In 2024, the Fair Work Ombudsman (FWO) is laser-focused on , misclassification , and record-keeping failures . And with the new Closing Loopholes Act changes, old assumptions can land you in hot water fast.
Update your workplace policies now. EmployeeServe has a Right to Disconnect policy template (Fair Work compliant) ready for download. Don’t Wait for a Compliance Knock You don’t need to become an employment lawyer. You just need a better system than “we’ve always done it this way.” employeeserve.com.au
That’s where comes in. We help you stay compliant so you can focus on growing your team, not defending it. In 2024, the Fair Work Ombudsman (FWO) is
Under the Fair Work Act (especially post- Closing Loopholes ), if a casual employee has a predictable, regular pattern of work that continues indefinitely, they now have a legal pathway to convert to permanent – and claim back-pay for sick leave, annual leave, and public holidays . EmployeeServe has a Right to Disconnect policy template
Here are three traps we see small-to-midsize Aussie employers fall into – and how to escape them. You have a team member who’s been on a casual contract for 18 months. They work the same 9am–5pm shift every Tuesday and Thursday. You pay casual loading. All good, right?
An NDIS provider classified support workers under the Social, Community, Home Care Award when they should have been under SCHADS (Social & Community Services). Outcome? $380,000 in back-pay plus a $200,000 fine.