As the industrial relations (IR) landscape in Australia undergoes significant changes, small and medium-sized enterprises (SMEs) face an increasingly complex environment. Recent research by Rippling shows that over half of Australian small businesses (53%) believe the upcoming IR reforms will add complexity and stress to their payroll processes.
Concerns about these changes are justified, given the substantial fines imposed by the Fair Work Ombudsman for non-compliance. These penalties can cause severe financial and reputational harm, especially for small businesses with limited resources.
With the Fair Work Legislation Amendment (Closing Loopholes No. 2) Act 2024 coming into force on 26 August and additional reforms on the horizon, SMEs must take proactive steps to stay compliant and mitigate risks.
The challenges for SMEs
The amended Closing Loopholes Bill introduces several key changes, including the 'right to disconnect' (allowing employees to ignore work-related communications outside working hours), protections for gig economy workers (ensuring fair treatment and compensation), and a new definition of casual employee under the Fair Work Act (clarifying employment status and entitlements). These changes, part of the broader fair work legislation amendment, will impact SMEs, which often operate with limited resources and have less specialised compliance expertise than larger enterprises.
Furthermore, future reforms like the much-touted holiday reforms proposing double holiday entitlements at half pay add complexity and administrative burden. While this policy offers flexibility for employees, it could lead to compliance challenges for SMEs, requiring changes to holiday pay accrual, calculation, and reporting.
Rippling's research highlights common challenges for SMEs, including keeping up with legislation and compliance obligations (40%), the time it takes to process payroll (34%), the cost per employee (24%), and complexity (23%).
What SMEs need to do to overcome these challenges
To navigate these changes successfully, SMEs should consider the following steps:
- Understand the new laws: Educate yourself on the requirements of the new reforms. For example, the right to disconnect requires clear policies outlining when employees aren't expected to respond to work communications. Similarly, review the new definition of casual employees and gig economy protections under the Fair Work Act to ensure correct worker classification and proper entitlements.
Consider using the expertise of HR consultants, financial advisors, and legal experts to speed up this learning process. - Audit current processes: Conduct a detailed audit of existing HR and payroll processes to identify any gaps or areas that don't comply with the new legislation. Develop a clear plan to address these issues before the reforms take effect.
- Invest in automation: Nearly half (48%) of Australian small businesses still rely on manually inputting employee data, which opens the door to human error. Automating payroll processes can significantly reduce this risk and ease the burden of staying current with new regulations. Centralising employee data in one system also reduces redundant entries across multiple platforms.
- Be agile: Future IR reforms, including potential amendments to the Fair Work Act and other employment and workplace relations legislation, are likely. Ensure that any investments in automation and technology are made with agility in mind, making it easier to adapt to future changes.
- Review and update contracts and policies: Update employment contracts and company policies to reflect the new laws, incorporating the right to disconnect, adjusting terms for casual employment, and ensuring the correct provision of entitlements to gig workers.
How technology can help
Technology can play a crucial role in helping SMEs manage the complexities of the new IR reforms. By integrating traditional HR, IT, and finance tools into a single cohesive system, SMEs can streamline operations and gain valuable insights that are otherwise difficult to access when employee data is scattered across various applications.
This integration saves time and cuts costs by reducing the need for multiple subscriptions and the overhead associated with maintaining several systems, ultimately leading to a more efficient work environment and enhancing productivity and job satisfaction.
By taking these proactive steps and leveraging technology, SMEs can more smoothly navigate the upcoming IR reforms and avoid the severe financial and legal penalties associated with non-compliance. Rippling is committed to supporting SMEs through these changes, providing the tools and expertise needed to stay compliant and thrive in an evolving regulatory landscape.
Disclaimer: Rippling and its affiliates do not provide tax, accounting, or legal advice. This material has been prepared for informational purposes only, and is not intended to provide or be relied on for tax, accounting, or legal advice. You should consult your own tax, accounting, and legal advisors before engaging in any related activities or transactions.
