Work & Employment

Worker rights, wages, workplace safety, industrial relations

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58th Parliament (2024–present)7 bills

Resources Safety and Health Queensland and Other Legislation Amendment Bill 2026

2nd reading adjourned

•A new five-member board will oversee Queensland's mining and resources safety regulator, aiming to strengthen accountability and worker protectionsPart 8, Clause 81 (new section 49)The RSHQ Board is responsible for strategic direction and oversight, ensuring RSHQ performs its functions and exercises its powers in a proper, effective and efficient way.
•Safety advisory committees regain the power to review whether mining safety laws, regulations and standards are working effectivelyClauses 5 and 58Reinstates a former committee function to periodically review the effectiveness of the Act, regulations and recognised standards/guidelines.
•The independent review that prompted these changes found gaps in RSHQ's oversight, enforcement and investigation capabilityPart 8The 2025 Johnston Review found limited oversight and accountability, leadership and cultural challenges, gaps in technical expertise, and weaknesses in investigation and enforcement.

3/3/2026· Hon D Last MPBusiness & EconomyRegional Queensland

Electrical Safety and Other Legislation Amendment Bill 2025

Passed (amended)This bill became law after being modified during debate.

•Health and safety representatives will not gain a planned new way to request workplace notice information from the regulatorClause 12Omits section 52 of the WHSOLA Act which would have inserted new section 155A into the WHS Act.
•Existing rights for workplace safety representatives to access WHS information from their employer remain unchangedClause 12Existing mechanisms under sections 68, 70, and 118 of the WHS Act continue to apply.

28/10/2025· Hon J Bleijie MPSafety & EmergencyBusiness & EconomyCommittee: pass

Heavy Vehicle National Law Amendment Bill 2025

PassedThis bill became law.

•Heavy vehicle drivers cannot be asked, directed, or contractually required to drive while unfit, with the penalty for such requests doubling to $20,000Clause 18Amends section 26E to expand prohibited requests and contracts to include driving while unfit to drive, not just while fatigued.
•Minor work diary errors attract lower penalties, with some fines cut from $6,000 to $4,000 or $3,000 to $1,500Clauses 62, 69, 71, 73, 75Reduces penalties for administrative record-keeping breaches to provide a fairer approach for drivers making minor errors.
•Transport operators must implement a formal Safety Management System identifying and mitigating public risks to maintain their accreditationClause 99New section 457A defines a safety management system as policies, systems and procedures that identify, assess and manage public risks from transport activities.
•Enforcement officers can now issue formal cautions for minor breaches instead of fines, giving drivers a fairer outcome for less serious mistakesClause 125Amends section 590 to enable authorised officers to issue formal warnings more broadly, including for fatigue record-keeping breaches.

26/8/2025· Hon B Mickelberg MPTransport & RoadsSafety & Emergency

Heavy Vehicle National Law Amendment Bill 2025

PassedThis bill became law.

•Truck drivers get fairer treatment for minor paperwork errors, with penalties for work diary mistakes halved in many casesClauses 62, 71, 73, 75Multiple penalties for minor work diary and record-keeping breaches reduced from $3,000 to $1,500 or from $6,000 to $3,000-$4,000.
•Transport operators must implement a Safety Management System identifying and mitigating public risks to maintain accreditationClause 99New section 457A defines a safety management system as policies, systems and procedures that identify, assess, and mitigate public risks associated with transport activities.
•Anyone who directs or contracts a driver to drive while unfit faces doubled penalties of up to $20,000Clause 18Section 26E penalties for prohibited requests and contracts increased from $10,000 to $20,000, now covering fitness to drive as well as fatigue.
•Enforcement officers can issue formal cautions for minor breaches instead of fines, making the system fairer for drivers who make honest mistakesClause 125Amends section 590 to enable authorised officers to issue formal cautions where they believe a person has contravened the law and it is appropriate to deal with it through a formal warning.

26/8/2025· Hon B Mickelberg MPTransport & RoadsSafety & EmergencyCommittee: pass

Coroners (Mining and Resources Coroner) Amendment Bill 2025

PassedThis bill became law.

•Every accidental death at a mine, quarry, or petroleum and gas site must now receive a mandatory public inquestClause 7Amends section 27 to require an inquest for all mining related reportable deaths.
•Mining and resources companies face greater accountability, with coroner's findings shared with safety regulatorsClause 9Coroner must provide findings to the Attorney-General, CEO of RSHQ, and the Minister administering the RSHQ Act.
•The scope covers coal mines, mines, quarries, mining railways, and petroleum and gas sites but excludes self-inflicted injuries and commuting accidentsClause 5New section 11AAA defines mining related reportable death based on where the injury was received and the type of operation.

12/6/2025· Hon D Frecklington MPJustice & RightsRegional QueenslandCommittee: pass

Health Legislation Amendment Bill (No. 2) 2025

Passed (amended)This bill became law after being modified during debate.

•Occupational lung diseases like asbestosis and coal worker's pneumoconiosis must now be reported to a national registry, improving tracking of workplace-related conditionsClause 44Specialist doctors must notify the Commonwealth chief medical officer within 30 days of diagnosing a notifiable occupational respiratory disease.
•Historical data from Queensland's dust lung disease register is preserved for ongoing research into occupational respiratory diseasesClause 44, Division 2The chief executive must keep information from the decommissioned register with confidentiality protections maintained.

22/5/2025· Hon T Nicholls MPHealthBusiness & EconomyCommittee: pass

Brisbane Olympic and Paralympic Games Arrangements and Other Legislation Amendment Bill 2024

PassedThis bill became law.

•Union safety officials must now give at least 24 hours' notice before entering a workplace to investigate a suspected safety breachClause 50WHS entry permit holder must give notice at least 24 hours, but not more than 14 days, before entry — except where a worker faces immediate or imminent risk.
•New powers for safety reps and union officials to take photos and videos at workplaces are scrapped before they startedClauses 29-30Removes amendments to the WHS Act that would have commenced on 1 January 2025 allowing photos, videos, measurements and tests.
•Health and safety representatives can now issue cease work notices directly to workers instead of going through employersClause 47Amended section 85(1) allows a health and safety representative to give a written cease work notice directly to a worker.

28/11/2024· Hon J Bleijie MPGovernment & ElectionsFirst NationsHousing & Renting

57th Parliament (2020–2024)24 bills

Respect at Work and Other Matters Amendment Bill 2024

Passed (amended)This bill became law after being modified during debate.

•Your employer must now take active steps to prevent discrimination and harassment at work, not just respond to complaintsClause 25 (new Chapter 5C)Introduces a positive duty requiring employers to take reasonable and proportionate measures to eliminate discrimination, sexual harassment, and harassment on the basis of sex.
•Workers who experience sex-based harassment or discrimination now have 2 years instead of 1 year to lodge a complaintClause 29Extends the complaint period from 1 year to 2 years for contraventions on the basis of sex that are work-related matters.
•New protections against sex-based harassment and hostile work environments, even if the behaviour does not meet the threshold of sexual harassmentClauses 18 and 22Prohibits harassment on the basis of sex and subjecting a person to a work environment that is hostile on the basis of sex.
•People who commit violence against workers performing their duties face tougher sentences, whether the victim is an employee, contractor, or volunteerClause 70Courts must treat violence against a person performing work functions as an aggravating sentencing factor, covering all working arrangements including voluntary work.

14/6/2024· Hon Y D'Ath MPJustice & RightsCommittee: pass (dissent)

Electrical Safety and Other Legislation Amendment Bill 2024

PassedThis bill became law.

•Workers are better protected by industrial manslaughter laws that now also cover bystander deaths, with penalties of up to 20 years imprisonment for individuals and $10 million for companiesClause 42 (new ss 34C, 34D)Expands the industrial manslaughter offence to capture negligent conduct causing the death of any individual to whom a health and safety duty is owed, not just workers.
•Your workplace safety representative can now take photos, videos and measurements to document hazards affecting your work groupClause 46 (new s 68(2)(ba))HSRs may take measurements, conduct tests, and take photos and videos at parts of the workplace where workers in their group work, subject to privacy safeguards.
•If you hold an electrical licence, minor disciplinary breaches may result in conditions on your licence rather than suspension, so you can keep workingClauses 16-18 (ss 109, 110, new s 121A)The Electrical Licensing Committee can include or change conditions or restrictions in a licence as disciplinary action, without also requiring suspension.
•Negligent conduct that risks death or serious injury is now a Category 1 offence, not just reckless conduct — making it easier to prosecute serious safety breachesClause 40 (s 31)Introduces negligence as a fault element for Category 1 offences in addition to recklessness, lowering the threshold for prosecution of the most serious safety breaches.

22/5/2024· Hon G Grace MPSafety & EmergencyBusiness & EconomyCommittee: pass (dissent)

Mount Isa Mines Limited Agreement (Continuing Mining Activities) Amendment Bill 2024

Lapsed

•Around 1,200 mining jobs at Mount Isa would have been protected from the planned copper mine closureClause 3, s 5B(1)(a)The Company must continue to carry out each preserved mining activity to the extent it was carrying out the activity immediately before the preservation day.
•Any reduction in mining operations would have needed the Minister's approval, preventing the company from cutting jobs without government oversightClause 3, s 5B(1)(b)The Company may make an operational change only with the approval of the Minister.

1/5/2024· Mr R Katter MPRegional QueenslandBusiness & EconomyCommittee: not recommended

Resources Safety and Health Legislation Amendment Bill 2024

Passed (amended)This bill became law after being modified during debate.

•Mine and quarry workers get stronger safety protections through mandatory critical controls that target the most serious risks like fatalities and major accidentsClauses 6, 33, 153 (critical controls in SHMS)Amends the CMSHA and MQSHA to integrate critical control requirements within safety and health management systems, ensuring a clearer focus on the most serious risks.
•Workers in safety-critical roles must complete ongoing professional development and hold a practising certificate to keep their positionPart 10 amendments (Clauses 59-74, 194-205)Establishes a compliance and enforcement framework for the practising certificate scheme with transitional periods of 3 to 5 years.
•Labour hire workers at mines are better protected as their employers can now be held liable for industrial manslaughter if criminal negligence causes a deathClauses 16, 111, 163, 248Broadens the definition of 'employer' to explicitly include mine operators, labour hire agencies and contractors, closing a loophole identified by the Coal Mining Board of Inquiry.
•Workers who raise safety concerns get stronger protection from reprisal, with penalties increased to up to 1,000 penalty unitsClauses 95, 141, 224, 236Increases maximum penalties for reprisal offences and defines 'detriment' to strengthen the anti-reprisal provisions across all Resources Safety Acts.

