The Fair Work Ombudsman has started audits of more than 200 businesses across the New England and North West, as part of its latest campaign checking businesses’ compliance with workplace laws.
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Fair Work inspectors are auditing businesses in a range of industries, including agriculture, forestry and fishing; construction; manufacturing; accommodation and food services; and retail.
Inspectors will check that employers are up to date with their obligations, paying employees their lawful minimum wages and entitlements, and complying with record-keeping requirements.
The region ranks fifth nationally in terms of the proportion of requests for assistance to the Fair Work Ombudsman from workers aged over 55.
Mature age workers can be vulnerable to being underpaid if they are reluctant to complain due to fears relating to job security.
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Fair Work Ombudsman Natalie James said it was important that her agency was proactive about checking that workers in the region were being paid correctly.
Businesses found to be non-compliant during the campaign will be required to rectify any breaches and provided with the information they need to ensure compliance going forward.
“In addition to the wealth of information that’s available on our website at www.fairwork.gov.au, anyone seeking advice and assistance can speak to one of our expert advisers by calling our Fair Work Infoline on 13 13 94,” Ms James said.
“With more information freely available to help employers understand their obligations than ever before, there is no excuse for failing to check lawful minimum wage and pay rates.”
Ms James warned that serious, repeated or deliberate breaches identified during the campaign could attract significant enforcement action, ranging from infringement notices (on-the-spot fines) through to litigation.
“While a key focus of this campaign is on educating regional businesses about their obligations and the assistance my agency can provide, we will not hesitate to take enforcement action where it is required,” Ms James said.
“Business operators risk facing enforcement action if we find significant compliance issues at their business that are a result of them deliberately flouting the law or failing to make a concerted and genuine effort to comply.
“Businesses in the region also need to be aware that, under recent law changes, new higher penalties now apply in relation to certain breaches of workplace laws, including those related to record-keeping.”
The maximum penalties for failing to keep employee records or issue payslips have doubled to $63,000 for a company and $12,600 for an individual.
The maximum penalty for knowingly making or keeping false or misleading employee records has tripled to $12,600 for an individual.
“With such serious potential consequences for workplace breaches, it is crucial that businesses understand and comply with their obligations,” Ms James said.
