Legal Updates

This week saw changes to employment laws for casual employees.  We outline those changes below, to assist Practices to understand, comply, and utilise them. There is a general view that engaging employees casually gives Practices flexibility to access staff as and when needed, to suit the Practice’s needs. This flexibility is generally not possible with […]

In this circular, we give a brief overview of employers’ legal obligations with respect to the mental health of their employees. In particular, we look at your liability for employees’ mental health; how to best manage them; and a decision on point. We also provide an update on recent changes to our contracts to further

Employment law is rapidly evolving, and it is important to keep abreast of the changes to minimise risk.  In this article we update you on two changes impacting your Practice: new rules for calculating overtime rates for casuals, and importantly, the introduction of wage theft laws. New Casual Rates The Health Professionals and Support Services

Personal LeaveThe entitlement to Personal (Sick) Leave has caused a lot of confusion over the last few years.  Permanent employees receive 10 days paid leave each year, but how is that calculated?  Following a recent High Court decision, we are now pleased to clarify the position. Originally paid leave was calculated based on ordinary hours worked. 

Since the introduction of JobKeeper, many Practices have reported an increase in staff absences and unavailability.  While JobKeeper was intended to operate as a wage subsidy to benefit employers affected by Covid-19, it also subsidises additional leave in that staff receive the full $1500 fortnightly payment including if they don’t work, and when there is

In this Circular, we will explain some important changes to the Health Professionals and Support Services Award, and what it means for your Practice. The Award was varied in April and May, and was subject to a formal four yearly review, ending on 16 June 2020.  The Award now looks and reads very differently.  The most recent changes

While most Practices have resumed operations, subject to some professional restrictions, other businesses in Australia are only reopening now.  The government is now focused on balancing health risks with rebuilding the economy.  Consequently the requirement of employers to demonstrate “how” they comply with workplace health and safety obligations, to prevent contracting or spreading Covid-19 is

Important Legal Developments This week sees four important decisions that have significant implications for Practices that have stood down staff; are utilising Jobkeeper; and that employ casuals. This will likely cover most Practices. Employment law is rapidly changing and evolving and it is important for employers to keep up to date with these developments. We summarise

What is Jobkeeper?Jobkeeper is a government initiative to provide temporary financial support to certain employers as a result of Covid-19. Your practice may be entitled to a payment of $1500 each fortnight per employee (in arrears), if it has suffered a significant reduction in turnover. Many practices will qualify if they can show a decrease

To pay, or not to pay? Many practices have closed down, other than for emergencies or essential treatment, due to government or regulatory directions. Employers are doing their best to look after their employees, as well as ensure there is a business for them to return to. During this time we have found that most