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 the changes will result in an increased financial burden accompanied by additional compliance considerations.
Employers need to get across changes to:
Effective 1 July 2022, the national minimum wage will increase by 5.2% to $21.38 an hour or $812.60 a week. The announcement by the Fair Work Commission is based on the recommendations of the 2021-22 Annual Wage Review.
There will also be a 4.6% increase to full-time minimum wage rates in modern awards, which is subject to a minimum increase for award classifications of $40 per week based on a 38-hour week for a full-time employee. This means minimum award wages above $869.60 per week will get a 4.6% increase, and award wages below $869.60 per week will get a $40 per week increase.
However, for 10 awards in the aviation, hospitality and tourism industries, the increase will not come into effect until 1 October 2022 (to allow further time for those industries to recover following the pandemic).
On 1 July 2022, the high income threshold will increase to $162,000 per annum (up from $158,500 per annum). This is relevant because the high income threshold:
From 1 July 2022, superannuation contributions will increase to 10.5% per annum.
The superannuation contributions base will change to $60,220 per quarter (or $240,880 per annum), up from $58,920 (or $235,680 per annum). The maximum superannuation contributions base is used to determine the maximum limit under the superannuation guarantee legislation on any individual employee’s earnings base for each quarter of any financial year.
Also, the minimum earnings threshold of $450 per month will be removed from 1 July 2022. This means that superannuation guarantee contributions are payable in respect of employees regardless of whether the employee has earned less than $450 in that month.
The second round of the Federal Government’s “Closing Loopholes” amendments to the Fair Work Act 2009 (Cth) (FW Act) were passed by Parliament on 12 February 2024 and received Royal Assent on 26...
All employers should now have implemented measures to discharge their obligation to take reasonable steps to eliminate sexual harassment and other unlawful conduct in the workplace given the...
Following a deal with crossbench Senators Jacqui Lambie and David Pocock, the Senate split the Fair Work Legislation Amendment (Closing Loopholes) Bill 2023 (Bill). As a consequence, the first...