Workplace relations obligations are evolving rapidly in Australia, and auctioneering and valuation businesses face particular pressures due to the sector’s diverse work patterns, variable workloads and reliance on both permanent and casual labour. Understanding these changes is essential for maintaining compliance and safeguarding business reputation.
A major shift is the introduction of criminal penalties for wage theft from 1 January 2025. Underpayment is no longer a purely administrative or civil matter; employers may now face imprisonment or substantial fines. For auction houses and valuation practices where weekend work, irregular hours and differing award classifications are common, the risk of accidental underpayment is significant. The widespread recoveries secured by the Fair Work Ombudsman highlight the need for robust payroll systems, documented processes and regular internal auditing to ensure employees receive all entitlements.
Another important development is the national ‘right to disconnect’. While many staff in this sector work outside standard hours to meet client needs, the law now protects employees who reasonably refuse after-hours contact. Businesses must review employment contracts, clarify expectations around communication and train managers to avoid inadvertent breaches. Ensuring policies align with the practical realities of auction days, on-site inspections and client deadlines will help reduce disputes and strengthen workplace culture.
Redeployment obligations during restructuring have also been clarified. A redundancy is only “genuine” if redeployment has been genuinely considered across the whole enterprise, including roles performed by contractors. For businesses restructuring departments, adapting to seasonal activity or shifting from in-house to contracted services, this higher threshold requires careful planning and thorough documentation.
Looking ahead, several forthcoming reforms will further reshape employer duties. The planned prohibition of most non-compete clauses for employees under the high-income threshold will require businesses to rethink how they manage confidentiality and intellectual property. From July 2026, superannuation must be paid on payday, requiring payroll system updates and closer cash-flow management. Additionally, ongoing debate about working-from-home rights may lead to new award terms affecting administrative and hybrid roles within the sector.
From December 2025, AVAA Corporate Members gain valuable access to professional workplace relations support through the innovative partnership with HR Comand. This collaboration provides expert guidance, practical tools, and tailored compliance resources designed to help auction and valuation businesses strengthen governance, manage risk, and operate with confidence in a changing regulatory environment.
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