Unpaid internships have long been a controversial topic in Australia’s workplace landscape. While some placements are lawful when tied to vocational study, businesses must remember that productive work requires lawful payment under the Fair Work Act. A recent case involving Sydney start-up Her Fashion Box Pty Ltd highlights the serious consequences of ignoring these obligations.
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At ABILITY GROUP, we believe the workplace should be more than just desks and deadlines. it should be a space filled with creativity, collaboration, and joy. One of our most beloved traditions is welcoming the elves in our office, who bring a touch of festive magic to our daily routines.
The elves in our office are busy taking care of business & getting ready for the holiday season.
Our office will be closed from Monday 24th of December 2018 & reopens Thursday 10th January 2019.
Click image below to watch a short video to see how our special elves are taking care of business…
Merry Christmas & Happy New Year from Julie, Marc & the ABILITY GROUP team
2018
2017
New rules have been added to the Modern Awards from 1st December 2018 for Flexible Work Arrangements. If you have employees who have worked with you for 12 months or longer, they can request flexible working arrangements.
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As of 1 November 2018, the Fair Work Commission introduced changes across a large number of modern awards. While many of these adjustments were largely wording-related and did not alter the intent of clauses, several key changes directly impact termination of employment practices. Employers must act on these updates to remain compliant and avoid penalties.
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The 2018 Casual Loading Changes clarified how employers must handle casual employee entitlements, ensuring that casual loading payments can be offset against claims for permanent benefits. This regulation aimed to prevent “double-dipping” by employees and protect businesses from unexpected liabilities.
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Understanding employee entitlements is critical for both employers and workers in Australia. Annual benefits such as paid leave, public holiday pay, and superannuation contributions are governed by the Fair Work Act 2009 and the National Employment Standards (NES). While full?time and part?time employees enjoy clear entitlements, casual employment arrangements have often raised questions, especially following high?profile cases like WorkPac Pty Ltd v Skene [2018], which challenged traditional interpretations of casual contracts.
For businesses, the implications are significant: misclassifying employees or overlooking entitlements can lead to costly penalties and back payments. For employees, knowing their rights ensures they receive the benefits they are legally owed. This article explores who is actually entitled to annual benefits in Australia, clarifies common misconceptions, and highlights the risks employers face if compliance is overlooked.
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