Templates for your business

The Fair Work Legislation Amendment (Closing Loopholes) Bill 2023 (First Bill) was first tabled by the Federal Government in September 2023, compromising of multiple substantial changes across the breadth of workplace relations. However, following a deal reached with the Albanese Government and the crossbench, the Federal Government split the Bill in two, passing the first tranche of changes on 7 December 2023 which received Royal Assent and became law on 14 December 2023.

On 12 February 2024, Parliament passed the Fair Work Legislation Amendment (Closing Loopholes No.2) Bill 2023 (Second Bill), which comprises the second tranche of the changes.

In this article we take a deep dive into all of the relevant changes arising from both the First and Second Bill.

The points in this checklist are drafted as a go to information source to facilitate easier claims experiences.

This Modern Slavery Policy template has been developed to assist members in managing its approach to reducing the risks of Modern Slavery practices within its Supply Chain and operations.

Includes two documents:

- Performance Counselling & Discipline Policy
- Record of Performance Counselling Session & PIP

This Employment Contract template has been developed to assist the user to draft a contract of employment where those employees are to be employed pursuant to a commission structure. Please refer to the “guide” below for information on the use of this template employment contract.

An easy-to-understand guide to assist RCSA members in their contractual due diligence.

This template has been designed by RCSA Workforce Information Line provider, HR Assured. HR Assured specialises in workplace law, HR and workforce management technology for employers and business operating within New Zealand.
This Code of Conduct Policy template has been developed to assist members in setting standards and expectations expected of all employees.

This template has been designed by RCSA Workforce Information Line provider, HR Assured. HR Assured specialises in workplace law, HR and workforce management technology for employers and business operating within New Zealand.
This Internet and Email Policy template has been developed to sets out the appropriate standard of behaviour for users of the Company's computer, email and internet resources.

This template has been designed by RCSA Workforce Information Line provider, HR Assured. HR Assured specialises in workplace law, HR and workforce management technology for employers and business operating within New Zealand.
This Performance Counselling and Disciplinary Policy template has been developed to assist members in managing employee conduct or performance where that conduct, or performance fails to meet the required standards or expectations.

From 6 June 2023, Australian employers (including those with on-hire
workers) will have new obligations to consider when responding to an
employee’s request for flexible working arrangements.
This guidance note explains what has changed, who is eligible, and the responsibilities of recruitment agencies.

With increased pressure to prioritise gender equality in the workplace, a number of legislative changes
have recently been enacted, including the prohibition of pay secrecy, to support closure of the 13.3%
gender pay gap within the Australian workforce. The gender pay gap demonstrates that gender
inequality remains a persistent and complex issue in Australian society, despite record high women’s
workplace participation.
In a further attempt to promote gender equality in the workplace, legislation requiring the Workplace
Gender Equality Agency (WGEA) to report annually on the gender pay gaps of large businesses has
recently passed Parliament.

All employees in Australia are eligible for unpaid parental leave if they have completed at least 12
months of continuous service with their employer. This includes casual employees if they have been
working for their employer on a regular and systematic basis for at least 12 months and have a
reasonable expectation of continuing work for their employer on a regular and systematic basis.

*Price listed is exclusive of GST

Non-bargaining changes to the Fair Work Act. Fair Work legislation amendment (Secure Jobs, Better Pay) Act 2022.

*Price listed is exclusive of GST.

UPDATED MARCH 2022 For use with On-Hire & Placement Services. Includes a 20 minute instructional video that assists members to understand how to use, adapt, and implement this template. * Price listed is exclusive of GST.

Workplace surveillance is when an employer uses surveillance methods to monitor information about
employees. Workplace surveillance can involve monitoring employee email, internet other computer
resources or the use of CCTV footage.

Workplace surveillance is becoming increasingly easier for employers, due to advancements in modern
technology. Surveillance can include anything from overt cameras set up at workspaces, to vehicle
device tracking and software monitoring. With more and more employees working from home post the
pandemic, recent studies have shown that employers are more than ever investing in computer
software to monitor their employees working remotely.

*Price listed is exclusive of GST

This Workplace Surveillance Policy template has been developed to assist members in understanding their obligations regarding surveillance in the workplace. *Price listed is exclusive of GST

In June 2022 the model WHS Regulations were amended by Safe Work Australia to clarify employer’s
obligations to identify and control psychosocial hazards in the workplace. However, the model WHS
Regulations are just that – model regulations. Provisions under the model WHS Regulations do not
come into effect into a state jurisdiction until that state has implemented them.
However, as a result of the review, both New South Wales (NSW) and Queensland (QLD) have taken
steps to introduce regulations to positively deal with psychosocial hazards in the workplace. This memo provides an overview of the regulations in each of those states.

Updated January 2023|This Employment Contract template has been developed to assist the user to draft a contract for the employment of employees where those employees are to be employed within a recruitment or on-hire firm. Such employment may be as an administrative support employee, a recruitment consultant, a resourcer, a manager or any other person employed in an in-house operational capacity within a recruitment or on-hire firm. This template is not for the employment of on-hire employees. * Price listed is exclusive of GST

Updated January 2023 | Employment Contract template to assist the user to draft a contract of employment where those employees are to be employed on an on-hire casual basis. * Price listed is exclusive of GST

Updated January 2023 | This Employment Contract template has been developed to assist the user to draft a contract for the employment of employees where those employees are to be employed within a recruitment agency.
* Price listed is exclusive of GST.

Updated November 2022 | This pack contains two policy templates. One in accordance with Australian requirements and the second in accordance with New Zealand requirements.

Updated November 2022 | All employers have an obligation to keep accurate employee records. Employee records are private and confidential, and generally should only be accessed by the employee or authorised personnel.

This pack contains two documents, separately outlining the requirments in Australia and New Zealand.

This guidance note assists in alerting members to some of the issues they might need to consider and some of the questions they should be asking about TPR staffing solutions that they may be considering.

Making it easier to do WHS

We understand on-hire firms don't always feel they have the time, resources or expertise when it comes to managing health and safety in their workplace. Keeping your on-hire workforce healthy and safe doesn't have to be difficult. This template pack is prepared for RCSA members who operate in the on-hire sector, and is relevant to on-hire firms no matter what industry they operate in e.g., professional services, healthcare, construction, logistics, community services.

The WHS templates will help your on-hire business
- understand your legal obligations and comply with the law
- create a safer, healthier and more successful business.
It's also a great way to demonstrate to your workers and customers that their health and safety is important to you.

The WHS templates have been reviewed to align with changes in health and safety law and on-hire WHS guidance material.

As members will be aware, in March this year, new amendments to the Occupational Health
and Safety Act 2004 (Vic) (OHS Act) expanded the health and safety review requirements for
labour hire workers and their hosts.
Labour hire providers operating in Victoria should make themselves aware of these especially
given that a second set of amendments will take effect this month, making it a criminal offence
to enter into a contract, including an insurance policy, covering an OHS Act penalty, or to seek
or accept the benefit of such an arrangement.