What’s covered

The start of 2024 has seen sweeping changes to our workplace and industrial relations laws with the passing of the Closing the Loopholes Bills. 

These workshops will provide key insights into the major elements of the “Closing Loopholes” changes which are likely to have far reaching consequences for employers, employees, independent contractors, principals and gig workers across both Victoria and Australia. 

Our Victorian Chamber Experts will dissect what these changes actually mean for business and employers, including: 

• the introduction of the new right to disconnect
• engaging casual workers and the new rules about who can be a casual and new obligations to covert casual employees to permanent employment
• the new definition of who is an ‘employee’ (as opposed to a contractor) and the new ability for independent contractors to dispute unfair contract terms in the Fair Work Commission
• changes to union right of entry rules and the granting of new right to workplace delegates
• the new ‘same job same pay’ labour hire regulation
• small business redundancy exemption changes
• significant changes to the Fair Work Act’s compliance and enforcement framework, including the introduction of a new criminal offence for ‘wage and superannuation theft’
• new standards for road transport and gig workers
• enterprise bargaining changes and more.

Why you should attend?

With changes to Australia’s workplace and industrial relations laws showing no sign of slowing down, join the Victorian Chamber specialists to:

• unpack the year’s most critical employment law changes that you need to know
• discover when each of the changes commence and what you can do to prepare
• get real life examples and takeaways for changes you may need to make in your business going forward
• hear tips and strategies from the experts for navigating the recent changes
• ask questions of the experts

So you can embark on the rest of 2024 with a sense of confidence, assured that you are ahead of the game in understanding and adapting to the recent changes to our workplace relations law landscape.

In partnership with