Major changes to junior rates are expected to begin from December 2026, with a staged approach likely to significantly impact labour costs for affected businesses. Under the changes, retail, fast food and pharmacy workers aged 18 to 20 will transition to adult pay rates after six months with the same employer.
Here’s what’s coming, what matters most for SMEs, and where preparation will save you time, cost and risk
Online content featuring your team can influence brand perception, workplace culture, recruitment outcomes and risk. For Perth small businesses, that means Hr and marketing need to work together to make sure content is both engaging and responsibly managed.
From 1 December 2025, updates to six Awards clarify that if a business drops below 15 employees because of insolvency or liquidation, affected staff may still be entitled to redundancy pay under the National Employment Standards. In these circumstances, employers cannot rely on their reduced headcount to avoid redundancy obligations.
Monitoring tools are now part of everyday business. Changes to Australia’s privacy laws in 2025, means that employees can take legal action for serious invasions of privacy. Small and medium businesses should ensure workplace surveillance is justified and clearly documented.
Before a candidate signs a contract, they can check if your organisation appears on the Workplace Gender Equality Agency’s public non-compliant list. The Workplace Gender Equality Agency publishes a “name and shame” register of employers who fail to meet their reporting obligations under the Workplace Gender Equality Act 2012. And in a Perth where reputation travels fast, potential employees may look long before they leap.
The office Christmas party is a great chance to say thanks, celebrate the wins and unwind at the end of the year. Just remember that in Australia, it’s also considered a workplace event, which means employers still carry legal and safety obligations even when the party’s off-site and after hours.
A Fair Work Commission decision made it very clear for employers. Hiring someone overseas doesn’t remove your obligations under Australian employment law.
If your business relies on repeat short-term contracts, relying on outdated rules may result in contracts automatically becoming ongoing or placing your business in breach of Fair Work laws.
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