Current News

The conference is back and better than ever!  This year’s conference will focus on informing producers on how they can prepare for the future changes to orchard and packing technology with several keynote speakers from around the world. Head to our website for more information on our guest speakers, trade displays and registration details. https://fgv.com.au/grower-services/events/fgvl-conferences/conference-2022

Minimum wages increase from 1 July 2022
From the first full pay period on or after 1 July 2022, minimum wages increased under the National Minimum Wage and under most awards.

Fair Work Ombudsman have updated their pay tools, information and resources with the new rates for the first set of awards affected.
You can:

• use the Pay and Conditions Tool to calculate your new pay rate (including allowances)
• go to the Pay guides page to access the updated pay guide for your award
• use the Find my award tool to check what award you're covered by.

Superannuation changes from 1 July 2022

There are changes to superannuation (super) taking effect from 1 July 2022. This includes the:

• removal of the $450 super guarantee threshold – go to the Australian Taxation Office (ATO) website to learn more about this change: Removing the $450 per month threshold for super guarantee eligibility 
• increase in the super guarantee rate from 10% to 10.5% – visit the ATO website to learn more about this increase: Get ready for super changes from 1 July 

If you want to understand your super obligations or entitlements, go to ATO – Super 

Statement on the Pandemic Declaration- The Hon Daniel Andrews

Pandemic Declaration extended for 3 months from 11:59pm Tuesday 12th July 2022. Read the full Statement here.

Following the Annual Wage Review 2022, the Fair Work Commission (FWC) has made 2 announcements:

• the National Minimum Wage will increase by 5.2%, which amounts to $40 a week from 1 July 2022
• award minimum wages will increase by 4.6%, which is subject to a minimum increase for award classifications of $40 per week and based on a 38-hour week for a full-time employee.

To read more detailed information, go to Get set for a minimum wage increase. The new National Minimum Wage will apply from the first full pay period on or after 1 July 2022. This means if you have a weekly pay period that starts on Mondays, the new rates will apply from Monday 4 July 2022.Most awards will increase from the first full pay period on or after 1 July 2022. (For some awards in the aviation, hospitality and tourism industries, the increase will happen from 1 October 2022)The FWC will now issue draft determinations and orders about how their decision affects awards. The FWC will then update the pay rates for each award.

Visit the Fair Work website for more information.

Media Release- 18th June 2022
Martin Foley, Minister for Health

The Acting Chief Health Officer has provided advice that while some key measures can be safely lifted, others should remain until the end of winter. These changes to the pandemic orders come into effect from 11.59pm Friday 24 June.

Download the Media Release here to read the changes being implements on 11:59pm Friday 24 June 2022.

Get ready for changes to super guarantee
From 1 July 2022, employees can be eligible for super guarantee (SG), regardless of how much they earn. This is because the $450 per month eligibility threshold for when SG is paid is being removed. You only need to pay super for workers under 18 when they work more than 30 hours in a week. The super guarantee (SG) rate will also increase from 10% to 10.5% on 1 July 2022. You'll need to use the new rate to calculate super on payments you make to employees on or after 1 July, even if some or all of the pay period is for work done before 1 July. The SG rate is legislated to increase to 12% by 2025.Make sure you update your payroll and accounting systems so that you continue to pay the right amount of super for your employees. Visit the ATO website for more information.

Single Touch Payroll changes
STP Phase 2 started on 1 January 2022. Some Digital Service Providers (DSPs) needed more time to update their products and transition their customers. If your DSP has a deferral, this covers you.It's important you understand which of the following circumstances apply to you:

• your payroll product is ready - it's time for you to start STP Phase 2 reporting now or have a plan in place to transition as soon as possible.
• you are covered by your DSPs deferral - make sure you understand when your product will be ready and that you are ready to start Phase 2 reporting when it has been updated, or no later than the first pay day after your DSP deferral expires.
• the product you're using is not being updated to offer STP Phase 2 reporting - your DSP will let you know if they have another product you can use. If not, you'll need to choose a product that offers STP Phase 2 reporting.

If you're not sure which of these circumstances applies to you, you need to speak with your DSP and/or your tax or BAS professional. 

What you need to do
You need to start reporting the additional information when your product is ready, so you should start preparing now. Many DSPs are releasing changes progressively. Your DSP will provide you with instructions and it's important that you follow them. We have resources to help you to understand the changes and prepare. These include:

• a factsheet outlining the key changes of STP Phase 2 reporting
• a checklist to consider what you need to do
• detailed reporting guidelines which outline the STP Phase 2 reporting requirements.

You can access these and other resources at ato.gov.au/STPresources

Need extra time to transition?
You can apply for a delayed transition if you need more time to start STP Phase 2 reporting. Visit ato.gov.au/delayedstp2transitions to find out how to apply