8.1
The committee has been tasked with considering how workers across Australia combine work and care, and how that combination can be better supported across their lives. It has become increasingly clear that while Australians have a right—indeed, an obligation to work—they do not have a parallel right to work and care. For too many workers, this means they must juggle care around work, and their lives are increasingly demanding. The collective social responsibility of delivering adequate care is often privately born, notably by women, within the constraints of a workplace structure and system which does not properly fit the circumstances of working carers.
8.2
The committee has been surprised at the level of misfit affecting many working Australians, their workplaces and households, and our community and economy.
8.3
Structural reforms to the architecture of Australia's work and care systems would reap significant social and economic benefits, not just for individuals and families, but for communities and the national gross domestic product (GDP) and it would improve wellbeing.
8.4
Reflecting the evidence presented throughout this final report as well as the committee's Interim Report, this chapter outlines the committee's recommendations for implementing changes to the architecture of the work and care system, in order to improve the lives and outcomes for Australians balancing both work and care. The challenge we face demands a holistic, rather than piecemeal, response.
8.5
Most Australians will have periods of combining their jobs with care of someone else across their life: it is time our work and care arrangements treated this as normal and facilitated their combination, rather than imposing costs for their combination.
8.6
In this chapter, the committee puts forward recommendations for structural reform to early childhood education and care, respite care, support payments and workplace relations arrangements, including pay, leave, rostering, hours of work, flexibility and job security, amongst others. These recommendations are intended to support workers with caring responsibilities, and to promote more inclusive, flexible and responsive workplaces, by creating the conditions that allow people to better combine work and care.
8.7
In comparison with international practices, many of Australia's work and care arrangements make us an outlier, over-dependent on insecure part-time work, or unpredictable rosters, with outdated and inadequate leave arrangements that do not appropriately support parents and carers more broadly.
8.8
While the committee's focus is necessarily restricted to the intersection between paid work and informal care, it is important to recognise that insecure work, casualisation and the gig economy are complex and wide‑ranging phenomena with a variety of overlapping causes and effects. In relation to these matters, the committee would like to acknowledge the Senate Select Committee on Job Security (Job security committee) for its important work unpacking the economic, social and technological conditions that foster and sustain insecure work, and making recommendations to fix them—these should be implemented.
Whole of government approach
8.9
The committee was convinced by the evidence before it that current care policies and regulatory settings are not fit for purpose and require a holistic, whole-of-government approach to reform. The committee recognises that reform in the past has largely been piecemeal and disjointed, often thereby creating unintended consequences and an inconsistent 'system of systems'. In addition, it is clear to the committee that the care framework is deeply entwined with workforce issues and must be considered in that context.
8.10
Therefore, the committee recommends that care policies and the regulatory measures that underpin those policies are reviewed and reformed holistically as part of a whole-of-government initiative. This would not only benefit those combining work and care but would present a considerable economic investment for the country. This whole-of-government approach to reform should be progressed as a matter of immediate national priority.
8.11
The committee recommends the Australian Government take a comprehensive and integrated approach to addressing the challenges of work and care in this country. The Australian Government should implement the recommendations in the committee's interim and final reports to a range of systems, including workplace relations, early childhood education and care, paid leave, disability and aged care, as well as financial supports for carers. This reform package should ensure that Australians have a right to care, alongside their right to work, and our systems and laws should provide unequivocal support for this important role through a new work and care social contract fit for the 21st century.
Value of unpaid care
8.12
The committee considers it imperative that greater attention is paid to the annual financial contribution of unpaid care to the national economy. As noted in Chapter 2, unpaid care work in Australia has been estimated to amount to $650.1 billion, the equivalent of 50.6 per cent of GDP—yet unpaid care work is not included in the calculation of GDP.
8.13
Given the significant financial and essential social contribution of unpaid care to the country, the committee is of the view that a statement estimating the value of unpaid care to the national economy should be included in the employment white paper. This measure could be complemented by a statement providing an estimate of the annual financial contribution of unpaid care to the national economy in the Budget papers.
8.14
This would align with the budgetary analyses, including in the Women's Budget Statement, and the concept of a wellbeing budget, to be introduced in the next Budget via the 2023 Measuring What Matters statement.
8.15
The committee recommends the Australian Government include a statement in the employment white paper, providing an estimate of the annual financial contribution of unpaid care to the national economy. Further, the committee recommends that the Australian Government consider including a statement in the Budget papers providing an estimate of the annual financial contribution of unpaid care to the national economy. The committee also recommends that the wellbeing budget include specific analysis of the contribution of care to wellbeing, and include measurement of such care, its state and change over time.
Early childhood education and care
8.16
The current early childhood education and care (ECEC) framework has not adapted to changing workforce conditions—especially the rise of shift and casual work, the gig economy and other insecure forms of employment for working carers. Workers with childcare responsibilities are being asked to choose between looking after children and engaging with paid employment and career progression.
8.17
Further, Australia's ECEC system does not properly cater for residents in regional, rural, remote, and some urban areas, where 'childcare deserts' are having a direct, detrimental effect on early life opportunities for children.
8.18
Conversely, the benefits of a reinvigorated and effective ECEC system are clear. Such a system should provide childcare, which is universally accessible, child-focused, culturally appropriate, of a high quality and supported by a properly paid and equipped workforce.
8.19
If implemented in this way, ECEC would benefit children, their carers, and the economy and society more broadly. The return of women to the workforce would be supported and normalised, as would children accessing ECEC from a younger age. As observed by the committee in its Interim Report, there are intersectional benefits of an effective ECEC system, and it has been clearly shown that life outcomes are vastly improved when children can access quality ECEC from an early age.
A universal, high quality ECEC system
8.20
The committee heard that Australian ECEC costs, as a share of family income, are among the highest in the developed world. This is actively disincentivising working parents from accessing ECEC and is prohibiting women who want to work, or work more, from participating in paid employment and progressing their career.
8.21
The evidence to this committee shows that there is a clear and compelling case for the implementation of a universal, high-quality, child-centred and community-based ECEC system. Such a system would support both the positive development of children in their first five years, and also help working carers to better engage with ongoing, fulfilling employment.
8.22
The childcare system needs to be child-focused, and in that sense, every child deserves a minimum guarantee as to their outcomes from a universal and quality ECEC system.
8.23
The provision of quality, universal childcare would also directly and positively impact on gender equality and wage equity, noting that it is predominantly women who shoulder the burden of unpaid care for children—often to the detriment of their earning capacity and career progression.
