3rd

We have updated the award to reflect changes in the Leading Hand Allowances and Tool allowance, ensuring alignment with the Pay Guide and PACT. To address these changes, we have updated the rules and rates, changing them from per hour to per week in all applicable pay rate templates.

13th

We have introduced a new suite of configurations for Salaried Employment Agreements to allow the employers to manage the salaried employees, who are under Individual flexibility arrangements, directly within the award instead of having to remove them.

This introduction, which is an enhancement rather than a legislative update requirement, includes the items below if they do not already exist within an award:

• Pay Categories (Salary and Salary - Public Holiday Not Worked).
• Leave Allowance Templates for “No loading” and “With loading”.
• Rule Set to disregard timesheets.
• Pay Rate Templates.
• Employment Agreements for all employee types (full-time, part-time, and casual).

For detailed information on the changes, please refer to our guide here. 

We have also renamed all leave allowance templates by adding the award code as a prefix. This ensures each template can be accurately associated with its respective award, particularly in cases where template names are identical.

1st

We have updated the award to reflect the Fair Work Commission's National Minimum Wage increase detailed in the Annual Wage Review 2024-25 decision and also includes updates to expense-related allowances. You can find more information on the Determinations here and here.

These changes come into effect from the first full pay period on or after the 1st July 2025. Please install these updates after you have finalised your last pay run before the first full pay period beginning on or after the 1st July 2025.

1st

We have updated the award to reflect the Fair Work Commission's National Minimum Wage increase detailed in the Annual Wage Review 2023-24 decision and also includes updates to expense-related allowances. You can find more information on the Determinations here and here.

These changes come into effect from the first full pay period on or after the 1st July 2024. Please install these updates after you have finalised your last pay run before the first full pay period beginning on or after the 1st July 2024.

We have also updated the "Community Service Leave Taken" pay category, where it does not accrue super. 

All pay condition rule sets have been updated to include a rule for Paid Family Domestic Violence Leave.

1st

From 1 August, all employees are entitled to 10 days of paid family and domestic violence leave each year. The (Unpaid) Family and Domestic Violence Leave configuration settings under awards have been updated - the leave category is disabled from award leave allowance templates, and the work type is not enabled automatically for all employees. Please ensure that employees no longer use the unpaid leave category or work type.

1st

We have updated the award to reflect the Fair Work Commission’s National Minimum Wage increase detailed in the Annual Wage Review 2022-23 decision and also includes updates to expense-related allowances. You can find information on the Determinations here and here. 

These changes come into effect from the first full pay period on or after the 1st July 2023. Please install these updates after you have finalised your last pay run before the first full pay period beginning on or after the 1st July 2023.

31st

We have updated the award to reflect changes made as part of the Fair Work Decision regarding Paid Family and Domestic Violence Leave. You can find further information on what changes we applied to the platform and what you should be aware of within this article. We have created the following new categories:

• New Leave Category: Paid Family and Domestic Violence Leave.
• New Pay Category: Paid Family and Domestic Violence Leave.
• New Work Type: Paid Family and Domestic Violence Leave taken.

We have updated the Leave Allowance Templates to disable the existing unpaid Family and Domestic Violence and we have enabled the new Paid Family and Domestic Violence Leave. We also updated any impacted rule conditions.

As part of Fair Work's ruling, an employee must be paid their full pay rate; this includes their base rate plus any incentive-based payments and bonuses, loadings, monetary allowances, overtime or penalty rates, and any other separately identifiable amount.

We have updated the Award to reflect the Fair Work Commission’s National Minimum Wage increase detailed in the Annual Wage Review 2021-22 decision and also includes updates to expense-related allowances. You can find information on the Determinations here and here.

These changes come into effect from the first full pay period on or after the 1st July 2022. Please install these updates after you have finalised your last pay run before the first full pay period beginning on or after the 1st July 2022. We have disabled Unpaid Pandemic Leave as this entitlement has now expired within this award. Additional information can be found on the Fairwork website.

We have updated the Unpaid Pandemic Leave pay category and it now counts as service for entitlements under awards and the National Employment Standards. If any staff have used this category previously, please adjust their Annual, Personal, and Long Service Leave balances for any period of unpaid pandemic leave previously taken.

We have updated the award in line with the Australian Tax Office (ATO) requirements for Singel Touch Payroll (STP) Phase Two reporting. We now report gross earnings by disaggregating them into distinguishable categories. We have also updated the Pay Category payment classifications in line with the ATO specification categories

We have updated the Permanent and Casual rule sets to make sure that the minimum shift engagement for Removals, Saturdays and Sundays is correct for Casual and Part Time employees per clause 19.4(d) and 21.1(d).

We have updated the award name to Funeral Industry Award 2020 to reflect changes made as part of the Fair Work Decision four-year review of modern awards.

We have updated the award to reflect the Fair Work Commission’s National Minimum Wage increase of 2.5% detailed in the Annual Wage Review 2020-21 decision and also includes updates to expense-related allowances. You can find information on the Determinations here and here.

These changes come into effect from the first full pay period on or after the 1st July 2021. Please install these updates after you have finalised your last pay run, before the first full pay period beginning on or after the 1st July 2021.

We have also made updates to the Leave Category Family & Domestic Violence (FDV) Leave, so that the balance displays in days instead of hours in line with the National Employment Standards. Once you install the update, all employee’s FDV leave balances will display in days, not hours, and this means that an employee’s balance may now show as 38 days.

We made this update to make sure that any new installs of this award conducted since the 1st July now capture the Super Guarannte (SG) increase from 9.5% to 10% for all pay categories. If you have installed the award between the 1st July 2021 to the 8th July 2021 for the first time, please make sure you select the No option to the Preserve Custom Pay Categories question. If you were using this award before the 1st July 2021, then you do not need to select the No option. 

We have varied the award as part of the Fair Work Commission's four-year review of modern awards. The determination comes into operation on the 13th November 2020. Under s.165(3) of the Fair Work Act 2009, the determination does not take effect in relation to a particular employee until the start of the employee's first full pay period that starts on or after the 13th November 2020.

We have updated the award pay conditions rule sets for Permanent Funeral Industry and Casual Funeral Industry in line with Clause 20 - Shiftworkers. We have created new rules for non-continuous shiftworkers, including a span of hours, maximum daily hours, and periods of overtime. We have also created a new pay category for non-continuing shiftwork overtime.

We have updated the award to reflect the High Court's decision on the accrual of personal/carer's leave which overturns the decision made by the Full Federal Court of Australia. With personal/carer's leave calculated on working days, not hours. You can find information on the Decision here.

As such, we have removed the Personal/Carer's (10 days) Leave Allowance Templates and updated associated Employment Agreements. Please note, the update will not remove any of the above from a business that already installed the award before the 25th August 2020. However, any new award installs from the 25th August 2020 will not display personal/carer's (10 days) leave details.

We have updated the Permanent Funeral Industry and Casual Funeral Industry pay conditions rule sets in line with clause 23.3(b); working through a meal break. You should choose the work type No Meal Break for the duration of the meal break only, so the employee receives the penalty for the time worked during the meal break only.

We have updated the award, as part of Group One Awards, to reflect the Fair Work Commission’s National Minimum Wage increase of 1.75% detailed in the Annual Wage Review 2019-20 decision. It also includes updates to expense-related allowances. You can find information on the Determinations here and here. These changes come into effect from the first full pay period on or after 1st July 2020. Please install these updates after you have finalised your last pay run before the first full pay period beginning on or after the 1st July 2020.