In Brief

The Lib­er­als are in and Tony Abbot has promised to restore the bal­ance back to the sen­si­ble cen­tre” in indus­tri­al rela­tions by not replac­ing, but improv­ing the cur­rent Fair Work Act. What does this actu­al­ly mean for employ­ees and employ­ers? From the Lib­er­al Par­ty’s pro­posed poli­cies we feel that employ­ers con­trol over cer­tain aspects of employ­ment will increase, the most sig­nif­i­cant being a greater capac­i­ty to defend unfair dis­missal claims, more oppor­tu­ni­ties to use indi­vid­ual flex­i­bil­i­ty arrange­ments and an increased focus on using inter­nal com­plaint process­es in instances of bullying.


Below we out­line poten­tial changes that may be intro­duced and their prac­ti­cal implications.

  • Improv­ing the Fair Work Com­mis­sion and con­sid­er­ing the intro­duc­tion of an inde­pen­dent appeal juris­dic­tion. It is antic­i­pat­ed any such appeal juris­dic­tion would be in between the Fair Work Com­mis­sion and the Fed­er­al Cir­cuit Court or Fed­er­al Court. This may increase the abil­i­ty of employ­ers to defend unfair dis­missal claims and increase the pre­dictabil­i­ty of these cases.
  • Ensur­ing Indi­vid­ual Flex­i­bil­i­ty Arrange­ments can be used even where there is an enter­prise agree­ment. Employ­ers should take this oppor­tu­ni­ty to review their enter­prise agree­ments and ensure they are lever­ag­ing flex­i­bil­i­ty arrange­ments to their full capacity.
  • paid parental scheme (paid by the gov­ern­ment) pro­vid­ing 26 weeks paid parental leave to moth­ers which is tied to their remu­ner­a­tion and not tied to the min­i­mum wage. Indi­vid­u­als would also receive super­an­nu­a­tion dur­ing this peri­od. You may want to con­sid­er the impli­ca­tions of that scheme on any pol­i­cy you cur­rent­ly have in place.
  • Regard­ing work­place bul­ly­ing the Lib­er­al par­ty has pro­posed that before employ­ees can access the Fair Work Com­mis­sion via a stop bul­ly­ing order they must attempt to resolve the issue through mech­a­nisms in their work­place. We see the addi­tion of this new step to the bul­ly­ing com­plaint process as an oppor­tu­ni­ty for employ­ers to mit­i­gate poten­tial bul­ly­ing claims ear­ly. Employ­ers can enjoy some pro­tec­tion by review­ing their exist­ing inter­nal com­plaints sys­tem. If one does not exist, this is the ide­al time to imple­ment an inter­nal com­plaints and inves­ti­ga­tion procedure.
  • Restrict­ing the rights of access of indus­tri­al bod­ies to work­places. This may involve remov­ing the right of entry to hold dis­cus­sions and replac­ing it with some­thing like a right of entry once an employ­ee requests the indus­tri­al rep­re­sen­ta­tive to enter.
  • Ask­ing the pro­duc­tiv­i­ty com­mis­sion to under­take a review of the Act, which may lead to amend­ments to the Act.
  • Re-estab­lish­ing the Aus­tralia Build­ing and Con­struc­tion Com­mis­sion to admin­is­ter a nation­al code and guide­lines in an effort to tack­le unde­sir­able indus­tri­al asso­ci­a­tion action in the build­ing industry.
  • Stricter report­ing rules for indus­tri­al asso­ci­a­tions to ensure mem­bers’ funds are not being mis­used. The sug­ges­tion is that by apply­ing cor­po­rate reg­u­la­to­ry stan­dards this will assist in ensur­ing trans­paren­cy of expen­di­ture and less mis­use of funds. The Lib­er­al Par­ty also envis­ages faster inves­ti­ga­tions in alle­ga­tions of mis­use. Cre­at­ing a Reg­is­tered Organ­i­sa­tions Com­mis­sion which will have statu­to­ry pow­ers to enforce the law.
  • Tai­lor ser­vices pro­vid­ed by the Fair Work Ombuds­man for small busi­ness and ensure there are increased resources to help small business.

In sum­ma­ry accord­ing to offi­cial Lib­er­al pol­i­cy it is not like­ly that employ­ers should expect mas­sive changes which are dif­fi­cult to adapt to, but rather some minor changes with which com­pli­ance will be rel­a­tive­ly easy.

If you would like to repub­lish this arti­cle, it is gen­er­al­ly approved, but pri­or to doing so please con­tact the Mar­ket­ing team at marketing@​swaab.​com.​au. This arti­cle is not legal advice and the views and com­ments are of a gen­er­al nature only. This arti­cle is not to be relied upon in sub­sti­tu­tion for detailed legal advice.

Publications

10 Tips For Stra­ta Reme­di­al Con­struc­tion Contracts

Are you won­der­ing why your stra­ta work to repair or main­tain your stra­ta build­ing is over bud­get, rid­dled with delays…

Ope­nAI’s screen­less future on pause amidst trade mark dispute

Back­groundIn ear­ly May, Ope­nAI sur­prised the tech world with news of an esti­mat­ed $6.4 bil­lion part­ner­ship and acqui­si­tion involv­ing ​“io”…

Impor­tant Stra­ta Law Changes — Effec­tive 1 July 2025

The Stra­ta Schemes Leg­is­la­tion Amend­ment Act 2025 (Amend­ing Act) intro­duces fur­ther reform in Gov­ern­men­t’s ongo­ing review of the stra­ta legislation. On 1 July…

In the News

Press Release | We are pleased to announce five senior pro­mo­tions in key prac­tice areas of the firm effec­tive, 1 July 2025

Con­grat­u­la­tions:Maris­sa Arag­o­na — AssociateRamesh Chamala — AssociateAaron Boz — AssociateWilliam Clement — Senior AssociateKel­lie Van Mun­ster — Spe­cial Counsel “I am per­son­al­ly delight­ed…

Michael Byrnes quot­ed in the arti­cle, “‘Creep­ing’ unfair dis­missal thresh­old will increase to $183k on 1 July”, pub­lished in HR Leader on 27 June 2025

Michael Byrnes quot­ed in the arti­cle, “‘Creep­ing’ unfair dis­missal thresh­old will increase to $183k on 1 July”, pub­lished in HR Leader…

Michael Byrnes is quot­ed in the arti­cle, ABC may face sig­nif­i­cant penal­ties’ after can­cel cul­ture’ sack­ing ruled unlaw­ful”, pub­lished in HR Leader on 26 June 2025

Michael Byrnes is quot­ed in the arti­cle, ​“ABC may face ​‘sig­nif­i­cant penal­ties’ after ​‘can­cel cul­ture’ sack­ing ruled unlaw­ful”, pub­lished in…

Sign up for our Newsletter

*Mandatory information