8.24
A more affordable ECEC system would reduce incentives in the for‑profit childcare sector to focus only on those geographic areas where the largest profits can be made, with inadequate consideration given to quality service provision and staff remuneration.
8.25
The committee notes the public comments of the Minister for Early Childhood Education, the Hon Dr Anne Aly MP, regarding fully universal childcare in light of recent amendments to A New Tax System (Family Assistance) Act 1999 to increase the Child Care Subsidy (CCS). Minister Aly indicated that these reforms are part of 'transitioning to the aspiration of universal childcare'. The Minister continued that:
… the way to strengthen the economy is productivity gains. Childcare plays a big role. Women particularly, but not only, might be working two days a week but can't afford to work more. That's about productivity, but also gender equity.
There should be no reason why women wanting to participate more fully shouldn't be able to work because they can't find or afford childcare.
The other argument is those early years are critical to development. If a child has good foundations in the early years, it carries on to later life and improved outcomes … Investing in early years means better outcomes for education, fewer challenges for children born into challenging circumstances, [less] antisocial behaviour and youth crime'.
8.26
The committee is buoyed by these sentiments and would like to see further action in this direction as soon as possible. To this end, the guarantee for young children and families, as developed and put forward by the Centre for Policy Development in its Starting Better report, provides a comprehensive roadmap to implement change and to ensure that all children are given the best chances in the first five years of life.
8.27
The committee also notes the recent announcement of a Productivity Commission (PC) inquiry to consider a universal early education system. The committee welcomes this inquiry, to be led by Professor Emerita Deborah Brennan AM, as another step to achieving a universal early education system.
8.28
There are proven benefits to children, families and carers having access to universal, quality, place-based and child-centred ECEC. Not only would such a framework deliver immediate benefits to children, but it would also have roll-on effects to carers and their engagement in the workforce, and will improve outcomes for all.
8.29
The implementation of free—and therefore more accessible— childcare during the pandemic resulted in increased attendance, primarily from the most vulnerable children. Because childcare was free, stigma was removed, as were administrative barriers through Centrelink.
8.30
Alongside the PC inquiry into a universal early education system, the committee recommends the implementation of a new ECEC framework, which has a clear policy framework, provides active consideration of the circumstances of working carers—especially women—and addresses issues around accessibility of ECEC, particularly in rural, remote and some regional areas. In addition, a renewed ECEC system should ensure that education and care for children is culturally appropriate, community managed and trauma-informed in circumstances where that is appropriate.
8.31
The committee recommends the National Cabinet develop a framework for and progress the implementation of a universal, quality, place‑based and child-centred early childhood education and care (ECEC) system. The new ECEC framework should be developed within 12 months and:
be supported by a clear policy framework which seeks to strengthen outcomes for children, their carers, childhood educators and childcare providers;
be developed with active consideration of working carers, and especially women, to support better access to paid employment (including outside of core hours) while balancing work and care responsibilities; and/or set rosters that include caring responsibilities; and
address 'childcare deserts' by providing ECEC facilities in rural, remote and some regional areas, and ensure culturally-appropriate, community managed and trauma-informed ECEC is made available where needed, especially in First Nations communities.
8.32
The committee further recommends that the Australian Government continue to regularly review ECEC systems for adequacy, and undertake appropriate changes, with a view to universal, early childhood education and care.
8.33
Noting the importance of a universal ECEC system, the committee further recommends that National Cabinet consider frameworks which promote national consistency in the way in which the ECEC system is implemented across Australia.
8.34
The committee recommends that the Australian Government work through National Cabinet to develop a framework for a universal early childhood education and care (ECEC) system that is consistent across Australia. This framework should be implemented with a view to increase access to quality ECEC and lower its costs.
8.35
The following amendments to income supports should be taken into consideration by National Cabinet when developing the new ECEC framework, to ensure the benefits of these revised approaches are secured into the future.
Funding for more ECEC centres
8.36
The committee is very pleased to see some of Australia's largest jurisdictions start to increase ECEC funding, including helping children to access two years of preschool learning, development and social engagement.
8.37
The committee is particularly encouraged by the steps taken in Victoria to fund an additional 50 government-owned and affordable childcare centres, focussed in those areas with unmet demand. This pro-active approach will have immediate benefits to both children and to their working carers.
8.38
Noting the clear benefits of increased access to ECEC, the committee is of the view that the Australian Government should take similar steps, and consider funding the building of 100, publicly-owned early childcare centres (including centres operated by local governments) in areas identified as 'childcare deserts' and where there is unmet demand, to make it easier for families to access childcare. Such centres—particularly in regional, rural and remote areas—should provide holistic, culturally appropriate and trauma‑informed services to children.
8.39
The committee was pleased to see an increase in subsidised hours of ECEC to First Nations children in the most recent Budget. In line with its Interim Report recommendation, the committee encourages the Australian Government to make this investment a permanent feature of future Budgets, so that long-term funding can be provided to First Nations community controlled ECEC facilities, thus providing certainty and security to these organisations.
8.40
The committee recommends the Australian Government consider the provision of a further 100 publicly owned early childhood education and care centres (including centres operated by local government), in areas identified as 'childcare deserts' and/or as having unmet demand. The centres should provide holistic, culturally appropriate, and trauma-informed services to children.
Early years intervention and preschool accessibility
Preschool Reform Agreement
8.41
The committee applauds all the states and territories for working together to implement the Preschool Reform Agreement (PRA), and anticipates that such focussed funding on enrolment and participation for four-year-olds in preschool will reap benefits—especially alongside the important ECEC reforms being progressed particularly in New South Wales and Victoria.
8.42
The evidence shows that an increase in the base entitlement to ECEC hours under the PRA and extending availability to children under the age of four, will improve the availability, accessibility and affordability of ECEC.
8.43
However, the committee encourages the Australian Government to go further with the PRA and ensure that quality, government-supported preschool programs are available to children from age three years. This would ensure that children have access to preschool for at least two years prior to commencing school—and the evidence shows that better access to preschool better prepares children for school, especially disadvantaged and First Nations children where culturally safe and quality ECEC helps children to meet their full potential. To this end, the committee recommends that the PC be tasked with identifying ways to extend the PRA to both three- and four-year old children. The committee would like to see that the hours for subsidised care provided for by the PRA be increased, based on the needs of the child and their carers.
8.44
The committee recommends the Australian Government request the Productivity Commission to identify ways to extend the Preschool Reform Agreement (PRA) to both three- and four-year old children, to ensure that all children can access early childhood education and care in the two years prior to commencing school.