18/4/2024· Hon S Stewart MPJustice & RightsCommittee: pass

Workers’ Compensation and Rehabilitation and Other Legislation Amendment Bill 2024

Passed (amended)This bill became law after being modified during debate.

•Injured workers receive a default weekly payment of 55% of average earnings within days of their claim being accepted, rather than waiting weeks for full calculationsClause 35 (new section 146B)Insurer must commence basic weekly payment within 5 business days of allowing the application or after the excess period expires.
•Workers can choose their own treating doctor and rehabilitation provider, and employers cannot attend medical appointments without consentClause 38 (new section 208B) and Clause 41 (new section 221AA)Insurer and employer must not interfere with the worker's right to choose who provides medical treatment and who is present during treatment.
•Employers face penalties of up to 500 penalty units for pressuring injured workers not to lodge compensation claimsClause 29 (new section 46A)Prohibits giving a benefit or causing detriment to influence a worker to refrain from making an application for compensation.
•Labour hire workers get better rehabilitation support as host employers must now cooperate with return-to-work effortsClause 43 (new section 229A)Host employers must take all reasonable steps to support the labour hire provider to meet rehabilitation obligations, including suitable duties.

17/4/2024· Hon G Grace MPHealthBusiness & EconomyCommittee: pass

State Financial Institutions and Metway Merger Amendment Bill 2024

PassedThis bill became law.

•Suncorp must perform key corporate functions — including finance, legal, HR, technology, and risk management — wholly or partly in Queensland, protecting head office jobsClause 7 (new section 64(2)(c) and (3))Each group corporate services activity must be wholly or partly performed in Queensland, covering CEO's office, financial reporting, risk, legal, internal audit, technology, HR, and corporate affairs.
•Suncorp's CEO must work primarily from Queensland, and the chairperson must maintain an office in the stateClause 7 (new section 64(2)(a) and (b))The principal operational office of the CEO must be in Queensland and the CEO must perform their role primarily in Queensland.
•At least one Suncorp board director must be ordinarily resident in QueenslandClause 7 (new section 64(1)(b))The constitution must require at least one member of the board of directors to be ordinarily resident in Queensland.

16/4/2024· Hon C Dick MPBusiness & EconomyCommittee: pass

Criminal Code (Decriminalising Sex Work) and Other Legislation Amendment Bill 2024

Passed (amended)This bill became law after being modified during debate.

•Sex workers will be covered by the same workplace health and safety laws as other workersPart 9 (WHS Act amendments)Sex work businesses will operate under general Work Health and Safety Act 2011 obligations rather than the specialised Prostitution Act licensing regime.
•The brothel licensing system is abolished, allowing sex work businesses to operate without a specific licenceClause 35Repeals the Prostitution Act 1999 in its entirety, removing the licensing framework for brothels.
•Sex workers are protected from workplace discrimination under the Industrial Relations ActSchedule 1 (Industrial Relations Act 2016)Replaces 'lawful sexual activity' with 'sex work activity' in section 295(1) of the Industrial Relations Act 2016.

15/2/2024· Hon Y D'Ath MPJustice & RightsHealthCommittee: pass (dissent)

Clean Economy Jobs Bill 2024

Passed (amended)This bill became law after being modified during debate.

•The government must consider employment impacts — including new job opportunities in clean industries — when setting future emissions targetsClause 6(4)(d)The Minister must consider the potential of interim targets to create employment in industries emerging from the clean economy transition.
•Annual progress reports must describe what the government is doing to support workers in industries affected by the transitionClause 8(1)(e)(ii)The statement must describe measures to support employment in industries affected by actions being taken to achieve the emissions reduction targets.

14/2/2024· Hon S Miles MPEnvironmentRegional QueenslandCommittee: pass (dissent)

Building Industry Fairness (Security of Payment) and Other Legislation Amendment Bill 2024

PassedThis bill became law.

•Subcontractors get clearer payment protections through trust accounts linked to licensing requirements, making it easier to know if you are coveredClause 19New s 9A defines project trust subcontracts by reference to whether the subcontractor holds or is required to hold a relevant licence.
•Retention amounts held in trust must now include GST, so subcontractors are not short-changed if a head contractor becomes insolventClauses 36, 39 and 41Clarifies that retention trust amounts, statutory charges, and deposit obligations are inclusive of any GST related to the amount.
•Both the licensee performing building work and the licensee controlling the site can have their licence cancelled or suspended over serious safety incidentsClauses 67 and 70Amends ss 48 and 74B to cover work carried out under the licence as well as work on a site under the licensee's control.

14/2/2024· Hon M Scanlon MPBusiness & EconomyCommittee: pass (dissent)

Work Health and Safety and Other Legislation Amendment Bill 2023

Passed (amended)This bill became law after being modified during debate.

•Health and safety representatives can now issue written cease work notices to businesses when they believe workers face serious and immediate riskClause 32, new section 85The PCBU must comply with the cease work notice and direct workers to cease or not start unsafe work until the issue is resolved.
•Businesses are banned from insuring against workplace safety fines, ensuring penalties have real deterrent effectClause 13, new section 272AMaximum penalty of 500 penalty units for entering into, providing, or benefiting from insurance covering WHS monetary penalties.
•Registered unions can now get involved in workplace safety issues directly, without needing individual workers to formally request itClause 20, section 52(1)(c)A relevant union becomes a party to work group negotiations by giving written notice to the PCBU.
•Safety representatives are entitled to full pay including overtime and shift allowances while attending training, removing a financial barrier for shift workersClause 27, section 72(4)HSRs must be paid the amount including overtime, penalties or allowances they would have received performing normal duties.

30/11/2023· Hon G Grace MPJustice & RightsCommittee: pass (dissent)

Energy (Renewable Transformation and Jobs) Bill 2023

Passed (amended)This bill became law after being modified during debate.

•Workers at publicly owned coal-fired power stations are guaranteed support including retraining and employment pathways as their workplaces transitionClauses 85-86The Job Security Guarantee covers GOC employees, prescribed energy workers, and long-term contractors at coal-fired power stations.
•A $150 million Job Security Guarantee Fund is established to pay for training, relocation, and other support for affected energy workersClauses 87-92Payments require joint decision of the chief executive and under-Treasurer, with categories of eligible costs set by regulation.
•Energy unions get five seats on the new Energy Industry Council, giving workers a formal voice in transition planningClause 130The tripartite Council includes five union representatives, five energy business representatives, a government representative, and an independent chair.
•A Queensland Renewable Energy Jobs Advocate is appointed to increase employment opportunities, including for Aboriginal and Torres Strait Islander peoplesClauses 154-155The Jobs Advocate advises the Minister on barriers to employment, consults with businesses and First Nations peoples, and promotes benefits of infrastructure projects.

24/10/2023· Hon M de Brenni MPEnvironmentCost of LivingCommittee: pass

Transport and Other Legislation Amendment Bill 2023

Passed (amended)This bill became law after being modified during debate.

•Up to 135 Department of Transport and Main Roads staff transfer to the National Heavy Vehicle Regulator with their pay, leave, and superannuation protectedClause 6 (new sections 34A-34F)Transferred employees retain existing benefits, entitlements, remuneration, and continuity of service.
•Bus drivers and public passenger transport workers are now covered by formal safety duties, with operators required to eliminate or minimise safety risksClause 38 (new Chapter 6A)Extends the existing personalised transport safety duty framework to all road-based public passenger services.

12/10/2023· Hon M Bailey MPTransport & RoadsSafety & EmergencyCommittee: pass

Health and Other Legislation Amendment Bill 2022

PassedThis bill became law.

•Public health workers get stronger protections as Hospital and Health Boards and Services must now actively consider staff health, safety and wellbeingClauses 5-6Inserts a requirement to have regard to the need to promote a culture and implement measures to support the health, safety and wellbeing of staff of public sector health service facilities.
•Pest management technicians get clearer rules on whether they need a fumigation or pest control licence based on whether the substance becomes gaseousClause 10Clarifies that substances that become gaseous when used are fumigation activities, removing uncertainty about which licence type is required.

29/11/2022· Hon Y D'Ath MPHealthChildren & FamiliesCommittee: pass

Public Sector Bill 2022

Passed (amended)This bill became law after being modified during debate.

•Temporary and casual public sector workers can request conversion to permanent employment after one year of continuous serviceClause 113Chief executive must decide the request within 28 days and, if there is a continuing need and the employee is suitable, must offer permanent employment unless not viable given genuine operational requirements.
•Chief executives must compulsorily review the employment status of non-permanent employees after two years, with annual reviews thereafterClause 115If the chief executive does not make a decision within the required period, it is deemed a refusal — which the employee can appeal.
•Public sector employees acting at a higher classification level for at least one year can request permanent appointment to that roleClause 120Chief executive must consider if the employee is suitable and if the genuine operational requirements of the entity justify the appointment.
•Public sector workplaces must promote a culture of respect and inclusion where all employees — including LGBTIQ+ workers — feel safe, valued and supportedClause 32-33Chief executives must ensure training programs, policies and practices specifically promote and support a culture of respect and inclusion.

14/10/2022· Hon A Palaszczuk MPGovernment & ElectionsFirst NationsCommittee: pass

Coal Mining Safety and Health and Other Legislation Amendment Bill 2022

PassedThis bill became law.

•Coal mine operators can now fill safety-critical positions from associated companies and joint ventures, giving workers at multi-site operations more career flexibilityClauses 4, 8, 10SSEs, UMMs, and VOs can be employed by an associated entity of the coal mine operator or an entity employing 80% or more of coal mine workers.
•When a safety position holder is absent or resigns, a non-employee can act in the role for up to 12 weeks while a permanent replacement is foundClauses 5, 7, 9, 11New acting appointment provisions for SSE, OCE, UMM, VO, ERZ controller, and engineering managers allow up to 12 weeks for non-employee acting arrangements.
•Large contractor companies employing 80% or more of a mine's workers can directly employ safety position holders, recognising the reality of full-service mining contractsClause 4(5)(c)Exemption applies for entities that employ or otherwise engage at least 80% of the total number of coal mine workers at the coal mine.
•Existing safety position holders who do not meet the new employment requirements lost their appointments on 25 November 2022Clause 12 (new s 324)Appointees who could not be appointed under the new provisions go out of office, with no compensation payable.

