438:
determines that there is majority support among employees for collective bargaining, or when a scope order (an FWC-issued order to resolve questions about the employees covered by an agreement) comes into operation. The notice must specify that the employee may appoint a bargaining representative to represent the employee in bargaining for the agreement and a matter before FWC that relates to bargaining for the agreement. An employee organisation cannot be a bargaining representative of an employee unless the organisation is entitled to represent the industrial interests of the employee. A person may revoke their bargaining agent in writing. Bargaining agents are described in
Division 3 of the Fair Work Act 2009, and can be the employer, a person the employer appoints in writing, the employee, or a person an employee appoints in writing.
602:, which sets out the division of powers between federal and state parliaments. Prior to 2006, the relevant power relied by governments to regulate Australia's industrial relations system was the conciliation and arbitration power under section 51(xxxv). This led to both federal and state parliaments having the power to legislate with respect to industrial relations, leading to a 'dual system' that had 'unnecessary complexity and technicality'. A federal industrial tribunal would conciliate and arbitrate disputes between trade unions and employers, generally on an industry basis ensuring consistency of conditions within that industry, and the tribunal would deliver its decisions via instruments known as awards.
385:
413:
timely manner. Capricious or unfair conduct undermining collective bargaining is prohibited. Parties may seek bargaining orders from the Fair Work
Commission if they believe the other party has failed to comply with these good-faith bargaining obligations. Good-faith bargaining does not require a bargaining representative to make concessions during bargaining for the agreement, nor does it require a bargaining representative to reach agreement on the terms that are to be included in the agreement.
37:
442:
appointing a bargaining representative are also set out in
Division 3. An appointment of a bargaining representative comes into force on the day specified in the instrument of appointment. The employer must be given the instrument of appointment of the bargaining agent. For an appointment made by an employer, a copy of the bargaining instrument must be given, on request, to a bargaining representative of an employee who will be covered by the agreement.
292:
421:
319:
451:
the obligation for the employer to consult with covered employees about major workplace changes that are likely to have a significant effect on the employees and allow for the representation of those employees for that consultation. The agreed-on base rate of pay cannot be below that set by the relevant modern award.
471:
The ability to request flexible working arrangements, allowing for employees to request a change to their working arrangements where such change relates to any of the circumstances listed in the Act, which includes caring for children or family, disability, age, or family violence. Such a request may
450:
Mandatory terms in an enterprise agreement are set out in
Division 5 of the Act. Agreements must include a flexibility term, that is, a mechanism for allowing variations in the agreement to meet needs of individual employees while still preserving basic entitlements and protections. They must include
416:
If one or more of the bargaining parties does not meet the good-faith requirements, the concerned party should first provide the party allegedly not bargaining in good faith with a written notice setting out those concerns to the relevant bargaining representatives, and a reasonable time within which
392:
The BOOT is different to its predecessor, the 'no disadvantage test' which allowed passing of a collective agreement provided it would not result in conditions less favourable to those otherwise applicable. Naughton and
Pittard note the different language and requirements of the BOOT, suggesting it
583:
Under the provisions provided in the general protection provisions, a claim of adverse action based on a protected reason must show a direct and substantial link. It is not sufficient merely to claim adverse action on the basis of possessing a protected characteristic and then facing adverse action,
517:
The Act created modern awards, which are industrial instruments setting out the minimum terms and conditions of employment in addition to the
National Employment Standards. A modern award cannot exclude any provision of the National Employment Standards, but can provide additional detail in relation
299:
The Howard government introduced WorkChoices in
November 2005, these changes later credited a significant contributor to the defeat of the Coalition and installation of a Labor government committed to repealing the reforms. Joe Hockey, some days after his government lost power, described WorkChoices
605:
The
Australian Constitution provides no direct power for the Commonwealth Parliament to make laws with respect to industrial relations. Therefore, WorkChoices and the Act rely on the corporations, territory, and external affairs powers. Through a series of decisions, the High Court of Australia has
441:
If the employee is a member of an employee organisation that is entitled to represent the industrial interests of the employee and the employee does not appoint another person as their bargaining representative, the organisation will be the bargaining representative of the employee. Instruments for
428:
If the party does not respond appropriately to the written notice, the Fair Work
Commission can make a bargaining order. Should the relevant party continue to ignore the good-faith requirements following this order, the Fair Work Commission can issue a serious breach declaration. If the bargaining
371:
