Are you ready for 1 July industrial relation changes?
The Fair Work Commission has announced a 3.75% increase to the National Minimum Wage and minimum award wages.
National Minimum Wage increase
The new National Minimum Wage will be $915.90 per week or $24.10 per hour.
The new National Minimum Wage will apply from the first full pay period on or after 1 July 2024.
The National Minimum Wage applies to employees who aren’t covered by an award or registered agreement.
Minimum Award wage increase
The Commission has also announced that minimum award wages will increase by 3.75%.
This increase will apply from the first full pay period starting on or after 1 July 2024.
Most employees are covered by an award. Awards are legal documents that outline minimum pay rates and conditions of employment in your industry or occupation.
Superannuation
From 1 July, employer superannuation contribution increases from 11% to 11.5%. Additional changes are coming, regarding concessional and non-concessional contributions, transfers and withdrawals.
Other upcoming changes
From 1 July 2024, there are other changes employers and employees should know about:
Workplace delegates’ rights in awards: New rights for workplace delegates will be added to awards from 1 July 2024. These rights will expand on existing rules in the Fair Work Act for workplace delegates.
Right of entry changes: There are upcoming changes around right of entry notice requirements to investigate underpayments.
From 26 August, further changes include:
- New definitions of ‘employee’ and ‘employer’
- New minimum standards and protections for ‘employee-like workers’ in the gig economy and contractors in the road transport industry (regulated workers).
- Additional rights for workplace delegates who are regulated worker.
- Changes to casual employment
- Eligible employees will be given a right to disconnect (doesn’t apply to small business employers yet).
We encourage Chamber members and all businesses in the region to remain proactive and well-informed about changes that impact your business. The upcoming amendments starting from July 1 require your immediate attention to ensure compliance and avoid penalties.
Please reach out to your professional advisers, review your processes, and take the necessary steps to address these changes effectively.
By acting now, you can protect your business and maintain a competitive advantage in the ever-evolving business landscape.
Note: This is provided for informational purposes only and does not constitute legal or expert industrial relations advice. Employers are advised to consult with employment law professionals to ensure compliance with applicable laws and regulations.
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