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The Fair Work Ombudsman (FWO) and Australian Border Force (ABF) have been actively conducting surprise inspections across 40 Melbourne businesses this week, with a sharp focus on ensuring compliance with employment laws. The inspections have targeted industries including fast food, restaurants, cafés, retail, hair & beauty, wholesaling, and manufacturing to verify wage compliance, pay slips, and fair work documentation—especially the Casual Fair Work Information Statement.
Employers must provide two key documents to casual employees at the beginning of their employment:
These documents outline an employee’s rights, conditions, and employer obligations under the Fair Work Act. Failure to provide them can have serious legal consequences.
Recent inspections across Melbourne’s CBD and suburbs including Burwood, Clayton, Footscray, and South Melbourne have revealed increased scrutiny on wage underpayment and non-compliance with fair work regulations. The government has reinforced its zero-tolerance policy towards worker exploitation, with hefty penalties now in place:
🚨 Fines up to $118,800
🚨 Potential jail time for severe breaches
With these new penalties, businesses must ensure that their documentation is accurate and up to date.
✅ Ensure compliance – Provide all casual employees with the Fair Work Information Statement and Casual Employment Information Statement at the time of hiring and as required thereafter.
✅ Review employment classifications – Are your casual employees genuinely casual, or do they have an expectation of ongoing work?
✅ Check pay slips and wages – Make sure casual loading and penalty rates are correctly applied per industry awards.
✅ Seek HR guidance – Don’t risk hefty fines due to non-compliance. HR Dynamics can help you navigate your obligations.
Getting your HR compliance right is crucial. Contact Phoebe for a free consultation and ensure your business is up to date with Fair Work regulations:📩 phoebe@hrdynamics.com.au 📞 0438 735 926
For more details on casual employment rights and obligations, check out our Casual Employment Fact Sheet here.
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The information available on this website is intended to be a general information resource regarding matters covered and it is not tailored to individual specific circumstances or intended as a substitute for legal advice. Although we make strong efforts to make sure our information is accurate, HR Dynamics cannot guarantee that all the information on this website is always correct, complete, or up-to-date. HR Dynamics recommendations and any information obtained on this website do not constitute legal advice.