Under the Act there are three types of enterprise agreement. First, a single-enterprise agreement made between an employer and the employees whom the agreement will cover. Second, a multi-enterprise agreement made between two or more employers, covering the employees of those employers. Third is a
351:
Collective bargaining is a mechanism which allows employees, employers and representational parties to express their objectives with respect to work. Such bargaining was at the centre of the
Australian Labor Party's industrial relations policy. As noted by Woodward, modern awards would provide the
333:
the preceding two decades had been a prolonged period of repeated and substantial change to the Australian industrial landscape. The system following the passing of the Act was the first Australian labour law regime to last a full ten years in operation since the conciliation and arbitration model
588:
where an individual applied for a position in the New South Wales police force, and during interviews had been recorded in file notes as having limited English skills, an accent, and was difficult to understand. It was also noted this individual was agitated during the interviews. The individuals
437:
The Act stipulates that employers must take all reasonable steps to notify employees of their right to a bargaining agent not later than 14 days after the notification time of the agreement. The notification time is the time when the employer agrees to bargain or initiates bargaining when the FWC
412:
A core objective of the Act is to enable the facilitation of good faith bargaining. This involves each party making a sincere effort in negotiations, including attending and participating in meetings at reasonable times, disclosing relevant information and considering proposals genuinely and in a
314:
was responsible for the Act's eventual implementation. Prior to taking office in 2007, Gillard had been responsible as party spokeswoman on industrial relations for negotiating with unions in drafting the Australian Labor Party's policy on industrial relations. This policy was formalised in April
337:
A senior member of the Fair Work Commission acknowledged in 2014 that Australia's workplace laws are complex, often requiring specialist legal advice. Gillard has stated a fairer system meant 'in most cases lawyers be necessary', however under the reform, employers and employees are seeing an
403:
in 2020 introduced legislation designed to weaken the BOOT, but withdrew it in March 2021 in the face of opposition from independent crossbenchers. The legislation would have allowed the Fair Work Commission significant discretion to approve an agreement that places workers on conditions less
380:
The most common type of enterprise agreement is the single-enterprise, and the principal requirement for such an agreement to be approved by the Fair Work Commission is that it passes what is known as the "Better Off Overall Test" (BOOT). The BOOT involves the Fair Work Commission assessing a
610:
also known as WorkChoices decision. However, state parliaments retain the exclusive power for laws with respect to industrial relations not within the scope of these powers, which is any employer not considered a 'constitutional corporation', an employer not incorporated under the
363:
On 1 July 2010, the new bargaining arrangements under the Act became operational. Contrary to the individual arrangements dominant under WorkChoices, the Act emphasises enterprise based bargaining, removing individual Australian Workplace Agreements. The Act continues to outlaw
1531:. Other characteristics which are considered discriminatory for the purpose of adverse action are colour, sexual preference, marital status, family or carer's responsibilities, pregnancy, religion, political opinion, national extraction, or social origin.
417:
to respond to those concerns. However, Section 229 of the Act states it may not be necessary to comply with the notice requirements should the Fair Work Commission be 'satisfied that it is appropriate in all the circumstances to do so'.
352:'floor' of entitlements, the base from which further conditions could be bargained. The Act enables bargains to be formalised into an enterprise agreement, which as noted by Naughton and Pittard, is the "principal focus" of the Act
429:
representatives have not settled the issue of non-compliance by the end of the post-declaration negotiating period (generally 21 days), the Fair Work Commission can issue a bargaining related workplace determination.
597:
The Australian Constitution plays a fundamental role in the Australian industrial relations system, particularly the Act. As it is legislation of the federal parliament, application of the Act is limited by
468:
A limit on maximum weekly hours, ensuring employers can not request or require an employee to work more than 38 hours for full-time employees or the ordinary hours of work for a part-time employee.
994:
Sheldon, P. (2008). What collective bargaining future for Australia? Lessons from international experience. In J. Riley and P. Sheldon (eds), Remaking Australian Industrial Relations (pp. 235–48).
1575:
714:
303:
Introduced in 2008, the Act was explained as creating 'a national workplace relations system that is fair to working people, flexible for business and promotes productivity and economic growth'.
589:
refusal of employment was found not to constitute a breach of the general protections provision as the decision was not exclusively based on a lack of English, but also an 'abrasive' attitude.
1459:
654:
249:
As the core piece of Australian labour law legislation, it provides for terms and conditions of employment, and also sets out the rights and responsibilities of parties to that employment.
1136:
404:
favourable than they otherwise would be entitled. Trade unions and the Australian Labor Party argued such changes would result in cuts to workers pay and opposed the changes.
