Sleepover arrangements under the Social, Community, Home Care and Disability Services Industry Award 2010 (SCHADS Award) are changing, and many employers are seeking clarity on what this means for rostering, payroll and compliance risk.
In the webinar, Maguire Legal breaks down the Fair Work Commission’s recent decision, what the proposed Award variations are likely to change in practice, and the steps employers, HR and payroll teams should be taking now.
Presented by Paul Maguire (Principal Lawyer) and Eda Gül (Employment Lawyer).
What we cover in this webinar
- What the Fair Work Commission decided and why the SCHADS Award was found to be ambiguous
- Whether employers are exposed to retrospective or ongoing compliance risk
- How the proposed changes may affect sleepover rostering, shift penalties and overtime
- Practical steps HR and payroll teams should take now
Key takeaways for employers
- Treat sleepovers as a payroll risk area: where sleepover work patterns sit in your business (disability, home care, community services) will drive exposure.
- Rostering and timekeeping matter: ensure sleepover shifts, active duties during the sleepover, and break periods are captured consistently.
- Check penalties and overtime interactions: proposed changes may shift how penalties and overtime apply around sleepovers i.e. model impacts before changing rosters.
- Document your approach: keep written payroll assumptions and update procedures so your HR and payroll teams apply rules consistently.
NEED HELP STRESS-TESTING YOUR SLEEPOVER EXPOSURE?
Disclaimer: This article is general information only and not legal advice. Obtain advice for your circumstances.