8.45
The committee further recommends that the hours of subsidised care provided for by the PRA be increased, to a minimum of 15 hours a week (600 hours a year) and a maximum of 30 hours a week (1200 hours a year), based on the needs of the child and their carers.
Inclusion Support Program
8.46
A reinvigorated ECEC system should continue focusing support on vulnerable children in need of extra assistance to learn and grow as best they can. To this end, the Inclusion Support Program (ISP)—through its subsidisation of additional short- and long-term additional educators and innovative solutions support—provides an important part of the Child Care Safety Net.
8.47
However, the evidence to the committee suggests the ISP should be amended in several ways, to improve the way it supports vulnerable children and their learning outcomes. Therefore, the committee recommends that the PC conduct a review of the IPS program.
8.48
The committee recommends the Australian Government request the Productivity Commission to immediately review the Inclusion Support Program and consider appropriate action including, but not limited to the commitment of additional funding of the program, with a view to provide extra support to children who have additional needs to participate in ECEC. Indexation of funding should also be considered.
Returning to work: Employment and training programs for carers
8.49
The evidence shows that many informal carers struggle to enter and remain in paid employment, especially after long absences from the workforce. Women are further hit by the 'motherhood penalty', with reductions in wages and career outcomes resulting from time out of work for childcare responsibilities.
8.50
The committee sees great benefit in the establishment of dedicated training programs, focused on supporting informal carers to enter or return to the workforce.
8.51
These training programs should help to identify and promote the experiences, knowledge and prior learning, as well as the 'soft skills' acquired by people in caring roles.
8.52
The committee was also concerned by evidence regarding the punitive aspects of employment programs which force people caring for others to move from some programs and into others with potentially higher barriers to employment.
8.53
The committee was alarmed by evidence regarding the compulsory elements of ParentsNext which appear to penalise single mothers in particular and recommends that they be abolished for those providing care.
8.54
The committee recommends the Department of Employment and Workplace Relations and the Department of Education develop a large-scale, evidence‑based, appropriately evaluated, holistic, non-compulsory training and work placement program, to assist informal carers returning to or seeking further engagement with paid employment, training or voluntary work. Recognition of the prior education, employment and experiences of informal carers should be incorporated into the program.
8.55
The committee further recommends that the compulsory elements of ParentsNext be abolished for people providing care.
Work and care experiences of specific groups
Mental health and respite for carers
8.56
The committee received compelling evidence from experts about the sometimes severe consequences on mental and physical health of people trying to balance work and care obligations. These impacts are experienced in unique ways by certain social groups, including young people, migrants and culturally and linguistically diverse (CALD) communities and First Nations people.
8.57
The committee recommends that the feasibility of targeted supports for young carers be considered, in recognition of the fact that many support services are focused on other carer groups (for example, parents or families), but do not explicitly cater to the unique circumstances of young carers.
8.58
The committee calls on the Australian Government to develop a framework for the delivery of targeted mental health, training, and education programs to support young carers, and in particular consider increasing awareness of and support for young carers in schools.
8.59
The committee recommends the Department of Health and Aged Care, in consultation with key stakeholder groups and allied health professionals, develop a mental health support program tailored to carers aged 25 years and under. The program should consider:
the unique mental and physical health impacts of caring on young people;
the intersection of mental health for young carers with their education, training and employment opportunities and outcomes; and
how to raise awareness in educational settings of the burdens faced by young carers and how educators can support and direct young carers to appropriate support programs.
8.60
The committee was informed of the complexities for carers in seeking and securing respite care or substitute care for those they care for. It was also made aware of the importance of quality respite care for working carers as a means of managing their own wellbeing and employment obligations as well as ensuring that those they care for receive the best quality care and support.
8.61
To this end, the committee is convinced of the need for accessible, affordable and flexible respite care for the benefit of both working carers and those they care for. Noting the evidence which indicated that respite care is difficult to access, often unavailable and largely inflexible, the committee recognises the need for a review of respite care in Australia. As a starting point, this review should consider the evidence before the committee. It should focus on ways in which respite care can be made administratively easier to apply for, more accessible and flexible in order to accommodate the varying needs of working carers and those they care for.
8.62
The committee recommends the Australian Government review the accessibility, availability, and flexibility of respite care with a view to improving respite care options available to working carers and those they care for.
Migrants and CALD communities
8.63
The experience of migrants and CALD people engaging with work and care again highlights how the current architecture of the work and care system is failing so many people.
8.64
The committee was told of the barriers and complexities for migrants and CALD people seeking employment while undertaking caring responsibilities, and the unique circumstance they face. The committee therefore sees benefit in targeted programs which support migrant and CALD carers to better access support services and family support. In addition, better training of care workers on the needs of culturally and linguistically diverse people will help to deliver care in a safe environment and trauma-informed way.
8.65
The committee recommends the Australian Government develop and implement programs and initiatives for informal carers from migrant and culturally and linguistically diverse (CALD) backgrounds to improve access to carer support services and family support.
8.66
The committee recommends that the Department of Employment and Workplace Relations develop training materials for all staff in care roles about cultural competency and safety, discrimination and anti-racism and the delivery of trauma-informed care.
8.67
The committee also encourages the Australian Government to consider amendments to the Pacific Australia Labour Mobility (PALM) scheme and other migrant worker schemes, to better consider the informal caring responsibilities of workers participating in these schemes. Ways to better support migrant workers with caring responsibilities may include providing affordable family accompaniment and return travel options, having clear pathways to permanent residency, and ensuring that workers are protected from discrimination should they elect to change to a new, more supportive employer.
First Nations communities
8.68
First Nations carers deserve a work and care architecture that supports their unique cultural and community needs.
8.69
The committee, in its Interim Report, recommended funding for First Nations community-controlled ECEC, with a focus on regional, remote and some urban areas. This was in recognition of the need for culturally appropriate ECEC services, in areas with unique socio-economic and educational circumstances.
8.70
The committee welcomes the increase of the CCS for First Nations families in the Australian Government's 2022–23 Budget, from 24 to 36 hours, alongside removal of the activity test. These are important steps in improving access to early childhood education opportunities for First Nations children.
8.71
As part of its inquiry the committee continued to explore the intersection of work and care and how this affects First Nations people. The Secretariat of National Aboriginal and Islander Child Care in particular made it clear that institutional barriers in education, and a lack of cultural awareness in higher education training institutions, meant that the necessary, specific cultural skills for First Nations ECEC educators and staff are inadequate at present.
