Find the latest news and updates relevant to you, a small business employer. This includes changes to workplace laws and new products or tools available.

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Closing Loopholes: Changes to workplace laws have started

Banner illustration with text reading Closing Loopholes' Published 26 August 2024

Several changes to workplace laws started on 26 August 2024 as part of the Closing Loopholes reforms.

It’s important that you understand your new rights and responsibilities. 

What you should do now

We’ve updated our information. Check now if you or your workplace is affected.

  • Casual employment changes - Rules about casual employment have changed, including how casual work is defined, pathways to permanent employment, and employee and employer responsibilities. Read more about casual employees and pathways to permanent employment.
  • Right to disconnect - Employees have the right to refuse contact outside their working hours unless that refusal is unreasonable. Learn about the new right to disconnect. This doesn’t apply to small business and their employees until 26 August 2025.
  • Independent contractor changes - If you’re a contractor or work with contractors, it’s important you understand the new definition of employment and other changes to independent contractor rules.
  • Minimum standards and protections for some contractors - If you’re in the gig economy or road transport industry, find out about new minimum standards and protections for some contractors. Visit Regulated workers.

Find out more about changes already in place at Closing Loopholes. 

For a visual snapshot of all the Closing Loopholes changes and when they start, check out our easy-to-read timeline.  

Updated information statements

We’ve updated our information statements in line with the new laws.

Employers must give every new employee one or more information statement when they start work. The Casual Employment Information Statement must now be provided at set times throughout a casual’s employment.

Download the updated statements here: 

Keep up to date

To stay up to date and be notified with updates that are relevant to you, subscribe to our email updates. It only takes a few moments to sign up and will help you stay in the loop with changes to workplace laws.

Closing Loopholes: Prepare for upcoming changes

Banner illustration with text reading Closing Loopholes' Published 20 August 2024

There are changes to workplace laws that start on 26 August 2024 as part of the Closing Loopholes reforms. We have information to help you prepare.

Learn more about:

From 26 August 2024, some employees will also have the right to refuse contact outside their working hours unless that refusal is unreasonable. The new right to disconnect doesn’t apply to small businesses until 26 August 2025.

We’ll update our website with more information and resources on 26 August. Check back here for updates or subscribe to email updates to be notified.

Learn more about other changes already in place at Closing Loopholes.

For a visual snapshot of all the Closing Loopholes changes and when they start, check out our easy-to-read timeline.

Keep up to date

To stay up to date and be notified with updates that are relevant to you, subscribe to our email updates. It only takes a few moments to sign up and will help you stay in the loop with changes to workplace laws.

Minimum wages increase from 1 July 2024

abstract image of progress

1 July 2024

From 1 July 2024:

  • the National Minimum Wage increases to $915.90 per week or $24.10 per hour.
  • award minimum wages increase by 3.75%.

Other award wages, including junior, apprentice and supported wages that are based on adult minimum wages, will get a proportionate increase.

The increase applies from the first full pay period on or after 1 July 2024.

You can now:

Learn more about the minimum wage increase at 2023 – 2024 Annual Wage Review.

Closing Loopholes: Additional Fair Work Act changes

Banner illustration with text reading Closing Loopholes'26 February 2024

The Australian Government has made further workplace laws as part of its ‘Closing Loopholes’ changes.

These build on initial changes that were introduced in December 2023.

The latest changes relate to:

  • casual employment
  • the right to disconnect
  • the definition of employment
  • independent contractors
  • minimum standards for 'employee-like' workers.

Find out more: Closing Loopholes: Additional Fair Work Act changes.

Closing Loopholes: Fair Work Act changes

Banner illustration with text reading Closing Loopholes

15 December 2023

There have been changes to the Fair Work Act as part of the new ‘Closing Loopholes’ laws.

The changes take effect at various times across the next year and into 2025.

The major workplace changes relate to:

  • rules for labour hire workers
  • criminalising intentional wage underpayments
  • new discrimination protections
  • small business redundancy exemptions
  • workplace delegates’ rights
  • right of entry
  • compulsory conciliation conferences in protected action ballot matters.

For more information, see Closing Loopholes: Fair Work Act changes.

New rules for fixed term contracts

Banner illustration with text reading, 'Secure Jobs, Better Pay'

6 December 2023

New rules now apply when engaging employees on fixed term contracts. 

The rules include a requirement for employers to give any employees they’re engaging on a new fixed term contract a Fixed Term Contract Information Statement.

They also include some limitations on how fixed term contracts can be used. There are some exceptions to who these limitations apply to.

For more information, visit Fixed term contract employees.

Paid family and domestic violence leave for small business

Banner with text reading, 'Paid family and domestic violence leave' with purple and grey semicircles

1 August 2023

Employees of small business employers can now access 10 days of paid family and domestic violence leave in a 12-month period. This took effect on 1 August 2023.

What you need to know about the leave

  • 10 days paid family and domestic violence leave is now available to employees of small business employers.
  • Full-time, part-time and casual employees can take 10 days of paid family and domestic violence leave in a 12-month period (it isn’t pro-rated for part-time or casual employees).
  • All 10 days are available upfront – an employee doesn’t accrue it.
  • Employers must not include certain information on an employee’s pay slip about taking paid family and domestic violence leave.

Learn more at Paid family and domestic violence leave for small business.

Small business employer guide

Make sure you download our new small business employer guide, which will help you manage family and domestic violence issues in the workplace.

Podcast: Small Business, Big Impact

Small Business, Big Impact is a new podcast for small businesses about how to support employees experiencing family and domestic violence.

Across 10 short episodes, the podcast will help:

  • guide small business employers on their workplace responsibilities
  • employers recognise the red flags of family and domestic violence.

Fair Work Act changes: Protecting Worker Entitlements

Protecting worker entitlements banner

30 June 2023

As part of the Australian Government's new Protecting Worker Entitlements laws, there are changes to the Fair Work Act.

The changes relate to:

  • superannuation in the National Employment Standards
  • changes to unpaid parental leave
  • interaction between enterprise agreements and workplace determinations
  • authorised employee deductions
  • protections for migrant workers
  • casual employees in the black coal mining industry

Some of these changes start immediately, while others start later this year or in 2024.

Learn more at Fair Work Act changes: Protecting Worker entitlements.