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Key dates for employers in 2023 – Employee Rights/ Labour Relations


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Refresher: What happened in 2022?

There is no doubt that late 2022 was a busy and interesting time
for employment, human resources and industrial relations

In November and December 2022, three key pieces of industrial
relation’s legislation were enacted:

  1. The Fair Work Amendment (Paid Family and Domestic Violence
    Leave) Act 2022 (Paid FDV Leave Act), receiving Royal Assent on
    9 November 2022

  2. The Fair Work Legislation Amendment (Secure Jobs, Better Pay)
    Act 2022 (SJBP Act), receiving Royal Assent on 6 December

  3. The Anti-Discrimination and Human Rights Legislation Amendment
    (Respect at Work) Act 2022 (Respect at Work
    Act), receiving Royal Assent on 12 December 2022 (together,

Collectively, the Acts introduced a wide range of amendments to
the Fair Work Act 2009 (Cth) (FW Act) and the Sex
Discrimination Act 1984 (Cth) (SD Act).

The commencement of each of the amendments will be staggered.
Meaning, although parts of the legislative changes commenced the
day after royal assent in 2022, other parts will come into effect
at various times during 2023. As such, employers and human
resources and industrial relations practitioners should remain
alive to the changes occurring in 2023 and plan for their

This article provides an overview of the key commencement dates
under the Acts for employers and human resources and industrial
relations practitioners throughout 2023.

We encourage employers to refer to our series of articles for
more information about the details and impact of the Acts (Part 1, Part 2, Part 3 and Respect at Work amendments).

Key Dates


Next steps for employers

As employers finalise their 2023 strategies, we recommend taking
the time to:

  • review and diarise the key dates

  • consider what new amendments are of particular relevance to the

  • address any pre-emptive steps which can be taken to prepare for
    the new provisions

  • review current contracts and policies

  • reflect on workplace culture and overall strategy.

This publication does not deal with every important topic or
change in law and is not intended to be relied upon as a substitute
for legal or other advice that may be relevant to the reader’s
specific circumstances. If you have found this publication of
interest and would like to know more or wish to obtain legal advice
relevant to your circumstances please contact one of the named
individuals listed.

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