Navigating the Latest Fair work Regulations: What You Need to Know

What You Need to Know

In a significant development for employers and employees alike, Fairwork has introduced new rules set to come into effect from 6 December. These changes specifically address the hiring of employees on fixed-term contracts and the automatic termination of enterprise agreements made before 2010, commonly referred to as 'zombie agreements.' In this article, we'll break down the key modifications and their implications for businesses.

New Rules for Fixed-Term Contracts:

As of 6 December, employers must adhere to a set of new rules when hiring employees on fixed-term contracts. These changes encompass several crucial aspects of employment agreements:

1. Contract Duration: The new rules introduce guidelines on the length of fixed-term contracts. Employers must ensure that these contracts align with the specified parameters to maintain compliance.

2. Contract Extensions: Employers are now subject to regulations regarding the extension of fixed-term contracts. Clear guidelines dictate the conditions under which contracts can be extended, ensuring fair and transparent employment practices.

3. Comparable Contracts: Offering new fixed-term contracts that are comparable to previous agreements is now a requirement. This provision aims to promote fairness in employment terms and conditions for workers transitioning from one fixed-term contract to another.

4. Fixed Term Contract Information Statement (FTCIS): Employees starting on new fixed-term contracts must receive a Fixed Term Contract Information Statement (FTCIS). This document provides essential information about the terms and conditions of their employment, empowering employees with the knowledge they need.

Automatic Termination of 'Zombie Agreements':

From 7 December onwards, all registered enterprise agreements made before 2010 will automatically terminate. Commonly known as 'zombie agreements,' these pre-2010 arrangements have been a long-standing issue. Employees currently covered by such agreements may revert to the relevant modern award if no alternative agreement is in place.

Employers do have the option to apply for an extension of the default period for a zombie agreement if necessary. This allows for a smoother transition period and ensures businesses can navigate these changes with minimal disruption.

Where to Find More Information:

For a comprehensive understanding of these changes and their implications, employers and employees are encouraged to visit the Fairwork website at https://www.fwc.gov.au/. The website provides detailed information on the new rules, offering guidance to stakeholders seeking clarity on compliance and implementation.

As the employment landscape evolves, staying informed about regulatory changes is crucial for both employers and employees. The recent updates from Fairwork aim to foster fair and transparent employment practices, emphasizing the importance of equitable treatment for workers on fixed-term contracts and addressing the long-standing issue of 'zombie agreements.' By familiarizing yourself with these changes and seeking guidance from authoritative sources, you can navigate the evolving regulatory landscape with confidence.

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Advancing Disability Inclusion in Australian Agriculture

February 11, 2025

In late 2024, Rimfire proudly partnered with Ability Agriculture , an Australian organisation dedicated to increasing employment opportunities and providing support for people with disabilities in the agricultural industry. Like many sectors, agriculture faces challenges in fully integrating people with disabilities into the workforce. While progress is being made, there is still significant work to be done to create more inclusive hiring practices. Supported Employment plays a vital role in fostering workplace inclusion, particularly for individuals with disabilities. Within agriculture, initiatives like those led by Ability Agriculture help break down barriers and create meaningful career pathways. To better understand the current landscape, Rimfire conducted an industry-wide survey on behalf of Ability Agriculture, gathering insights into the prevalence and awareness of Supported Employment and Open Employment opportunities in agribusiness. Key Insights from the Survey The survey received 70 responses from a diverse cross-section of the agricultural sector. The primary production and horticulture sectors made up over 38% of responses, while private unlisted companies accounted for the majority (around 70%). Non-profit organisations represented 15.7% of the total respondents. Disability Representation in Agriculture One of the most revealing findings was the low representation of employees with disabilities in the sector. While nearly a third of companies reported that 1-5% of their workforce identified as having a disability, a significant 61.4% indicated that none of their employees identified as having a disability. When it comes to job roles, there was a clear disparity in inclusion. Technical roles had the highest representation of employees with disabilities (10%), while sales and management roles had none. This highlights the need for more inclusive hiring practices across all levels of agribusiness. Steps Toward Inclusion Despite these challenges, 52% of businesses reported having workplace accommodations in place for employees with disabilities. This demonstrates that many agricultural businesses are actively taking steps toward inclusivity. However, more awareness and resources are needed to expand these efforts industry-wide. Barriers to Hiring People with Disabilities While some progress is evident, 50% of respondents identified challenges in hiring people with disabilities. Addressing these challenges requires industry-wide collaboration , education on inclusive employment practices , and continued investment in workplace accessibility .

Push for Inclusive Hiring

February 11, 2025

Rimfire & Ability Agriculture’s Push for Inclusive Hiring in Agribusiness

Rural Jobs Market Sees Decline Amid Industry Challenges

February 6, 2025

Strong global demand for premium agricultural products drove export growth in 2024. However high input costs, fluctuating commodity prices, and interest rate pressures challenged profitability for many producers. Workforce shortages continued to put a strain on operations in some areas, despite efforts to attract domestic workers and reform visa programs for both seasonal and skilled international labour. Despite this, Rimfire can report that 2024 represented a slowing in demand for workers across agriculture. Annual results from the Rural Jobs Index, a key indicator of employment opportunities in Australian agriculture, revealed the overall number of advertised vacancies was down 18% on the annual figure for 2023.