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5 December, 2022

How to prepare for the imminent employment law changes

Blog | Industry News

Parliament’s Fair Work Legislation Amendment (Secure Jobs, Better Pay) Bill 2022 has passed both houses after some amendments in the Senate, which will amend the Fair Work Act 2009 (Cth) (“Fair Work Act”) upon royal assent. Many of amendments in the Bill significantly change various elements of Australia’s industrial relations system.

This EMA Note provides a brief overview of some of the changes made by the Bill which we consider are likely to be of greater relevance or require more significant (or immediate) actions by employers.

Summary of Key Changes
Other Amendments

This summary and the linked detailed EMA Notes do not address all of the legislative changes, only those we consider most likely to be of immediate relevance and interest to businesses. A more comprehensive bullet-point list of the proposed amendments was included in our earlier EMA Note, though this was drafted on the first iteration of the Bill so does not include any of the subsequent amendments that were made.

If you would like any information on any aspect of the Bill, including those not detailed in our EMA Notes, please contact us and we would be glad to assist.

Require further information/assistance?

This EMA Note is not comprehensive advice about your situation and does not cover all your obligations. If you require further information or advice, please contact your Consultant.

EMA Consulting is not a law firm and therefore does not provide legal advice or services. The information contained within this document and associated material is general in nature and should not be relied upon. If you require specific advice on a particular matter, we recommend that you contact EMA Consulting on 08 8203 1700. Subject to the matter at hand, your EMAC Consultant may recommend that you obtain formal legal advice. If formal legal advice is required, upon your written instruction EMAC will brief your matter to a legal practitioner for this purpose. The contents of this document and associated materials do not represent legal advice.


For more information or specific advice, please do not hesitate to contact one of our employee relations consultants.

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