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An NDIS provider classified support workers under the Social, Community, Home Care Award when they should have been under SCHADS (Social & Community Services). Outcome? $380,000 in back-pay plus a $200,000 fine.

Let’s be honest – most Australian business owners don’t wake up excited about Modern Awards, Long Service Leave acts, or the Fair Work Act. But you do wake up wanting to avoid a $50,000 fine or a reputation-shredding underpayment headline.

What counts as “unreasonable”? That’s still being tested, but a good rule: if you’re messaging at 9pm about tomorrow’s deadline, you’re taking a risk. employeeserve.com.au

Think your casual payroll is fine? Think again. EmployeeServe breaks down 3 costly Fair Work mistakes and how to fix them before the ombudsman calls. Introduction

Update your workplace policies now. EmployeeServe has a Right to Disconnect policy template (Fair Work compliant) ready for download. Don’t Wait for a Compliance Knock You don’t need to become an employment lawyer. You just need a better system than “we’ve always done it this way.” An NDIS provider classified support workers under the

Under the Fair Work Act (especially post- Closing Loopholes ), if a casual employee has a predictable, regular pattern of work that continues indefinitely, they now have a legal pathway to convert to permanent – and claim back-pay for sick leave, annual leave, and public holidays .

Here are three traps we see small-to-midsize Aussie employers fall into – and how to escape them. You have a team member who’s been on a casual contract for 18 months. They work the same 9am–5pm shift every Tuesday and Thursday. You pay casual loading. All good, right? Let’s be honest – most Australian business owners

Practical HR advice for Australian business owners/managers (given the .com.au domain). Title: Fair Work or False Work: 3 Compliance Traps Every Aussie Employer Must Avoid in 2024