The ACFA Team have put together a list of the different public holidays seen around the country. Click on a State or Territory for the list to drop down:

As the year draws to a close, we want to take a moment to thank you for being a valued member of the ACFA community. Your involvement and support mean so much to us. This year, we’ve worked hard to keep you informed about the many regulatory updates impacting our industry, while also advocating on your behalf through our ongoing lobbying efforts to create a stronger future for our industry.

From all of us at ACFA, we wish you and your loved ones a Merry Christmas and a safe, joyful holiday season. May 2025 bring you happiness, good health, and continued success.

Thank you for letting us be a part of your journey this year. We look forward to supporting you and your business in the year ahead.

Please see below dates of when the ACFA Office will be closed. 

Upcoming ACFA Office Closures

ACFA Head Office will be closed on Friday 13th December for our End-of-Year Staff Christmas Party. 

The ACFA office will be open again on Monday 16th December 2024 for normal operating hours. 

The ACFA office will close for the Christmas-New Year Break from 4pm on Friday 20th of December and reopen at 8.30am on Monday, 6th January 2025.

Annual Shutdown Support

Workplace Advice & Membership

During both of these closures, if you require workplace advice on a range of employment matters including award rates, interpretation, employment issues etc you can call the Head Office number, 02 4340 2000,  which has been set up with the option to be transferred through to the ACFA Workplace Hotline through Business Australia who will be able to assist you with your inquiry during office hours, for urgent inquiries that the Workplace Hotline other contact details cannot deal with have been provided within the ‘on-hold‘ message.

The ACFA Portal will remain available 24/7 for you to download any resources you need.  For any non-urgent queries, please email membership@acfa.net.au and the team will respond to your email on their return.

Training

Please note, that these times may vary for individual trainers. We recommend checking in with your trainer to confirm when your next session is booked and what assistance is available.  For general training enquries, please email training@acfa.net.au. 

Category – Plant – Traffic management – Failure to ensure the means of entering and leaving a workplace is safe

Fine – $40,000

Costs $4,037

The offender is a nationwide transport and logistics company with a Melbourne branch located in Laverton North (“the workplace”). On 19 December 2022, a WorkSafe Inspector attended the workplace in response to an anonymous call received by WorkSafe from an employee on 14 December 2022. The call was in relation to an alleged incident which was said to have occurred when a forklift was unloading a trailer in the loading area of the workplace.

No offences arose from that incident, however the Inspector observed poor compliance with an existing traffic management plan (“TMP”) and issued an improvement notice. The notice was extended over a period of time by application to the internal review unit, however during that time the Inspector re-attended the workplace on a number of occasions. The Inspector made observations of ongoing poor compliance with the TMP on 19 December 2022, 17 May 2023, 14 July 2023 and 3 August 2023.

The offender pleaded guilty to a single charge under s 26(1) of the Act for failing to eliminate or reduce the risk of serious injury or death to persons working in the vicinity of forklifts. This single charge alleged 4 contraventions on 19 December 2022, 17 May 2023, 14 July 2023 and 3 August 2023. The offender should have ensured:

• A three metre exclusion zone between pedestrians and powered mobile plant was maintained; and/or
• Designated pedestrian walkways and truck driver safety zones were maintained.

In passing sentence the court noted:

• That the offender had pleaded guilty to a single charge alleging 4 contraventions of the Act, over a 7 month period;
• That the plea was on the basis that the offender had not done enough to manage the risks at the workplace;
• That it formed the view that the likelihood of the risk eventuating was moderate to high;
• That the contraventions occurred a short time after the offender had been in court and pleaded guilty to a related offence, for which it had received a significant fine;
• That the sentence needed to accurately reflect the need for specific and general deterrence for this sort of activity in this kind of working environment;
• That the recording of a conviction would send a message to other companies that these risks cannot be tolerated and that remediation and compliance are of paramount importance;
• That it had taken into account the plea of guilty;
• That it accepted that the offender had spent a considerable amount of money on remedial works and was a good corporate citizen.

The offender pleaded guilty and was with conviction sentenced to pay a fine of $40,000 and to pay costs of $4,037.

Pursuant to section 6AAA of the Sentencing Act 1991, but for the plea of guilty the offender would have been fined $50,000 with conviction.

