Your Rights at Work: Get the facts on the IR laws for the election

Working Australians and their families have an important choice on November 24.

Watch a video outlining the Facts on the Howard Government's IR laws.

Use the Factsheets on this page to help decide what is best for you and your family.

Get the facts on the IR laws for the election

VIDEO: Choose the IR laws you want for you and your family.

Download a Factsheet that sums up the two major parties' workplace policy

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Download a Factsheet about Unfair Dismissal

Howard Government's IR laws

Over four million working Australians have lost protection from being unfairly sacked.

No matter how long your length of service, if your company has fewer than 100 workers you can be sacked on the spot.

Workers in larger businesses can be sacked for 'operational reasons'. For example if the business wants to employ workers, for the same job, on lower pay.

Labor's IR alternative

Workers protected from unfair dismissal.

In small businesses with less than 15 workers, protection would apply after 12 months employment and after 6 months in other businesses.

If you believe you have been unfairly dismissed, Labor's new industrial umpire Fair Work Australia will sort out the issue quickly and with no complex legal requirements.

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Download a Factsheet about Labor's new safety net for working families

Howard Government's IR laws

More power for employers to dictate working hours.

Workers can be put on AWAs with just five minimum conditions.

Workers must negotiate conditions like overtime pay, penalty rates, public holidays and annual leave entitlements from their employer.

Labor's IR alternative

At least ten award conditions protected including public holidays, penalty rates, overtime and annual leave.

More say for workers over rosters and shifts.

An extra year of unpaid leave after the birth of a child and the right to request flexible working hours until children are school age.

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Howard Government's IR laws

AWA individual contracts cut pay and conditions such as public holiday and weekend pay, overtime and penalty rates, redundancy pay and a say over rosters.

Employers can make signing an AWA a condition of getting a job or promotion.

Workers sacked and offered their job back on an AWA that cuts pay and conditions.

Labor's IR alternative

AWA individual contracts will be abolished.

Workers' pay and conditions will be protected including overtime loadings, penalty rates, annual leave, public holidays, rest breaks and redundancy pay.

Guarantee that workers must be better off overall in negotiations over pay and conditions.

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Download a Factsheet about Collective Bargaining

Howard Government's IR laws

Employers can refuse to bargain collectively with workers, even if that is what a majority of workers want.

Restrict the right to monitor workers' health and safety by excluding unions.

Restrict unions' ability to check that workers are being paid their proper entitlements, making it easier for employers to avoid prosecution. Individual workers can be fined up to $6,000.

Labor's IR alternative

Workers have a right to bargain collectively, if that is what a majority of employees in a workplace want.

Workers have the right to join a union and participate in union activities if that is their choice.

More say for workers through collective agreements.

Need more information? Contact the ACTU Helpline for free advice and assistance during business hours: 1300 362 223

Authorised S. Burrow, ACTU, 365 Queen St Melbourne, VIC 3000

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