Employers told to invest time, resources in learning new workplace reforms

Employers across Australia are being encouraged to invest time and resources in educating themselves about recent legislative changes following the passing of the second Closing Loopholes law.

Fair Work Ombudsman Anna Booth underscored the need for employers and employees to understand the changes to workplace laws, which include substantially higher penalties for non-compliance.

"This sends a clear message and expectation - employers must invest the time and resources to meet their new legal obligations. We are here to help them get it right," she said in a statement.

Changes to workplace laws

The second Closing Loopholes recently received Royal Assent after passing the Australian Parliament in February.

Under the law, the government will change the definition of employment, as well as casual employment this August.

"A new pathway will also replace the existing rules for eligible casual employees to change to permanent employment if they want to," the FWO said in its media release.

The law also hikes maximum penalties by five times to a total of $469,500 per contravention for a company. For serious contraventions, the law also hikes maximum penalties to $4,695,000.

Gig workers are also expected to get further protections from the law, as they can soon reach out to the Fair Work Commission if they think their contract contains unfair terms.

The FWC will also be able to set minimum standards through orders and make guidelines to protect the interests of Australia's gig employees, who perform work through a digital labour platform.

Another controversial change introduced in the law is the right to disconnect, which will take effect this August for most employers. Under the law, employees will have the right to refuse any form of work-related contact from their employer or third party outside working hours unless their refusal is unreasonable.

The FWO said it is offering free information and advice on the changes to law to help all workplace participants.

"Employers, employees and independent contractors need to understand the changes, which create new or changed responsibilities and rights in a range of areas," Booth said.