Newsletter || Jan 25
As we navigate through these ever-changing times, I’m excited to share some updates, stories, and insights that I hope will inspire and empower you.Read on for information about these hot topics and our HR partner news.
Payment Request Changes
For those of us who are self managed, I’ve found the change that has had the most impact is the need to upload evidence for payment requests.
Thankfully, this is only enforced for claims that are $2,000 or more for now … however I think this may well change in the future and I’m hoping that the NDIA will give us the heads up when this happens.
Accessible Accommodation & Experiences
For families with wheelchair users, finding truly accessible accommodation can be challenging.
Accessible Accommodation do a fab job of reviewing and classifying the accommodation listed on their site. The team at Accessible Accommodation either has a disability themselves or a family member with a disability.
They also have a sister site for experiences which is worth a look.
Perth Fringe Festival
I don’t know if anyone is as excited as me that the Perth Fringe Festival program is out!!
I went to more than a few shows last year and found there were plenty of accessible one’s for my daughter.
- 2 of our favourites were
- Retro Lights
- Barbaroi
HR News
HR Partner rebrand
Our HR partner has rebranded and is now Strategic HRElisia is still our main contact and she has Hawa Donzo working alongside her as an HR Advisor.
New IR Legislation
The recently passed Industrial Relations Legislation Amendment Bill 2024, set to take effect on 31 January 2025, introduces some important changes to Western Australia’s workplace laws.
- The most notable change for those who employ under the award free WA state system is the increase in the casual loading from 20% to 25%
Here's details of the changes provided by Strategic HR
New Industrial Relations Legislation Amendment Bill 2024
Understanding the Industrial Relations Legislation Amendment Bill 2024
What It Means for Small Business Owners and Self-Funded NDIS Employers
The recently passed Industrial Relations Legislation Amendment Bill 2024, set to take effect on 31 January 2025, introduces some important changes to Western Australia’s workplace laws. If you're a small business owner (ABN holder) or a self-funded NDIS employer, these reforms could have implications for your workforce. Here’s a breakdown of the key changes and what they mean for you.
Key Reforms and Their Implications
1. Protections Against Workplace Sexual HarassmentWhat’s New? Employers must now have specific policies and processes to address and prevent workplace sexual harassment.What It Means for You : You'll need a proactive approach to training, policies, and reporting mechanisms to create a safer environment and avoid liability. Clear policies not only protect employees but also demonstrate your commitment to respectful, safe workplaces.2. Increase in Casual Loading from 20% to 25%What’s New? The Bill raises the statutory casual loading to 25%, up from 20%.What It Means for You : Casual loading is an additional payment provided to casual employees in place of entitlements like sick leave and holiday pay. While this increase offers casual employees more financial security, it also raises wage costs for employers. Small businesses and employers with a high percentage of casual staff, such as some NDIS-funded employers, should budget for this increase.3. Stricter Penalties for Employment Law ViolationsWhat’s New? Violations of employment law will now face more severe penalties.What It Means for You: This underscores the importance of compliance with WA’s employment laws. Keeping up to date with employment standards and conducting regular checks on payroll, entitlements, and safety measures can help avoid potential penalties.4. "Fit and Proper Person" Test for Union OfficialsWhat’s New? Union officials will be required to pass a “Fit and Proper Person” test to gain Right of Entry to workplaces.What It Means for You: This provides an additional layer of protection, ensuring only authorised and qualified officials can enter your workplace. The change may give small business owners peace of mind about union activities on-site.5. Public Holiday Minimum ConditionWhat’s New? The Bill clarifies the rules around working on public holidays, including pay requirements and the right to refuse work.What It Means for You: Employees now have a clear entitlement to be absent on public holidays and receive regular pay for these hours. If you need employees to work on a public holiday, you’ll need to show that your request is “reasonable.” Employees also have the right to refuse if your request isn’t reasonable, so consider individual circumstances before making requests.6. Expanded Rights for Flexible Work RequestsWhat’s New? Employees with at least 12 months of service will have more rights to request flexible arrangements, especially those returning from parental leave or facing family/domestic violence.What It Means for You: This is an opportunity to accommodate employees in special circumstances, showing flexibility as an employer. Self-funded NDIS employers should take note, as support workers might make such requests to balance their personal responsibilities.7. Misclassification of WorkersWhat’s New? The Bill includes measures to prevent misclassification, ensuring that casuals or contractors aren’t incorrectly classified.What It Means for You: For employers hiring support staff, it’s crucial to classify them correctly. For example, if a support worker qualifies as an employee, they should receive entitlements like leave and superannuation. Misclassifying staff as contractors could result in back payments or penalties, so review all arrangements to ensure they align with legal standards.8. Streamlined WA Industrial Relations Commission (WAIRC) StructureWhat’s New? The Bill simplifies the WAIRC, centralising jurisdiction under a single commissioner.What It Means for You: This change should make navigating the WAIRC process easier if you face any industrial disputes. A streamlined structure could reduce delays and make guidance from the WAIRC more consistent.Preparing for Change: Practical StepsThese changes mark a significant shift in WA’s employment laws, and compliance will help you maintain a supportive, compliant workplace. Start by:• Reviewing and updating your employment policies and contracts.• Budgeting for the increased casual loading.• Consulting with an HR expert if you’re unsure about classification or flexible work policies.
