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Snapshot

  • Recent amendments to the Fair Work Act 2009 (Cth) represent the most significant industrial relations reform in almost two decades.
  • Two significant amendments include limiting the use of fixed term contracts and introducing prohibitions on pay secrecy.
  • Generally, the use of fixed term contracts for the same role will be limited to two years.
  • Employees now have a workplace right to disclose and ask about remuneration, and pay secrecy clauses will be prohibited.

On 6 December 2022, the Fair Work Legislation (Secure Jobs, Better Pay) Amendment Act 2022 (Cth) (‘the Act’) received royal assent. The Act amends the Fair Work Act 2009 (Cth) (‘FW Act’) and represents the most significant industrial relations reforms in almost two decades.

This article, which is the first in a series of articles on the new laws, will cover the changes to the FW Act relating to the use of fixed term contracts and the prohibition on pay secrecy. These are two changes that are directed at the underlying policy of the reforms – reflected in the title of the amending legislation as is typical – to increase the security of jobs and provide better pay.

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