Sustainability-related Regulations Database

34 Results for "C20"

Modern Slavery Act 2018
P9 P10 P11 P16 P17 C20 C23 C24 C38 C41 C42
The legislation establishes a comprehensive framework to combat modern slavery by mandating annual reporting from Australian entities and those operating in Australia with an annual consolidated revenue exceeding $100 million. These entities must detail modern slavery risks in their operations and supply chains, outline actions taken to address these risks, and assess the effectiveness of their measures. All statements are made publicly available on a dedicated register. The legislation also creates the Australian Anti-Slavery Commissioner, an independent body with functions focused on promoting compliance, supporting entities in addressing modern slavery risks, aiding victims, conducting research, raising awareness, and advocating for policy improvements. The Minister has powers to enforce compliance, including requesting explanations for non-compliance and publicly disclosing entities that fail to meet their reporting obligations.
Environmental Protection Act 1986
P1 P2 P3 P4 P5 P6 P7 P9 P10 P11 P13 P14 P15 P16 P17 C10 C11 C12 C14 C19 C2 C20 C22 C24 C29 C30 C31 C32 C33 C34 C36 C38 C39 C40 C41 C43 C5 C6 C7 C8 C9
This legislation establishes a comprehensive framework for the management, protection, and conservation of public lands and waters, including their flora, fauna, and biodiversity, across the State. It creates a dedicated commission to oversee the sustainable use, preservation, and enjoyment of these natural resources. The law categorises various areas like national parks, State forests, and marine reserves, detailing processes for their vesting and ongoing management, ensuring permanent protection and considering Aboriginal cultural heritage. It outlines mechanisms for developing management plans, regulating activities such as timber harvesting, fishing, and aquaculture through permits and licences, and controlling forest diseases. The core purpose is to balance environmental conservation with community enjoyment and the sustainable use of natural assets.
Australian Human Rights Commission Act 1986
P9 P10 P11 P13 C19 C20 C21 C23 C24 C25 C29 C30 C31
This legislation establishes the Australian Human Rights Commission to promote and protect human rights and equal opportunity, with a particular focus on employment. It empowers the Commission to inquire into and conciliate complaints of unlawful discrimination and acts inconsistent with human rights. The Commission actively promotes public understanding through research and educational programs, and advises the government on human rights laws and compliance with international instruments. Additionally, it addresses systemic unlawful discrimination and enforces a positive duty related to sex discrimination, including issuing compliance notices. The legislation grants the Commission powers to obtain necessary information for its functions and outlines processes for redress in discrimination cases, while prohibiting interference with its work or victimisation of those who cooperate.
Racial Discrimination Act 1975
P11 P13 P9 C20 C24 C25 C30
This legislation establishes a comprehensive framework to prohibit racial discrimination and related acts across Australia. Its primary purpose is to ensure equality before the law and protect human rights for all individuals, irrespective of their race, colour, descent, or national or ethnic origin. The law makes it unlawful to engage in acts of distinction, exclusion, or restriction that nullify or impair human rights and fundamental freedoms. Specifically, it prohibits discrimination in various aspects of public life, including access to places, land, goods, and services, as well as in employment and trade unions. The legislation also outlaws discriminatory advertisements, incitement to unlawful acts, and offensive public behaviour motivated by racial hatred. It includes provisions for vicarious liability, holding employers accountable for discriminatory actions by their employees or agents. Furthermore, the framework promotes understanding, tolerance, and friendship among diverse groups through educational initiatives and research, while providing for the administration of its provisions.
Sex Discrimination Act 1984
P9 P10 P11 P13 P16 C19 C20 C21 C22 C23 C24 C25 C31 C38 C39
This legislation aims to prevent and eliminate discrimination and harassment across various areas of public life, including work, education, housing, and services. It specifically targets discrimination based on sex, sexual orientation, gender identity, intersex status, marital or relationship status, pregnancy, breastfeeding, and family responsibilities. The law also prohibits sexual harassment, sex-based harassment, hostile workplace environments, and victimisation. It places a positive duty on employers and businesses to take proactive, reasonable, and proportionate measures to eliminate these forms of unlawful conduct. The legislation supports international human rights principles by promoting the recognition and acceptance of equality between men and women, working towards achieving substantive equality. It also outlines enforcement functions for a human rights commission to ensure compliance and understanding.
