Six Months On: Ensuring Compliance with CEIS Requirements
February 2025 marks six months since the August 2024 changes to casual employment laws under the Fair Work Act, which introduced stricter requirements for providing the Casual Employment Information Statement (CEIS).
What is the CEIS?
The CEIS outlines casual employment rights, including conversion options for casual employees to become permanent. The CEIS improves transparency and ensures casual employees are aware of their rights, particularly regarding casual conversion to permanent employment. The August 2024 changes require more frequent distribution to ensure employees understand their rights.
Employer Obligations at the Six-Month Mark
For businesses with 15 or more employees, the CEIS must be provided:
- At the start of employment.
- At six months of employment.
- At 12 months, then annually thereafter.
For small businesses (fewer than 15 employees):
- At the start of employment.
- After 12 months of employment.
Non small-business employers must now ensure that casual employees hired before August 2024 receive their second CEIS notification. Non-compliance could result in penalties under Fair Work regulations.
Casual employees can receive the CEIS in various ways, including in person, by mail, by email, by sending a link to the relevant page on the company website, by providing a link to a copy available on the employer’s intranet, by fax, or through another suitable method. While there is some flexibility in how it is distributed, it is important to demonstrate that employees have been prompted to review the document, even if it is simply through an email reminder directing them to the resource.
Upcoming Legal Changes – New Work Health and Safety Obligations in Queensland
From 1 September 2024, Queensland businesses must take proactive steps to prevent sexual and gender-based harassment in the workplace. By 1 March 2025, all employers must have a Prevention Plan in place.
Business must:
- Identify risks of harassment in the workplace.
- Implement prevention policies and provide staff training.
- Consult employees and safety reps to refine risk management strategies.
- Monitor effectiveness and update policies as needed.
Employers must have a documented plan that includes:
- Identified Risks: A clear list of workplace risks related to harassment.
- Preventative Measures: Steps taken to mitigate risks.
- Employee Involvement: Evidence of staff participation in developing the plan.
- Ongoing Updates: A process for reviewing and improving the plan.
With the deadline approaching, you should act now to ensure compliance.
Reminders on Pay and Employment Law Changes from 1st January 2025
Effective 1 January 2025, 37 modern awards have been updated to:
- Limit how long employees can stay in introductory classifications.
- Implement new rules and pay rates for entry-level roles.
For more details, refer to our previous news update.
Western Australia – State Employment Law Reforms
From 31 January 2025, WA introduced changes under the Industrial Relations Legislation Amendment Act 2024, including an increase in casual loading from 20% to 25%, raising minimum casual pay rates.
- Example: Casual hourly rate for adults (21+) is now $30.22.
These updates primarily affect small businesses, sole traders, and unincorporated entities covered by WA’s industrial relations system, rather than those covered by the national Fair Work Act.
Shift Rate Adjustments – Textile Award
The Fair Work Commission has updated afternoon and night shift rates for general shift workers in the Textile Award. These changes correct previous errors but do not impact the textile industry itself—only related industries like clothing and footwear.
What You Need to Do
- Check the Fair Work update on Textile Award shift rates.
- Use the Pay and Conditions Tool to calculate updated rates.
- Download the updated Textile Award pay guide.
Changes to Minimum Pay Rates for Aged Care Nurses – 2025
The Fair Work Commission is updating the Nurses Award, affecting nursing assistants, registered nurses, and enrolled nurses in aged care.
Key Changes:
- From 1 Jan 2025 – Nursing assistants will be covered under the Aged Care Award or Social & Community Services Award instead of the Nurses Award.
- From 1 Mar 2025 – Registered and enrolled nurse pay structures will change:
- Registered nurses – Some pay levels and grades are removed. Increments now apply only to Levels 1 and 2.
- Enrolled nurses – A single higher minimum pay rate replaces the previous system. Some may supervise other care staff.
What This Means
Employers must update classifications and check new pay rates using the Pay and Conditions Tool.
Need Advice?
ER Strategies are experts in employment compliance and can assist you in managing your employment compliance responsibilities. To discuss your obligations and assistance we can provide, get in touch with us at 1300 55 66 37, or click the button below.
