Latest News

In December, the Victorian Parliament passed a bill to strengthen LHA’s powers.

The bill addresses a number of recommendations from the Wilson Review.

The new regulations recognise that identifying and managing risks for psychosocial hazards is just as important as for physical hazards.

The changes came into effect from 1 April 2025 and set new time limits for introductory classifications in the Horticulture Award.

The changes include new licensing requirements for independent contractors and additional reporting requirements when subcontracting.

Recommendations include changes to the ‘fit and proper person’ test and increasing LHA’s ability to publish information around compliance actions.

Businesses must hold a valid child employment licence to hire anyone between the ages of 13 and 15.

The workplace justice visa enables migrant workers to stay in the country to fight a workplace claim.

LHA uses information about providers’ contract prices to assess the risk of non-compliance with legal obligations.

With the aged care workforce expected to grow significantly in the coming years, the industry is an emerging focus for LHA.

The review aims to increase competition and productivity for businesses.

LHA has identified employee misclassification and related non-compliance as one of the most common risks for labour hire workers.

Labour hire providers and hosts should be aware of recent and upcoming changes, to ensure they continue to meet their legal obligations.

There are a number of considerations to be aware of when asking a worker to undertake an unpaid trial.

The new reforms include tougher penalties, and powers to ban offending employers from hiring temporary migrants if found guilty.

Labour hire providers and hosts should be aware of recent changes, to ensure they continue to meet their legal obligations.

The changes apply to areas including employee leave entitlements, superannuation, and protections for migrant workers.

Changes include new minimum hours of work and pay for PALM scheme workers, and expanded protections under the Fair Work Act for all migrant workers.

The Federal Government has conducted an initial consultation around regulating the labour hire industry nationally.

It’s important to be across new laws that affect areas including flexible work arrangements, zombie agreements and multi-employer bargaining.

It’s important to ensure you’re across new laws that affect how you write job adverts.

Labour hire providers should be aware of their regulatory obligations when employing apprentices and trainees.

Some providers will need to meet new requirements under the Public Health and Wellbeing (Prescribed Accommodation) Regulations 2020

Changes to the Fair Work Act mean all employees are now eligible to take paid family and domestic violence leave

As a host, are you aware of the changes to your OHS duties?

A recent High Court decision affects the status of workers described as independent contractors, with important implications for labour hire providers

The minimum adult wages for a number of awards will change from the first full pay period on or after 1 October. Providers under the restaurant and hospitality awards should also know about recent changes to annualised wage arrangements.

Labour hire businesses are encouraged to ensure they are aware of any obligations they may have under Victoria’s Portable Long Service Leave Scheme.

The Fair Work Commission has increased the National Minimum Wage and award wages, taking effect from the first full pay period starting 1 July 2022.