8.72
In addition, there needs to be greater support for the workforce participation of First Nations people, including in workplaces which are providing care to their own communities. As the evidence noted, employment of First Nations people in providing culturally secure and trusted services will help those being cared for feel supported, while simultaneously supporting local economies.
8.73
It is clear from this inquiry and from other bodies of work that care services for First Nations people, including aged and disability care and education, should be in hands of First Nations-controlled organisations, along with the training for providing such services.
8.74
The committee recommends the Department of Health and Aged Care and the National Indigenous Australians Agency develop processes to ensure that:
care services for First Nations people transition to First Nations community-controlled organisations; and
culturally appropriate training in care service sectors is available to workers providing care to First Nations communities, especially in regional, remote and some urban areas.
Disabled workers
8.75
A significant number of disabled people are employed in the supported employment sector, including by Australian Disability Enterprises (ADEs).
8.76
The committee is deeply concerned by evidence which indicated that pay and working conditions in ADEs may be below standard. The committee recognises that disabled people should have more choice and options about the work they undertake.
8.77
In light of the evidence regarding the supported employment sector, including ADEs, and the need to provide opportunities in open employment, the committee recommends that more open employment pathways and opportunities for disabled people.
8.78
The committee recommends the Australian Government undertake further work in relation to the supported employment sector, including Australian Disability Enterprises (ADEs), to ensure that they meet community expectations, and both improve and increase pathways for disabled people into open employment. This work should build on work already being progressed through the Disability Reform Ministerial Council.
Pay and conditions of care work
8.79
The wage issues within the care sector have been long-known and yet remain unaddressed.
8.80
In particular, this inquiry has again highlighted that insufficient wages and poor working conditions are actively contributing to care workforce shortages whilst having significant, detrimental effects on workers, their families and our society.
8.81
Classification structures need to be unpacked and considered relative to each other across the care sector, with appropriate pay, and recognition of skills, experience and qualifications.
8.82
The committee is also concerned by the increasing use of gig platforms within the formal care sector. The committee supports the Senate Select Committee into Job Security (Job security committee) recommendation that the Senate consider an inquiry into the extent and impact of on-demand platform employment, increasing casualisation, use of labour hire/agency work, and contract labour in aged care, disability care, social services and health care.
8.83
The Job security committee also called on the Australian Government to direct pricing authorities in the care sector to consider all genuine costs to provide care, including the wages and conditions needed to attract and retain a skilled workforce, best practice skill mix and paid training hours. The committee would also welcome progress on this recommendation.
8.84
The committee acknowledges the recent decision of the Fair Work Commission (FWC) which recognised the existing rates of pay do not properly compensate aged care workers for the work performed. However, the FWC decided to award a 15 per cent wage increase only to direct care workers in aged care, arguing that the case for a similar increase could not be made for support or administrative care workers. The committee is glad to see an increase in pay for some workers, but this piecemeal approach will not address the underlying issues with inadequate pay, gender inequality and poor conditions in aged care sector or the pay issues more broadly across all care sectors.
8.85
The committee is encouraged by this initial progress and notes that further action can be taken to support care workers and to address some of the systemic issues with wages and conditions in these sectors. The Australian Government should advocate for care sector workers through support of a priority application to the FWC, via the newly established care and community sector expert panel, for award wage increases for all care sectors, including ECEC, disability care and age care, and all sectors covered by the Social, Community Home Care and Disability Services Industry (SCHADS) Award.
8.86
Following passage of the Secure Jobs, Better Pay legislation, care workers and their representatives can now also access the supported bargaining stream, initiate an application for an equal remuneration order, or a work value claim.
8.87
The Australian Government should, as recommended by the committee's Interim Report, draw on analyses completed by its departments which consider care work classifications and wage structures, as well as the interrelationships and variability in care work, to support the application to the FWC via the expert panel.
8.88
The committee recommends the Australian Government support workers and their representatives in the care sector to use the mechanisms available to them through the Fair Work Legislation Amendment (Secure Jobs, Better Pay) Act 2022 to achieve wage increases. This could include care sector workers and their representatives accessing the supported bargaining stream, initiating an application for an equal remuneration order, or a work value claim.
8.89
The committee further recommends the Australian Government support a priority application to the Fair Work Commission (FWC) through the newly established care and community sector expert panel, for award wage increases for all care sectors including early childhood education, disability care and aged care, and all sectors covered by the relevant childcare, and Social, Community Home Care and Disability Services Industry (SCHADS) Awards.
8.90
In order to address pay equity and to stem the flow of workers out of the care sector, such a priority application should draw the FWC's attention to:
the need to reconsider and appropriately reward classifications, wage structures, conditions and entitlements across all care sectors and awards, and under the SCHADS Award. This consideration should include appropriate relative pay across the care sector reflecting the nature of work and qualifications, skills and experience. It should also recognise the impact of gender on caring roles and the unique skills, variability and value of care work;
the appropriateness of care sector employees receiving payments for work-related travel time, administrative responsibilities and engagement with essential training; and
the appropriateness of a minimum shift call‑in time across the care sector (for example, a four‑hour minimum or another identified suitable minimum period).
8.91
The Australian Government should consider mechanisms to fund and implement, in accordance with historical practice, any wage increases and improved conditions agreed to by the FWC.
Paid parental leave
8.92
The implementation of a quality and universal ECEC system needs to be adequately supported by paid leave systems, which allow families and carers to better balance their work and care responsibilities and to support children without financial or career detriment.
8.93
This is most urgent for women, who still carry the majority of child caring responsibilities and therefore have reduced choices and flexibility when it comes to engaging with the workforce.
8.94
As the committee argued in its Interim Report, there is a complex relationship between the utilisation of paid parental leave (PPL), access to ECEC and for workforce participation for carers.
Increasing the PPL entitlement
8.95
The committee notes and welcomes the Australian Government's announcement of an increase to PPL, from 18 to 26 weeks, to be implemented in full by 2026, consistent with the announcement in the October 2022–23 Budget. This increase to 26 weeks reflects the views and recommendation put forward by the committee in its Interim Report.
8.96
The Australian Government has now introduced legislation, via the Paid Parental Leave Amendment (Improvements for Families and Gender Equality) Bill 2022, to increase PPL from 18 to 20 weeks from 1 July 2023, with further legislative changes to give full effect to this PPL measure to be introduced later in 2023.
8.97
However, the evidence to the committee suggests that a PPL period of 52 weeks is the best practice for both children and their carers.
