ByLawyers News and Updates

New visa – FED

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New visa

The Australian Government has introduced a new permanent residence visa, subclass 192, from 3 June 2024 which permits eligible nationals of participating Pacific Island countries and Timor-Leste to apply if they are first selected in a ballot.

The new visa is intended to deepen connections and improve mobility and migration opportunities within the Pacific region.  It gives priority to countries with limited permanent migration opportunities to Australia, or citizenship rights with New Zealand, France, and the United States.

Three thousand places are allocated for this visa annually.

To be eligible to apply for the visa, an applicant has to be randomly selected in a ballot. The ballots are intended to ensure a fair and transparent process and equal access to the new visa for persons of any skill level, occupation, and gender. A separate annual ballot is held for each country and registration through the Department of Home Affair’s ImmiAccount is required.

Eligibility requirements to take part in the ballot are:

  • aged between 18-45 years at the commencement of the ballot registration period for the particular country
  • hold a valid passport issued by one of the participating countries
  • be born in, or have a parent that was born in, any of the participating countries, or Australia, New Zealand, Samoa, or the Marshall Islands
  • not be a citizen of New Zealand
  • not already be registered in the same ballot
  • pay the registration fee of AUD25.

Registration for the ballot has to occur within the registration period when the ballot is open.

If an applicant is selected, they can submit their visa application within 120 calendar days.

To apply for the permanent visa, selected applicants have to be between 18 and 45 years old, have a formal job offer in Australia, and meet general visa requirements

More details can be found in the full commentary in the By Lawyers Immigration guide.

Employment Law updates – FED

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As employment lawyers would be well aware, employment law updates have been more frequent over the past few years than in any other area of law.

The By Lawyers Employment Law publication has been regularly updated since December 2022 to reflect the staged commencement of various changes under federal legislation including:

  • Fair Work Legislation Amendment (Secure Jobs, Better Pay) Act 2022
  • The Fair Work Legislation Amendment (Closing Loopholes) Act 2023
  • Fair Work Legislation Amendment (Closing Loopholes No. 2) Act 2024

The Fair Work Commission has also implemented new rules to reflect these legislative changes.

To ensure coherence and consistency following all these employment law updates, the Employment Law matter plans and commentary have recently been reviewed by our author and our in-house legal editorial team.

Topics covered in the commentary that have been amended and reviewed because of the various employment law updates include:

  • The Overview including the objects of the Fair Work Act;
  • Equal remuneration requirements;
  • Prohibitions on pay secrecy;
  • Anti-discrimination and special measures;
  • Prohibiting sexual harassment in connection with work;
  • Flexible work arrangements;
  • Extensions of unpaid parental leave;
  • Small business redundancy;
  • Regulating labour hire arrangements – fixed term contracts and labour hire orders;
  • Added protection against discrimination under the National Employment Standards, especially concerning family violence;
  • The definition of casual employee;
  • Casual conversion; and
  • Unfair contracts.

See the following By Lawyers News and Updates posts for more details of the changes:

The By Lawyers Employment law publication is up to date with all changes.

Legislative amendments impacting various aspects of enterprise agreements are largely beyond the scope of the publication.

Relevant cases have also been added to 101 Employment Law Answers in the Reference Materials folder on the matter plan, including Feldschuh v Strong Room Technology Pty Ltd [2024] FWCFB 254, in which the Full Bench of the Fair Work Commission (FWC) held that a company director was not also an employee.

Parenting – FED

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The significant changes to family law parenting applications have been incorporated into the By Lawyers Family Law – Children guide.

The amendments to the Family Law Act 1975 and to the Court’s procedure arise under two separate pieces of legislation that commenced on 6 May 2024.

Family Law Amendment Act 2023

The amendments to how parenting orders are dealt with under the Family Law Act 1975 (Cth), include:

  • a refined list of factors for the court to consider when determining the best interests of the child, the emphasis now being on safety and the needs of individual children;
  • a new subsection requiring the court to consider the right of an Aboriginal or Torres Strait Islander child to connect with their family, community, culture, country, and language;
  • provisions that allow the court to consider any views expressed by the child to the independent children’s lawyer;
  • the repeal of the presumption of equal shared parental responsibility and the related equal time and substantial and significant time provisions;
  • codification of the rule in Rice & Asplund that requires a court to be satisfied that a significant change in circumstances has occurred before varying final parenting orders; and
  • a mechanism for the court to address repetitive filing of applications by one party to oppress another party.

Family Law Amendment (Information Sharing) Act 2023

  • establishes a new regime for information about domestic violence, children at risk, and firearms licensing to be shared between the relevant State authorities and the Federal Circuit and Family Court of Australia;
  • makes such material admissible in parenting matters, subject to exceptions and safeguards, for example legal professional privilege.

