As the holiday season approaches, it’s time to plan for your employees over Christmas and New Year. Managing public holidays, shutdown periods, and employee entitlements can feel tricky, especially when it comes to setting the right dates, understanding annual leave loading, and handling requests for employees to work on public holidays.

The festive season is fast approaching, and now is the time to plan your seasonal workforce. Casual employees provide flexibility to meet increased demand without committing to ongoing employment. While casuals are ideal for seasonal roles, employers must follow Fair Work rules, modern awards, and state or territory laws to ensure compliance. Proper contracts, clear expectations, accurate pay, and safety training are essential to avoid disputes and keep your business running smoothly.

A number of legal and policy changes are coming into effect over the next few months. To help you stay informed and ahead of the curve, we’ve summarised key developments below.

New minimum pay rates take effect from the first full pay period on or after 1 July 2025. This means the new rates do not apply from 1 July itself unless your pay period starts on that date.

The Fair Work Commission (FWC) has released its Annual Wage Review 2024–25 decision, confirming increases to the national minimum wage and modern award minimum wages. These changes will apply from the first full pay period on or after 1 July 2025.

As we head into the middle of 2025, there are several important employment law changes already in motion – and more just around the corner. From changes to employee rights to upcoming wage increases, here’s what you need to know. 

Understanding the ins and outs of modern awards is essential for employers in Australia. These legal documents set the minimum pay rates, work hours, leave entitlements, and other conditions of employment, ensuring fairness in the workplace. If your employees aren’t covered by a registered or enterprise agreement, they are likely covered by a modern award.