8.98
The committee therefore recommends that the Australian Government consider mechanisms to fund and implement a pathway to reach international best practice of 52 weeks of PPL. If this is not achieved within a reasonable timeframe, Australia may fall further behind international standards to the disadvantage of Australian parents, productivity and labour supply.
8.99
In addition, and in order for PPL to operate most effectively, the committee also calls on the Australian Government to consider an extension to the 'use it or lose it provisions', and payment of superannuation on such leave.
8.100
In light of recent and forthcoming legislative amendments, the committee recommends the Australian Government consider mechanisms to fund and implement a pathway to reach international best practice of 52 weeks of paid parental leave. The government-funded leave should be paid at least at the minimum full-time wage, with consideration given to encouraging employers to top up payments to full wage replacement.
8.101
The committee also recommends the Australian Government consider further amendments to the Paid Parental Leave Act 2010 to:
include 'use it or lose it' provisions so that a proportion of the leave is taken by a co-parent;
guarantee the full period of paid leave to sole parents; and
ensure superannuation is paid in addition to paid parental leave payments.
Sick, carers and holiday leave
8.102
The current definitions of 'immediate family or household member', which apply to accessing existing carer's sick leave, have been shown to be inadequate. A variety of stakeholders and communities expressed to the committee their concerns about the current definitions, and how they were limiting working carers access to leave entitlements to care for friends, neighbours and members of their community.
8.103
The committee heard that this particularly affects First Nations and CALD communities, where informal care is often provided to those considered extended family, despite perhaps not being directly related. Similarly, other diverse carer cohorts, such as the lesbian, gay, bisexual, transgender, intersex, queer, asexual and other sexually or gender diverse (LGBTIQA+) community, may not have their families of choice recognised by employers.
8.104
The current definitions around 'carer's leave' do not reflect the experience of the family, friends and community groups of working carers, and should be amended to better reflect the diversity of the work and care experience.
8.105
The committee is therefore of the view that broader, nationally consistent definitions for leave entitlements would be of great benefit to not only working carers and their employers, but also to governments and other key stakeholders as they develop and renew policies within the leave entitlement framework.
8.106
The committee therefore recommends that the definition of 'immediate family' in the Fair Work Act 2009 (Fair Work Act) be amended, to make it broader and to include members of an employee's household; any of the employee's children or siblings; or any other significant person to the employee (which the Fair Work Ombudsman may choose to issue guidance material on).
8.107
The committee recommends that the definition of 'immediate family' in the Fair Work Act 2009 be amended and broadened for the purposes of an employee accessing carer's leave. In addition to the current definition, the following persons should be classified as 'immediate family':
any person who is a member of an employee's household, and has been for a continuous period of over 18 months;
any of the employee's children (including adopted, step and ex‑nuptial children);
any of the employee's siblings (including a sibling of their spouse or de facto partner); and
any other person significant to the employee to whom the employee provides regular care.
Leave 'buckets'
8.108
The committee is concerned that employees are being forced to utilise their own personal leave when caring for others, resulting from the lack of any distinction between 'personal' and 'carer's' leave.
8.109
This leave entitlement as it is currently legislated is clearly combining two very different types of leave. Carers often exhaust their personal leave while undertaking caring responsibilities. This leaves them with no leave entitlement for their own illnesses or personal needs. This is especially problematic for those informal carers who may be disabled or living with a or chronic illness themselves.
8.110
The committee therefore recommends that the Australian Government consider existing leave arrangements. As part of this review, the prospect of personal and carer's leave being split into two leave 'buckets' should be considered alongside other possible improvements to leave arrangements under the Fair Work Act.
8.111
The committee recommends the Australian Government consider the adequacy of existing leave arrangements and investigate potential improvements in leave arrangements in the Fair Work Act 2009, including separate carer's leave and annual leave.
8.112
At present insecure workers—up to a third of the workforce—do not have access to paid sick and holiday leave. Casual workers in theory are paid a leave loading to compensate for loss of such conditions. However, the committee heard evidence suggesting that many casual and insecure workers do not receive a casual loading, and are paid less than ongoing workers they work alongside, so they do not appear to be paid any premium for their loss of paid leave and other conditions. Further the casual loading, where it is paid, does not fully compensate for the many conditions lost, including basic job insecurity, different forms of leave, training, promotion, and career opportunities.
8.113
Working carers are disproportionately concentrated in jobs lacking paid sick and holiday leave and yet, ironically, their need for paid sick leave and a holiday to rest and recover is great.
8.114
Recognising that many workers employed on casual terms do not receive a casual loading, and that the loading does not adequately compensate for all conditions lost, the committee recommends the Australian Government request the Fair Work Commission to review these arrangements.
8.115
The committee recommends the Australian Government request the Fair Work Commission to review access to and compensation for paid, sick and annual leave for casual and part-time workers.
Sustaining a work and care system
8.116
Submitters to the inquiry questioned the sustainability of the current aged and disability care systems, calling for a review of funding models. Particular concern was raised in relation to for-profit providers in the aged care, disability and ECEC sectors.
8.117
The committee was told that the pursuit of profit often leads to cost reductions resulting in an erosion service quality. It is concerned by evidence regarding wages and conditions offered by for-profit providers as well as the impact on not-for-profit providers.
8.118
The committee takes the view that the provision of care in the aged, disability and ECEC sectors should therefore be reviewed by the Department of the Prime Minister and Cabinet. Such a review may consider the governance of care providers, including the extent to which they are transparent and accountable, the impact of thin markets on care provision, and consider the quality of care provided and the level of training and other supports provided to workers which underpin that care.
8.119
The committee recommends the Department of the Prime Minister and Cabinet consider the operation of markets in the aged, disability and early childhood education and care sectors and the effectiveness of current models of provision (including profit and not-for-profit models) in delivering quality care and addressing provision in thin markets.
Roster justice
8.120
The committee's view is that all workers, including working carers, are entitled to a reasonable and consistent work schedule.
8.121
Workers with caring responsibilities should be given input into their own schedules and must be free to raise issues with their employer, including seeking greater flexibility, without fear that doing so will affect their future engagement and opportunities with that employer.
8.122
The committee canvassed this issue extensively in its Interim Report. The committee reiterates Recommendation 5 of that report and calls on the Australian Government to take action on this recommendation as soon as possible:
The Australian Government amend the Fair Work Act 2009 to provide improved rostering rights for employees, and in particular working carers, by:
ensuring employers implement rostering practices that are predictable, stable and focused on fixed shift scheduling (for example, fixed times and days); and
amending section 145A of the Act to require employers genuinely consider employee views about the impact of proposed roster changes, and take the views of the employee, including working carers, into consideration when changing rosters and other work arrangements.