Work Health and Safety Act 2011 No10
P9 P10 P11 P13 P15 P16 C19 C20 C21 C23 C24 C25 C31 C35 C36 C37 C38
A national framework is established to protect workers and other individuals from harm, ensuring safe work environments and practices. It outlines primary duties of care for businesses, officers, and workers, including provisions for industrial manslaughter offences. The framework mandates immediate incident notification, requires authorisations for specific work, and promotes consultation, representation, and participation through health and safety representatives and committees. It grants regulators powers to monitor compliance, enforce standards, and issue penalties. Additionally, it facilitates a silica worker register and requires suitable accommodation for rural workers, prohibiting discriminatory conduct and insurance for penalties, all while aiming for continuous improvement in workplace safety.
Work Health and Safety Act 2011
P9 P11 P15 P16 C19 C20 C21 C24 C36 C38
This legislation establishes a nationally consistent framework to safeguard the health and safety of workers and workplaces. Its primary aim is to protect individuals from work-related harm by requiring businesses to eliminate or minimize risks. It mandates fair consultation, representation, and issue resolution processes, encouraging cooperation between employers, workers, and unions to foster safer environments. The framework promotes ongoing education and training in health and safety practices, ensuring compliance through effective enforcement measures. It also supports continuous improvement in safety standards, contributing to a unified national approach to workplace safety across various sectors.
Occupational Health and Safety Act 2004
P9 P11 C19 C20 C21 C24
This legislation establishes a comprehensive framework to safeguard the health, safety, and welfare of all individuals at work, encompassing employees, self-employed persons, and the general public. Its primary goal is to eliminate workplace risks at their source and ensure that business operations do not endanger public health and safety. The law mandates general duties for employers to provide and maintain safe working environments, monitor health conditions, and consult with employees on safety matters. It also assigns responsibilities to self-employed individuals, designers, manufacturers, and those who manage workplaces. Key provisions include stringent requirements for incident notification, prohibiting reckless endangerment and workplace manslaughter, and establishing licensing and registration for certain activities. The legislation empowers employee representation through health and safety representatives and committees, grants enforcement powers to inspectors, and outlines the functions of the Victorian WorkCover Authority to oversee compliance and improve workplace safety standards.
Work Health and Safety Act 2012
P9 P11 P15 P16 C19 C20 C21 C24 C25 C36 C37 C38
This legislation establishes a nationally consistent framework to ensure the health and safety of workers and workplaces. It aims to protect individuals from harm by requiring businesses, their officers, and workers to eliminate or minimise risks arising from work. The Act mandates primary duties of care for all parties, covering workplace management, plant, substances, and structures. Key provisions include requirements for incident notification, necessary authorisations, and extensive consultation and cooperation with workers, including through health and safety representatives and committees. It provides robust compliance and enforcement measures, detailing inspector powers, enforceable undertakings, and legal proceedings, including for industrial manslaughter offences. The framework promotes continuous improvement in work health and safety practices, ensuring fair representation, advice, and training to achieve safer working environments across all industries, notably including the agricultural sector.
Work Health and Safety National Uniform Legislation Act 2011
P9 P11 P15 C19 C20 C21 C24 C36
This legislation establishes a comprehensive framework to ensure the health and safety of workers and workplaces. Its primary goal is to protect individuals from harm by mandating the elimination or minimisation of risks arising from work. The framework promotes fair and effective workplace representation, consultation, and cooperation, alongside clear processes for resolving safety issues. It encourages continuous improvement in safety practices through the provision of advice, information, education, and training. The law defines specific duties for all relevant parties, including businesses, officers, and workers, covering responsibilities from maintaining safe environments and equipment to monitoring health. It also outlines procedures for incident notification, necessary authorisations, and effective compliance measures, aiming to foster a consistent national approach to work health and safety across all sectors.
Work Health and Safety Act 2020
P15 P16 P9 P10 P11 C19 C20 C21 C23 C24 C35 C36 C37 C38
This legislation establishes a nationally consistent framework for work health and safety in Western Australia. Its primary purpose is to protect workers and other individuals from harm by requiring the elimination or minimisation of risks arising from work. It places duties of care on businesses, officers, and workers to ensure health and safety. The framework promotes fair workplace representation, consultation, and cooperation, encouraging participation in setting safety standards. It facilitates the provision of safety advice, information, and training. The legislation also ensures compliance through effective enforcement measures, including incident notification, inspector powers, and prohibiting insurance for fines, while aiming for continuous improvement and national harmonisation of safety laws.