256:, national minimum wage orders, and a compliance and enforcement regime. It also establishes an institutional framework for the administration of the system comprising the
733:
1180:
1021:
Cooper, R. (2009). The 'New' Industrial Relations and International Economic Crisis: Australia in 2009. Journal of Industrial Relations. Vol. 52, No. 3. pp. 261–74.
1614:
326:
Gillard stated in a speech to the Australian Labor Law Association her ambition was to 'establish long-term stability in relations system'. Beginning with the
677:
1220:
Cooper, R. & Ellem, B. (2009) 'Fair Work and the Re-regulation of Collective Bargaining', Australian Journal of Labour Law, vol. 22, No. 3, pp. 284–305.
890:
Walpole, Kurt; Kimberley, Nic; McCrystal, Shae (2020). "The Fair Work Act in 2020 Hindsight: The Current Multifaceted Crisis and Prospects for the Future".
393:'can be interpreted quite differently from the ' raising the bar higher to ensure workers are actually better off, rather than simply not disadvantaged.
1308:
1296:
1631:
662:
397:
969:
1379:
1154:
307:
518:
to the operation of a related entitlement. Modern awards came into effect on 1 January 2010, and apply to all employers covered by the Act.
1709:
1484:
475:
Unpaid parental leave, so parents who complete 12 months service with an employer become entitled to take a period of 12 months of unpaid
599:
849:
485:
10 days of personal leave per year is provided, with this for use when an employee is unfit for work due to illness or family emergency.
372:'greeenfields' agreement between an employer and trade union, made in relation to a new business which has not commenced operations.
283:
The Act is the foundation of Australia's industrial relations legal framework, thought to be one of the most complex in the world.
606:
found the parliament has jurisdiction to rely on these constitutional powers to enact industrial legislation, most recently in
192:
104:
1354:
1324:
499:
491:
Long service leave after a long period of working for the same employer, and this entitlement varies from state to state.
273:
94:
1729:
910:
1699:
805:
315:
2007 through Forward with Fairness, detailing 'Labor's plan for fairer and more productive Australian workplaces.
698:
381:
proposed agreement and ensuring it provides conditions more favourable than current legal minimum entitlements.
1724:
1704:
1562:
1544:
1512:
1447:
1284:
1268:
1252:
1233:
1082:
1066:
1050:
1034:
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Unpaid community service leave for activities such as voluntary emergency management activities or jury duty.
328:
269:
253:
227:
186:
137:
17:
1339:
867:
831:
154:
526:
The Act specifically prohibits employers from taking what is known as 'adverse action' against an employee
495:
144:
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Standardised documents on the rights of employees which must be given to any new employee on commencement.
770:
752:
956:
1528:
265:
1719:
1714:
850:"ParlInfo - Forward With Fairness: Labor's plan for fairer and more productive Australian workplaces"
223:
44:
1632:"Victoria extends its Fair Work referral for public sector employees - Knowledge - Clayton Utz"
570:
Engagement in industrial activity (Such as strike action, or campaigning for better conditions)
613:
1404:
338:
increasing risk of litigation and complexity, leading to increased involvement of lawyers.
257:
243:
231:
8:
557:
Offering an employee different and unfair working conditions, compared to other employees
396:
There has been mostly partisan debate about aspects of the BOOT in its current form. The
261:
636:
365:
334:
which characterised Australian industrial relations for much of the previous century.
505:
A set period of termination notice, and redundancy pay depending on years of service.
464:
There are eleven minimum conditions covered under the National Employment Standards:
235:
219:
77:
1680:
1432:
753:"Deciphering the Complex World of Underpayment of Wages: Compliance and Enforcement"
83:
400:
384:
1095:
476:
1181:"How Australia's industrial relations bill will affect you and your workplace"
1693:
311:
36:
111:
1684:
1155:"Employees could be forced to work under worse conditions under new laws"
239:
935:
Bray, M; Stewart, A. "What Is Distinctive about the Fair Work Regime?".
242:
legislation, the Act established Fair Work Australia, later renamed the
915:
Ministers' Media Centre, Department of Education, Skills and Employment
579:
Exercising a workplace right (Such as asking for an unpaid entitlement)
566:
Employers must not take adverse action against an employee because of:
420:
55:
291:
277:
368:
and removed the distinction between union and non-union agreements.
734:"Australia Leads World in Complex Workplace Laws, Hays Recruitment"
618:
an Commonwealth legislation enacted under the corporations power.
