As the summer period approaches, state regulators and the Fair Work Ombudsman have issued timely reminders for employers to ensure payroll and leave arrangements meet legal requirements. Security businesses often experience seasonal staffing pressures, so now is an important time to review obligations.
Below is a summary of the key points, with links to official Fair Work guidance:
1. Shutdown Periods – Annual Leave Directions
Before planning a Christmas/New Year shutdown, check whether your award or agreement allows you to direct employees to take annual leave, and what notice is required. For more information: Fairwork Ombudsman: Shutdowns & Annual Leave
2. Handling Annual Leave Requests
Ensure you understand when employees can request leave, when requests can be refused, and the requirement to respond reasonably and consistently.
For more information: Fairwork Ombudsman: Taking Annual Leave
3. Public Holidays During Leave
Public holidays must not be deducted from an employee’s annual leave balance. Review your payroll system to ensure it handles these dates correctly.
For More information: Fairwork Ombudsman: Not Working On Public Holidays
4. Overtime Over the Holiday Period
If you expect increased workload over summer, confirm overtime rates under the applicable award or agreement and ensure rostering complies with maximum hours and rest-break rules.
For more information: Fairwork Ombudsman: Overtime Pay
5. Changes to Pay Days
If regular pay days are affected by public holidays or closures, employees must be informed ahead of time—and wages still need to be paid on time.
For more information: Fairwork Ombudsman: Frequency of Pay
And if you need guidance …
The Employer Advisory Service provides free, confidential help for small-business employers: https://smallbusiness.fairwork.gov.au/employer-advisory-service