Labour Hire Licensing Act 2017
P9 P10 P11 P13 P15 P16 P17 C19 C20 C21 C22 C23 C24 C25 C31 C36 C38 C39 C40 C41 C42
This legislation establishes a comprehensive framework for licensing and regulating providers of labour hire services. Its primary aims are to protect workers from exploitation and to promote integrity within the labour hire industry. The law mandates that all labour hire providers must hold a licence to operate, and prohibits engaging with unlicensed providers or attempting to circumvent the regulations. Applicants for a licence must demonstrate they are fit and proper persons and that their business is financially viable. Licensed providers are required to comply with all relevant laws, submit regular reports on their operations, ensure their nominated officers are available, and notify authorities of significant changes. A public register of licences is maintained for transparency.
Labour Hire Licensing Act 2018
P9 P10 P11 P13 P15 P16 P17 C19 C20 C21 C23 C24 C25 C31 C36 C37 C38 C39 C41 C42
This legislation establishes a mandatory licensing system to regulate the provision of labour hire services. Its core objective is to protect workers from exploitation by labour hire providers and host businesses, while significantly improving the transparency and integrity of the entire industry. The framework requires all providers to secure a licence, strictly prohibiting operations or arrangements with unlicensed entities. It sets out detailed application criteria, demanding declarations of legal compliance across areas like workplace, taxation, and migration laws. The law creates a dedicated Labour Hire Licensing Authority and Commissioner to manage licences, monitor adherence, and enforce regulations through inspections and civil penalties. It also mandates ongoing reporting, fee payments, accurate record-keeping, and full cooperation with regulatory bodies, ensuring high standards and accountability within the sector.
Labour Hire Licensing Act 2017
P9 P10 P11 P16 P17 C19 C20 C23 C24 C38 C39 C40 C41 C42
This legislation establishes a mandatory licensing scheme for labour hire services, aiming to protect workers from exploitation, safeguard licensed businesses from predatory practices, and uphold the integrity of the industry. It requires all providers to hold a licence and prohibits engaging with unlicensed services. The framework mandates licence holders to meet eligibility criteria, pay periodic fees, submit regular reports, and promptly notify authorities of significant changes. Provisions include strict requirements for responsible management, robust enforcement powers for monitoring compliance, and a public register for transparency. The legislation also prohibits false information and requires licence numbers in advertisements, ensuring accountability across the sector.
Labour Hire Licensing Act 2020
P9 P10 P11 P13 P15 P16 P17 C19 C20 C21 C22 C23 C24 C25 C29 C31 C36 C38 C39 C40 C42
This legislation establishes a comprehensive framework for licensing and regulating providers of labour hire services. Its primary purpose is to protect workers from exploitation and ensure that labour hire businesses meet their legal and ethical obligations. It aims to foster integrity and responsible practices within the labour hire industry. A key feature is a mandatory licensing scheme, requiring all labour hire providers to obtain and maintain a licence, demonstrating their suitability and adherence to workplace laws. A public register of licensed providers enhances transparency. The legislation outlines penalties for operating without a licence, breaching conditions, or engaging unlicensed providers. It also grants powers for monitoring compliance, conducting investigations, and taking regulatory action, ensuring a fair and compliant labour hire market.
Further Education and Training Act 2014
P9 P10 P11 P13 P15 P16 P17 C19 C20 C21 C22 C23 C24 C25 C31 C37 C38 C39 C40 C41
This legislation establishes a modern and robust framework for regulating apprenticeships and traineeships in Queensland. Its core purpose is to cultivate a skilled workforce that effectively meets the current and future needs of industry, government, and the community, thereby strengthening the state’s economic base. It facilitates high-quality vocational education and training directly linked to employment, supporting individuals in accessing and completing the skills training required for job readiness and personal prosperity. The legislation streamlines the system through provisions governing training contracts, outlining specific obligations for employers and training organisations, and establishing mechanisms for compliance, including inspector powers and a Training Ombudsman. It aims to support industries and employers in fostering and retaining apprentices and trainees, ensuring a responsive and flexible approach to trade training.