8.123
Following on from the tabling of its Interim Report, the committee received further evidence raising concerns with unpredictable rostering practices and their significant impact on working carers. The committee therefore urges the Australian Government to respond to this recommendation and support rostering rights for employees.
8.124
In addition to this reform, the committee recommends further changes to the Fair Work Act to require employers to provide a minimum of two weeks advance notice of rosters and roster changes. Evidence to the committee was clear that notice of at least two weeks would enable working carers to undertake their work and fulfil their caring responsibilities. To supplement this change, the committee also believes that workers should be provided with the right to decline working extra hours without suffering any negative consequences or penalties in the workplace.
8.125
The committee recommends, alongside its Interim Report recommendations to ensure employees have predicable, stable rosters, the Australian Government supports a review by the Fair Work Commission (FWC) of current industrial awards, to require employers to give advance notice of at least two weeks of rosters and roster changes (except in exceptional circumstances) and genuinely consider employee views about the impact of proposed roster changes and to accommodate the needs of the employee.
8.126
The committee further recommends the Australian Government support a review by the FWC into current industrial awards, to ensure employees have a 'right to say no' to extra hours with protection from negative consequences.
Working long hours
8.127
It was 75 years ago in 1948 that a 40-hour, five-day paid working week for all Australians was adopted and it was 40 years ago in 1983, that the Australian Conciliation and Arbitration Commission introduced the 38-hour week.
8.128
The committee recognises that Australian workplaces have undergone considerable change since that time, including greater flexibility in workplace arrangements which came to the fore during the pandemic, as well as modern trends such as the gig economy.
8.129
The committee is convinced by research demonstrating that work-hour regulations improve the compatibility of work and family and reduce gender inequality in working hours. Therefore, the committee believes that it is timely that the Fair Work Commission conduct a review of the operation of the 38‑hour working week.
8.130
The committee recommends the Australian Government write to the Fair Work Commission suggesting a review of the operation of the 38‑hour working week set in the National Employment Standards, the extent and consequences of longer hours of work. The review should also consider stronger penalties for long hours and other possible ways to reduce them, including through the work, health and safety system which requires employers to ensure safe working hours as a part of providing a safe workplace.
Right to disconnect
8.131
As the committee made clear in its Interim Report, it is concerned by the gradual erosion of the boundary between working and non-working hours.
8.132
It is vital that workers are able to genuinely and fully disconnect from work, and to this end the committee also reiterates Recommendation 4 of its Interim Report:
The Department of Employment and Workplace Relations investigate legislative reforms to the Fair Work Act 2009 and any other associated workplace laws, to enact a 'right to disconnect' from work. This right should:
enable and support productive work from home and flexibility of work;
protect the right of workers to disconnect from their job outside of contracted hours and to enforce this right with their employer;
place a positive duty on employers to reasonably accommodate the right wherever possible; and
allow employees to appeal to the Fair Work Commission where the right is not being enacted by employers.
8.133
The committee continued to receive evidence after tabling its Interim Report that raised significant concerns regarding the importance of disconnecting from work at the completion of the working day. Given the seriousness of this issue, and its impact on the health and wellbeing of workers, the committee recommends amendment to the Fair Work Act to secure the 'right to disconnect' as an enforceable right without further delay. The committee notes that these changes would align with standards in comparable Organisation for Economic Co-operation and Development countries.
8.134
In addition to the importance of disconnecting from work without fear of penalty or reprisal, the committee is aware of circumstances whereby workers have not been paid for additional hours worked. This is unacceptable for any worker in Australia and in particular for workers with unpredictable incomes in insecure work.
8.135
The committee recommends the Australian Government consider amending the Fair Work Act 2009 to include an enforceable 'right to disconnect' under the National Employment Standards, giving all workers a right to disconnect once their contracted working hours have finished and restricting employers from communicating with workers outside of work hours, except in the event of an emergency or for welfare reasons.
8.136
The committee further recommends the Australian Government increase penalties for employers who commit wage theft through, for example, unpaid additional hours of work and consider changes to law that make these cases subject to criminal charges.
Flexibility
8.137
As the committee argues in its Interim Report, all workers should have an enforceable right to request flexible working arrangements after six months of engagement.
8.138
Further, there should a positive duty on employers to create flexible work spaces, and environments where working carers feel comfortable broaching the subject with their supervisors.
8.139
The committee reiterates Recommendation 3 of its Interim Report and calls on the Australian Government to implement the recommendation as a matter of priority, recognising that the final point below has been implemented in welcome amendments to the Fair Work Act in late 2022:
The committee recommends that the Australian Government amend the Fair Work Act 2009, including section 65 of that Act, to:
make the right to request flexible work available to all workers and to remove the stigma attached to its use when confined to carers;
replace the 'reasonable business grounds' provision at section 65(5) under which employers can refuse a flexible working arrangement, with refusal only on the grounds of 'unjustifiable hardship';
introduce a positive duty on employers to reasonably accommodate flexible working arrangements;
require consultation with workers about flexibility requests; and
revise sections 738 and 739 of the Act to introduce a process of appeal to the Fair Work Commission, for decisions made by employers under section 65 refusing to allow flexible work arrangements on the grounds of unjustifiable hardship, or on 'reasonable business grounds'.
8.140
The committee was also particularly concerned about the flexible workplace arrangements in companies and their rostering practices. During the inquiry, the committee received evidence from several major Australia retail companies regarding their workplace arrangements and rostering practices coupled with evidence from unions and workers.
8.141
The committee takes the view that companies in Australia should be required to report on the active steps they are taking to ensure roster justice and flexible workplace arrangements. It is the belief of the committee that by requiring the mandatory public reporting by these companies on these matters, scope for improvements in workplace flexibility and roster justice will be found.
8.142
The committee recommends the mandatory annual reporting of companies with over 20 000 employees in Australia to the Fair Work Commission on workplace practices to ensure roster justice and flexible working arrangements.
8.143
The committee further recommends the mandatory collection of data by these companies of requests, including at store level, for roster changes and flexible working arrangements, and the percentage of changes to shifts that have been initiated by the employer within one week of the shift taking place. The data should:
include a collection of all requests, including those deemed 'informal', and detail whether these requests were approved, approved with modification, or denied;
provide information on the length of employment (up until the date of reporting) for that employee after their request was initially made; and
be provided in full to the Workplace Gender Equality Agency and published on the respective company's website.
