As the next Federal Election draws closer, Australia’s major political parties are unveiling their positions on key industrial relations issues that could significantly impact workers and employers alike. From parental leave entitlements to penalty rates and the structure of the national workforce, each party has presented a range of reforms aimed at reshaping the landscape of Australian employment law.
Summary policy positions:
| Party | Policy Area | Position/Commitment |
| Australian Labor Party (ALP) | Parental Leave (Stillbirth) | Amend the Fair Work Act to ensure employer-funded paid parental leave (PPL) is not cancelled if a child is stillborn or dies during the PPL period. |
| Penalty Rates | Legislate to prevent reductions in penalty rates for salaried senior Award-covered employees. | |
| SCHADS Award amendments | Support pay increases and career pathways for community/disability workers. | |
| Fund a workforce project to update the SCHADS Award, especially its classification structure. | ||
| Non-Compete Clauses | Ban non-compete clauses for workers earning <$175,000 (excluding super). | |
| Ban wage-fixing and no-poach agreements without worker consent. | ||
| Liberal–National Coalition | Same Job Same Pay Laws | Will not repeal Same Job Same Pay laws, but will conduct a review of the broader industrial relations system. |
| Public Sector Policy | Reversed previous stance. No longer require APS staff to work on-site 5 days per week and will not pursue forced redundancies. | |
| Staff reduction to be achieved over 5 years via attrition and hiring freezes. | ||
| Right to Disconnect & Casual Definition | Will repeal the right to disconnect and revert the definition of casual employment to the previous standard. | |
| Building Industry Reform | Reinstate a strengthened ABCC with greater enforcement powers | |
| Deregister the CFMEU to “restore integrity” in the construction industry. | ||
| The Greens | 4-Day Work Week | Support national test case at FWC to implement a four-day work week with no loss of pay. |
| Establish a National Institute to guide rollout. | ||
| Leave for Casuals | Extend pro-rata entitlements for personal and annual leave to casual workers. | |
| Rostering Changes | Amend the Fair Work Act to prevent short notice and unpredictable rostering. | |
| Require regulated notice for roster changes. | ||
| Paid Parental Leave (PPL) | Extend PPL to 52 weeks at replacement wage. “Use it or lose it” secondary carer component increased to 12 weeks. | |
| Government to fund up to $100K; employers to top up above that. | ||
| Include superannuation on all 52 weeks and extend access to PhD students. |
Preparing for potential changes to Australia’s workplace laws
With a wide array of proposals now on the table, it’s clear that industrial relations will be a significant policy battleground in the upcoming Federal Election. Whether it’s stronger parental leave protections, reforms to casual employment, or changes to rostering practices and wage protections, the direction taken by the next government could bring lasting change to Australia’s workplace laws. Employers and employees alike should stay informed and prepared for shifts in compliance obligations and workplace expectations.
