Employment Law & Pay Updates – Effective 1 January 2025

Modern Award Updates

Changes to 37 modern awards now include:

• Restrictions on how long employees can remain in introductory classifications.
• New pay structures for entry-level roles.

Further details are available in our previous update.

Western Australia – State Employment Law Reforms

From 31 January 2025, Western Australia will introduce changes under the Industrial Relations Legislation Amendment Act 2024, including:

• An increase in casual loading from 20% to 25%, raising minimum casual pay rates.
• Adjustments primarily affecting small businesses, sole traders, and unincorporated entities under WA’s industrial relations system (not those governed by the national Fair Work Act).

Example: The new minimum casual hourly rate for adults (21+) is $30.22.

Award-Specific Updates

Textile Industry Award – Shift Rate Adjustments

The Fair Work Commission has corrected afternoon and night shift rates under the Textile, Clothing, Footwear, and Associated Industries Award. While these updates primarily affect related industries, businesses should:

• Review updated shift rates on the Fair Work website.
• Use the Pay and Conditions Tool to ensure correct calculations.
• Download the latest Textile Award pay guide.

Aged Care Nurses – Minimum Pay Rate Adjustments (2025)

Changes to the Nurses Award impact nursing assistants, registered nurses, and enrolled nurses in aged care settings.

Key Updates:

• From 1 January 2025 – Nursing assistants will now fall under the Aged Care Award or Social & Community Services Award, rather than the Nurses Award.
• From 1 March 2025 – Registered and enrolled nurse pay structures will change:
  • Registered nurses – Pay increments will only apply to Levels 1 and 2, with some levels being removed.
  • Enrolled nurses – A standardised higher minimum pay rate replaces the previous incremental system, with some now expected to supervise other care staff.

What Employers Need to Do

• Confirm that nurses classified under the previous system retain higher rates if they earned more before the changes.
• Ensure payroll systems reflect new classifications and pay structures.
• Use the Fair Work Pay and Conditions Tool to verify updated rates.