Casuals and permanent employment

From 26 August 2025, eligible casuals employed by a small business can issue a notice to their employer (in writing) to change to full-time or part-time employment under the employee choice pathway. 

Businesses can refuse on certain grounds...

Fair Work Wage Increase

On 3 June the Fair Work Commission announced a 3.5% increase to Award wages. 

This means the National Minimum Wage will be $24.95 per hour or $948 per week.

(Please note some news outlets have incorrectly stated $24.94 p/h)

Don't jump in yet, as each Award has to be updated with the exact pay rates to be determined.

The increase will take effect from 1 July but the exact date for your business will be based upon your pay cycle.

Underpayments Can Destroy Businesses...

The recent case of South Australian IGA supermarkets being forced to backpay workers $5.5million highlights just how difficult it is to interpret Modern Awards and the financial cost it can impose on a business. Imagine bouncing back from a $5.5m wages bill...Further, from 1 January 2025, intentional underpayment of wages or entitlements can be a criminal offence with associated Jail time.

So... we're a business who assist small to medium businesses with all of your employee relations needs. If you employ staff, you will know you have stringent Fair Work and Safe Work obligations. Sail HR & WHS works with businesses to help your business be compliant in the simplest and most straight forward way. From pay rates to performance, awards to absence - we have you covered.

Right to disconnect for small business

For small business employers and their employees, the right to disconnect applies from 26 August 2025.

Employees of non-small business employers have the right to refuse to monitor, read or respond to contact (or attempted contact) outside their working hours, unless doing so is unreasonable. This includes contact (or attempted contact) from an employer or a third party.

Employers and employees are encouraged to discuss contact out of hours and set expectations that suit the workplace and the employee’s role.

Myth: An employer can’t contact an employee outside working hours

The right to disconnect rules don’t make it unlawful for an employer to contact an employee outside working hours. Instead, they give employees a right to refuse to monitor, read or respond to the contact, unless doing so is unreasonable.

It’s important to remember that the focus is on whether the employee’s refusal was unreasonable. For an employee such as a manager on a significantly above award salary and relevant hourly contract provisions it would be unreasonable to refuse an afterhours phone call here and there...