Fair Work Information Statements
As Employers, did you know that you need to provide the following information statements to new employees and that these information statements are updated on a regular basis, so it's not a 'set and forget'.
Fair Work Information Statement
This statement must be provided to all employees regardless of their employment status (casual/part-time/contractor) and outlines the national employment standards, flexible working, modern awards, termination of employment and other minimum entitlements and protections.
Casual Employment information statement
In addition to the Fair work information statement, you need to provide the casual information statement to your casuals. This statement provides clarity around the definition of a casual employee and details the processes and rules around casual conversion.
There are changes scheduled to come into effect in August this year, which include an update to the definition of a casual employee and a number of other steps with conversion. If you have casuals, schedule time to discuss these changes with your team or your HR consultant prior to August.
Fixed Term Contract Information Statement
If you have employees who are employed for a period of time, they need to receive this statement. Rules around fixed term contracts changed in December last year. If you are not across those rules, familiarising yourself with this statement is important.
Note - fixed term contracts are not the same as independent contractors (ABN workers or subcontractors) If you are engaged with subcontractors, it is important you understand the difference. Go to https://www.fairwork.gov.au/find-help-for/independent-contractors to read more.
As a business owner and employer, whether you have 1-5 employees or 500 - the above statements need to be issued and you need to be across the minimum employment entitlements.
The easiest way to stay on top of this process;
Add a link to these pages in your employment contracts or onboarding information. Don’t download the pdf's and forget about it) Check for updates every July as a minimum.
Subscribe to Fair Work’s newsletters for updates or engage with a HR consultant who is across this.
Ensure that your policies and procedures mirror or exceed the minimum standards.
Don’t worry if you don’t know something, there is a lot to absorb and we know most business owners want to do the right thing. Just keep up to date as best you can.
Finally, there have been a number of changes in relation to fair work requirements that have rolled out from mid last year and continue to roll out this year and into 2025. You can review the changes via fair work https://www.fairwork.gov.au/about-us/workplace-laws/legislation-changes/closing-loopholes or chat with your HR consultant or internal HR team as to what is relevant.
Need help, get in touch with us and we will point you in the right direction.