HR Changes 2021 & 2022

HR Changes 2021 and 2022

With the start of a new year, we have provided an overview of the changes in relevant laws in 2021 that you should be across and what you need to get ready for in 2022.

2021 What Changed

  • 2.5% increase in hourly rates of pay.
  • Superannuation increased to 10% and there is now an obligation on employers to ensure employees do not have multiple superannuation accounts.
  • Casual conversion has been introduced which means employees covered by the Fair Work Act have an entitlement to convert from casual to permanent.  This entitlement puts the responsibility onto the employer to make a permanent offer at 12 months of employment unless the business has less than 15 employees.
    • Employers are now obligated to provide a Fair Work Casual Information Statement in addition to the Fair Work Information Statement to all new casual employees.
  • Leave entitlements in the Fair Work Act changed in the following areas:
    • Parental leave has been expanded to include the birth of a still born child and has added a permitted work period for when a child is born and required to remain in hospital.
    • Compassionate leave has been expanded to include miscarriage and still birth.
  • The introduction of Respect at Work laws which created a stop sexual harassment forum in the Fair Work Commission.  These also put greater onus on employers to prevent victimization.
  • Fair Work have mandated that all employers need to keep timesheets.
  • Multiple Modern Awards have been reviewed and updated by the Fair Work Commission.
  • The Covid Flexibility Clauses added to the Modern Awards in 2020 have been removed.
  • The introduction of mandatory vaccination across 75% of the WA workforce.

2022 What is Changing

  • The most significant change in 2022 is the introduction of the new Work Health Safety Laws.  In short, the significant changes are:
    • Expansion of Duty of Care – which means greater responsibility for the business.
    • New definition for employers (PCBU) and senior managers (Officers).
    • Definition of ‘employee’ changed to ‘worker’ – which includes contractors and volunteers.
    • Introduction of positive obligation of due diligence – an employee no longer needs to be injured or die to be prosecuted.
    • Introduction of Industrial Manslaughter – which means business owners (PCBU’s) and senior managers (Officers) can go to jail and be fined up to $10,000 000.
  • Vaccination mandates will settle in.
  • Introduction of the religious discrimination bill which provides greater protections for employees who are expressing religious views not intended to be discriminatory.
  • Staff Shortages as the great resignation and limited movement of people will likely result in some staff shortages, so retention is going to become very important.

If you need help managing HR and Safety in your business get in contact with us on (08) 9316 9896 or email enquiries@processworx.com.au

Follow ProcessWorx on LinkedInFacebookInstagramYouTube, and Twitter to keep up with the latest HR and Safety news.

Written by Danielle McNamee for Farm Weekly

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Marisa Ross

HR Advisor

Marisa is an experienced and motivated HR professional with a strong HR generalist and business operations background with a focus on employee relations, performance management, leadership training & development, workers compensation & injury management, and employee retention. Marisa holds a Bachelor of Human Resource Management and a Bachelor of Behavioural Science with a minor in Counselling. Having worked in a variety of industries from SMEs to large blue-chip organisations, Marisa is passionate about enriching employee experience, employee retention, and building leadership capability in people management.

Aimee Grigson

Aimee Grigson

WHS Advisor

Aimee has a strong understanding of Workplace Health and Safety Legislation and standards and has extensive HSEQ experience in a number of industries. Aimee has a great ability to engage across all levels of organisation, including field teams, leadership and external stakeholders. Aimee ensures Health and Safety Management Systems are compliant to legislation, effectively implemented and understood by all. Aimee has a Certificate IV in Work Health and Safety and qualifications in auditing and incident investigations. Aimee is passionate about coaching and developing small businesses towards a positive safety culture.