This October edition of Whitsundays Workpulse will equip you with exactly what should be on your radar leading into the silly season.
What should I be aware of?
National changes: From 26 August 2025, the following applies to all small businesses (<15 employees):
- Right to disconnect: Employees have the right to refuse unreasonable after-hours contact. Ensure you circulate a memo making employees aware of how after-hours contact will be “reasonably” dealt with.
- Employee choice pathway: Regular casuals can initiate a conversion request to permanent employment under certain conditions—the onus is on your business to respond in line with the rules.
- Award wage determination: It’s now finalised, with pay guides updated—review them to ensure you’re paying the award minimums (including conditions and allowances).
Start thinking about
Following Anti-Discrimination Act reforms (1 July 2025), Queensland imposes a positive duty to prevent discrimination or harassment. This means all businesses must show they’ve taken proactive measures.
Further, Workplace Health and Safety (WHS) now requires a written prevention plan addressing sexual harassment.
On the radar
Following Queensland’s labour hire licensing requirements, if you’re using a labour hire provider (especially for the holiday season), check they carry a compliant license to staff your operations.
Local Industrial Relations Support
The Airlie Group provides specialist industrial relations and human resources to local industry.
They offer Chamber members a free of charge initial consultation on employee and industrial relations matters, resulting in structured general advice.
Contact Mark Lipkin and The Airlie Group today to start the conversation.
Notice of Annual General Meeting