Legal Updates

Pay Increases from 1 April 2026 Following the Fair Work Commission’s gender-based undervaluation review, the Health Professionals and Support Services Award is being amended to introduce higher minimum pay rates and a new classification structure for support staff. These changes are set to take effect from 1 April 2026. To ensure compliance and avoid underpayments, […]

If your Practice needs have changed and a role is no longer available, you’re likely going to need to make someone redundant. Understanding how to properly do this, the reasons you need to show, and the process you need to follow, are key in ensuring a positive outcome and limiting risk of a complaint. In

Listen to the audio: https://clientstorage.b-cdn.net/clinlegal/clinlegal%20update.mp3 Fair Work has announced a 3.5% increase to minimum rates under the Health Professionals and Support Services Award. From the first pay period from 1 July 2025, the minimum hourly rate for a level 1 employee (totally new with no experience) will be $25.74 or $32.18 for a casual. Similarly

In this Circular, we explain recent changes to the law that came into effect on 26 August 2024, including a new definition of casuals and independent contractors; the right to disconnect from work, and we outline the type of compliance required. Casual Employees A new definition of a “casual employee” now applies. A person is

Update: Minimum Wage and Superannuation to Increase from 1 July 2024 The Fair Work Commission has announced that from today, 1 July 2024, Minimum award rates will increase by 3.75% The national minimum wage will increase to $915.90 per week or $24.10 per hour, based on a 38-hour week for a full-time employee Superannuation will

Employment laws have recently changed.  From 1 July 2023: Minimum award rates will increase by 5.75%. The national minimum wage will increase to $882.80 per week or $23.23 per hour. Superannuation will increase from 10.5% to 11%. For existing employees on minimum award rates, you will need to increase the rates by a minimum by

In this circular we explain three recent changes to the law, which are designed to strengthen employees’ rights. Managing the Roster during Temporary Closures Most Practices will have already utilised the shutdown provisions in the Award, requiring employees to take leave during temporary closures like Christmas; during Covid or when clinicians are away.  The Award

There are new laws giving employees paid family and domestic violence leave. Eligible employees are entitled to 10 days paid leave in a 12-month period, and it is not subject to accrual (i.e. they can access the full 10 days at any time, as long as they started employment when or after the new laws come into effect). 

The Secure Jobs, Better Pay Bill was passed by the Parliament on 2 December 2022. This article discusses a few changes proposed by the Bill. Prohibiting pay secrecy It will be a workplace right under the Fair Work Act 2009 (the Act) for employees to disclose, or not disclose their remuneration or any terms and

An unplanned public holiday, as will take place on 22 September 2022, can throw a spanner in the works for Practices with full books.  Below we outline your obligations and some options for managing the day. Employees who regularly work on the day are entitled to have the day off on pay.  Their pay for the day