The End Of Financial Year is upon us with June almost half over, and ACAPMA has been inundated with calls from members asking about the wage rates from 1 July 2022.  This weeks HR Highlight will look at the standard approach to a new financial year, explore and clarify the timeline for change, and outline what members should do now to ensure that they receive the most up to date information and support from ACAPMA.

2021/2022 has been a rollercoaster with COVID, War in Ukraine, more COVID, fuel excise cuts, rising inflation, an Election, interest rate hikes and now an energy ‘crisis’.  It is in this context that the Fair Work Commission is considering the question of the National Wage Case, which will determine the base rates in Awards and will have an impact on all Award or Agreement covered workers.

After the unprecedented multiple rate changes of the previous year, this year comes with a new possible issue – the Government has made a submission that suggests the Commission should set a different minimum rate increase than in other Awards.  This novel approach is currently being considered by the Commission with submissions in reply closed off on 8/6/2022.

ACAPMA has received numerous calls and queries from members who are in the pattern of reviewing the outcome of the National Wage Case, and communicating the Award changes to staff in a Confirmation of Employment process thought June in preparation for the new rates to be active in July.  As we reach mid June there is no indication from the Fair Work Commission yet, on when the National Wage Case decision will be handed down, which is leaving businesses a little confused.

It is best practice to start each Financial Year with a Confirmation of Employment or other form of communication to employees that outlines the employees employment instrument (Award), their classification under that instrument (job classification such as Console Operator or Transport Worker Grade 8), their employment status (permanent or casual) and their commencement date and entitlements like paid leave as well as their guaranteed hours.  This clarification process can be done without a change to the wage rates, however most businesses time this process to allow also for the communication of the current rates and their application period, as well as the reviewed rates for any Award predicated Agreements like EBAs or IFAs.

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ACAPMA is closely monitoring the National Wage Case and as is chartered, will send the Principle Member for each member business updates and resources as they are announced however, authorised HR and Payroll employees of member businesses are encouraged to reach out to  to be added to the National Wage Case Distribution List to ensure that this vital and time critical information lands in the hands that need it most.

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ACAPMA members are reminded that ACAPMA Employment Professionals are available to assist members on

HR Highlights are things to consider, implement and watch out for in your business. They are provided as general advice and you should seek further advice on your situation by calling 1300 160 270 and speaking to one of ACAPMA Employment Professionals its free for members.

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Elisha Radwanowski BCom(HRM &IR)