When the Fair Work Act commenced in 2010 it introduced the concept of workplace rights such as the right to work in an environment free from discrimination based on gender; and there are many more such rights.
Since 6 December 2022:
Employees have the additional workplace rights to: choose whether to disclose information about their remuneration and other terms and conditions of employment; and, to ask any other employee about their remuneration and other terms and conditions of employment.
Employers must not enter new contracts of employment (or similar documents) which limit these workplace rights; to do so will make the employer liable for a civil penalty.
Domestic violence leave
As of 1 February 2023, employees of non-small business employers will have their entitlement to paid family and domestic violence leave increased from 5 days to 10 days in a 12-month period.
For small business employers, this change commences on 1 August 2023. A small business employer employs fewer than 15 employees.
This entitlement accrues upfront, but is not cumulative from year to year.
What can I do now?
You should review your employment contract templates and remove any term that requires the employee to not disclose their remuneration.
You should consider the merit of undertaking a review of remuneration and addressing any pay inequity proactively.
If you have any questions, please do not hesitate to contact us.