Shae McCartney

Employers in Queensland now have a specific positive obligation to proactively manage the risk of sexual harassment or sex-based harassment in the workplace, and must prepare a “Prevention Plan” to manage identified risks to health and safety. With a stated purpose of strengthening the obligation on employers to proactively manage workplace sexual harassment, the Queensland Government has now passed the Work Health and Safety (Sexual Harassment) Amendment Regulation 2024 (Amendment Regulation).

The Fair Work Commission’s review may impact the scope of the modern award fixed term categories including capacity to offer research contracts beyond 2 year periods and use of continuing contingent funded employment. Universities recently won a reprieve, with the commencement of the fixed term limitations arising from the Fair Work Legislation Amendment (Secure Jobs Better Pay) Act 2022 (Cth) being delayed to 1 January 2025.

Click here to watch the video Join Partners Shae McCartney and Matt Kelleher in our new vodcast series to help our clients better understand the raft of recent industrial relations changes in Australia, Perspectives on Closing Loopholes with Clayton Utz. This series aims to provide our clients with different perspectives from key industry stakeholders, who will discuss what the changes will mean to employers, employees and participants in the industrial relations system.