Fair Work Act amendments – Workplace Relations expert explains 3 September 2013 In this interview iHR Australia’s Director of Workplace Relations, John Boardman explains recent amendments made to the Fair Work Act which have been designed to reduce workplace bullying and will come into effect from 1 January 2014. The amendments are intended to focus on early intervention and prevention. This focus is supported by the findings of an iHR Australia survey that revealed that in 50% of workplace investigations the duration of the behaviour occurring that led to a complaint being made was 7 months or more. The amendments…

Fair Work Act amendments – Workplace Relations expert explains

3 September 2013

In this interview iHR Australia’s Director of Workplace Relations, John Boardman explains recent amendments made to the Fair Work Act which have been designed to reduce workplace bullying and will come into effect from 1 January 2014.

The amendments are intended to focus on early intervention and prevention. This focus is supported by the findings of an iHR Australia survey that revealed that in 50% of workplace investigations the duration of the behaviour occurring that led to a complaint being made was 7 months or more.

The amendments include:

  • A worker who feels they have been bullied can lodge a complaint with the Fair Work Commission on the matter
  • The Fair Work Commission must take action within 14 days of receiving the complaint
  • The Fair Work Commission can direct one or more of the following actions:
    • Cessation of the ongoing behaviour
    • A review of company policy with the power to;
    • Provide advice to amend if appropriate
    • Monitor ongoing compliance
  • The Fair Work Commission has broad powers to enforce compliance and prevent further incidents which, if breached could result in prosecution and penalties
  • An employee can lodge a complaint without seeking input from their employer

Click here to watch the interview.

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