Source: Worksafe Victoria

ACFA Members have access to a range of resources to assist with scenarios like this:

Rising Applications to the Fair Work Commission Highlight the Need for ACFA Membership Support

With recent legislative changes broadening the Fair Work Commission’s scope, the importance of compliance has never been clearer. The Commission’s latest statistics for 2023–24 reveal a significant increase in applications across key areas. Here’s a quick look at the current landscape:

• 40,190 applications lodged, a 27% increase from 2022–23, reflecting heightened vigilance and enforcement.
• Unfair dismissal applications led the way, comprising 37% of all lodgements with a total of 14,772.
• General protections involving dismissal applications made up 14%, with Supported Wage System Agreements closely behind at 13%.
• Workplace bullying and sexual harassment accounted for 987 lodgements—showcasing the increased scrutiny around these areas.

These figures highlight the real cost of non-compliance – not only financially but also in terms of reputation. As an ACFA member, you’re already taking proactive steps to stay compliant and protect your business. Your membership provides you with the latest legislative updates and expert advice on workplace matters, ensuring compliance remains straightforward and manageable.

Exclusive Member-Only Resources for Peace of Mind

Through your ACFA membership, you have access to our comprehensive Member-Only Portal, featuring over 600 resources tailored to support your business. The portal includes:

• Downloadable casual and apprentice employment contracts
• Award snapshots specific to our industry
• FAQs and fact sheets
• Detailed employer guides -essential tools for staying compliant and informed
• Customised employment contracts – for tailored needs, our Workplace Advice Team can create specific employment contracts, giving you peace of mind that your documentation is compliant
• And much more, all included in your membership.

Our resources simplify complex requirements, making it easier to navigate employment standards, minimise risk, and ensure your business is prepared for any workplace challenge.

24/7 Access to Stay Compliant Anytime

We encourage you to check out the Member-Only Portal, which offers a vast array of documents and information to support your business needs 24/7. From practical guides to downloadable documents, the portal is designed to help you stay compliant effortlessly.

With new content and updates added regularly these resources are here to support you at any time in addition to the comprehensive assistance you receive as an ACFA member.

Stay Updated with ACFA’s Member Alerts

Your ACFA membership also keeps you connected to essential updates, including weekly member bulletins and regular email alerts on legislative changes and industry news that impact your business.

With unlimited workplace advice, we are only a phone call or email away-just one of the many benefits of being an ACFA member.

Please note: The benefits listed above are exclusive to Business Plus and Premium Membership tiers.

(Data is correct as at 30 September 2024)

Stay Ahead with ACFA

As part of the recent updates to workplace legislation, the Right to Disconnect laws have been introduced, impacting how employers and employees manage after-hours communication. These laws are crucial for fostering employee well-being by ensuring they aren’t required to respond to work-related messages outside of their agreed working hours, except in special circumstances.

What Does the Right to Disconnect Mean for Your Business?

• Employee Well-being: By ensuring employees can switch off after work, you’ll promote a healthier work-life balance, which can also enhance productivity during work hours.
• Legal Compliance: Employers will need to update policies and employment contracts to comply with these laws, especially in relation to after-hours communication.
• Proactive Management: Being aware of these laws early allows you to adapt without disruption to your business operations, ensuring smooth transitions and continued compliance with Fair Work guidelines.

At ACFA, we understand the challenges of keeping up with legislative changes. That’s why we provide our members with the resources and tools they need to remain compliant.

What Resources do ACFA Members have access to?

In response to the Right to Disconnect laws, we have developed and uploaded several templates and updated employment contracts to our Member Portal to assist businesses with implementation:

• Right to Disconnect Policy
• Right to Disconnect Correspondence for Employees
• Right to Disconnect Correspondence for Managers
• Updated Employment Contracts: Including Apprentice, Casual, and Short Employment Agreements.

Our comprehensive full-time and part-time employment contracts, customised to your business needs, are available to members upon request. While these resources are exclusive to members, they provide peace of mind by ensuring your business is legally compliant and your employees understand their rights and responsibilities.

Members also have access to a comprehensive Employer Guide on the Right to Disconnect.

What Does the Employer Guide Cover?

• Dispute Resolution Framework: Guidance on managing disagreements that might arise under the Right to Disconnect provisions.
• Customisable Templates: Including a sample policy and email communication templates that can be adapted to your business.
• Employer Responsibilities: Key responsibilities under the new laws, including how to handle after-hours communications.
• Practical Examples: Real-life scenarios to help you understand how to implement the Right to Disconnect provisions in your workplace

Important Information for Small Businesses:

If you have fewer than 15 employees, compliance with the Right to Disconnect laws will be required by 26 August 2025. ACFA has provided contracts with the option not to include this clause until then, giving you flexibility while preparing for the transition. Don’t miss out on these essential resources and the wealth of other benefits that ACFA membership provides. Join now to stay compliant and ensure your business thrives.

Why Join ACFA?

