



How can employers ensure that their application of the NES is inclusive? How does the NES interact with occupational health and safety (OHS) legislation?
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what are the national employment standards
- Are there any specific challenges or considerations for not-for-profit employers in complying with the NES?
- What is the employer's discretion? What are the rules regarding the payment of wages for overtime worked by part-time employees under the NES?
- Are there any additional OHS obligations related to working time? What are the provisions under the NES related to guaranteeing payment of wages and entitlements in the event of business insolvency?
- Are the same NES entitlements applicable to remote workers?
- Do the NES place any direct obligations on employers regarding safety?
- What is the entitlement for paid annual leave?
- Who is considered a 'family member' or 'household member' under the NES?
- How are their standard hours, overtime, and leave entitlements calculated?
- What amendments have been made to the NES over time? What are the current priorities for reform of the National Employment Standards?
- Can state or territory laws provide for entitlements that are more than the NES? What are the implications of the NES for enterprise bargaining?
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