Job security
8.144
The committee acknowledges that all workers, including working carers, can be harmed by insecure work.
8.145
Working carers may be doubly harmed: caring responsibilities make it more likely they're in insecure work in the first place, and the nature of insecure work creates additional barriers to managing their caring responsibilities.
8.146
The committee recognises that insecure work is a complex, wide-ranging problem that must be addressed across the whole of the Australian economy. It is vitally important that this work reflects the disproportionate impact of insecure work on working carers.
8.147
Much work on addressing this issue has already been progressed, through the work of the Job security committee. It made several important recommendations to the Australian Government:
that it work with unions, service providers and employers to amend awards to restrict the use of low minimum-hours part‑time contracts;
that it develop a new statutory definition of causal employment that reflects the true nature of the employment relationship; and
that the Senate consider referring to the Education and Employment References Committee an inquiry into the extent, growth and impact of insecure work in Australia.
8.148
Regarding casual employment, the committee is keen to ensure that any definition of this form of employment reflects casual work to be genuinely intermittent, seasonal or unpredictable—and not used as a way for employers to perpetuate cycles of insecure work.
8.149
The committee supports the above recommendations of the Job security committee but is disappointed that despite being tabled nearly a year ago, the Australian Government is yet to respond to these recommendations.
8.150
Given their importance, the committee reiterates the recommendations of the Job security committee and calls on the Australian Government to implement these recommendations as a matter of priority.
8.151
The committee recommends the Australian Government respond to the recommendations of the Senate Select Committee on Job Security as a matter of priority. The committee reiterates those recommendations and calls on the Australian Government to:
develop a new statutory definition of casual employment that reflects the true nature of the employment relationship and is restricted to work that is genuinely intermittent, seasonal or unpredictable; and
restrict the use of low base hour contracts, which can be 'flexed up' without incurring any pay penalty for additional hours worked beyond contract, and ensure permanent part-time employees have access to regular, predicable patterns and hours of work. This could include implementing penalty rates for any hours worked over the contracted amount. For example, if an employee is contracted for 15 hours and their employer rosters them for more, they should be paid a penalty rate for hours worked beyond the contracted amount.
8.152
The committee further recommends that the Australian Government develop clearly delineated statutory definitions of part-time and full-time employment and that these definitions, as well as a definition of casual employment, be inserted into the Fair Work Act 2009. These definitions should accurately reflect modern employment relationships and address employers' use of widely accepted legal loopholes, which can result in employment conditions that do not align with community expectations. In particular, the growing trend of part-time work to function as a form of casual employment without the benefit of casual loading.
Gig workers—equal pay for equal work
8.153
The gig economy was also extensively explored by the Job security committee. In this current inquiry, the committee is concerned with how people with caring responsibilities can engage as gig workers while maintaining their workplace rights and entitlements.
8.154
It is just as important, as with other carers in other forms of paid employment, that gig workers have predictability and can earn a liveable income with access to leave entitlements like personal and carers leave.
8.155
Gig workers need the same conditions and entitlements as all other workers. This includes predictability of work, liveable income, decent health and safety standards, and paid sick and holiday leave. The Australian Government should remove incentives for gig platforms to avoid workplace regulations.
8.156
Gig workers need to be able to balance work and care. Gig services in the care sector in particular, need to ensure quality and continuity of care for those being cared for, as well as the rights of gig workers in care jobs.
8.157
The committee recommends that the principle of equal pay for equal work should be applied to gig workers, who currently do not have the same conditions and entitlements as other workers. Gig workers should have the same rights regarding predictability of work, liveable income, decent health and safety standards, and paid sick and holiday leave.
8.158
The committee further recommends the Australian Government remove incentives for gig platforms to avoid workplace regulations.
Shorter working week
8.159
The committee recognises that a reduced working week and in particular, a four‑day week, offers a range of benefits for both employers and employees. Key amongst these benefits is that a reduced working week normalises care as a part of working life.
8.160
The question is whether standardising reduced hours as the norm, with the purpose of providing greater work-life balance without undermining productivity, will influence a redistribution of unpaid work across genders as well as provide a more even playing field for women with caring responsibilities.
8.161
The prospect that a shorter working week could make employment more accessible, encouraging the creation of more jobs for people, and particularly women who might otherwise have to work part-time, on a casual basis, or not at all because of caring responsibilities, is very enticing. It raises the prospect that working carers can progress their careers and take up employment appropriate to their level of qualification, while also encouraging a redistribution of unpaid labour more equally across genders.
8.162
While appreciating that a four-day working week and other reduced working week initiatives may not be suitable for all workplaces, there is a growing volume of evidence to demonstrate that it can work across most sectors and industries.
8.163
As a workplace with reduced hours has the potential to level the gender playing field, it raises not only the prospect of more women in managerial positions but also positively impact unconscious bias in recruitment and training, as well as promotion across workplaces.
8.164
While workplace flexibility and shorter working hours are promoted as work‑family reconciliation measures, the implications for advancing gender equality in the workplace and narrowing the gender pay gap have not been comprehensively captured in the analysis. Therefore, the committee holds the view that any future pilot scheme, such as a four-day week, must be subject to ongoing monitoring, and analysis to measure these factors as part of a comprehensive data set.
8.165
The committee notes that the future of the working week, including a four-day working week, is the subject of an Australian Capital Territory (ACT) Legislative Assembly Standing Committee on Economy and Gender and Economic Equality inquiry. It would be advantageous for a four-day week piloted by the Australian Government to be coordinated with any similar initiative undertaken by the ACT Government.
8.166
The committee recommends the Australian Government request the Fair Work Commission undertake a review of standard working hours with a view to reducing the standard working week.
8.167
The committee recommends the Australian Government undertake a four‑day week trial based on the 100:80:100 model whereby employees retain 100 per cent of the salary while reducing their hours to 80 per cent while maintaining 100 per cent productivity. The trial should be implemented in diverse sectors and geographical locations.
8.168
The Australian Government should partner with an Australian university throughout the trial to measure the impact of a four-day week on productivity, health and wellbeing, workplace cultural change, gender equality in the workplace as well as the impact on the distribution of unpaid care across genders.
Activity Tests
8.169
To properly support people with childcare responsibilities to enter or reengage with the workforce, there needs to a proper social security framework in place which works alongside the ECEC system, and ensures parents are not financially punished for wanting to both care for children and engage in paid employment.