Apprenticeship and Traineeship Act 2001 No80
P9 P10 P13 P16 C19 C20 C22 C23 C29 C38 C39 C40
This legislation establishes a comprehensive framework for regulating apprenticeships and traineeships across various vocations. It outlines processes for designating recognised trades, setting training guidelines, and formalising training contracts and plans. The law defines clear duties for employers, apprentices, trainees, and training organisations to ensure appropriate training, supervision, and progress monitoring. It also includes provisions for recognising trade qualifications, managing training changes, and restricting junior employment in trades. Additionally, the legislation provides mechanisms for resolving disputes, enforcing compliance through disciplinary actions and prohibition orders, and details powers for industry training officers, including inspection rights. Employers must adhere to strict requirements for application, training delivery, notification of changes, and record-keeping.
Training and Tertiary Education Act 2003
P9 P10 P15 P16 C19 C20 C21 C23 C34 C36 C37 C38 C40
This legislation establishes a comprehensive framework for vocational education and training, primarily focusing on apprenticeships and traineeships. Its purpose is to regulate the approval, management, and oversight of formal training contracts between employers and individuals, ensuring structured and quality work-related learning experiences. The legislation aims to support high standards and best practices within the vocational sector by outlining requirements for training providers and employers, enforcing compliance with approved codes, and enabling monitoring through authorised visits. It empowers a director-general to manage contracts, resolve disputes, and ensure adherence to established requirements, while also promoting the development of vocational training that aligns with industry needs. Non-compliance, such as providing training without an approved contract, incurs penalties.
Training and Skills Development Act 2016
P9 P10 P11 P13 P15 P16 P17 C19 C20 C21 C22 C23 C24 C25 C29 C31 C35 C36 C37 C38 C39 C40 C42
This legislation establishes a comprehensive framework for vocational education and training in the Northern Territory. Its primary purpose is to ensure the provision of nationally recognised training that addresses current and future needs of government, industry, and the community, thereby supporting employment and economic growth. The framework aims to enhance quality, flexibility, innovation, and access within vocational education. It defines the responsibilities for employers, apprentices, trainees, and Registered Training Organisations. Key provisions include processes for employer approval, the creation and management of training contracts and plans, and the oversight of training providers. It also sets out regulations for apprentice and trainee wages, employer record-keeping, and compliance through authorised officers, ensuring a responsive and effective training system for a skilled workforce.
Vocational Education and Training Act 1996
P9 P10 P11 P13 P15 P16 P17 C19 C20 C22 C23 C24 C25 C29 C31 C35 C37 C38 C39 C40 C41 C42
This legislation establishes a comprehensive vocational education and training system in Western Australia. It aims to efficiently meet industry and community skill needs by regulating training providers and courses. The framework ensures a competitive training market and promotes equality of opportunity in skill development. Key functions include registering and accrediting vocational training providers and courses, as well as overseeing and enforcing rules for training contracts, such as apprenticeships. The system is governed by a Ministerial Corporation, advised by a State Training Board, and regulated by a Training Accreditation Council. It outlines requirements for training colleges, ensuring strategic planning and accountability. Provisions also detail compliance, inspection, and enforcement measures to maintain high standards and integrity across the state's training landscape.
Holidays Act 1983
P9 P10 P16 C19 C20 C21 C23 C38
This legislation defines and regulates the observance of various types of holidays across Queensland. It designates specific public holidays and empowers the Minister to substitute alternative days for these. The framework establishes a process for appointing special holidays, either statewide or within particular districts, which includes provisions for annual agricultural, horticultural, or industrial shows to be recognized as public holidays. It also clarifies how these holiday declarations are interpreted within industrial instruments and defines bank holidays. The regulations ensure consistent application of holiday entitlements and observance across the state, providing flexibility for local and special events while maintaining a standard calendar of public days off.
Public Holidays Act 2010 No115
P9 P10 P13 C19 C20 C21 C23 C29 C31
This legislation establishes and governs public holidays throughout New South Wales. It declares standard public holidays and provides mechanisms for the Minister to announce additional or substitute holidays for the state or specific areas. The Act incorporates Commonwealth employee entitlements concerning public holiday absence and payment, making them applicable laws in NSW. It also enables the designation of local event days for community significance, which are not public holidays. Employers must observe declared holidays, allow employee absence, and ensure correct payment in line with the applied Commonwealth provisions. The legislation includes provisions for regulations and mandates a review of its effectiveness.
