HR Compliance Check for 2023

Ensure all of your employees are aware of their duty to eliminate sexual harassment at work in line with the Respect@Work bill. The time limit to report sexual harassment complaints has been increased from 6 months to 24 months. Train employees and update current policies. Effective now

Educate managers/leaders and employees about the new discrimination laws for breastfeeding, gender identity and intersex status. Effective now

Pay secrecy clauses are now abolished. Remove any from employment contracts to avoid penalties. ADD 10 days’ paid family and domestic violence leave for non-small businesses. Ensure you do not record domestic violence leave on a payslip to protect employee privacy. Effective now

Update policies around flexible work arrangements and be careful when denying flexible work requests. Effective June 2023

Multi-Enterprise bargaining agreements are entering as a group of cooperative workplaces. Effective June 2023

The small claims process has increased the monetary cap from $20,000 to $100,00. Effective July 2023

STOP using fixed term contracts that go beyond 2 years. Effective December 2023

End of ‘zombie agreements and Work Choices era agreements. Pre-Fair work Act enterprise agreements will be terminated. Advise employees in writing before 7 June 2023 that the agreement will be terminated.

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