The recently passed Industrial Relations Legislation Amendment Bill 2024, set to take effect on 31 January 2025, introduces some important changes to Western Australia’s workplace laws. If you're a small business owner (ABN holder) or a self-funded NDIS employer, these reforms could have implications for your workforce. Here’s a breakdown of the key changes and what they mean for you.
Key Reforms and Their Implications
1. Protections Against Workplace Sexual HarassmentWhat’s New? Employers must now have specific policies and processes to address and prevent workplace sexual harassment.What It Means for You : You'll need a proactive approach to training, policies, and reporting mechanisms to create a safer environment and avoid liability. Clear policies not only protect employees but also demonstrate your commitment to respectful, safe workplaces.2. Increase in Casual Loading from 20% to 25%What’s New? The Bill raises the statutory casual loading to 25%, up from 20%.What It Means for You : Casual loading is an additional payment provided to casual employees in place of entitlements like sick leave and holiday pay. While this increase offers casual employees more financial security, it also raises wage costs for employers. Small businesses and employers with a high percentage of casual staff, such as some NDIS-funded employers, should budget for this increase.3. Stricter Penalties for Employment Law ViolationsWhat’s New? Violations of employment law will now face more severe penalties.What It Means for You: This underscores the importance of compliance with WA’s employment laws. Keeping up to date with employment standards and conducting regular checks on payroll, entitlements, and safety measures can help avoid potential penalties.4. "Fit and Proper Person" Test for Union OfficialsWhat’s New? Union officials will be required to pass a “Fit and Proper Person” test to gain Right of Entry to workplaces.What It Means for You: This provides an additional layer of protection, ensuring only authorised and qualified officials can enter your workplace. The change may give small business owners peace of mind about union activities on-site.5. Public Holiday Minimum ConditionWhat’s New? The Bill clarifies the rules around working on public holidays, including pay requirements and the right to refuse work.What It Means for You: Employees now have a clear entitlement to be absent on public holidays and receive regular pay for these hours. If you need employees to work on a public holiday, you’ll need to show that your request is “reasonable.” Employees also have the right to refuse if your request isn’t reasonable, so consider individual circumstances before making requests.6. Expanded Rights for Flexible Work RequestsWhat’s New? Employees with at least 12 months of service will have more rights to request flexible arrangements, especially those returning from parental leave or facing family/domestic violence.What It Means for You: This is an opportunity to accommodate employees in special circumstances, showing flexibility as an employer. Self-funded NDIS employers should take note, as support workers might make such requests to balance their personal responsibilities.7. Misclassification of WorkersWhat’s New? The Bill includes measures to prevent misclassification, ensuring that casuals or contractors aren’t incorrectly classified.What It Means for You: For employers hiring support staff, it’s crucial to classify them correctly. For example, if a support worker qualifies as an employee, they should receive entitlements like leave and superannuation. Misclassifying staff as contractors could result in back payments or penalties, so review all arrangements to ensure they align with legal standards.8. Streamlined WA Industrial Relations Commission (WAIRC) StructureWhat’s New? The Bill simplifies the WAIRC, centralising jurisdiction under a single commissioner.What It Means for You: This change should make navigating the WAIRC process easier if you face any industrial disputes. A streamlined structure could reduce delays and make guidance from the WAIRC more consistent.Preparing for Change: Practical StepsThese changes mark a significant shift in WA’s employment laws, and compliance will help you maintain a supportive, compliant workplace. Start by:• Reviewing and updating your employment policies and contracts.• Budgeting for the increased casual loading.• Consulting with an HR expert if you’re unsure about classification or flexible work policies.
Source: Industrial Relations Bill passes through WA Parliament | Western Australian Government
Need Support?Navigating these updates can be complex, especially if you’re a small business owner or a self-funded NDIS employer managing unique staff needs.For tailored Human Resources (HR) or Industrial Relations (IR) support, feel free to reach out to Elisia at Strategic HR Australia.
Thanks for reading! If you have any questions, feel free to reach out.