12/10/2022· Hon S Stewart MPBusiness & EconomyEnvironmentCommittee: pass (dissent)

Holidays and Other Legislation Amendment Bill 2022

PassedThis bill became law.

•Workers gained a paid public holiday on 22 September 2022, with standard penalty rates if required to workClause 3 (new section 15)Declares 22 September 2022 a public holiday and confirms references to public holidays in industrial instruments include this day.
•Employers were required to pay public holiday entitlements to staff who worked on the National Day of MourningClause 5Amends the Industrial Relations Act 2016 dictionary so the new public holiday is recognised for all award and agreement purposes.

15/9/2022· Hon G Grace MPGovernment & Elections

Public Health and Other Legislation (COVID-19 Management) Amendment Bill 2022

PassedThis bill became law.

•Workers in high-risk settings like healthcare and aged care could be required to be vaccinated against COVID-19Clause 9, s 142E(1)(d)Workers at stated places must not enter or remain at the places unless vaccinated against COVID-19 in a stated way.
•Employers in affected settings had to keep records of workers' vaccination status and produce them for inspectionClause 9, s 142F(5)Operators must keep a record of the vaccination status of all workers and produce the record for authorised persons on request.
•Unvaccinated workers found at a mandated workplace could be directed to leave by an authorised personClause 9, s 142Q(1)(b)An authorised person may enforce a vaccination direction by directing a worker to leave the place, using reasonable force if necessary after giving the person an opportunity to comply voluntarily.

1/9/2022· Hon Y D'Ath MPHealthJustice & RightsCommittee: pass (dissent)

Industrial Relations and Other Legislation Amendment Bill 2022

Passed (amended)This bill became law after being modified during debate.

•Independent courier drivers gain minimum pay and working conditions set by the Queensland Industrial Relations Commission for the first timeClause 66 (new Chapter 10A)The QIRC may make contract determinations fixing minimum remuneration and working conditions for independent couriers. Commences by proclamation once Commonwealth exemption is obtained.
•Parents can take up to 30 days of flexible unpaid parental leave in broken periods within two years of a child's birth or adoptionClause 21 (new section 87B)Flexible parental leave may be taken in an unbroken period or broken periods, and concurrently with a spouse's parental leave for up to 8 weeks.
•Workers who experience sexual harassment can have their complaint dealt with directly by the industrial commission, and harassment is now a valid ground for summary dismissalClauses 4, 25, 38, 63Sexual harassment and sex or gender-based harassment are added to the definition of 'industrial matter' and as misconduct justifying dismissal without notice.
•Employers must disclose gender pay gap data early in enterprise bargaining negotiationsClause 26 (amended section 173)Parties must obtain and disclose the distribution of employees by gender, details of the gender pay gap, and contributing factors as soon as practicable after negotiations start.

23/6/2022· Hon G Grace MPJustice & RightsCommittee: pass

Trading (Allowable Hours) and Other Legislation Amendment Bill 2022

PassedThis bill became law.

•Retail workers cannot be forced to work extended trading hours without giving written consentClause 25 (new section 36BA)An employer must not require an employee to work during extended hours unless the employee has freely elected to work during extended hours.
•Previous loopholes that let employers bypass consent requirements through industrial instruments are closedClauses 22-24Removes exemptions in sections 36A, 36AA and 36B that did not apply if the employee was subject to an industrial instrument.
•Employers who coerce staff to work extended hours face penalties of up to 20 penalty units for repeat offencesClause 25 (new section 36BA(2))Maximum penalty for a first offence is 16 penalty units; for a second or later offence, 20 penalty units.

25/5/2022· Hon G Grace MPBusiness & EconomyEducationCommittee: pass (dissent)

Personal Injuries Proceedings and Other Legislation Amendment Bill 2022

Passed (amended)This bill became law after being modified during debate.

•Workers with a terminal work-related condition can access lump sum compensation of approximately $750,000 when their life expectancy is three years or lessClause 58, s 39AReinserts an explicit three-year timeframe into the definition of terminal condition for workers' compensation purposes.
•Workers' compensation claim farming is now a criminal offence, protecting injured workers from being exploitedClause 60, s 325R and s 325TCreates new offences prohibiting the giving or receiving of referral fees and cold-calling workers to induce compensation claims.
•Workers who already received terminal compensation before this law passed are not affected by the new three-year timeframeClause 66, s 745Former definition continues to apply where a worker has already received lump sum terminal compensation.

31/3/2022· Hon S Fentiman MPJustice & RightsGovernment & ElectionsCommittee: pass (dissent)

Superannuation (State Public Sector) (Scheme Administration) Amendment Bill 2021

Passed (amended)This bill became law after being modified during debate.

•Public sector employees' defined benefit super entitlements are locked in by law and cannot be reduced without ministerial consentPart 6, Clause 26The trustee may only amend defined benefit category rules if an actuary confirms no impact on entitlements, or if the Minister consents.
•Compulsory super contribution rates for public sector workers continue unchanged during the transition to the merged fundClause 53, Section 64Existing contribution rates under the repealed Deed apply for up to one year until a regulation is made under Part 5.
•Public sector employees' existing membership and accrued super benefits are preserved through the mergerClause 53, Section 63The amendment of the Act does not affect the membership of a current member or any entitlement accrued before commencement.

1/9/2021· Hon C Dick MPGovernment & ElectionsCommittee: pass

Working with Children (Indigenous Communities) Amendment Bill 2021

DefeatedThis bill was defeated at the second reading — the main debate on its principles. It cannot proceed further.

•People in Indigenous communities with past non-sexual offences like burglary or drug offences would have gained a pathway to employment requiring a Blue CardClause 8, s 231B(4)Prescribed serious offences eligible for the alternative pathway are limited to Criminal Code sections 409, 419, 427 (stealing with violence, burglary, unlawful vehicle entry) and Drugs Misuse Act sections 5, 6, 8, 9D.
•A new interim clearance would have let applicants start work while their application was being processed, preventing lost job opportunitiesClause 8, s 231DCommunity justice groups could recommend interim restricted working with children clearances at any time before the chief executive decides the application.
•Restricted clearances would only be valid within the specific community area — they could not be used for work elsewhere in QueenslandClause 8, s 231IA person issued a restricted clearance is taken to hold a working with children clearance only for regulated employment in the community area.

1/9/2021· Mr R Katter MPFirst NationsChildren & FamiliesCommittee: not recommended

Workers' Compensation and Rehabilitation and Other Legislation Amendment Bill 2020

FAKE_OLD_STATUS

•First responders diagnosed with PTSD no longer need to prove their condition is work-related — the onus shifts to the employer to disprove itClause 3, new s 36EDPTSD is taken to be an injury for workers' compensation purposes, unless it is proved the disorder did not arise out of employment or employment was not a significant contributing factor.
•Workers who do not yet have a psychiatrist's diagnosis can still claim, and the insurer must arrange and pay for the assessment including travel costsClause 4, new s 135AThe insurer must arrange for the claimant to be examined by a psychiatrist and pay for the examination and any necessary and reasonable travel costs.
•The presumption cannot be defeated by arguing the PTSD arose from reasonable management action, protecting workers from that common defenceClause 3, new s 36ED(3)The presumption applies despite any evidence that the PTSD arose out of a circumstance mentioned in section 32(5)(a), (b) or (c), which includes reasonable management action.
•Private sector workers in roles corresponding to police, corrective services or fire service officers are also covered by the presumptionClause 9, Schedule 6A item 11Covers an occupation or profession performed in the private sector that corresponds to ambulance, corrective services or fire service roles.

26/11/2020· Hon G Grace MPHealthSafety & EmergencyCommittee: pass

Disability Services and Other Legislation (Worker Screening) Amendment Bill 2020

PassedThis bill became law.

•Disability workers must obtain a clearance before starting work — NDIS clearances last 5 years, state clearances last 3 yearsClause 11, new sections 54, 61, and 101Workers cannot start or continue disability work without a clearance. NDIS clearance term is 5 years; State clearance term is 3 years.
•Workers can lodge a single combined application for both a disability screening clearance and a blue card, reducing administrative burdenClause 11, new section 67A person may combine an NDIS or State disability worker screening application with a working with children check application.
•Employers cannot sack a worker solely because their clearance has been suspended or an interim bar is in place while an investigation is ongoingClause 11, new sections 84(3) and 113(3)An employer must not terminate the person's employment solely or mainly because of the suspension or interim bar.
•Existing disability workers with current screening notices are automatically transitioned to the new system and can keep working while their clearance is processedClause 24, new sections 369 and 375Existing positive notices become transitioned clearances. Workers can continue disability work until their transitioned application is decided.

26/11/2020· Hon C Crawford MPHealthChildren & FamiliesCommittee: pass (dissent)

56th Parliament (2017–2020)18 bills

Public Service and Other Legislation Amendment Bill 2020

Passed (amended)This bill became law after being modified during debate.

•Government workers on temporary or casual contracts can request conversion to permanent employment after one year of continuous serviceClause 37 (new s 149)Fixed term temporary and casual employees may ask for review of status after 1 year of continuous employment in the same department.
•Managers must work with you on performance issues before taking any disciplinary action for underperformanceClause 38 (new s 186C)A chief executive must not take disciplinary action for a performance matter until they have complied with the positive performance management directive.
•Public servants gain a new right to appeal if they are suspended without payClause 46 (amended s 194)Creates a specific appeal right for a decision to suspend a public service employee without entitlement to normal remuneration.
•People with permission to work in Australia, including permanent residents, refugees and asylum seekers, become eligible for government jobsClause 32 (amended s 127)Eligibility for appointment as a public service officer is broadened to include anyone who resides in Australia and has permission under Commonwealth law to work.

