Concept of Accessorial Liability and the Impact of the Fair Work Act 2009 on HR practitioners

Concept of Accessorial Liability and the Impact of the Fair Work Act 2009 on HR
practitioners
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Contents
Introduction..............................................................................................................................3
Accessorial Liability.................................................................................................................4
Fair Work Act 2009 and HR practitioners............................................................................4
Conclusion.................................................................................................................................5
References.................................................................................................................................5
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Introduction
Labour or employment laws enforce a professional and fair relationship among the
employees and employers. Fair practices and professional behaviour as well as protection of
rights and preservation of ethics at workplace are all ensured by the labour laws. Labour laws
also cover the actions and activities of the trade unions and the government. The collective
labour law refers to the multilateral interaction and communication among employees,
employers and labour unions, while the individual labour law covers the rights and actions of
each worker at the workplace, especially contract labourers. The legal standards define the
ethics, morals, workings, operations of business, conditions of workplace and work,
regulations and other professional practices in any working environment (Bolle, 2016).
Labour laws as a concept merged in the aftermath of the Industrial Revolution. The
awareness about the stark working conditions, child labour and the denial of basic human
rights at workplaces forced into existence an increasing number of legislations, policies and
legalities. England being the first nation to industrialise, the economic, social and political
conditions of employees brought about the changes in attitude towards the workers and
workplaces. Late 18th to mid-19th century saw the gradual change in labour laws, and a
foundation was laid for modern labour law system.
The fundamental theme of labour law of almost every country is that all employment rights
and workplace regulations and obligations are all covered by a contract. Many jurisdictions
regulate the minimum working hours and the minimum wages that the workers get. One of
the chief concerns that labour laws and workplace laws face is the occupational safety and
health. Workplace health and safety are extremely crucial and all organisations are legally
bound to protect their workforce at their workplace. Safety, health, well-being, security and
welfare are some of the primary legal requirements and priorities. Another of the chief
concerns is the anti-discrimination practice. No workplace, organisation, company or firm is
allowed to practise any form of discriminatory act or activity on any ground, All employees
have equal rights and legally it is ensured that a fair system at workplace is implemented
(Walters, and Zeller, 2017).
The Australian Labour law scenario developed in the early 20th century. All laws and rules
had been guided by the principles of fairness and justice at workplaces. In 1993, the labour
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