2024 was a big year for employment law, and 2025 is shaping up to be on par with the year just gone! Start the year strong by ticking one New Year’s Resolution off the list: to stay informed about the latest changes that could impact your business.
What We Saw in 2024
The Right To Disconnect
The Right to Disconnect came into effect on 26 August 2024. This law provides a workplace right for any employee to refuse to monitor, read or respond to contact, or attempted contact, from their employer outside of the employee’s working hours, unless the refusal is unreasonable.
Paid Parental Leave Increased
The Government’s paid parental leave scheme increased by 10 days for any child born from 1 July 2024.
Changes to Definitions of Casual Employees and Independent Contractors
From 26 August 2024, casual employees and independent contractors have been defined differently. This means that independent contractors might be classified as employees. This doesn’t just affect workers who were employed after 26 August 2024, but it includes all workers employed before this date, too.
It also means that casual employees must now elect to request to convert their employment to a permanent position, rather than the employer automatically offering conversion after 12 months of employment.
What We Know Is Coming up, and When, in 2025

1 January 2025 – New wage theft laws were introduced.

March 2025 – Secure Jobs, Better Pay Act Review.

1 July 2025
1. Parental leave increased to 24 weeks through Government PPL scheme
2. Superannuation paid to employees while on parental leave
3. Superannuation guarantee increased to 12%

Small businesses must observe the Right to Disconnect legislation.
Not sure what these changes mean for your business? Email hello@flawlesshr.com.au to talk about your unique circumstances.