16/7/2020· Hon A Palaszczuk MPGovernment & ElectionsCommittee: pass

Criminal Code and Other Legislation (Wage Theft) Amendment Bill 2020

Passed (amended)This bill became law after being modified during debate.

•Employers who deliberately withhold your wages, penalty rates, or superannuation can now be criminally prosecutedPart 2, Clauses 4-6Amends the Criminal Code to make failure to pay employee entitlements prosecutable as stealing (10 years) or fraud (14 years).
•Workers can recover unpaid wages through a simpler, cheaper conciliation process before going to a court hearingClause 9, s507C and Clause 14, s547CConciliation aims to reach timely, cost-effective resolution. Claims are referred to conciliation before the court hears them.
•Small wage claims up to $20,000 can be handled through a simplified process in the Industrial Magistrates CourtClause 9, s507AFacilitates the small claims wage recovery procedure under s548 of the Fair Work Act for claims up to $20,000.
•Union officials can represent workers in small claims wage recovery cases without needing special permissionClause 9, s507JA party to a fair work small claim may be represented by an official of an industrial association.

15/7/2020· Hon G Grace MPJustice & RightsCommittee: pass (dissent)

Queensland Future Fund Bill 2020

PassedThis bill became law.

•Public sector workers with defined benefit superannuation get a legislated 100% guarantee that the State will fully fund their entitlementsClause 24 (new s 29A)The State is to hold assets at least equal in value to the accrued liability of the State in relation to defined benefits, measured at least once every three years.
•The guarantee is backed by a requirement aligned with actuarial standards, not just a political promiseClause 24 (new s 29A(3)-(4))The methodology uses the 'funding basis' defined in Actuarial Standard PS 400, determined using assumptions from the triennial actuarial investigation.

14/7/2020· Hon C Dick MPGovernment & ElectionsCommittee: pass (dissent)

Justice and Other Legislation (COVID-19 Emergency Response) Amendment Bill 2020

Passed (amended)This bill became law after being modified during debate.

•Construction workers experiencing COVID-19 hardship could access their portable long service leave after 5 years instead of the usual 10Part 14, Division 1 (Clause 52, s 65A-65H)Workers needed at least 1,100 days service and evidence of financial hardship such as being stood down, quarantined, or having their workplace closed.
•Contract cleaning workers got the same early access to portable long service leave as construction workersPart 14, Division 2 (Clause 55, s 81A-81H)Workers needed at least 1,825 days service and evidence of COVID-19 related financial hardship.

19/5/2020· Hon S Miles MPHealthBusiness & EconomyJustice & RightsSafety & Emergency

Building Industry Fairness (Security of Payment) and Other Legislation Amendment Bill 2020

Passed (amended)This bill became law after being modified during debate.

•Subcontractors get stronger payment protections with their money held in statutory trust accounts that cannot be used for other purposesClause 63, Chapter 2Project trusts protect amounts paid by the principal; retention trusts protect retention amounts withheld under contracts.
•If a subcontractor wins an adjudication but does not get paid, they can serve a payment withholding request on the next party up the contractual chainClause 73, new sections 97A-97HThe higher party must withhold the adjudicated amount from payments to the respondent or become jointly and severally liable.
•Head contractors must declare with every payment claim whether their subcontractors have been paid, with penalties for false declarationsClause 65Supporting statements must detail subcontractor payment status; false or misleading statements carry a maximum penalty of 100 penalty units.

5/2/2020· Hon M de Brenni MPBusiness & EconomyHousing & RentingCommittee: pass

Mineral and Energy Resources and Other Legislation Amendment Bill 2020

Passed (amended)This bill became law after being modified during debate.

•Mining and resources workers are now protected by industrial manslaughter laws — employers or senior officers face up to 20 years in prison if criminal negligence causes a worker's deathPart 2 (Clause 11), Part 4 (Clause 30), Part 12 (Clause 157), Part 16 (Clause 203)New industrial manslaughter offences in the Coal Mining Safety and Health Act 1999, Mining and Quarrying Safety and Health Act 1999, Explosives Act 1999, and Petroleum and Gas (Production and Safety) Act 2004.
•Key safety roles in coal mines must be filled by direct employees, not contractors, so safety officers can raise concerns without fear of losing their jobPart 2, Division 2 (Clauses 4-10)Coal mine operators must ensure site senior executives, underground mine managers, and ventilation officers are employees, with a 12-month transition period and 500 penalty unit fines for non-compliance.
•There is no time limit on prosecuting industrial manslaughter offences in the resources sectorClauses 14, 160The limitation on time for starting proceedings does not apply to industrial manslaughter offences.

4/2/2020· Hon A Lynham MPEnvironmentCost of LivingBusiness & EconomyCommittee: pass (dissent)

Community Services Industry (Portable Long Service Leave) Bill 2019

Passed (amended)This bill became law after being modified during debate.

•Community services workers can now accumulate long service leave as they move between employers in the sector, qualifying for 6.1 weeks leave after 7 yearsClause 73A registered worker credited with at least 2,555 days of service (7 years) is entitled to 6.1 weeks of long service leave.
•Employers in the community services industry must register with QLeave and pay a 1.35% levy on workers' ordinary wages each quarterClauses 54, 66, 85Employers must apply for registration within 28 days of becoming an employer and pay the levy within 14 days after each return period.
•Workers dismissed due to illness after 7 or more years of service now receive pro rata long service leave, fixing a gap in the lawClause 134Amends section 95 of the Industrial Relations Act 2016 to cover dismissal due to illness, injury, incapacity or other medical condition.
•If your employer becomes insolvent, the authority can pay your long service leave entitlement directlyClause 79The authority may pay the registered worker the difference between their entitlement and any amount received from the insolvent employer.

27/11/2019· Hon G Grace MPHealthCommittee: pass

Holidays and Other Legislation Amendment Bill 2019

Passed (amended)This bill became law after being modified during debate.

•Workers can reasonably refuse to work after 6pm on Christmas Eve so they can spend the evening with family and friendsClause 3Inserts new section 2(3) into the Holidays Act 1983 declaring 24 December from 6pm to midnight a public holiday, activating the right to refuse work under industrial relations laws.
•If you do work after 6pm on Christmas Eve, you are entitled to public holiday penalty ratesClause 3The part-day public holiday applies for working out entitlements under the Industrial Relations Act 2016, the Fair Work Act 2009 (Cwlth), and industrial instruments.
•Workers stood down in December and rehired in January now get paid for the Christmas Eve holiday period as wellClause 5Amends section 332 of the Industrial Relations Act 2016 to add Christmas Eve (from 6pm to midnight) to the list of holidays employees must be paid for when stood down and re-employed.
•Building and construction and contract cleaning workers have the new holiday recognised in their portable long service leave calculationsClauses 8 and 10Inserts public holiday definitions including the Christmas Eve part-day holiday into the dictionaries of both portable long service leave Acts.

19/9/2019· Hon G Grace MPBusiness & EconomyCommittee: pass (dissent)

Resources Safety and Health Queensland Bill 2019

Passed (amended)This bill became law after being modified during debate.

•Resources industry workers gain a safety regulator that is independent from the department promoting the industry, addressing failures that led to the black lung disease crisisClause 5Establishes RSHQ as a standalone statutory body separate from DNRME, ensuring the function of protecting workers is separate from the government's industry facilitation functions.
•Workers can request prosecution of serious safety offences if no action has been taken within 6 to 12 months, with referral to the Director of Public Prosecutions as a safeguardClauses 84, 96, 112, 126 (new sections 256B, 118C, 235B, 837C)A person may make a written request to the WHS prosecutor that a prosecution be brought, with escalation to the Director of Public Prosecutions if the WHS prosecutor declines.
•Serious safety offences across coal mining, mineral mining, quarrying, explosives, and petroleum and gas are now prosecuted by an independent Work Health and Safety prosecutorClauses 83, 95, 111, 125Serious offences including those causing death, grievous bodily harm, or exposure to dangerous substances must be prosecuted by the WHS prosecutor, not the regulator.
•Safety advisory committees must now develop 5-year strategic plans identifying critical risks and measurable targets for improving worker safetyClauses 79, 106 (new sections 76A, 67A)Advisory committees gain new functions including developing strategic plans, action plans with measurable targets, and identifying and prioritising critical risks.

4/9/2019· Hon A LynhamGovernment & ElectionsCommittee: pass

Workers' Compensation and Rehabilitation and Other Legislation Amendment Bill 2019

PassedThis bill became law.

•Workers with psychological injuries face a lower bar for compensation — work only needs to be 'a significant' cause, not 'the major' causeClause 34Amends section 32 of the WCR Act to remove 'the major' as a qualifier for employment's 'significant contribution' to a psychiatric or psychological disorder.
•If you're injured at work and your compensation ends before you've returned to work, your insurer must now refer you to a return-to-work programClause 61 (new section 220)Insurer must refer workers who have stopped receiving compensation and have not returned to work to an accredited rehabilitation and return to work program.
•Unpaid interns are now covered by workers' compensation if they're injured during their placementClause 78Amends Schedule 2 to deem unpaid interns as workers entitled to access workers' compensation benefits.
•Employers can say sorry after a workplace injury without it being used against them in a damages claimClause 69 (new Part 14)Expressions of regret and apologies are not admissible as evidence of liability in common law damages proceedings.

22/8/2019· Hon G Grace MPEducationHealthCommittee: pass

Education (Queensland College of Teachers) Amendment Bill 2019

PassedThis bill became law.

•Teachers gain a new voluntary career progression pathway without having to leave the classroom for management rolesClause 4, Section 67AHAT and LT are voluntary career stages that recognise high-performing teachers and encourage them to continue their role as classroom teachers.
•Certification costs $850 for the initial application plus $650 for the classroom assessment stage, with renewal at $100 every five yearsClause 14Schedule 1 fees: certification application $850, stage 2 notice fee $650, renewal application $100.
•Whether certification leads to higher pay or better conditions depends on each employer — the bill does not mandate employment benefitsCertification could have a bearing on a teacher's employment conditions and career path, dependent upon how certification is treated in the context of industrial relations and employment.

12/2/2019· Hon G Grace MPEducationCommittee: pass

Working with Children (Risk Management and Screening) and Other Legislation Amendment Bill 2018

Passed (amended)This bill became law after being modified during debate.