Publication updates

The Family Law – Children publication has been updated accordingly. To assist firms in understanding and transitioning to the changes a heading Changes effective 6 May 2024 has been added under the Overview in the commentary and on the matter plan, with a concise summary of the amendments and a Comparative table detailing the changes to the Family Law Act effective 6 May 2024 has been added as an Appendix to the commentary, with a link on the matter plan.

101 Family Law Answers has also been updated. Summaries and links to Rice & Asplund and related cases remain available.

Our family law authors and our in-house team will continue to monitor developments and update the publications further as the jurisprudence around these amendments develops.

Electronic signing and witnessing

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A new guide to Electronic Signing and Witnessing has been added to the Reference Materials folder on all By Lawyers matter plans.

This helpful resource summarises the various legislation across all Australian jurisdictions for electronic transactions.

Electronic signing and witnessing

In Australia under federal, state, and territory legislation many transactions can be completed electronically.

Electronic signing and witnessing are available for many, but not all, transactions and documents encountered in every day practice. However, the availability of electronic signing and witnessing is considerably different in each jurisdiction.

The new guide summarises the applicable legislation in each jurisdiction, to assist practitioners understand when electronic signing and witnessing is permitted and how it can be done.

Legislation

The Commonwealth took the lead on legislation to enable electronic transactions at the turn of the millennium, and sought the cooperation of the states in enacting consistent laws across all jurisdictions, resulting in the following legislation:

Electronic Transactions Act 2001 (ACT)

Electronic Transactions Act 1999 (CTH)

Electronic Transactions Regulations 2020 (CTH)

Electronic Transactions Act 2000 (NSW)

Electronic Transactions Regulation 2017 (NSW)

Electronic Transactions (Queensland) Act 2001 (QLD)

Electronic Transactions (Northern Territory) Act 2000 (NT)

Electronic Transactions (Northern Territory) Regulations 2001 (NT)

Electronic Communications Act 2000 (SA)

Electronic Communications Regulations 2017 (SA)

Electronic Transactions Act 2000 (TAS)

Electronic Transactions Regulations 2021 (TAS)

Electronic Transactions (Victoria) Act 2000 (VIC)

Electronic Transactions (Victoria) Regulations 2020 (VIC)

Electronic Transactions Act 2011 (WA)

Electronic Transactions Regulations 2012 (WA)

Unfortunately, the approach taken by each state and territory to implementing this legislation differs to various degrees from both the Commonwealth’s and each other’s. Each jurisdiction has exempted certain statutes, transactions, and documents from the operation of their Act or some of its provisions.

This means that, while all jurisdictions have laws providing for electronic transactions and electronic signing, and some have laws for audio visual witnessing, the documents that can be electronically signed and the requirements for execution vary between the jurisdictions.

The new guide brings all of this information together for practitioners to easily reference in any matter they are working on.

New FWC Rules – FED

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The Fair Work Commission (FWC) rules regulate the work of the Fair Work Commission. They include the procedures and requirements for filing and serving applications and responses in the various types of employment disputes under the Fair Work Act 2009 (FWA) and other legislation.

There are new FWC rules from 27 March 2024. The Fair Work Commission Rules 2024 (Cth) have replaced the Fair Work Commission Rules 2013 (Cth).

The new FWC rules remake and update the 2013 version. In addition to updates for some amended legislation and procedure, the rules have been substantially rearranged and renumbered.

There are now separate chapters of the rules for matters under the FWA, matters under other legislation, and for appeals and reviews.

The chapter for FWA matters is divided into separate parts that accord with all the areas of possible applications under the Act:

  1. National Employment Standards;
  2. Modern awards;
  3. Enterprise agreements;
  4. Regulated labour hire arrangement orders;
  5. Transfer of business;
  6. Fixed term contracts;
  7. General protections, unfair dismissal and unlawful termination;
  8. Industrial action;
  9. Right of entry;
  10. Sexual harassment and bullying;
  11. Regulated workers; and
  12. Disputes under dispute procedures in awards, enterprise agreements et cetera.

The requirements for service of applications and responses are now all contained within Schedule 1 to the new rules.

The transitional provisions provide that the new FWC rules apply to new matters and to any step in a matter already on foot, however the FWC can order that the previous rules continue to apply to a matter already on foot.

The By Lawyers Employment Law guide has been updated accordingly.

Costs disclosure – QLD

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Abbreviated costs disclosure is available to Queensland law firms from 1 March 2024.

A new section 307B of the Legal Profession Act 2007 (QLD) provides for a simpler form of disclosure where legal costs in a matter, excluding GST and disbursements, are not likely to exceed the detailed disclosure threshold set out in s 300, which is currently $3,000.