Public Holidays Act 1993
P9 P10 C20 C21 C23
This legislation establishes and defines public holidays in Victoria, setting a fixed calendar of observed dates. It grants the Minister the power to appoint additional public holidays or half-holidays, and to substitute existing ones. Non-metropolitan Councils can request a specific substitute public holiday for Melbourne Cup Day within their municipal district. The legislation also declares these public holidays as bank holidays for Commonwealth purposes. Crucially, it outlines entitlements for employed persons in Victoria, ensuring they receive applicable public holidays without loss of pay, with specific conditions for holidays falling on weekends for Monday-to-Friday workers. This framework provides a clear and adaptable system for managing public holidays across the state.
Public Holidays Act 1981
P9 P13 C19 C20 C21 C29
This legislation establishes and regulates the observance of public holidays in the Northern Territory. It specifies the annual public holidays and grants the Minister authority to appoint additional holidays or alter existing ones. All new or modified public holidays must be officially published in the Gazette within defined timeframes. The legislation also repeals previous acts and ordinances related to public holidays, ensuring a current and comprehensive framework for their designation and management across the Territory.
Public and Bank Holidays Act 1972
P9 P10 P16 C19 C20 C21 C23 C38
This legislation establishes and rationalises public and bank holidays across the State. It defines specific days as holidays, including Easter Sunday, and designates Saturdays as bank holidays. It empowers the Governor to proclaim special holidays or alter existing ones, and such proclamations take precedence over industrial agreements. The legislation also mandates that banks close on designated bank holidays, with specific exceptions. While industrial instruments generally prevail regarding holiday provisions, they cannot substitute another day for Easter Sunday if it falls on a weekend. The law aims to provide a clear, consistent framework for holiday observance and its interaction with employment conditions.
Industrial Relations Act 1996 No17
P9 P10 P11 P16 P17 C19 C20 C21 C22 C23 C24 C25 C38 C39 C40 C42
This legislation establishes a comprehensive framework for industrial relations in New South Wales. Its primary purpose is to ensure fair and just employment conditions, promote economic efficiency, and facilitate prompt dispute resolution across the state. It empowers the Industrial Relations Commission to set employment standards through awards and approve enterprise agreements, while also preventing discrimination and ensuring equal remuneration. The framework protects employee rights, including parental leave entitlements and remedies for unfair dismissal. It outlines employer obligations regarding remuneration and record-keeping, and regulates industrial organisations to ensure democratic control and transparent operations. The legislation also provides mechanisms for enforcement, inspections, and the recovery of unpaid wages, fostering cooperative and productive workplace relations.
Long Service Leave Act 2018
P9 P10 P11 P16 C19 C20 C21 C23 C24 C25 C38
This legislation establishes long service leave entitlements for employees across public and private sectors, including police officers. It grants eligible employees long service leave equal to one-sixtieth of their total continuous employment after seven years of service. The law details how leave is calculated, defines continuous employment and ordinary pay, and outlines processes for requesting and directing leave. It mandates payment of entitlements upon cessation of employment or an employee's death. The legislation preserves superior accrued entitlements from previous agreements and prohibits contracting out of its provisions unless more beneficial. It defines employer obligations for record-keeping, requires disclosure of modified entitlements in workplace agreements, and establishes enforcement mechanisms through the Industrial Division of the Magistrates' Court, including prohibitions on actions like payments in lieu or adverse action.
Equal Opportunity Act 2010
P9 P10 P11 P16 C19 C20 C21 C23 C24 C25 C38 C39
This legislation broadens and updates the law to promote equal opportunity and protect against discrimination, sexual harassment, and victimisation. Its core aim is to eliminate these harmful practices to the greatest extent possible, fostering equality by addressing systemic causes and requiring reasonable adjustments for substantive equality. The law identifies specific attributes, such as age, disability, race, and sex, on which discrimination is prohibited across various domains including employment, education, and the provision of goods and services. It imposes a general duty on individuals and organisations to take proportionate measures to prevent unlawful conduct. An independent commission is established to encourage best practices, conduct investigations, and resolve disputes. The legislation also outlines a clear dispute resolution pathway, including direct access to a civil and administrative tribunal, to ensure fair treatment and uphold human rights for all.
