Annualised Salary Award Changes Your Comprehensive Checklist.

The Fair Work Commission has introduced the most onerous and widespread change to Australian employment law since the Fair Work Act was introduced. The March 2020 changes to salaried employees is a minefield, but our checklist can help you navigate it all.

This comprehensive guide covers everything you need to know to get your head around these complex changes It copers topics such as:

How to identify which staff are affected.
What your obligations are as an employer and how to execute them
Options available to you for time tracking and reconciliations
plus advice on how to navigate this change in your business

Unlock our Guide to the Annualised Salary Changes ➡

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The Australian laws around salaried employees are changing and the burden on employers is huge.

Under the Fair Work Act, employers have always been obligated to pay salaried employees under all awards at least the same gross yearly amount that they would have received under their respective awards (including overtime, allowances and travel).Essentially this is a safety net to ensure even salaried employees are still receiving their minimum entitlements under the award.

Most entitlements should already be accounted for, but as salaried employees do not typically record their time and attendance, it has been almost impossible for employers to calculate any additional entitlements that might be owed.

With changes to the annualised salary provisions, you need to start tracking full-time employee hours, even if they’re salaried.

These changes mean employers can be penalised under the Fair Work Act, even if their employees are salaried. Long story short, if you have a staff member who falls under one of these 22 awards changing from 1 March 2020, you (read: they) need to be tracking their hours.

But don’t worry, we’ve put together this handy checklist to help you understand what you need to do to ensure you can remain confident in your compliance.

GET THE COMPREHENSIVE CHECKLIST NOW

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