It is a requirement that ALL STAFF are provided with a copy of the Fair Work Information Statement, which provides a simple summary of the employees rights at work.  The Fair Work Ombudsman has released an updated version of the FWIS that reflects the 2023-2024 minimum wage and high income threshold elements and must be provided to all new staff.

 

The Fair Work Information Statement (FWIS) is produced by the Fair Work Ombudsman and provides a summary of the rights employees have at work, including those enshrined in the National Employment Standards, State Law and the broader Fair Work Act.

 

This includes summarising rights to paid and unpaid leave, rights to protected action, the rights of the employee when a business changes hands, the rights of the employee when employment ends, as well as where the employee should go for further information and assistance.

 

The FWIS includes information on the National Minimum Wage and the functioning of the Award and Agreement structure.

 

The FWIS is typically updated in July each year to reflect the changes to the minimum wage and to the high income threshold. 

 

“What is important for all businesses to understand, is that the requirement is for the latest version of the Fair Work Information Statement to be provided to staff, so all business should be accessing the new Statement and circulating to staff as appropriate” explained ACAPMAs Elisha Radwanowski.

 

The new version of the Fair Work Information Statement can be downloaded from the Fair Work Ombudsman’s website at the following link, this is a perpetual link, that will always link to the most recent version of the FWIS; https://www.fairwork.gov.au/sites/default/files/migration/724/Fair-Work-Information-Statement.pdf

 

“ACAPMA Members are reminded that casual staff must be provided with a copy of the FWIS but they must also be provided with a copy of the Casual Employment Information Statement as well, which provides more detail on casual rights, such as the right to refuse a shift and the right to casual conversion.  While this compulsory statement has not been updated yet this year it is still a requirement for it to be provided to all new casual staff in addition to the FWIS”, concluded Elisha.

 

Here to Help

 

This article is general in nature and covers things to consider, implement and watch out for in your business. It is provided as general advice and you should seek further advice on your situation.  ACAPMA Employment Professionals are available to assist ACAPMA members via employment@acapma.com.au . ACAPMA membership is affordable at only $860inc GST per year for a single site and valuable with sites gaining HR advice support and representation as well as a raft of other benefits and discounts.  Visit: https://acapma.com.au/membership/    to learn more or to apply for ACAPMA membership.

 

Elisha Radwanowski BCom(HRM&IR)
Executive Manager for Employment and Compliance

ACAPMA

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