Many Australian businesses temporarily shut down at some point during the year, commonly over the Christmas-New Years period. With a bit of preparation and know-how, employers can handle the annual shutdown seamlessly and lawfully.
Here are some key considerations if you are planning to shut the business for a short time:
- Check the clause covering shutdowns in the relevant modern award or registered agreement – this could prescribe shutdown provisions and what your obligations are towards your workers.
- Decide if you can and will require employees to use paid annual leave (or other forms of leave) over the shutdown period – again, your relevant award or agreement may well cover this.
- Notify your people with a simple letter as soon as you can – it’s common for awards to stipulate at least 28 days’ written notice of the shutdown period.
- Be prepared to speak to people so you can deal with issues effectively and get the right outcome for the business and staff.
- Then enjoy the break!
The following article looks at temporary shutdown periods and employers legal obligations in more detail.
https://blog.myhr.works/en-au/handling-temporary-shutdowns?utm_source=BOMA&utm_medium=partner&utm_campaign=shutdowns
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