792:
Woodward, Dennis, 'WorkChoices and Howard's Defeat' (2010) 69(3)
64:
An Act relating to workplace relations, and for related purposes
868:"Australian Labour Law Association 4th Biennial Conference 2008"
576:
Discriminatory reasons (Including age, disability, race, or sex)
1599:
Anthony Mason, The Australian Constitution 1901-1988 (1998) 62
1311:, Division 3: Bargaining and Representation During Bargaining.
970:"Fair Work Commission Acknowledges Workplace Laws Too Complex"
459:
318:
889:
494:
An entitlement to be absent from work on a day that is a
1612:
Office of the Commissioner for Public Employment (2012)
1096:"Better off overall test (BOOT) - Fair Work Ombudsman"
573:
Temporary absence from work due to illness or accident
1615:
Overview of the National Industrial Relations System
482:
Annual leave of 20 paid annual leave days per year.
1137:"Christian Porter set to give IR changes the boot"
911:"Address to the Australian Labour Law Association"
832:"Fair Work Bill 2008 (Cth) Explanatory Memorandum"
676:Kuruppu, Indra; O'Neill, Steve (6 December 2007).
675:
358:
1655:Australian Constitution ss 51(xx), 122, 51(xxix).
472:only be refused on 'reasonable business grounds'.
252:The Act established a safety net consisting of a
1691:
548:Changing an employee's job to their disadvantage
1119:
545:Not giving an employee their legal entitlements
521:
308:Minister for Employment and Workplace Relations
1216:
1214:
1380:"Australia: A New Age of Leave Entitlements"
1120:Naughton, Richard; Pittard, Marilyn (2015).
1003:Naughton, Richard; Pittard, Marilyn (2015).
794:Australian Journal of Public Administration.
1211:
1576:"Overview of the Fair Work Act 2009 (Cth)"
715:"Overview of the Fair Work Act 2009 (Cth)"
647:
512:
375:
35:
1244:
1242:
1017:
1015:
1013:
775:Cairns Employment & Workplace Lawyers
628:
600:section 51 of the Australian Constitution
419:
407:
383:
346:
317:
290:
988:
974:Australian Resources & Energy Group
943:: 20 – via LexisAdvance Research.
934:
908:
460:Part 2-2: National Employment Standards
14:
1692:
1377:
1290:
1274:
1258:
1239:
1223:
1134:
1010:
898:(1) – via LexisAdvance Research.
750:
731:
634:
193:Workplace Relations Amendment Act 2005
1626:
1624:
1555:
1553:
1384:Society for Human Resource Management
1302:
885:
883:
881:
806:"WorkChoices 'went too deep': Hockey"
551:Differential treatment of an employee
424:The Fair Work Commission at Melbourne
1122:Australian Labour and Employment Law
1005:Australian Labour and Employment Law
788:
786:
784:
709:
707:
561:
432:
254:national set of employment standards
1710:Acts of the Parliament of Australia
909:Gillard, Julia (14 November 2008).
234:system of Australia. Replacing the
95:States and territories of Australia
27:Australian industrial relations law
24:
1621:
1560:Phillip v State of New South Wales
1550:
1113:
878:
637:"Unions welcome new Fair Work Act"
445:
25:
1741:
1674:
1135:Hannan, Ewin (11 February 2021).
781:
725:
704:
533:
454:
264:, The Fair Work Divisions of the
937:Australian Journal of Labour Law
892:Australian Journal of Labour Law
751:Gonski, Mike (1 December 2020).
719:Australian Law Reform Commission
479:without pay from their employer.
1685:Federal Register of Legislation
1658:
1649:
1606:
1593:
1568:
1534:
1518:
1502:
1477:
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1437:
1422:
1397:
1378:Martin, Nicole (11 July 2019).
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661:. 20 March 2017. Archived from
608:New South Wales v Commonwealth,
359:Part 2-4: Enterprise Agreements
1665:New South Wales v Commonwealth
1460:"The Fair Work Act 2009 (Cth)"
763:
744:
732:Hannan, Ewin (14 April 2015).
688:
669:
635:Taylor, Jeremy (1 July 2009).
13:
1:
678:"Workplace Relations Reforms"
621:
538:Adverse actions can include:
398:Industrial Relations Minister
329:Industrial Relations Act 1988
286:
187:Industrial Relations Act 1988
554:Refusing to hire an employee
522:Part 3-1 General protections
7:
592:
10:
1746:
1124:. LexisNexis. p. 587.
659:Sir Richard Kirby Archives
341:
1405:"Community Service Leave"
771:"What is Industrial Law?"
280:functions under the Act.