• Exclusive Access: Access to templates, policies, and guidance that make legislative compliance easier.
• Member Support: Our Workplace Advice team is available to help you customise employment contracts or answer any questions you may have.
• Pro-rata Membership Rates: Now is the perfect time to join, with pro-rata annual membership rates making it more affordable than ever to access all these benefits through to the end of the financial year, 30 June 2025.

Pro-Rata Memberships are available until 31st December 2024

Exciting Launch of ACFA’s New Connect Magazine – Subscribe Today!

ACFA is thrilled to announce to the industry the launch of Connect Magazine, your go-to resource for the latest news, trends, and insights in the cabinetmaking, furniture, joinery, and interior design industries.

What is Connect Magazine?

Each issue of Connect Magazine is packed with valuable editorial content, special features, and advertorial sections that cover a broad spectrum of topics essential to our industry, including:

• NEWS: Stay updated with the latest developments and must-know updates.
• INNOVATION: Discover new technologies, products, and techniques driving industry advancements.
• DESIGN & TRENDS: Keep informed about the latest design trends influencing the interiors industry.
• SKILLS/EDUCATION: Explore essential skills and the various pathways to gain and enhance them.
• SAFETY: Access information and industry-led initiatives to ensure a safe working environment.
• SUSTAINABILITY: Learn about challenges and innovative solutions in sustainable design, materials, and manufacturing.
• SHOWCASE: See outstanding projects, workmanship, and the people shaping the future.
• HR, IR & EMPLOYMENT: Get insights into human resources and employment matters, including workplace legislation updates and best workforce management practices.

Why is it Important?

Connect Magazine is more than just a publication; it’s a powerful tool for staying ahead in our industry. Connect Magazine has you covered whether you’re looking to stay informed on current trends, discover new innovations, or ensure your business complies with the latest legislation.

Why Should You Subscribe?

By subscribing to Connect Magazine, you’ll gain access to a wealth of knowledge that can help your business thrive. Each issue is crafted to bring you the most relevant and up-to-date information, ensuring that you are always in the know; providing you with a direct line to the latest industry insights.

Distribution Details

Connect Magazine will be distributed complimentary as part of ACFA’s mission to best support the industry. The magazine will be available both as a physical copy and as a digital publication. If you wish to receive a copy, please subscribe via the details belowahead of the first edition being released in November 2024.

Advertising Opportunity

Connect Magazine also offers a unique platform for advertising, giving your brand visibility among industry professionals who value quality and innovation. Align your brand with cutting-edge content and connect with potential clients and partners in our sector.  Email: advertising@connectmagazine.com.au

Don’t miss out on this invaluable resource – subscribe today and be a part of the exciting journey with Connect Magazine.

Subscribe to Connect Magazine

Connect Magazine will be distributed both as a physical copy and as a digital publication. If you wish to receive a copy, use the link below to subscribe ahead of the first edition being released in November 2024. 

Must be subscribed by 23rd October 2024 to receive first edition as physical print

Following on from the commencement of the engineered stone ban earlier this year, from 1^st September 2024 there will be stronger regulation of all materials containing at least 1% crystalline silica.

The requirement from 1^st September 2024 under the Model WHS Laws will be that when working with crystalline silica substances (CSS) to control the processing of the CSS by specified means, such as isolation, wet dust suppression, on-tool extraction or local exhaust ventilation.

When working with any product or material that contains at least 1% crystalline silica you must:

1. Control the processing of the product or material.
2. Assess if the processing of the product or material is high risk.

ACFA encourages members to familiarise themselves with the new requirements by reviewing the Safe Work Australia Working with Crystalline Silica Substances: Guidance for PCBU’s, to help protect workers and others at the workplace from exposure to crystalline silica.

Download is Free, Non ACFA Members will be required to create a guest account before downloading

Each jurisdiction needs to adopt the new model laws for it to be enforceable. It is understood that NSW, QLD, TAS, SA, NT, WA and ACT have adopted the model laws. VIC members should note that the requirements for working with CSS differ from the model laws but are largely consistent.

Each jurisdiction also has relevant resources and support material specific to their jurisdiction, ACFA would encourage members to review the specific information on the jurisdiction you operate in by visiting the Safe Work Australia Engineered Stone Ban website.

ACFA Resources for Businesses

ACFA also provides members with access to additional WHS resources for working with crystalline silica including.

Most of these resources are available for free download. Non-ACFA members will need to create a guest account before accessing them

The ACFA 2024 Industry Awards Night was a spectacular celebration of the incredible talent and achievements within our industry. Held at the stunning Doltone House Hyde Park, a new venue for this year’s event, it was an evening filled with excitement, inspiration, and well-deserved recognition for those who continue to push the boundaries of excellence in the cabinetmaking, furniture, and design sectors.

