FY25-26 and Honest Work in NSW, VIC, and QLD

As FY25-26 begins, employers throughout New South Wales (NSW), Victoria (VIC), and Queensland (QLD) should guarantee compliance with each federal and state-specific employment rules. Whereas the Honest Work Act 2009 supplies a nationwide framework, every state could have further necessities and concerns.

This weblog outlines key employer obligations in these states, serving to HR professionals navigate the complexities of regional compliance for FY25-26.

The Honest Work Info Assertion (FWIS) is a compulsory doc that employers should present to all new workers. It outlines important details about:

• The Nationwide Employment Requirements (NES)

• Fashionable awards

• Agreements below the Honest Work Act

• Particular person flexibility preparations

• Freedom of affiliation and office rights

• Termination of employment

• The position of the Honest Work Ombudsman and the Honest Work Fee

Employers should guarantee they supply essentially the most present model of the FWIS to new workers, as failure to take action may end up in penalties.

In NSW, employers should adhere to each federal Honest Work necessities and state-specific rules, akin to these outlined by SafeWork NSW. Key concerns embrace:

• Work Well being and Security (WHS):

  
  
  

  Compliance with the Work Well being and Security Act 2011 (NSW) and related rules.

  
  

• Lengthy Service Go away:

  
  
  

  Adherence to the Lengthy Service Go away Act 1955 (NSW), which outlines entitlements particular to NSW workers.

  
  

Victorian employers should adjust to federal legal guidelines and extra state laws, together with:

• Occupational Well being and Security (OHS):

  
  
  

  Compliance with the Occupational Well being and Security Act 2004 (VIC).

  
  

• Lengthy Service Go away:

  
  
  

  Adherence to the Lengthy Service Go away Act 2018 (VIC), which supplies particular entitlements for Victorian workers.

  
  

In QLD, employers are topic to federal legal guidelines and state-specific necessities, akin to:

• Work Well being and Security (WHS):

  
  
  

  Compliance with the Work Well being and Security Act 2011 (QLD).

  
  

• Lengthy Service Go away:

  
  
  

  Adherence to the Industrial Relations Act 2016 (QLD), which outlines lengthy service depart entitlements.

  
  

1. Keep Knowledgeable:

   
   
   

   Usually assessment updates from each federal and state regulatory our bodies to make sure compliance with the most recent legal guidelines and rules.

   
   

2. Replace Insurance policies and Procedures:

   
   
   

   Be sure that firm insurance policies replicate present authorized necessities, together with these particular to every state.

   
   

3. Practice HR Personnel:

   
   
   

   Present coaching to HR employees on each federal and state-specific obligations to make sure correct implementation and compliance.

   
   

4. Preserve Correct Information:

   
   
   

   Preserve detailed information of compliance efforts, together with the supply of the FWIS and adherence to state-specific necessities.

   
   
   
   
   

WorkPro affords options to help employers in assembly each federal and state-specific compliance necessities:

• Automated Distribution:

  
  
  

  Streamline the supply of the FWIS via our

  
  
  

  eLearning module

  
  

  ,

  
  
  

  in addition to different necessary paperwork to new workers.

  
  

• 
  

  eLearning Modules

  
  
  

  :

  
  
  

  Entry coaching tailor-made to each federal and state-specific employment legal guidelines.

  
  

• 
  

  Credentials Administration

  
  
  

  :

  
  
  
  
  
  

  Monitor and handle compliance documentation throughout completely different jurisdictions.

By integrating WorkPro into your HR processes, you’ll be able to guarantee complete compliance throughout NSW, VIC, and QLD.

Navigating the complexities of employment legislation throughout completely different Australian states requires diligence and proactive administration. By understanding each federal and state-specific obligations, and leveraging instruments like WorkPro, employers can guarantee compliance and foster a good and lawful office in FY26.