Long Service Leave Act 1976
P9 P10 P16 C20 C21 C23 C38
This legislation establishes the framework for long service leave entitlements for employees in the Australian Capital Territory. It defines when employees become eligible for leave, specifying an entitlement after seven years of continuous service, with additional accrual annually. The legislation sets the rate at which leave accrues and details employer responsibilities for granting the leave, calculating and making payments, and maintaining accurate service records. It ensures continuity of service for leave purposes despite certain employment changes. The law also outlines provisions for payments in lieu of leave upon employment cessation or death, including pro rata entitlements for those with five to seven years of service under specific conditions. An administrative body oversees compliance, investigates complaints, and enforces these employee protections, which cannot be undermined by less favorable agreements.
Long Service Leave Act 1987
P9 P10 P11 P16 P17 C19 C20 C21 C22 C23 C24 C38 C39 C42
This legislation establishes long service leave entitlements for workers based on their years of service, typically granting 13 weeks after ten years, with pro-rata payments available upon termination for workers with seven to ten years service, unless due to serious misconduct. It defines how continuity of service is maintained, even with certain breaks, and sets out conditions for taking leave, usually as a continuous period paid at the worker's ordinary rate. The law allows for payments in lieu of leave by mutual agreement. It mandates comprehensive record-keeping by employers regarding worker service and leave taken. Inspectors are empowered to ensure compliance, and the South Australian Employment Tribunal is authorized to resolve disputes, order compliance, and approve alternative long service leave arrangements that do not disadvantage workers. The overall purpose is to ensure workers receive their long service entitlements and to define employer responsibilities for their administration.
Long Service Leave Act 1981
P9 P10 P11 P16 C19 C20 C21 C23 C24 C38
This legislation establishes long service leave entitlements for eligible employees in the Northern Territory. It details the accrual of leave, typically at 1.3 weeks per year after 10 years of continuous service, with further entitlements accruing every five years. The law specifies the calculation and payment of long service leave, including provisions for payment upon cessation of employment, based on service length and reason for departure. It defines continuous service and mandates employers to grant leave promptly or by mutual agreement. Employers must maintain comprehensive records of employee leave and employment particulars, making them available for compliance checks. The legislation ensures that its provisions take precedence over any less advantageous employment agreements, providing a clear framework for employee long service leave rights.
Long Service Leave Act 1958
P9 P10 P16 C20 C23 C38 C39
It establishes rules for long service leave entitlements for employees in Western Australia. It details how leave accrues, including specific periods for full and proportionate entitlements, and outlines the conditions for taking leave or receiving payment in lieu. The framework defines continuous employment and ordinary pay for calculation purposes. It also specifies employer obligations for maintaining comprehensive employment records, allowing employee and inspector access. Further provisions cover the transfer of entitlements during business changes and define mechanisms for dispute resolution and compliance, including requirements for written agreements when cashing out leave.
Industrial Relations Act 1979
P9 P10 P11 P13 P16 P17 C19 C20 C21 C22 C23 C24 C25 C31 C38 C40 C42
A comprehensive framework governs industrial relations in Western Australia, aiming to consolidate and amend laws for preventing and resolving workplace conflicts. It defines the rights and duties of employers, employees, and industrial organisations, fostering goodwill, freedom of association, and fair terms of employment. The framework promotes gender equality, fair wages, collective bargaining, and efficient work practices balanced with employee fairness. It provides robust mechanisms for dispute resolution, including conciliation and arbitration by the Western Australian Industrial Relations Commission, and ensures the enforcement of agreements and awards. Additionally, it prevents bullying and sexual harassment, protects employee rights against discrimination and sham contracts, and mandates transparent record-keeping for employers and registered organisations.
Long Service Leave Act 1955 No38
P9 P10 P11 P13 C19 C20 C21 C23 C24 C31
This legislation sets out long service leave entitlements for workers in New South Wales. It defines how long service leave is accrued based on continuous service, specifies the calculation methods for entitlements, and details the conditions under which leave can be taken. The law imposes clear obligations on employers, including granting leave, ensuring proper payment, and maintaining comprehensive records for each worker. It includes provisions that prevent the reduction of worker entitlements and establishes enforcement mechanisms, empowering inspectors and outlining penalties for non-compliance. Directors and managers of corporations are held liable for certain corporate offences related to these provisions. The legislation also addresses payments for untaken leave upon termination or death and special circumstances like COVID-19 related stand-downs, aiming to ensure equitable and protected long service leave benefits for all eligible workers.