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As we approach 1 July, it is important to assess changes in the employment landscape for the next financial year.
Employers should consider how these changes will impact their business. For many businesses the changes will result in an increased financial burden accompanied by complex compliance considerations.
Effective 1 July 2019, the national minimum wage will increase by 3% to $19.49 an hour or $740.80 a week. The announcement by the Fair Work Commission is based on the recommendations of the 2019 Annual Wage Review.
There will also be a 3% increase to full-time minimum wage rates in modern awards. Allowances will increase in accordance with the provisions of the relevant modern award.
On 1 July 2019 the high income threshold will increase to $148,900 per annum from $145,400 per annum. This is significant because the high income threshold:
The maximum superannuation contributions base is used to determine the maximum limit on any individual employee’s earnings base for each quarter of any financial year. Employers are not required to provide superannuation support for the part of earnings above this limit.
From 1 July 2019, the maximum superannuation contributions base will increase to $55,270 per quarter (or $221,080 per annum) from $54,030 (or $216,120 per annum).
The new whistleblower regime will take effect from 1 July 2019 and will apply to disclosures made on or after this date. However, the disclosures may relate to conduct that occurred before this date.
Under the new regime, public companies, proprietary companies that are trustees of a superannuation entity and large proprietary companies must each have a compliant whistleblower policy. Large proprietary companies must have a compliant policy 6 months after the last day of their financial year in 2020. For many entities with a financial year end of 30 June 2020, this will be 1 January 2021. In the case of public companies and trustee proprietary companies, policies must be in place by 1 January 2020.
As companies need to comply from 1 July 2019, we recommend that companies prepare compliant policies now so that proper procedures are in place for 1 July 2019, and that managers are trained to properly handle disclosures that are made and protected under the new laws.
For more information about the whistleblowing legislation, please see our updates:
The Whistle has finally blown – New whistleblower regime commences - April 2019
 A large proprietary company borrows the definition from the Corporations Act 2001 and means a proprietary company that satisfies at least two of the following: (a) the consolidated revenue for the financial year of the company it controls (if any) is $25 million, or any other amount prescribed by the regulations or more; (b) the value of the consolidated gross assets at the end of the financial year of the company and the entities it controls (if any) is $12.5 million, or any other amount prescribed by the regulations, or more; (c) the company and the entities it controls (if any) have 50, or any other number prescribed by the regulations, or more employees at the end of the financial year.
In the wake of the closely watched proceedings recently commenced by Israel Folau regarding the termination of his employment for his comments on social media, the right of a public sector employee...
These new legislative regimes in Australia have been largely inspired by existing modern slavery and transparency legislation in the UK and the USA.
With significant regulatory change coming into effect the spotlight is staying firmly on
culture, ethics and regulatory compliance. An organisation’s social licence to operate
remains a priority...