The Employment Relations Amendment Bill 2018 has been delayed. Some changes have already come into effect, with other changes now scheduled to come into effect on 6 May 2019. So what does this mean?

Background: This Bill was introduced to Parliament in January 2018; had its first reading in February; and sent to the Select Committee, with a report due date of 1 August. However, this report was delayed, and published over a month later. This now means a delay to when some expected changes will come into effect.

What is the Employment Relations Amendment Bill?

The Government has advised that “the purpose of this Bill is to restore key minimum standards and protections for employees, and to implement a suite of changes to promote and strengthen collective bargaining and union rights in the workplace. The changes are intended to introduce greater fairness in the workplace between employees and employers, in order to promote productive employment relationships.”

What are the changes and time frames?

The main changes are around the 90 day trial period, multi-employer collective agreements opt-out, and union access. A full list of the changes and dates they come into effect can be found here.

What about the 90 day trial?

This change has been a key question for many business owners. Right now, you don’t need to make any changes to your employment agreement templates, or company policies with regards to the 90 day trial period - it still relates to businesses regardless of size. But be prepared for changes in early May 2019. The expected date that changes will take effect from is 6 May 2019.

For more information about this Bill, please click here.

If you would like further information, or you need assistance with ensuring your business is ready for these changes, please get in touch with us.

This information is general guidance only, and you should not solely rely on this information; specific advice should be sought for your situation.