•Jobseekers can now apply for a blue card online and without needing an employer agreement first, making it easier to be job-readyClause 28, s 187–189Removes the requirement for a person to have an agreement to work with an organisation before applying for a working with children check. Applications can be made in an 'approved way' including online.
•Employers must verify an employee's identity and blue card status before they start work, and face up to 200 penalty units for non-complianceClause 17, s 173 and s 175Employers must take reasonable steps to verify identity (e.g. viewing photo ID or working with children card) and notify the chief executive before employment begins.
•Police officers and registered teachers now need to renew their working with children exemption every 3 years instead of holding it indefinitelyClause 44, s 289Working with children exemptions have a term of 3 years. Existing holders get a 3-year grace period from commencement to apply for renewal.

13/11/2018· Hon Y D'Ath MPChildren & FamiliesJustice & RightsCommittee: pass (dissent)

Health and Other Legislation Amendment Bill 2018

PassedThis bill became law.

•Cases of occupational dust lung diseases like black lung and silicosis will be tracked through a mandatory register, helping government respond to these preventable conditionsClause 22, s 279ABEstablishes the Notifiable Dust Lung Disease Register for occupational dust lung diseases caused by exposure to prescribed types of dust.
•Doctors must report diagnosed cases of occupational dust lung disease to Queensland Health, ensuring no cases go unrecordedClause 22, s 279AFPrescribed medical practitioners must notify the chief executive within a prescribed period, with a maximum penalty of 20 penalty units for non-compliance.
•Queensland Health must report to Parliament each year on the number of dust lung disease cases and actions takenClause 22, s 279AJThe chief executive must give the Minister an annual report by 30 September, which the Minister must table in Parliament.

13/11/2018· Hon S Miles MPHealthSeniorsCommittee: pass (dissent)

Working with Children Legislation (Indigenous Communities) Amendment Bill 2018

DefeatedThis bill was defeated at the second reading — the main debate on its principles. It cannot proceed further.

•People in remote Indigenous communities who were denied Blue Cards for non-sexual offences could have accessed employment through the community assessment pathwayClause 3A person holding a negative notice may make a community area application if the negative notice was not issued for a community area application for that community area.
•Job seekers could have started work on an interim permit while their full application was being decided, preventing loss of time-sensitive employment opportunitiesClause 7, s 231C(5)The chief executive must issue a positive notice that applies only until the chief executive decides whether to approve or refuse the application.
•Restricted positive notices only allowed work within the specific community area, not elsewhere in QueenslandClause 7, s 231HA person issued a restricted positive notice is taken to hold a positive notice only for regulated employment in the community area.

17/10/2018· Mr R Katter MPFirst NationsChildren & FamiliesCommittee: not recommended

Anti-Discrimination (Right to Use Gender-Specific Language) Amendment Bill 2018

DefeatedThis bill was defeated at the second reading — the main debate on its principles. It cannot proceed further.

•Workers would have been protected from workplace policies that ban or discourage the use of words like 'husband', 'wife', 'Mr' or 'Mrs'Clause 5 (amendment to section 11)An employer gives a memo to employees requesting employees stop using the words 'husband' and 'wife'.
•Employers could have faced discrimination complaints for noting gender language use on an employee's record or requiring sensitivity training over itClause 4 (amendment to section 10)R is D's manager. R hears D addressing a group of customers as 'guys'. R asks D to undertake sensitivity training and notes the matter on D's employment record.

19/9/2018· Mr R Katter MPJustice & RightsEducationCommittee: not recommended

Mines Legislation (Resources Safety) Amendment Bill 2018

PassedThis bill became law.

•Mining companies face much higher penalties for safety breaches — up to 30,000 penalty units for corporations where a contravention causes multiple deathsClause 6 (CMSHA s 34), Clause 53 (MQSHA s 31)Maximum penalties aligned with the Work Health and Safety Act 2011, with separate higher penalties for officers of corporations.
•Company directors must now proactively ensure their mining operations comply with safety laws, not just react after something goes wrongClause 13 (new s 47A), Clause 61 (new s 44A)Officers must exercise due diligence including acquiring up-to-date knowledge of mine safety matters and verifying the corporation uses appropriate resources and processes.
•Contractors at mine sites must submit their safety plans and integrate them with the mine's overall safety system before starting any workClause 9 (new s 43), Clause 57 (new s 40)Contractors must give the site senior executive a safety management plan and make changes required to integrate it with the mine's single SHMS.
•People in safety-critical roles at mines can have their competency certificates suspended or cancelled if they breach safety obligationsClause 34 (new Part 10A), Clause 77 (new Part 10A)Chief executive can suspend or cancel certificates with 28 days notice and right to respond, with appeal rights to the Industrial Magistrates Court.

20/3/2018· Hon A Lynham MPHealthCommittee: pass

Disability Services and Other Legislation (Worker Screening) Amendment Bill 2018

PassedThis bill became law.

•Self-employed disability support workers must now obtain a yellow card before they can start providing servicesClause 13 (new section 67A)Maximum penalty of 250 penalty units for providing disability services without a current positive notice or exemption notice.
•Sole traders can get their identity certified by a JP, commissioner for declarations, lawyer, or police officer when applying for screeningClauses 6 and 8Replaces the requirement for employer certification with prescribed person certification, recognising sole traders operate independently.
•Sole traders with pending yellow card applications before commencement get a four-month grace period to continue workingClause 33 (new section 344)New sections 67A and 67B do not apply to the sole trader until four months after commencement if they had a pending application.

20/3/2018· Hon C O'Rourke MPHealthCommittee: pass

Heavy Vehicle National Law and Other Legislation Amendment Bill 2018

Passed (amended)This bill became law after being modified during debate.

•Executives of heavy vehicle companies must take active steps to ensure their business meets all safety duties, not just the primary onesClause 16 (amended section 26D)Extends positive due diligence obligations to all major safety duties listed in the HVNL, covering mass limits, fatigue management, speed compliance, vehicle standards and load restraint.
•Heavy vehicle drivers doing short-distance (100km) work must provide their work records to their record keeper within 21 days or face a $3,000 fineClause 23 (new section 319A)Maximum penalty of $3,000 for failing to record and provide required information. The obligation is satisfied if the record keeper obtains the information another way.
•Heavy vehicle operators can now show compliance documents on electronic devices during roadside inspections instead of carrying paper copiesClause 21Amends section 192A to allow documents to be made available on an electronic device or otherwise in electronic form.

15/2/2018· Hon M Bailey MPTransport & RoadsSafety & EmergencyCommittee: pass

55th Parliament (2015–2017)31 bills

Plumbing and Drainage Bill 2017

Lapsed

•Working without a plumbing, drainage or mechanical services licence can now cost up to 350 penalty units or 1 year in prison for repeat or serious offencesClauses 56, 57, 220, 221First offence carries up to 250 penalty units, second up to 300, and third (or grossly defective work) up to 350 penalty units or 1 year's imprisonment.
•A new mechanical services occupational licence will be required for people working on heating, air-conditioning and medical gas systemsClause 217 (new s 30D QBCC Act)The new licence covers mechanical services work including medical gas work, with classes to be set by regulation.
•Currently unlicensed mechanical services workers will get a transition period to gain qualifications or prove their skills before needing the new licenceClause 228Existing refrigeration, air-conditioning and mechanical services licensees will be taken to hold the equivalent mechanical services licence; others have a transition period to qualify.
•Supervisors and employers can be prosecuted if they direct or supervise an unlicensed person to do plumbing or mechanical services workClauses 57, 221

10/10/2017· Hon M de Brenni MPHousing & RentingSafety & Emergency

Mines Legislation (Resources Safety) Amendment Bill 2017

Lapsed

•Mine workers get stronger safety oversight with corporate officers now required to proactively check their company is complying rather than only being held accountable after something goes wrongClauses 12 and 61New division 3A places a positive duty on officers of corporations to exercise due diligence to ensure the corporation complies with its safety and health obligations.
•Corporations face much higher maximum fines for safety breaches - up to 30,000 penalty units (around $3.8 million) where multiple workers dieClauses 5 and 53Section 34 is replaced to align maximum penalties with the Work Health and Safety Act 2011, with new penalty tiers for officers of corporations.
•A new civil penalty regime lets the regulator fine mine operator or contractor corporations 500 to 1,000 penalty units for prescribed safety breachesClauses 44 and 87New Part 15B (CMSHA) and Part 14B (MQSHA) allow the chief executive to impose civil penalties on relevant corporations, with appeal rights to the Industrial Magistrates Court.
•Workers at small opal and gem mines with fewer than 11 people will now be covered by a formal safety and health management system for the first timeClause 55Omits the exemptions in section 38 of the MQSHA so obligations apply to all operators regardless of the size of the mine, with a two-year transition.

7/9/2017· Hon Dr A Lynham MPHealthCommittee: pass

Building Industry Fairness (Security of Payment) Bill 2017

Passed (amended)This bill became law after being modified during debate.

•If you're a subcontractor or tradie, your progress payments on qualifying projects are held in a trust account that your head contractor can't use to pay their other debtsClauses 9, 23, 39A PBA is a trust over principal payments, subcontractor entitlements and retention amounts, which cannot be used for head contractor debts or taken by creditors.
•You can apply to have a payment dispute decided by an independent adjudicator within weeks, not months, and the decision can be enforced as a court judgment if your contractor doesn't payClauses 79-93Adjudication applications go through the Registry within 4 business days and certificates can be filed as a judgment debt.
•Your head contractor must give you written notice 10 days before the defects liability period ends, so you know when retention money is due to be releasedClause 278 (new s67NC of QBCC Act)Requires notice of the end date and the amount to be released, with penalties for failure to release retention on time.
•If you're not paid, you can suspend work after giving 2 business days' notice without facing civil liabilityClause 98Replicates existing section 33 of the BCIPA providing immunity when suspending work for non-payment.

22/8/2017· Hon M de Brenni MPBusiness & EconomyJustice & RightsCommittee: pass (dissent)

Work Health and Safety and Other Legislation Amendment Bill 2017

Passed (amended)This bill became law after being modified during debate.