This new form of disclosure is available as an alternative to the detailed disclosure requirements under s 308 of the Act.

Under s 307B, a law practice is required to disclose to the client:

  • in general terms, the legal services that will be provided to the client;
  • the basis on which legal costs will be calculated, including whether a scale of costs applies;
  • an estimate of the total amount of the legal costs;
  • an estimate of the total amount of disbursements; and
  • the client’s right to:
    • negotiate a costs agreement with the law practice;
    • receive a bill from the law practice;
    • request an itemised bill after receiving a lump sum bill; and
    • be notified of any substantial change to the matters disclosed under s 307B.

All By Lawyers Queensland and Federal publications have been updated with a compliant abbreviated costs disclosure precedent.

By Lawyers 101 Costs Answers guide has been updated to include commentary on the new abbreviated costs disclosure requirements.

Changes to Family Law- FED

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A summary of the upcoming changes to family law parenting applications has been added to the By Lawyers Family Law – Children guide.

The upcoming changes to family law arise under two separate pieces of legislation, each of which commences on 6 May 2024.

Family Law Amendment Act 2023

Significant amendments to the way parenting orders are dealt with under the Family Law Act 1975 (Cth), include:

  • a refined list of factors for the court to consider when determining the best interests of the child, the emphasis now being on safety and the needs of individual children;
  • a new subsection requiring the court to consider the right of an Aboriginal or Torres Strait Islander child to connect with their family, community, culture, country, and language;
  • provisions that allow the court to consider any views expressed by the child to the independent children’s lawyer;
  • the repeal of the presumption of equal shared parental responsibility and the related equal time and substantial and significant time provisions;
  • codification of the rule in Rice v Asplund that requires a court to be satisfied a that significant change in circumstances has occurred before varying parenting orders; and
  • a mechanism for the court to address repetitive filing of applications by one party to oppress another party.

Family Law Amendment (Information Sharing) Act 2023

This legislation:

  • seeks to establish a regime for information about domestic violence, children at risk, and firearms licensing to be shared between the relevant State authorities and the Federal Circuit and Family Court of Australia (FCFCOA);
  • amends the Family Law Act to make such material admissible in children’s matters, subject to exceptions and safeguards, for example legal professional privilege.

The 2nd reading speeches note that the measures in each Act are complementary and that both Acts will work together to create a family law system that meets the needs of its users, centring the voices and best interests of children, and ensuring their safety and wellbeing is the paramount consideration.

Publication updates

By Lawyers guides are always up to date. When these changes to family law commence, the Family Law – Children publication will be updated accordingly. In the interim, the following content has been added to the guide too assist firms in understanding and transitioning to the changes:

  • an Alert has been added at the top of the matter plan and the top of the full commentary;
  • a heading Changes effective 6 May 2024 has been added under the Overview in the commentary and on the matter plan, with a concise summary of the amendments;
  • a Comparative table detailing the changes to the Family Law Act effective 6 May 2024 has been added as an Appendix to the commentary, with a link on the matter plan.

Closing loopholes – FED

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A raft of amendments closing loopholes in the Fair Work Act 2009 commenced on 15 December 2023.

Changes introduced by the Fair Work Legislation Amendment (Closing Loopholes) Act 2023 include:

Redundancy

Entitlement to a redundancy payment is extended to employees of a small business, being one with fewer than 15 employees, in certain circumstances. Generally, such businesses are exempt from the requirement to pay redundancy. However, under the amended provisions employees may be entitled if the employer is bankrupt or in liquidation and the  only reason the exemption applies is that the trustee in bankruptcy or liquidator has reduced the number of employees to less than 15.

Labour Hire

New provisions in Part 2-7A of the Fair Work Act restrict labour hire arrangements and allow employees or unions to apply to the Fair Work Commission for regulated labour hire arrangement orders prescribing the rates of pay that employees under a labour hire arrangement must receive. However, any such orders made by the Commission have no effect until at least 1 November 2024. The new provisions also introduce strict anti-avoidance provisions and civil penalties. There are some exceptions to the Commission’s ability to make orders, including for small business employers.

Unlawful dismissal

Prohibited grounds for dismissal are extended to include the fact that an employee is subject to domestic or family violence.

Right of entry

The amending Act removes the requirement for state or territory work health and safety representatives to hold an entry permit before entering a workplace. However that innovation is a subject to review after 9 months.

Further amendments

The Fair Work Legislation Amendment (Closing Loopholes) Act 2023 includes additional provisions criminalising the intentional underpayment of wages by employers. Those provisions do not commence until 1 January 2025.

Publication updates

The By Lawyers Employment Law commentary has been updated accordingly. The amending Act’s further provisions will be the subject of additional publication updates in due course, as required.

