The Fair Work Ombudsman on LinkedIn: Is your business open on a public holiday? Awards and enterprise… (2024)

The King’s Birthday public holiday is coming up for all states and territories except QLD and WA.In QLD, the King’s Birthday public holiday falls on Monday 7 October and in WA, it falls on Monday 23 September (this may be different for some regional areas).You can find info about your entitlements on a public holiday, including requests to work and an explainer video on our website: https://lnkd.in/gvBYvXin

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The Fair Work Commission has completed the 2024 Annual Wage Review and has decided:·the National Minimum Wage will increase by 3.75% to $915.90 per week or $24.10 per hour·modern award minimum wages will increase by 3.75%.The increase will apply from the first full pay period starting on or after 1 July 2024.We’ll be updating our pay tools, website information and resources with the new pay rates soon. Find out more and subscribe to our emails to get notified once the new pay rates are available: https://lnkd.in/gY44qM_5

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Each year, an Expert Panel of the Fair Work Commission (a separate agency to us) reviews the National Minimum Wage and minimum award rates to decide if they should be increased. This is known as the Annual Wage Review (AWR).The review usually happens between March and June. The Expert Panel must consider submissions from organisations and individuals, any commissioned research and the minimum wages and modern awards objectives in the Fair Work Act. At the end of the review the Panel issues its decision.If your employees’ minimum pay rates change because of the AWR, the new rates will generally apply from their first full pay period starting on or after 1 July. It’s important to remember this can affect minimum wages for your employees covered by an enterprise agreement, as the base pay rate in an agreement can’t be less than the base rate in the relevant award.Read more about the AWR and what it means for you: https://lnkd.in/gDK4qKTb

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Getting sick can be unavoidable, no matter how hard you try. If employees are unfit for work because they’re sick and they’ve already used all their sick leave, they may ask to use their accrued annual leave to cover the time off.The standard rules for annual leave apply. They need to request annual leave before going on leave and you need to agree to their request. You can only refuse a request if the refusal is reasonable. The process for requesting annual leave is usually set out in the relevant award, enterprise agreement, company policy or employment contract.Read more about taking annual leave on our website: https://lnkd.in/dfCihps

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The Social, Community, Home Care and Disability Services (SCHADS) Award provides different entitlements for employees who take an unpaid meal break, work through a break, or have a meal with their client as part of their client program.1.Employees are entitled to an unpaid meal break of at least 30 minutes when working more than 5 hours. 2.If they’re required to keep working during/after their meal break should be taken, you must pay overtime for all time worked until the meal break is taken.3.And where you require them to have a meal with their client as part of the normal work routine, the meal break counts as time worked and is paid at their ordinary rate of pay.Here’s more info about break entitlements under common awards: https://lnkd.in/g-3m3vcn

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Did you know that under both the Hospitality and Restaurant Awards, when a public holiday falls on a full-time employee’s rostered day off, you must:·pay the employee an extra day’s pay·give the employee an alternative day off within 28 days, or·give the employee an additional day’s annual leave. Check public holiday entitlements for specific awards here: https://lnkd.in/gMXwizdV

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