A range of new changes to workplace legislation recently came into effect. We are committed to helping ensure our community are supported and well informed.
Right to Disconnect:
The new legislation provides employees the right to disconnect from work-related communications outside their paid working hours unless it’s unreasonable for them to do so. This includes the right to refuse to read, respond to, or monitor communications from employers or third parties during non-working hours. Importantly, the law also prohibits employers from taking adverse action against employees who exercise this right.
Our obligations as an employer
We are committed to educating and training our Support Workers so they have the right knowledge and skills and are fully compliant with all the necessary registration and regulatory requirements. This is essential for maintaining our registration as a NDIS service provider and to provide you with the best possible support.
Casual employment updates
The legislation also introduces key changes to how casual employment is defined and managed:
- Definition of Casual Employee: Casual status will now be determined by the practical reality of the employment relationship, rather than solely by the contract. Casual employees must also receive casual loading.
- Conversion of Casual to Permanent Employment: Casual employees will now have the right to initiate conversion to permanent employment if they meet eligibility criteria. Employers must respond to such requests within 21 days of request. Read more>>
New definition of employment
The Act introduces a new definition of ‘employee’ and ‘employer’ based on a comprehensive assessment of the employment relationship. This change will only affect entitlements under the Act, not other areas such as taxation or superannuation. Read more>>
Our commitment
We’re still unpacking a lot of information, but rest assured, we’re committed to fully understanding and applying the new legislative requirements.
We remain committed to ensuring our community are well informed and supported.
For more information, please contact our team or read more online at Fair Work Ombudsman
