Legislation relating to the JobKeeper and JobSeeker arrangements are not scheduled to go to parliament until Wednesday 8th April.

What this means in terms of implementing a Commonwealth Funded payment through your payroll, let alone the eligibility criteria for business, will start to come to life. We are also interested in how Bona Fide Redundancies, Apprentice Payments, and Parental Leave payments will interact with this legislation and entitlement.

Some great resources to turn to through updated LinkedIn post by subject matter experts:

https://www.linkedin.com/in/robyntax/
https://www.linkedin.com/in/michael-a-27688826/
https://www.linkedin.com/company/hr-law/

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There are 103 Modern Awards that being reviewed for the addition of “Schedule X” – which is the addition of pandemic leave and the ability for annual leave to be taken at half pay. The Clerks Award was updated to facilitate working from home arrangements

Always remember, that even in emergency state, whilst common sense should always prevail, if you have time to always make sure you understand the underpinning legislation and rules that apply specifically to your industry. Hopefully, it should not make anything more confusing, but allows you to have a framework to work to.

https://www.linkedin.com/company/office-of-the-fair-work-ombudsman/

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We have prepared an easy reference guide for Australian Payroll Tax waivers and stimulus provisions in our LinkedIn post here:

https://www.linkedin.com/feed/update/urn:li:activity:6651679564714127360

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With the landscape changing daily each business will have very specific needs when it comes to dealing with their Full Time and Part Time employees. There will be directives that come from your Executive team, HR, or the business owners on how to proceed with payroll. There will be industry specific downturn or ramp up. There will be industries that can work from home, and those that clearly cannot. There will be changes to who we need to care for and how we care for our families.

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For those attempting to navigate International Payroll’s at this time we acknowledge the complexity that awaits.

New Zealand had a scheduled Minimum Wage increase on 1 April 2020. Information on the obligations for this are within this link:

https://www.employment.govt.nz/leave-and-holidays/other-types-of-leave/coronavirus-workplace/covid-19-minimum-wage/

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A reminder that your day to day obligations do not get an exemption at this time.

One in particular we are recommending Employers be diligent about is their Superannuation Guarantee Contributions being up to date, as there is no indication that the obligation to meet deadlines here will be waived. This also includes any employees making personal contributions generally need to be remitted within 28 days of the last day of the month.

Speak to a trusted advisor if you need guidance on this, particularly as cash flow may be an issue for many businesses at this time.

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