The Queensland Department of Industrial Relations (DIR) administers both the Industrial Relations Act 1999 (state legislation) and the Workplace Relations Act 1996 , as well as other legislation:

Industrial Relations Amendment Bill 2005:
The Queensland Government's response to the Federal Government's proposed industrial relations reform agenda, new laws about minimum entitlements

Industrial Relations Act 1999:
Industrial Relations Regulations 2000 (No. 287) and Industrial Relations (Tribunal) Rules 2000 (No. 329)

Trading (Allowable Hours) Act 1990:
Trading hours on public holiday and Trading (Allowable Hours) Regulation 2004

Private Employment Agents:
Who are private employment agents, Private Employment Agents Act 2005, Private Employment Agents (Code of Conduct) Regulation 2005, review of the Private Employment Agents Act 1983, information statements

Private Employment Agents (Code of Conduct) Regulation 2005:
About the Regulation, code of conduct of private employment agents

Holiday Act 1983:
2005 holidays in Queensland, leave entitlements and Queensland school holidays

Anzac Day Act 1995:
Anzac Day Trust Fund and trading hours on Anzac Day

Pastoral Workers' Accommodation Act 1980:
About the Act, what pastoral workers are

Pastoral Workers' Accommodation Regulation 2003:
Types of accommodation for resident workers

Workplace Relations Act 1996 (Federal)
About the Act, minimum wages and conditions, work and family responsibilities

Workers' Accommodation Act 1952:
About the act, accommodation for workers work in meatworks, sawmill workers, sugar farm and sugar work industries

Industrial Relations Codes of Practice:
Code of Practice for Call Centres, Code of Practice for the Building and Construction Industry, Code of Practice on employment and outwork obligations – textile clothing and footwear suppliers

There are a range of implications for workers' compensation and rehabilitation as a result of the Workers' Compensation and Rehabilitation and Other Acts Amendment Act 2005.

From 2 November 2005 :

• Employers and self-insurers are allowed to outsource the role of the rehabilitation coordinator i.e. under a contract for services;
• Rehabilitation coordinators have been renamed as ‘Rehabilitation and Return to Work Coordinators’;
• It is an offence to dismiss an employee within twelve months (previously six months with the ability to return to the pre-injury position if recovery occurs within the first twelve months of injury – section 93 of the Industrial Relations Act 1999) of the employee becoming injured under the Workers’ Compensation and Rehabilitation Act 2003, solely or mainly because the employee is not fit for employment in a position because of the injury ; and
• A Queensland self-insurer or member of a group self-insurer who is granted a national self-insurance licence under the Safety, Rehabilitation and Compensation Act 1988 (Cwlth) must notify the Workers’ Compensation Scheme Regulatory Authority (Q-COMP) within 5 business days of receiving the notification.

Implications of the Act for workplace health and safety.

There are a range of implications for workplace health and safety as a result of the Workers' Compensation and Rehabilitation and Other Acts Amendment Act 2005.

From 2 November 2005 :

• The term ‘construction workplace’ no longer exists, however the requirements for appointment of a principal contractor has not changed;
• The definition of ‘construction work’ has been changed. The new definition:
• includes elements of the former definition of ‘building work’ (which is repealed as a consequential amendment) and components of the definition from the National Standard for Construction Work
• includes prescribed activities (demolition work and asbestos removal work)
• incorporates reference to a new definition of a ‘structure’, which includes elements of the former definition of ‘civil construction work’ (which is repealed as a consequential amendment) and components of the definition from the National Standard for Construction Work.
• Activities such as renovations, repairs or refurbishment will now be captured in the new definition of ‘construction work’ and as such employers conducting this type of work will need to comply with relevant construction legislation;
• If you conduct demolition work or asbestos removal work (prescribed activities) you are now considered to be undertaking ‘construction work’;
• If you are the ‘owner’ of an item of plant you must ensure that it is maintained in a condition that ensures the plant is safe, and without risk to health, when used properly (previously this obligation only applied to owners of specified high risk plant);
• The sections relating to obligations as an employer, self-employed person or person who conducts a business or undertaking (whether or not as an employer or self-employed persons) have been consolidated into one new section titled ‘Obligations of persons conducting business or undertaking’;
• Where a regulation does not prescribe how to manage risks in the workplace you must manage the exposure to risk by using the risk management methodology. In addition, this includes use of the hierarchy of control in determining the most appropriate and practicable control measure and combination of control measures in any given situation;
• Inspectors have a right of entry to any place where a prescribed activity (demolition work or asbestos removal work) is being undertaken; and
• Inspectors have the ability to access documents held by third parties, for example, maintenance records held by a mechanic rather than the obligation holder.

The amendment Act also contains a number of new provisions to be introduced into the Act in line with the National Standard for Construction Work. These provisions commence on proclamation (date to be fixed) and include the introduction of new and amended obligations for clients, designers of structures, project managers and principal contractors.

Implications of the Act for workers' compensation.