Work Smarter

Work Smarter

Smart means planning to succeed: a tailored HR plan, managing your risks and making the right decisions first time. Working smarter saves you time, money and rework.

Grow Stronger

Grow Stronger

Strength is your growth foundation: right people in the right roles and a culture of high performance and low maintenance. Growing stronger equals success... and more time for you to enjoy it.

Move Faster

Move Faster

Faster is better with smart speed: an engaged, confident and capable workforce achieving more in less time. Moving faster means first to new customers and new opportunities.

Work Smarter

Work Smarter

Smart means planning to succeed: a tailored HR plan, managing your risks and making the right decisions first time. Working smarter saves you time, money and rework.

Grow Stronger

Grow Stronger

Strength is your growth foundation: right people in the right roles and a culture of high performance and low maintenance. Growing stronger equals success... and more time for you to enjoy it.

Move Faster

Move Faster

Faster is better with smart speed: an engaged, confident and capable workforce achieving more in less time. Moving faster means first to new customers and new opportunities.

New Fair Work Information Statement

The Fair Work Ombudsman has recently released a new version of the Fair Work Information Statement.

On 1 August 2018, five days of unpaid Family and Domestic Violence Leave was made an entitlement for all employees covered by Modern Awards. In December 2018, the government ruled for this leave to be made part of the National Employment Standards (NES). 

The Fair Work Information Statement is a 2-page document containing an overview of the NES, the role of the Fair Work Commission and Fair Work Ombudsman, termination of employment and a list of the ten minimum workplace entitlements. An employer must give each new employee the Statement before (or as soon as practicable after) the employee starts his or her employment.

Failure to provide the Statement to a new employee is a breach of section 125 of the Act, and could result in penalties of up to $63,000 for a business and $12,600 for an individual for each breach.

You can download the current version Fair Work Information Statement from the Fair Work Ombudsman website here.

As HR Consultants working across a diversity of industries, we find many employers simply aren’t aware of the requirement to issue a Fair Work Information Statement. There are a myriad of such obligations when it comes to complying with the Fair Work Act and, unless you’re a HR expert, it’s challenging to know what you really need to avoid a hefty penalty.

The “I didn’t know” excuse doesn’t fly with the Fair Work Commission and, with an increase in workplace audits from Fair Work Inspectors (in 2017-2018 4572 audits were conducted nationwide) sooner or later every employer can expect to receive a knock on your door. How would you fare in a workplace audit?

If you’re an employer and this is the first time you’re learning about the requirement to provide a Fair Work Information Statement it might be time to find yourself someone with the right experience to help protect your business. And a cost that doesn’t break the bank. Give Bare Bones Consulting a call today or shoot us a message here.

  • PO Box 3956,
    Burleigh Town 4220,
    Queensland
  • 07 5576 4693
  • 0401 279 065
  • Bare Bones Consulting

Contact Us

Give Bare Bones Consulting a call to discuss our range of HR services to help your business succeed.

Even if you elect to not proceed after our first complimentary consultation you’ll be in a better position to know what’s possible.

We believe our approach to HR is unique... but then again, so is your business.