New workplace reforms have recently been enacted through legislation. They will ensure loopholes constituting wage theft are closed and employee working conditions are improved.
The changes provide workers with greater bargaining power, such as casual workers being able to transition to permanent employment upon request. They also provide workers with greater legal protection and trigger criminal penalties for non-compliant employers.
The reforms include the right of employees to disconnect from work after hours, without having to answer after-hours contact made by their employers. They provide benefits to casual workers, truck drivers, rideshare drivers and gig workers so as not to undermine their pay and work conditions. Gig workers are generally not engaged in the workforce as employees, but as independent contractors. The new reforms will set fair and enforceable minimum standards and rates of pay for gig workers deemed to be “employee-like” workers, including compensation for vehicle running costs.
There is also increased workplace flexibility for pregnant workers, those aged over 55, disability workers, workers with school age or younger children, and workers experiencing family and domestic violence, including a member of their immediate family or household.
Pay secrecy clauses in employment contracts are now banned, allowing employees to disclose details of their employment contracts to other workers. This will enable employees to negotiate their pay rates compatible with other workers carrying out the same work.
Cecilia Castle is an Accredited Specialist in Family Law, and principal of Castle Lawyers at Asquith. CastleLawyers.com.au
