Johnson Winter & Slattery is engaged by major businesses, investment funds and government agencies as legal counsel on important transactions and disputes throughout Australia and surrounding regions.
We are continually evolving and adapting our diversity and inclusion programs to better support our people, clients and communities.
Our news and media coverage including major transaction announcements, practitioner appointments and team expansions.
We support a number of community initiatives and not for profit organisations across Australia through pro bono legal work and charitable donations.
Our firm provides a diverse range of opportunities for talented, enthusiastic people to develop brilliant legal careers.
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.
Be the first to receive the latest articles, news and publications.
The High Court has today handed down its landmark decision in WorkPac Pty Ltd v. Rossato & Ors, and overturned the Full Federal Court decision of May 2021 by finding that Mr Rossato was a casual...
As the race to vaccinate 80% of the Australian population against COVID-19 commences, employers are considering what role they can play to ensure restrictions are eased and employees are safe.
The Delta strain significantly increases the risk to the community and to workers. This is especially the case in sectors like health care and aged care, but is also becoming increasingly relevant...