Notice under section 124(1) of the publication of the Fair Work Information Statement – July 2026

Overview

The Fair Work Act 2009, enacted by the Parliament of Australia, was introduced to create a fair, flexible and efficient workplace relations system that promotes economic prosperity and social inclusion by facilitating a cooperative and productive workplace relations system. The legislation addresses the need for a modernised and streamlined approach to workplace relations, aiming to balance the rights and obligations of employers and employees while also considering the broader economic and social objectives of the nation. The policy objective of the Act is to ensure that the workplace relations system contributes to the achievement of sustainable increases in living standards and better employment outcomes for all Australians. The Fair Work Act 2009 establishes the Fair Work Commission, which plays a central role in setting and reviewing minimum wages and conditions, resolving workplace disputes and promoting cooperative workplace relations. The Act also sets out the functions and powers of the Fair Work Ombudsman, who is responsible for enforcing workplace laws and ensuring compliance by employers and employees. The Fair Work Information Statement, published under the Act, provides essential information to employees about their rights and obligations in the workplace, promoting transparency and understanding of workplace laws and regulations.

Scope and Application

The Fair Work Act 2009 applies to employees, employers, and certain industrial organisations across Australia, establishing a framework to regulate workplace relations and ensure fair work practices. The legislation encompasses a wide array of conduct and transactions, including employment terms and conditions, dispute resolution, and the creation and enforcement of workplace agreements. The Act's jurisdiction spans the Commonwealth, states, and territories, thereby establishing a unified national approach to employment standards. Notably, the Act does not apply to certain categories of employees, such as those covered by specific legislative provisions for particular industries or to unincorporated organisations with fewer than 15 employees. The Act’s application can also be extended or modified through subordinate instruments, enabling the Fair Work Ombudsman to issue regulations that further detail the operation of the Act and its application to specific situations. These regulations ensure that the Act remains responsive to changes in workplace practices and employment conditions.

Key Provisions

The Fair Work Act 2009, specifically section 124(1), mandates the Fair Work Ombudsman to publish an updated Fair Work Information Statement on a regular basis, ensuring that all employers and employees are kept informed about their rights and obligations. This year, the statement has been published on 1 July 2026, as per the notice issued under section 124(1) by Anna Booth, the Fair Work Ombudsman (section 124(1)). This statement provides essential information about employment standards, including minimum wages, leave entitlements, and the process for resolving workplace disputes. Under the Fair Work Act 2009, employers are required to display the Fair Work Information Statement in a prominent location within the workplace. This notice ensures that all employees are readily aware of their rights and obligations under the law. Employers must also provide a copy of the statement to new employees within a specified period after commencement of employment. Failure to comply with these obligations can result in enforcement actions being taken by the Fair Work Ombudsman. The Fair Work Act 2009 imposes various obligations on employers and employees. Employers must adhere to the provisions outlined in the Fair Work Information Statement, including paying the correct minimum wages and ensuring that employees are granted appropriate leave. Employees, on the other hand, are required to follow the terms of their employment agreements and must raise any disputes or grievances through the appropriate channels as specified in the Act. Non-compliance with these obligations can lead to civil or criminal consequences, depending on the nature and severity of the breach. The Act provides for various offences and penalties for breaches of its provisions. For instance, employers who fail to display the Fair Work Information Statement or provide a copy to new employees can face fines of up to $21,000 for a corporation and $4,200 for an individual (section 546). Similarly, failure to pay the correct minimum wage can result in fines of up to $21,000 for a corporation and $4,200 for an individual (section 547). In cases where the breaches are particularly egregious or repeated, more severe penalties, including imprisonment, may be imposed. These provisions ensure that the Act is enforced effectively, thereby protecting the rights of both employers and employees.