, accurate record-keeping, and employee protections. SBAAS’s HR & IR Services are designed to help small businesses navigate these requirements and avoid common pitfalls.
In summary:
- Prepare for the Holiday Season: Review obligations around leave entitlements and public holiday rates.
- Audit Wage Rates and Records: Regular audits can ensure compliance with wage and record-keeping standards.
- Stay Informed with Fair Work Resources: Make use of Fair Work’s latest guidance on pay, agreements, and bargaining.
- Conduct Self-Audits: Regular checks can identify and resolve issues before they escalate.
- Create a Fair, Respectful Workplace: Prevent adverse action claims by fostering a supportive environment.
If you’re concerned about your compliance, SBAAS can provide tailored support. Book an obligation-free call back to discuss your business needs with one of our HR experts. By staying proactive and informed, small businesses can build compliant, resilient workplaces that support legal standards and employee well-being.
Eric Allgood
Eric Allgood is the Managing Director of SBAAS and brings over two decades of experience in corporate guidance, with a focus on governance and risk, crisis management, industrial relations, and sustainability.
He founded SBAAS in 2019 to extend his corporate strategies to small businesses, quickly becoming a vital support. His background in IR, governance and risk management, combined with his crisis management skills, has enabled businesses to navigate challenges effectively.
Eric’s commitment to sustainability shapes his approach to fostering inclusive and ethical practices within organisations. His strategic acumen and dedication to sustainable growth have positioned SBAAS as a leader in supporting small businesses through integrity and resilience.
Qualifications:
- Master of Business Law
- MBA (USA)
- Graduate Certificate of Business Administration
- Graduate Certificate of Training and Development
- Diploma of Psychology (University of Warwickshire)
- Bachelor of Applied Management
Memberships:
- Small Business Association of Australia –
International Think Tank Member and Sponsor - Australian Institute of Company Directors – MAICD
- Institute of Community Directors Australia – ICDA
- Australian Human Resource Institute – CAHRI
Exciting Businesses Fail. Boring Ones Get Paid.
Australian trade businesses rarely collapse because the owner had a bad idea. They collapse because nobody did the boring work. Construction now accounts for around 27 per cent of all company insolvencies in Australia, and the pattern behind those failures is identical whether a business turns over $180,000 or $40 million. Same four levers. Same failure points. Same three excuses. Here is what hundreds of engagements reveal about the boring business fundamentals that decide who survives.
If You Stopped Tomorrow, Would the Business Survive Without You?
Many owner-led businesses do not survive their founder’s exit because the knowledge, relationships and decisions all sit in one person’s head. Succession planning turns that fragile structure into a transferable business that can keep running, be sold, or be handed on when the owner steps away.
When the Next Shock Hits, Will Your Practice Freeze or Pull Ahead?
Disruption is constant, but resilient practices do more than survive. They use cash buffers, reduced dependency, protected data and practical contingency planning to keep serving patients while less prepared competitors stall. For allied health practices, resilience is both risk management and growth strategy.
You Can’t Control the Economy. You Can Stop It Controlling You.
The economy feels like a force outside your control, up one year and down the next. It is, but that does not mean it gets to run your business. This guide breaks down the macroeconomic indicators that actually matter for Australian small business owners, and shows how your own records turn the headlines into confident decisions.
When Things Go Wrong, They Ask for the Policy You Never Wrote.
Professional policy and procedure writing turns Australia’s fast-changing rules into clear documents your team follows and a regulator accepts. Learn what a professional delivers, why it matters for allied health, trades, professional services and not-for-profits, and how to tell a real safeguard from a folder nobody reads.
Your Next Customer Might Ask AI, Not Google. Will It Recommend You?
Australians are starting to ask AI for a recommendation before they ever see a list of websites. Here is what that means for your trade business, and the proven basics that decide whether AI puts you forward.
Most Charities Now Use AI. The Ones That Thrive Won’t Lose Their People.
Two-thirds of Australian charities already use AI. Used well, it frees your staff and volunteers for the human work your cause runs on. Here is how to adopt AI for your not-for-profit without losing the people at its heart.
When Your Own Policy Becomes the Case Against You.
Write workplace policies and procedures that protect your business, not expose it. Learn the legal traps that turn a policy into a liability, the method to write clear and lawful documents, and what good looks like for professional services, trades, allied health and not-for-profits.
If AI Does the Junior Work, Where Will Your Senior Experts Come From?
AI now does the junior work your future experts once learned from. Discover how to build a human-AI workforce that keeps growing expertise, moves people to higher-value work, and meets your Fair Work obligations when roles change.
What Policies Does Your Small Business Actually Need in Australia? (2026 Guide)
The core policies and procedures needed for small business in Australia fall into seven categories: Work Health and Safety, Privacy, Equal Opportunity, Social Media, IT and Acceptable Use, Leave Entitlements, and Disciplinary and Performance Management. Most businesses with employees need all seven. Trades businesses and professional services businesses have additional requirements on top.
Everyone Says Gen Z Won’t Stick Around. Build the Right Workplace and They Will.
The story says Gen Z workers are flighty. The Australian data points to something more useful: many young workers leave because of the workplace, not the trade. Trust, support, fair treatment, clear expectations and purposeful work can turn retention into a competitive advantage.
Your Costs Rise on 1 July. Your Rebates Will Not. Inside the 2026 Minimum Wage Increase.
From the first full pay period on or after 1 July 2026, award wages rise 4.75 per cent and the National Minimum Wage passes $1,000 a week for the first time. For allied health practices, the cost lands straight away, while Medicare and NDIS rebates stay put. Here is what the minimum wage increase means, and what to do before your first July payday.