Fixed term employment contracts – FED

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Limitations apply to fixed-term employment contracts from 6 December 2023, with the commencement of the final tranche of the Fair Work Legislation Amendment (Secure Jobs, Better Pay) Act 2022.

Fixed-term employment contracts

A fixed-term contract of employment is one that terminates at the end of an identifiable period, such as on a set date or at the end of a season.

Under fixed-term contracts, full-time or part-time employees have comparable conditions and entitlements to permanent employees, including leave entitlements, but no right to redundancy or unfair dismissal claims on termination at the end of their contract period.

Limitations on fixed-term employment contracts

The legislative amendments introduce limitations which apply to fixed-term contracts entered after 6 December 2023.  The limitations do not apply to contracts entered earlier, however earlier contracts are taken into account when determining consecutive contract periods.

Fixed-term contracts now cannot be used for the same role for more than two years, or by extending or renewing a fixed-term contract for a role that would otherwise be an ongoing full-time or part-time position even if the total period is less than two years. Only one extension option is allowable.

Exceptions to limitations on fixed-term employment contracts

A new s 333F of the Fair Work Act sets out various exceptions which, if applicable, mean the new limitations do not apply and a fixed term contract can be for more than two years or have multiple extensions. These essentially require there be a good operational reason for the fixed-term contract continuing, or the employee to have annual earnings under the contract above the high-income threshold.

Neither the limitations nor the exceptions apply to casual employees.

See the Fair Work Australia Fixed Term Contract Information Statement for further details.

Amending legislation

The Fair Work Legislation Amendment (Secure Jobs, Better Pay) Act 2022 passed Federal parliament in December 2022, making many changes to the Fair Work Act 2009.

These amendments have all now commenced and include:

  • expansion of the objects of the Fair Work Act;
  • equal pay provisions to address gender inequality;
  • prohibition of pay secrecy – designed to augment the equal pay provisions;
  • prohibition of sexual harassment in the workplace, including Stop Sexual Harassment Orders via the Fair Work Commission;
  • additional grounds for anti-discrimination in the workplace;
  • expanded availability of flexible work arrangements;
  • a new small claims process for unpaid entitlement recovery; and
  • fixed-term contracts are generally no longer permitted.

Publication updates

The By Lawyers Employment Law publication has been updated for all the relevant amendments.

 

 

Sunset clause – QLD

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Amendments to the Land Sales Act 1984 affecting sunset clauses in off the plan contracts commenced on 22 November 2023. The new provisions provide that there is no automatic termination under a sunset clause.

The changes under Part 4 of the Body Corporate and Community Management and Other Legislation Amendment Act 2023 are intended to prevent developers using delaying tactics to enable them to terminate a contract under a sunset clause and sell the property for a higher price.

A new Division 4A of the Land Sales Act 1984 applies to all off the plan contracts that include a sunset clause entered into on or after 22 November 2023, and retrospectively to existing unsettled contracts.

When a seller can terminate under a sunset clause

Section 19D now provides that a seller can only terminate a contract for a relevant event not occurring by the sunset date if:

  • the seller has provided all buyers with a sunset clause notice and has their written consent to the proposed termination; or
  • the seller obtains an order permitting the termination from the Supreme Court; or
  • a regulation otherwise permits the seller to terminate the contract.

A relevant event is:

    • registration of the plan of subdivision for the proposed lot;
    • creation of a separate indefeasible title for the proposed lot;
    • settlement of the contract;
    • another event prescribed by regulation as a relevant event.

The sunset date means:

    • for a relevant event other than settlement, the day it must happen under the contract, including an extension provided for in the contract; or
    • the settlement day, including an extension provided for in the contract.

Section 19C provides that a sunset clause cannot automatically terminate an off the plan contract. If a sunset clause purports to automatically terminate the contract, it is taken to mean the contract can be terminated under the new provisions, on or after the sunset date.

Notice of termination under a sunset clause

A seller proposing to terminate a contract under s 19D must serve notice in writing on each buyer at least 28 days before the sunset date containing certain information including their reasons.

The buyer must consider the information in the notice and act reasonably in the circumstances. They must respond to the notice by the day before the sunset date. Failure to respond does not represent consent to the termination.

Supreme Court order for termination under a sunset clause

The Supreme Court can make an order permitting the seller to terminate the contract under a sunset clause if the seller satisfies the court it is just and equitable in the circumstances. Section 19F(3) sets out the factors the court can consider in making this determination.

The seller will also be liable to pay the buyer’s costs of the proceedings unless the seller satisfies the court that the buyer unreasonably withheld consent to the termination.

Publication updates

The By Lawyers Sale and Purchase of Real Property guides have been updated accordingly. Precedents for a termination notice and consent to termination precedent have been added to the respective matter plans, with letters enclosing them.

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