There are amendments to flexible working arrangements and unpaid parental leave extensions, which will come into effect on 6 June 2023. Employers must be aware of their new obligations and requirements and take action to review and update their practices and policies to ensure compliance with the amendments. This article details the actions that employers should take to prepare for the new requirements.

The changes introduced by the Fair Work Amendments, which we will cover in this update, include provisions to:

• Sexual harassment

• Anti-discrimination and special measures

• Equal remuneration

The changes introduced by the Fair Work Amendments, which we will cover in this update, include provisions to:

• Industrial action

• Single interest employer bargaining stream

• Supported bargaining stream

The changes introduced by the Fair Work Amendments, which we will cover in this update, include provisions to:

• Initiating bargaining – the changes introduced that allow unions to initiate bargaining

• Termination of enterprise agreements after nominal expiry date

• Dealing with errors in enterprise agreements

The changes introduced by the Fair Work Amendments, which we will cover in this update, include provisions to:

• Abolition of the Australian Building and Construction Commission (ABCC) and Registered Organisations Commission (ROC)

• Prohibition on pay secrecy

• Prohibition on advertising contravening pay rates

• Sunsetting ‘zombie’ agreements

Do you understand the changes as a result of the amendment to the Fair Work legislation passed on 6 December 2022? What are the changes, how will they affect your organisation, and when exactly will they come into effect?