From the moment guests arrived, there was a buzz in the air, and the positive energy carried throughout the night. The venue’s beautiful setting provided the perfect backdrop for an evening that honoured the best in the industry. The feedback from attendees was overwhelmingly positive, with many praising not only the fantastic entertainment and delicious food but also the smooth organisation of the event. The magician and entertainment acts were crowd favourites, with many attendees mentioning how much they enjoyed the fun and lively atmosphere.

We received heartfelt comments like, “The vibe and energy have been lovely, great event!” and “The food and service were amazing!” These glowing remarks only confirm what we already knew – it was truly a night to remember. With such high satisfaction from our attendees, it’s clear that the ACFA Awards Night continues to be one of the most anticipated events on the industry calendar.

Of course, the night would not have been the same without our extraordinary nominees and winners. Their contributions and outstanding projects were the highlight of the evening, and we were thrilled to celebrate their successes with them.

Each nomination represented dedication, creativity, and innovation – values that continue to drive our industry forward. We congratulate all the nominees and winners for their achievements and thank them for helping make the night such a memorable occasion.

As we look ahead to next year, we’re already excited about the incredible projects and talent we’ll have the privilege of celebrating. The bar has been set high, and we know that the talent in this industry will continue to rise to the challenge.

We look forward to seeing even more inspiring nominations and projects at the ACFA Awards next year, as we continue to recognise the very best our industry has to offer. Here’s to another amazing year of innovation, craftsmanship, and achievement!

WorkSafe Victoria v A Worldwide Pty Ltd (2024),

Arrow Worldwide Pty Ltd (offender) was recently fined over $413,000 after a serious forklift incident left a truck driver with life-altering injuries, including the amputation of both legs.

Initially fined $140,000, the penalty was significantly increased on appeal due to the severity of the breach. The court noted that, but for the plea of guilty, the offender would have been sentenced to pay a fine of $800,000 with conviction.

Although Arrow Worldwide had been in operation for 30 years with no prior convictions and had a positive reputation as a good corporate citizen—regularly donating to charitable organisations and sponsoring various clubs and events—these factors played a subsidiary role in determining the penalty. The court emphasised the importance of setting a penalty that would act as a warning not only to the offender but also to others who might hear of the matter.

WorkSafe attended the workplace following the incident and observed that the offender had failed to demarcate a driver safety zone which ensured that truck drivers were segregated from forklifts during the task of loading vehicles.

By its plea, the offender acknowledged that it failed to provide a safe system of work for the task of loading and unloading vehicles at the workplace which:

• Required there to be no movement of machinery and persons at the same time within the area in which the forklift was used to load/unload;
• Required transport drivers to be located in an area that was free from interaction between equipment, machinery and persons (the driver safety zone) before the task was commenced; and
• Required transport drivers who attended the workplace to be instructed in relation to the loading and unloading exclusion zones, and in particular, the need to remain within the driver safety zone while the activity took place

The incident highlights critical safety failings that could have prevented the accident. Forklifts are essential tools in our industry, but they come with serious risks. Ensuring that clear safety protocols are in place, such as segregating drivers from forklifts, is not just best practice—it’s a matter of life and death.

Let’s take this as a stark reminder of the importance of forklift safety. Review your workplace procedures, make necessary adjustments, and always prioritise safety to avoid devastating consequences.

Engineered Stone Ban

Since the engineered stone ban took effect on 1 July in Victora, many stone suppliers and manufacturers have been subject to unexpected WorkSafe inspections. As a result, hundreds of illegal benchtops have been detected.

Scores of stone suppliers and manufacturers have faced surprise WorkSafe inspections and hundreds of illegal benchtops have been detected since Victoria’s engineered stone ban took effect.

Victorias WorkSafe’s Silica Field Team conducted visits to 52 industry sites over the past month, issuing 25 compliance notices. During these inspections, more than 65 samples of suspected engineered stone, as well as products labelled as porcelain and sintered stone, were seized for testing to determine their silica and resin content.

In addition, nearly 1,000 banned engineered stone benchtops have been placed under non-disturbance notices to prevent their distribution to Victorian businesses and consumers.

WorkSafe Victoria also issued improvement notices to duty holders who lacked the required hazard control statements or did not provide adequate information regarding the silica content of alternative products, such as porcelain or sintered stone.

WorkSafe Victoria has made it clear that they will take firm compliance and enforcement action against any duty holders who violate the engineered stone ban. This could include prosecution and substantial fines.

JULY ENFORCEMENT ACTION