•Your employer can be jailed for up to 20 years if their negligent conduct causes your death at workClause 4 (new s 34C-34D)Creates industrial manslaughter offences for PCBUs and senior officers carrying 20 years imprisonment for individuals and 100,000 penalty units ($10 million) for bodies corporate.
•If you are elected as a Health and Safety Representative, your employer must pay for your 5-day training course within 6 months and refresher training every 3 yearsClause 15 and Clause 67Amends section 72 to require PCBUs to ensure HSRs complete prescribed training and pay fees, with training consisting of an initial 5-day course and 1-day refresher every 3 years.
•You can take unresolved workplace safety disputes to the Industrial Relations Commission after waiting 24 hours for an inspectorClause 32 (new Part 5 Division 7A)Allows a worker, HSR, union or PCBU to notify the QIRC of a WHS dispute once it remains unresolved at least 24 hours after asking for an inspector.
•Your employer can again appoint a Workplace Health and Safety Officer whose job is to assess risks and report hazards at least every 12 monthsClause 20 (new Part 5A)Reintroduces the WHSO role with risk-assessment functions, protection from personal liability, and a requirement for employers to provide resources.

22/8/2017· Hon G Grace MPJustice & RightsSafety & Emergency

Working with Children Legislation (Indigenous Communities) Amendment Bill 2017

Lapsed

•Community members with certain past non-sexual convictions could access jobs in childcare, schools and care services in their own communityExplanatory notes — policy objectivesThe framework enables a restricted positive notice to be issued where a negative notice would otherwise have applied due to previous serious offences.
•Applicants could start work on an interim basis while their blue card was being processed, instead of losing job opportunities during delaysNew section 231CThe community justice group may recommend an interim restricted positive notice at any time before the chief executive decides the application.
•A fixed 21-day timeframe would be put on the chief executive to decide community area applications, reducing waiting timesNew section 231D
•The bill lapsed at the end of the 55th Parliament, so these new employment pathways did not come into effect

14/6/2017· Mr R Katter MPFirst NationsChildren & Families

Workers' Compensation and Rehabilitation (Coal Workers' Pneumoconiosis) and Other Legislation Amendment Bill 2017

Passed (amended)This bill became law after being modified during debate.

•Coal miners and other workers with dust-related lung disease can get a new lump sum of up to $120,000Clause 20 (new s 128G)A worker with pneumoconiosis is entitled to lump sum compensation of up to $120,000 based on a graduated scale tied to their pneumoconiosis score and lodgement age.
•Workers whose lung disease gets worse can re-open their compensation claim for further paymentsClause 20 (new s 128I-128J) and Clause 25If a worker's pneumoconiosis score increases into a higher band after they have already received compensation, they are entitled to further lump sum compensation for the increase.
•Self-insured employers can no longer freeze your weekly payments while they appeal your claimClause 15Section 566 of the Industrial Relations Act 2016 is amended so it does not apply to appeals against a decision to allow a workers' compensation claim.
•Families of people killed or seriously injured at work get a formal committee to advise government on supportClause 39 (new Part 2A, sch 2)Establishes the Persons Affected by Work-related Fatalities and Serious Incidents Consultative Committee to advise the Minister on information and support needs of affected persons.

14/6/2017· Hon G Grace MPHealthJustice & RightsCommittee: pass

Labour Hire Licensing Bill 2017

Passed (amended)This bill became law after being modified during debate.

•If you work through a labour hire company you can check a public register to confirm your employer is licensed and legitimateClause 103The chief executive must keep a register of licensees and make it available free of charge on the labour hire website.
•Labour hire companies must comply with all workplace, tax and superannuation laws as a condition of keeping their licenceClause 28It is a condition of a licence that the licensee must comply with all relevant laws applying to the licensee.
•Every six months providers must report on the work you do, where you do it, your accommodation and any safety incidents or compensation claimsClause 31Licensees must report to the chief executive within 28 days after each six-month reporting period, including details about workers, industries, accommodation and workers' compensation claims.
•Apprentices and trainees supplied by group training organisations are explicitly covered by the scheme's worker protectionsClause 8(3)A worker includes an apprentice or trainee under a training contract entered into with a group training organisation or principal employer organisation under the Further Education and Training Act 2014.

25/5/2017· Hon G Grace MPJustice & RightsRegional Queensland

Building and Construction Legislation (Non-conforming Building Products - Chain of Responsibility and Other Matters) Amendment Bill 2017

Passed (amended)This bill became law after being modified during debate.

•Builders must notify the QBCC of any death or serious injury on their building site, after the 2015 electrocution death of apprentice Jason GarrelsClause 10, new section 54AA licensee who becomes aware that a notifiable incident has occurred on a site under their control must give the commission notice in the fastest way possible, with a maximum penalty of 80 penalty units.
•The QBCC can cancel a builder's licence if their work causes death, grievous bodily harm or serious safety risksClause 9The QBCC can suspend or cancel a licence where building or other work on a site under the licensee's control may have caused death, grievous bodily harm, or involved a serious risk to the health or safety of a person.
•The QBCC can now share safety information with work health, electrical safety and public health regulators to improve site safetyClause 8, new sections 28A-28B
•Licensees must also tell the QBCC if someone on their site has breached a work health or electrical safety noticeClause 10, new section 54A

25/5/2017· Hon M de Brenni MPSafety & EmergencyHousing & RentingCommittee: pass

Criminal Law (Historical Homosexual Convictions Expungement) Bill 2017

Passed (amended)This bill became law after being modified during debate.

•An expunged conviction cannot lawfully be used to refuse you a job, dismiss you, or deny you a professional appointment or licenceClause 24(2)(f)The conviction or charge is not a proper ground for refusing to appoint the person to any office, profession or employment; or excluding or dismissing the person from any office, profession or employment.
•You no longer have to answer 'yes' to criminal history questions on job applications or working-with-children checks for expunged offencesClauses 24, 49 and 51Amendments to the Child Protection Act 1999 and Family Responsibilities Commission Act 2008 confirm expunged convictions and charges are not 'relevant information'.
•Anyone who improperly discloses or dishonestly obtains information about an expunged conviction can be fined up to 100 penalty unitsClauses 26, 27 and 40Maximum penalty of 100 penalty units for disclosing information from public records about expunged convictions, dishonestly obtaining such information, or breaching confidentiality.

11/5/2017· Hon Y D'Ath MPJustice & RightsCommittee: pass (dissent)

Transport and Other Legislation (Personalised Transport Reform) Amendment Bill 2017

Passed (amended)This bill became law after being modified during debate.

•If you drive a taxi or ride-booking service, you must have zero alcohol in your system whenever your vehicle is available for hire — even while waiting for a booking on an appClause 34The zero BAC requirement is extended to drivers of any motor vehicle that is available to be used, about to be used, or being used to provide a public passenger service, including while connected to a booking service or app.
•Your driver licence can be suspended for a month if you commit three relevant offences in three years, and you cannot appeal the suspensionClause 18, new sections 91ZJ and 91ZKThe chief executive may suspend a driver's licence for one month if the person has, within a 3-year period, committed 3 or more relevant driver offences; the decision is not reviewable.
•Driver fatigue is a legal safety risk — both drivers and booking companies must take reasonable steps to stop fatigued drivingClause 18, new section 91BA person must not drive a vehicle used for a taxi or booked hire service while impaired by fatigue; a person in the chain of responsibility must take all reasonable steps to ensure another person does not drive while fatigued.
•Taxi bailment agreements between operators and drivers are no longer regulated — pay and conditions become a workplace relations matterClause 13Chapter 4A of the Act is omitted; agreements with drivers are considered a workplace relations matter for the industry to manage subject to other legislation.

21/3/2017· Hon M Bailey MPTransport & RoadsBusiness & EconomyCommittee: pass (dissent)

Trading (Allowable Hours) Amendment Bill 2017

Passed (amended)This bill became law after being modified during debate.

•Your boss cannot force you to work the new extended hours unless you agree in writingClause 28 (new section 36B)An employer must not require an employee to work during extended hours unless the employee has freely elected to work during extended hours.
•Being pressured, harassed or threatened into agreeing to extended hours does not count as freely agreeing, and neither does just being rostered onClause 28 (new section 36B(3))
•Retail workers may get more shifts and income as shops open longer on Sundays, public holidays and eveningsRetail workers benefit from an increased range and number of potential working hours, increased flexibility and higher incomes.
•Workers at Westfield Chermside and Garden City finish at 6pm on Christmas Eve instead of 9pm, freeing up the eveningClause 7 (new section 16G)

1/3/2017· Hon G Grace MPBusiness & EconomyRegional QueenslandCommittee: pass (dissent)

Strong and Sustainable Resource Communities Bill 2016

Passed (amended)This bill became law after being modified during debate.

•If you live in a regional mining town, resource companies can no longer staff a whole project entirely with fly-in fly-out workers, improving your chances of getting work locallyClause 6The owner must not employ a workforce for the operational phase of the project that comprises 100% of workers who are fly-in fly-out workers.
•Job ads that lock out local residents from applying for large resource project jobs become an offence carrying a maximum penalty of 400 penalty units (multiplied by five for companies)Clause 8The owner must not advertise positions for workers for the project in a way that prohibits residents of the nearby regional community from applying. Maximum penalty 400 penalty units.
•You can challenge discriminatory hiring at a large resource project through the Anti-Discrimination Commission, with the company having to prove they didn't discriminateClause 19 (new s131F)It is presumed the action was taken for the alleged reason, unless the respondent proves otherwise.
•If you choose to move out of a FIFO camp and into a nearby town and drive to work, your employer can't sack you for itClause 19 (new s131C(2)(b))The owner must not discriminate against a worker by terminating the worker's employment because the worker is, or becomes, a resident of the nearby regional community.

8/11/2016· Hon Dr A Lynham MPEnvironmentRegional QueenslandCommittee: pass (dissent)

Heavy Vehicle National Law and Other Legislation Amendment Bill 2016

Passed (amended)This bill became law after being modified during debate.

