The Fair Work Commission (FWC) have again released their annual update for employment law. Here’s what employers need to know about the changes effective 26 August 2024.
As we move into the new financial year, the Fair Work Commission (FWC) have again released their annual update for employment law. Here’s what employers need to know about the changes.
In a recent decision by the Morrison Government, the Industrial Relations Bill (the IR Bill) will provide the first statutory definition of casual work for
In the past few months, there has been a flurry of activity, discussion and legal changes in relation to casual employees. If you have “casual” employees working on a regular and systematic basis, they may in fact actually be permanent employees entitled to annual leave and other entitlements. This means you may have a substantial back pay issue.
The decision handed down in the case of WorkPac Pty Ltd v Skene [2018] FCAFC 131 reasserts the traditional view that you cannot convert an employee who is really a regular full, or part-time employee into a casual simply by calling the employee ‘casual’. Employers must look at the actual facts of the employment relationship in deciding what the real nature of the relationship is.
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