270:Federal Magistrates Court
199:
184:
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133:
128:
120:
110:
100:
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43:
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1206:Fair Work Act 2009 (Cth)
542:Dismissal of an employee
105:House of Representatives
1730:2009 in labor relations
872:University of Melbourne
757:Herbert Smith Freehills
682:Parliament of Australia
530:of a protected reason.
513:Part 2-3: Modern awards
376:Better Off Overall Test
224:Parliament of Australia
84:No. 28, 2009 as amended
45:Parliament of Australia
1700:2009 in Australian law
1601:Australian Law Journal
954:Applicant v Respondent
586:Philip v State of NSW,
425:
389:
323:
296:
1725:Industrial agreements
1705:Australian labour law
1007:. LexisNexis. pp 596.
665:on 11 September 2020.
423:
408:Good faith bargaining
387:
347:Collective bargaining
321:
294:
1409:Fair Work Commission
655:"Fair Work timeline"
276:courts, perform the
272:and, in some cases,
258:Fair Work Commission
244:Fair Work Commission
232:industrial relations
1667:(1990) 169 CLR 482.
1489:Fair Work Ombudsman
1100:www.fairwork.gov.au
854:parlinfo.aph.gov.au
584:as demonstrated in
274:state and territory
180:Related legislation
129:Legislative history
1681:Fair Work Act 2009
1636:www.claytonutz.com
1541:Fair Work Act 2009
1525:Fair Work Act 2009
1509:Fair Work Act 2009
1444:Fair Work Act 2009
1429:Fair Work Act 2009
1366:Fair Work Act 2009
1351:Fair Work Act 2009
1336:Fair Work Act 2009
1321:Fair Work Act 2009
1309:Fair Work Act 2009
1297:Fair Work Act 2009
1281:Fair Work Act 2009
1265:Fair Work Act 2009
1249:Fair Work Act 2009
1230:Fair Work Act 2009
1079:Fair Work Act 2009
1063:Fair Work Act 2009
1047:Fair Work Act 2009
1031:Fair Work Act 2009
812:. 28 November 2007
695:Fair Work Act 2009
426:
390:
366:pattern bargaining
324:
297:
260:and the Fair Work
212:Fair Work Act 2009
91:Territorial extent
1187:. 9 December 2020
1161:. 8 December 2020
777:. 9 October 2018.
721:. 18 August 2011.
562:Protected reasons
433:Bargaining agents
236:Howard government
207:
206:
16:(Redirected from
1737:
1720:2009 in politics
1715:Minimum wage law
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614:Corporations Act
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388:Christian Porter
226:, passed by the
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446:Mandatory terms
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228:Rudd government
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159:1 December 2008
138:Rudd government
101:Enacted by
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1368:(Cth) s 65(5).
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175:11 March 2009
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134:Introduced by
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18:Fair Work Act
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1185:the Guardian
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116:7 April 2009
112:Royal assent
78:No. 28, 2009
54:
29:
1494:14 December
1414:14 December
1389:14 December
1191:26 December
1165:26 December
980:15 December
920:13 December
300:as "dead".
295:John Howard
240:WorkChoices
124:1 July 2009
1694:Categories
622:References
287:Background
56:Long title
1340:s 65(1A).
1208:s 171(b).
306:The then
262:Ombudsman
121:Commenced
1563:FMCA 308
1529:s 351(1)
1323:(Cth) s
1159:ABC News
1083:s 172(4)
1067:s 172(3)
1051:s 172(2)
957:FWC 2860
810:ABC News
699:Part 4–1
593:Analysis
502:of work.
278:judicial
203:In force
73:Citation
1683:in the
856:. 2007.
836:AustLii
528:because
342:The Act
222:of the
201:Status:
1641:26 May
1585:25 May
1543:(Cth)
1527:(Cth)
1511:(Cth)
1469:18 May
1448:s 114.
1446:(Cth)
1433:s 113.
1431:(Cth)
1353:(Cth)
1338:(Cth)
1283:(Cth)
1267:(Cth)
1251:(Cth)
1232:(Cth)
1105:26 May
1081:(Cth)
1065:(Cth)
1049:(Cth)
1033:(Cth)
816:18 May
697:(Cth)
218:is an
1545:s 341
1513:s 342
1355:s 65.
1299:s 29.
1285:s 235
1269:s 230
1253:s 229
1234:s 228
1035:s 172
500:state
216:(Cth)
1643:2022
1603:752.
1587:2022
1580:ALRC
1496:2021
1471:2022
1464:ALRC
1416:2021
1391:2019
1193:2021
1167:2021
1107:2022
982:2014
922:2021
818:2022
268:and
209:The
238:'s
220:Act
81:or
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