•If you work as a loader, packer, scheduler or consignor for trucking operations, you now share legal responsibility for road safety, not just the driverClause 10 (new s 26A, 26C)The safety of transport activities relating to a heavy vehicle is the shared responsibility of each party in the chain of responsibility for the vehicle.
•Company executives and directors must personally exercise due diligence to ensure their business operates safely — and can be prosecuted even if the company is notClause 10 (new s 26D)If a legal entity has a duty under section 26C, an executive of the legal entity must exercise due diligence to ensure the legal entity complies with the duty.
•Bosses can no longer force or contract drivers to speed or drive fatigued, with $10,000 fines for making such requestsClause 10 (new s 26E)A person must not ask, direct or require the driver to exceed a speed limit or drive while impaired by fatigue. Maximum penalty $10,000.
•Authorised officers can require any person to provide information about possible safety breaches, with $10,000 penalty for refusing without reasonable excuseClause 91 (new s 570A)The authorised officer may, by notice, require the person to give the information; failure to comply without reasonable excuse is an offence with $10,000 maximum penalty.

3/11/2016· Hon S Hinchliffe MPTransport & RoadsBusiness & Economy

Rail Safety National Law (Queensland) Bill 2016

PassedThis bill became law.

•Any rail safety worker caught working with alcohol in their blood or a prescribed drug in their saliva can be fined up to $10,000Clause 19 (applying national law s 128)It will be an offence for a rail safety worker to carry out rail safety work while there is any alcohol or a prescribed drug in their system, or while so impaired by alcohol or a drug that they cannot effectively do their job.
•Rail workers can be required to give breath, saliva or blood samples for random, targeted or post-incident testing by officers appointed by the national regulatorPart 3, Divisions 3-4An authorised person may require a rail safety worker to submit to a preliminary breath test, preliminary saliva test, breath analysis, saliva analysis or blood test if they are about to do, are doing, or have just done rail safety work.
•For the first time, people who load or unload rail freight have a legal safety duty to do the job safelyNational law (applied) new dutiesThe Rail Safety National Law introduces a duty for persons who load or unload freight on rolling stock to ensure, so far as is reasonably practicable, that such operations are carried out safely.
•Maximum fines for rail safety breaches are generally higher and are aligned with workplace health and safety penaltiesExplanatory notes: PenaltiesPenalties in the Rail Safety National Law have been aligned to penalty amounts in the Work Health and Safety Act 2011, with a five or ten times corporate multiplier for breaches by companies.

13/9/2016· Hon S Hinchliffe MPTransport & RoadsSafety & EmergencyCommittee: pass

Heavy Vehicle National Law and Other Legislation Amendment Bill 2016

Withdrawn

•Company executives can be personally prosecuted for failing to exercise due diligence on transport safety, even if the company itself isn't convictedClause 10 (new s 26D)An executive of a legal entity with a primary duty must exercise due diligence to ensure the entity complies with the duty; conviction is possible even if the entity has not been proceeded against.
•Workers in the transport chain — including schedulers, packers and loaders — share a positive duty to ensure safety so far as reasonably practicableClause 10 (new s 26C)Each party in the chain of responsibility for a heavy vehicle must ensure, so far as is reasonably practicable, the safety of the party's transport activities relating to the vehicle.
•Reckless conduct that exposes someone to death or serious injury carries up to 5 years jail or $300,000 for individuals, and $3 million for corporationsClause 10 (new s 26F)Category 1 offence: if an individual commits the offence—$300,000 or 5 years imprisonment or both; if a corporation commits the offence—$3,000,000.
•It becomes a $10,000 offence to ask or contract a driver to do something that would cause them to speed or drive fatiguedClause 10 (new s 26E)A person must not ask, direct or require a driver or chain-of-responsibility party to do something that would cause the driver to exceed a speed limit or drive while impaired by fatigue.

13/9/2016· Hon S Hinchliffe MPTransport & RoadsBusiness & EconomyCommittee: pass

Industrial Relations Bill 2016

Passed (amended)This bill became law after being modified during debate.

•You get up to 10 days paid leave per year if you are experiencing domestic or family violence - a first for Australian state lawClause 52Entitles an employee (other than casual) to a maximum of 10 days domestic and family violence leave per year on full pay, with unpaid equivalents for casual employees.
•You can request flexible working hours or arrangements, and your employer must reply in writing within 21 days and only refuse on reasonable groundsClauses 27-29Any employee in the Queensland jurisdiction may request a flexible working arrangement; the employer must respond within 21 days and provide written reasons for any refusal.
•You are protected from being sacked, demoted or punished for joining a union, making a complaint, or exercising other workplace rightsChapter 8, Part 1Creates a general protections jurisdiction prohibiting adverse action against employees because they have or exercise a workplace right, or engage in industrial activity.
•If you are bullied at work in the public sector or local government, you can apply to the Queensland Industrial Relations Commission for a stop-bullying orderChapter 7, Clauses 272-276An employee can apply to the commission for a stop-bullying order where repeated unreasonable behaviour creates a risk to health and safety.

1/9/2016· Hon G Grace MPJustice & RightsGovernment & ElectionsCommittee: not recommended

Revenue and Other Legislation Amendment Bill 2016

Passed (amended)This bill became law after being modified during debate.

•If you work for the Queensland Government, you can choose your own super fund instead of being locked into QSuperClause 62 (new Part 3AA)Core government employees may direct their employer to pay contributions to a fund other than QSuper, with QSuper remaining the default.
•If you work for a Queensland council (including Brisbane City Council), you can choose a super fund other than LGIAsuperClauses 27-31New section 219 prescribes LGIAsuper as the default fund but lets prescribed employees direct contributions to another fund.
•Defined benefit super members don't get choice of fund - contributions stay in the existing schemeClauses 28, 62Choice of fund does not apply to employees in a defined benefit category.
•Your employer contribution rate is protected - it doesn't drop if you switch super fundsClauses 28, 62The amendments preserve the existing level of contributions an employer must pay regardless of the fund chosen.

16/6/2016· Hon C Pitt MPCost of LivingHousing & RentingGovernment & ElectionsCommittee: pass

Workers’ Compensation and Rehabilitation (National Injury Insurance Scheme) Amendment Bill 2016

Passed (amended)This bill became law after being modified during debate.

•If you are catastrophically injured at work from 1 July 2016, you get a lifetime entitlement to treatment, care and support regardless of who was at faultClause 30 (new chapter 4A)The chapter is intended to ensure that workers who sustain serious personal injuries receive necessary and reasonable treatment, care and support.
•If you are a subcontractor or labour hire worker, your employer can no longer be forced to cover the injury costs of the principal contractor who hired themClause 31 (new s 236B)The agreement is void to the extent it provides for the employer to indemnify the other person for any contribution claim made by the insurer against the other person.
•Where your employer was at fault, you can choose between a lump sum for treatment, care and support or ongoing lifetime scheme paymentsClause 30 (new s 232V)The worker must state in the notice of claim whether or not the worker elects to seek treatment, care and support damages for the injury.
•You cannot have your treatment, care and support damages reduced for contributory negligence if you qualify for the lifetime schemeClause 36 (new s 305K)

14/6/2016· Hon G Grace MPHealthCost of Living

Education and Other Legislation Amendment Bill 2016

Passed (amended)This bill became law after being modified during debate.

•If you're a teacher with a mental health or substance issue, minor discipline matters can now be handled supportively with a voluntary health assessmentClauses 73, 74, 81 (PC&TC Committee, s 119A)Renames the internal disciplinary committee to the Professional Capacity and Teacher Conduct Committee, which can order a voluntary health assessment and include a registered health practitioner on the panel.
•You can settle minor discipline matters with the College through a voluntary agreement instead of a full hearingClause 60 (new s 101)The College may enter a binding 'practice and conduct agreement' with a teacher to take no further action, issue a warning or reprimand, or impose conditions on registration.
•If you breach a condition on your full registration, the College can now handle it through a show cause process instead of a full disciplinary referralClauses 30-32 (s 45-47)Expands the College's show cause power to cover breaches of conditions of full registration imposed by the College, not just provisional registration or returning-to-teaching conditions.
•You must return your certificate of registration within 14 days of suspension or cancellation or face a penalty of up to 20 penalty unitsClause 43 (s 64(2))A teacher must, unless there is a reasonable excuse, return the certificate of registration or permission to teach within 14 days after receiving notice of suspension or cancellation.

24/5/2016· Hon K Jones MPEducationChildren & FamiliesCommittee: pass

Further Education and Training (Training Ombudsman) and Another Act Amendment Bill 2015

Passed (amended)This bill became law after being modified during debate.

•Apprentices and trainees get a specialist independent body to handle disputes about training contracts and completion decisionsClause 5 (new s 112D)The Ombudsman can receive complaints about decisions by the chief executive about training contracts and the declaration or nominal term of an apprenticeship or traineeship.
•Employers of apprentices and trainees can have their compliance with training obligations reviewed if someone complainsClause 5 (new ss 112A, 112H)Compliance matters cover compliance with the Act by apprentices, trainees, employers and supervising registered training organisations; these are referred first to the chief executive to investigate.
•People asked for information during an assessment must respond or face up to 100 penalty units, though individuals can refuse if answering would incriminate themClause 5 (new s 112N)The training ombudsman can require information, documents, or attendance; failure to comply without reasonable excuse attracts a maximum penalty of 100 penalty units.

1/12/2015· Hon Y D'Ath MPEducationCommittee: pass

Hospital and Health Boards (Safe Nurse-to-Patient and Midwife-to-Patient Ratios) Amendment Bill 2015

Passed (amended)This bill became law after being modified during debate.

•Nurses and midwives in Queensland public hospitals get legally guaranteed minimum staffing levels on prescribed wards, reducing workload pressureClause 5 (s 138B)Minimum ratios also provide safer workloads for the front-line public sector nursing and midwifery workforce, to improve recruitment and retention, staff satisfaction, and greater workforce sustainability.
•A binding workload management standard will govern how hospitals calculate staffing needs and evaluate staff performanceClause 5 (s 138E)The chief executive may make a standard about nursing and midwifery workload management by Services, including how a Service calculates its nursing or midwifery human resource requirements.
•Regulations can specify the skills and qualifications of nurses counted towards a ratio, so the headcount cannot be padded with less-qualified staffClause 5 (s 138B(2)(b))The regulation may include a requirement about the skills or qualifications of the nurses or midwives.

1/12/2015· Hon C R Dick MPHealth

Plumbing and Drainage and Other Legislation Amendment Bill 2015

Passed (amended)This bill became law after being modified during debate.

•Licensed plumbers and drainers get a dedicated industry body (the Service Trades Council) with a direct voice on complex licensing and disciplinary mattersClause 7 (new ss 5 and 6)The Service Trades Council is established with functions including advising the Minister and making recommendations to the QBCC commissioner about the performance of the commissioner's functions.
•If you are disciplined as a plumber by the QBCC, you can ask the new Service Trades Council for an internal review, which includes industry and union representationClause 16 (new s 85A) and Clause 7 (new s 6(f))For an internal review application for a decision of the commissioner under the Plumbing and Drainage Act section 68, the internal reviewer is the Service Trades Council.
•The Council includes representatives from the plumbers' union, Master Plumbers, fire industry, mechanical contractors and inspectors alongside government and a consumer representativeClause 7 (new s 8(3))Membership must include the assistant commissioner, and representatives of the CEPU Plumbing Division Queensland Branch, Master Plumbers' Association of Queensland, National Fire Industry Association Queensland and others.

1/12/2015· Hon L Enoch MPHousing & RentingGovernment & Elections

Disability Services and Other Legislation Amendment Bill 2015

Passed (amended)This bill became law after being modified during debate.

•If you work or volunteer for an NDIS provider, you must hold a positive notice or exemption notice (a yellow card style check) before starting or continuing in the roleClauses 21-26Sections 65-70 of the Disability Services Act are extended so NDIS non-government service providers cannot engage workers or volunteers without the required screening notice.
•You must tell your NDIS employer straight away if there is a change in your police information, or your employer cannot keep you engagedClauses 27-28Sections 75 and 77 are amended so workers engaged by NDIS non-government providers must disclose changes in police information and providers must not continue engagement without a fresh check.
•NDIS providers must put in place a risk management strategy for every worker they engage, to protect people with disability from abuse, neglect or exploitationClause 13Section 49 of the Disability Services Act requires NDIS non-government service providers to develop and implement a risk management strategy.
•Giving a prospective NDIS employer false or misleading information is an offenceClause 29Section 78(a) is extended so it is an offence for a person to give an NDIS non-government service provider false or misleading information.

1/12/2015· Hon C O'Rourke MPHealthJustice & RightsCommittee: pass

Jobs Queensland Bill 2015

Passed (amended)This bill became law after being modified during debate.

•A new independent body will advise government on the skills Queensland workers and industries will need in the futureClause 7Jobs Queensland must give advice to the Minister about the skills anticipated to be needed for particular industries and regional areas, and future workforce development and planning.
•Unions and employers are both guaranteed seats on the board, with equal numbers of eachClause 10Members must include at least one person the Minister considers represents employers and at least one representing employees, in equal numbers.
•Employers, unions and industry peak bodies must be consulted when the body gives its adviceClause 9Jobs Queensland must consult with representatives from a broad range of industries, including employers, unions, industry associations and peak bodies.
•Regional and rural Queenslanders must be consulted about skills needs in their areasClause 9Consultation must include community representatives, including representatives from rural and regional areas.

16/9/2015· Hon Y D'Ath MPEducationCommittee: pass

Workers’ Compensation and Rehabilitation and Other Legislation Amendment Bill 2015

Passed (amended)This bill became law after being modified during debate.

•If you're injured at work, you can sue your employer for damages even if your permanent impairment is 5% or lessClause 6Removes the requirement that a worker have an assessed degree of permanent impairment greater than 5% to seek common law damages.
•Prospective employers can no longer pull your workers' compensation claims history when deciding whether to hire youClause 30Removes the entitlement given to prospective employers under section 571D to apply for a copy of a prospective worker's claims history summary.
•If you were injured between 15 October 2013 and 31 January 2015 with a minor impairment, you may get a new top-up lump sum paymentClause 33Inserts section 193A providing additional lump sum compensation for workers with a DPI of 5% or less injured during that window.
•Insurers now have strict deadlines (40 business days) to decide key applications, with review rights if they miss themClauses 4, 5, 7Requires insurers to decide section 132A, 132B and 239A applications within 40 business days and gives workers review rights for late decisions.

15/7/2015· Hon C Pitt MPJustice & RightsHealth

Workers' Compensation and Rehabilitation (Protecting Firefighters) Amendment Bill 2015

WithdrawnThis bill was withdrawn from consideration and will not become law.

•Firefighters diagnosed with one of 12 listed cancers would have been presumed to have a work-related injury, making workers' compensation easier to claimClause 3 (new s 32A)If a firefighter served the minimum years for a listed cancer, the disease is taken to have been contracted in the course of employment and the employment is taken to be a significant contributing factor.
•Employers and insurers, not firefighters, would have had to prove a cancer was not caused by firefightingClause 3 (new s 32A(6))The presumption could only be rebutted by proving the disease was contracted other than through firefighting or that firefighting was not a significant contributing factor.
•Coverage would have applied to career, auxiliary, rural and volunteer firefighters, not just full-time staffClause 3 (new s 32A(7))'Firefighter' was defined to include a fire officer, a rural firefighter and a volunteer firefighter or fire warden.
•The bill was discharged in Parliament, so these protections did not come into force through this legislation

3/6/2015· Mr J Bleijie MPHealthSafety & Emergency

Holidays and Other Legislation Amendment Bill 2015

Passed (amended)This bill became law after being modified during debate.

•Your long weekends change from 2016: Labour Day returns to the first Monday in MayClause 12Schedule to the Holidays Act 1983 is amended so Labour Day is observed on the first Monday in May.
•The Queen's Birthday public holiday moves from June to the first Monday in OctoberClause 12Schedule to the Holidays Act 1983 is amended so the Birthday of the Sovereign is observed on the first Monday in October.
•Penalty rates and leave rules under industrial awards follow the new public holiday datesClause 14Schedule 5 of the Industrial Relations Act 1999 is updated to match the new Labour Day and Birthday of the Sovereign dates.
•Crane, forklift and scaffolding workers can apply for a high risk work licence online instead of visiting an Australia Post outletClause 43 (new s 28EA)Enables an online application service for HRW licences using DTMR's digital bank of customer image sets.

3/6/2015· Hon C Pitt MPGovernment & ElectionsTransport & Roads

Queensland Training Assets Management Authority Repeal Bill 2015

PassedThis bill became law.

•QTAMA staff keep their existing employment contracts, which transfer to the State on the same termsClause 4, section 234Section 229 applies to a contract of employment that was in force under section 33 of the repealed Act immediately before the commencement.
•Transferred staff remain outside the Public Service Act 2008 and continue under their contract termsClause 4, section 234(2)
•QTAMA's board members and chief executive lose their positions on commencement with no extra compensationClause 4, section 225QTAMA and its board are dissolved and its chief executive officer and each member of its board go out of office; no compensation is payable.

21/5/2015· Hon Y D'Ath MPEducation

Heavy Vehicle National Law Amendment Bill 2015

PassedThis bill became law.

•Truck drivers can swap paper log books for an electronic work diary that records work time to the minuteClause 22 (new s 246A)Work time and rest time must be counted in 1 minute periods for drivers using an electronic work diary.
•Small fatigue overruns of up to 8 minutes in a day won't count as a breach, recognising that electronic diaries are more precise than paperClauses 23-24The amendment provides standard hours and BFM drivers using an EWD a period up to eight minutes excess in a 24 hour period without breach.
•Your fatigue records stay private - information from an electronic work diary generally can only be used for fatigue compliance, with $20,000 fines for improper disclosureClauses 62-63 (new ss 728A, 729A)A maximum penalty of $20,000 applies for disclosing or misusing electronic work diary protected information.
•Your boss (the record keeper) must report problems with your electronic diary to the Regulator within 2 business days, or face fines up to $6,000Clauses 29-31, 39Record keepers must notify the NHVR in the approved form if an EWD is filled up, lost, stolen, malfunctioning or suspected of being tampered with.

19/5/2015· Hon J Trad MPTransport & RoadsSafety & EmergencyCommittee: pass

Industrial Relations (Restoring Fairness) and Other Legislation Amendment Bill 2015

Passed (amended)This bill became law after being modified during debate.

•If you work in the Queensland public sector, conditions like job security, contracting protections and union encouragement can be bargained back into your award or agreementClause 32Repeals Chapter 15, Part 2 which deemed these types of provisions to be of no effect in government sector industrial instruments.
•Your union's organiser can again visit your workplace during business hours without giving the employer advance notice, to inspect pay records and talk to membersClauses 28-31Restores section 372 and removes the entry notice and employer response notice requirements introduced in 2013.
•You can challenge unfair treatment in the Industrial Relations Commission without the employer automatically getting a lawyer, because legal representation is no longer an automatic rightClause 25Section 319 is returned to its pre-2012 form, restoring the Commission as a layperson's tribunal.
•Your next enterprise agreement can include clauses on workload management, training access, service delivery and redundancy terms above the minimum standardsClause 16Chapter 2A, Part 3, Division 4 containing 'non-allowable content' restrictions is omitted, expanding what can be agreed between the parties.

7/5/2015· Hon C Pitt MPGovernment & Elections

Work Health and Safety and Other Legislation Amendment Bill 2015

Passed (amended)This bill became law after being modified during debate.

•A trained safety representative can now order you to stop work if there is a serious and immediate risk to your health or safetyClause 21 (new s 85)A health and safety representative may direct a worker in their work group to cease work if the representative has a reasonable concern the work would expose the worker to a serious risk from an immediate or imminent hazard.
•If a workplace injury or illness keeps you off work for more than four days, your employer will have to notify the regulatorClause 16 (new s 36)The definition of serious injury or illness is extended to cover injuries or illnesses causing the person to be absent from voluntary or paid employment for more than four days.
•Union safety inspectors can enter a workplace straight away to check a suspected safety breach instead of giving 24 hours noticeClause 23 (new s 119)A WHS entry permit holder must give notice of the entry and the suspected contravention as soon as reasonably practicable after entering the workplace, not in advance.
•Health and safety representatives can bring in assistance without giving the workplace 24 hours noticeClauses 17 and 18The requirement for a representative to give at least 24 hours notice before an assistant enters the workplace is removed.

7/5/2015· Hon C Pitt MPSafety & Emergency