8.170
To this end, the committee is persuaded by the evidence that the activity tests associated with various income support payments, and specifically the CCS and ParentsNext, are negatively impacting on working carers—particularly for those working unpredictable or tenuous hours, and for disadvantaged families.
8.171
The committee shares the views put forward in evidence that there is no clear purpose to the activity tests, and they are instead actively keeping informal carers out of the workforce, rather than supporting them into paid work.
8.172
There was compelling evidence about the disproportionate impact of activity tests on First Nations communities, where participation rates in ECEC are low. In its Interim Report, the committee observed that the Australian Government should be removing barriers to increased participation in learning and care, and recommended that the relevant social policy and family assistance laws be amended to remove activity test requirements for First Nations people accessing subsidised childcare. We welcome recent actions on this front.
8.173
In addition, the committee notes that the PC review will consider and report findings on the abolition of the Child Care Subsidy activity test under the Family Assistance Law.
8.174
The committee is of the view that the Australian Government should consider removal of activity tests for all income support payments, noting their impact on workforce participation—especially for women.
8.175
Noting that the Productivity Commission will consider and report findings on the abolition of the Child Care Subsidy activity test, the committee recommends the Australian Government consider amending the relevant social policy and family assistance laws to abolish activity tests.
Support payments for carers
8.176
It is clear that structural reform is needed for wages across all care sectors, but it is also apparent that income support payments are not fit for purpose for people trying to make a liveable income while caring for others and seeking more engagement with paid employment. The real value of carer payments have fallen behind.
8.177
Specifically, income security payments such as the JobSeeker and Parenting Payments have not kept pace with the cost of living and do not support people in meeting their basic needs.
8.178
For working carers who often have interrupted access to paid employment across their lives, these inadequacies can be amplified. This is of concern to the committee, as inadequate financial support can have long term and irreversible adverse impacts on both individuals and families.
8.179
Suspensions of activity tests and other conditions on income support payment during the pandemic, and the addition of the $550 Coronavirus supplement, show that changes to the income security system are not only possible, but can be made quickly, to the great and immediate benefit of many people—including working carers and especially women.
8.180
The committee recommends the Australian Government review the level of Carers Payment and Carers Allowance, acknowledging the significant social and economic contribution that carers make.
8.181
The committee also recommends that the Australian Government consider reversal of the current policy which transfers sole parents from Parenting Payment Single to JobSeeker Principal Carer payments when their youngest child turns eight years of age, and imposes mutual obligation activities on them when their youngest child turns six years of age.
8.182
The committee further recommends the Australian Government ensure all income security payments are regularly reviewed to ensure that they are adequate.
Reforming superannuation
8.183
The evidence received shows that Australia's superannuation system does not properly consider and respond to the various ways people engage with paid employment over their lives, and the impacts on their retirement incomes. Superannuation, as it is currently structured, also does not consider the gendered nature of care and the fact that women providing informal care will likely have an interrupted engagement with paid work.
8.184
It is clear to the committee that superannuation should be reformed to minimise the impact of caring on a worker's long-term economic security and deliver better outcomes for women.
8.185
To this end, alongside recommended amendments to the Superannuation Guarantee (Administration) Act 1992 to require superannuation to be paid on paid and unpaid portions of parental and carers leave, it was put to the committee that the Australian Government should permit working carers to average earnings for income tax purposes over five-year periods. The resultant tax benefit/refund could be paid into the recipient's superannuation account.
8.186
Furthermore, during the Job and Skills Summit, the Australian Government committed to establishing the right to superannuation in the National Employment Standards (NES).
8.187
Under current arrangements, enforcement of unpaid or underpaid superannuation rests with the Australian Taxation Office. Such reform to the NES would enable the Fair Work Ombudsman to pursue claims in relation to unpaid or underpaid superannuation, while also providing individual employees with a direct legal avenue to recover unpaid or underpaid superannuation.
8.188
This reform would require an amendment to the Fair Work Act to provide for the inclusion of these standards under the NES, and the committee recommends such amendments are progressed as a matter of priority.
8.189
The committee recommends the Australian Government amend, without delay, the Fair Work Act 2009 to establish the right to superannuation as a National Employment Standard.
Carer credits
8.190
Internationally there are examples of different models, including effective carer credit schemes, which go some way to addressing gender discrepancies in retirement incomes, and acknowledging the long-term financial impacts of informal carers taking time out of paid employment.
8.191
The committee heard that carer credit systems have positively contributed to the retirement incomes of those who have had periods out of paid employment to informally care for others—in particular, for parental care leave.
8.192
Treasury's 2020 retirement review noted that for a similar carer credit scheme to be introduced into Australia, it would need to be adapted to Australia's work context, including the age pension and associated asset tests.
8.193
Notwithstanding these limitations, the committee believes there is merit in examining a variety of options, including an examination of the feasibility of implementing a carer credit scheme in Australia, as a means of addressing the gap in retirement incomes.
8.194
Therefore, the committee recommends the Australian Government investigate mechanisms to address the superannuation gap. As part of this review, the reform options put forward by the Australian Human Rights Commission in its 2013 report, Investing in care: Recognising and valuing those who care should be considered.
8.195
The committee recommends the Australian Government consider the implementation of a care credit scheme informed by the reform options proposed in the 2013 Australian Human Rights Commission, Investing in care: Recognising and valuing those who care report. As part of its review the Australian Government should investigate possible mechanisms to address the superannuation gap between men and women, including consideration of paying care credits to superannuation for up to five years for parents who take leave and reduce hours of employment to care for others.
Data on work and care
8.196
The committee notes evidence that emerged during the inquiry of serious work and care data gaps.
8.197
As noted in its Interim Report, the issue of 'data poverty' is of great concern when it comes to considering the workplace relations framework and how caring obligations interact with this system. The committee therefore recommended generating data, about the extent, nature and effects of the interaction of work and care, in order to analyse outcomes for working carers, including carers in insecure work.
8.198
This data will also help in identifying and considering cohorts which have traditionally been underrepresented in discussions about the work and care framework, including young carers, disabled people, migrants and CALD communities, older people, First Nations people, and those in rural, regional and remote areas.
8.199
As noted by Professor Hickie, there needs to be continuous data collection to measure how caring roles are being accommodated in formal settings, including the workplace. Professor Hickie argued that a data-driven approach to reform of wellbeing in the workplace, including the wellbeing of workers with multiple roles, would help move away from reflexive and individualistic approaches to reform.
8.200
As a case in point, the evidence showed that the numbers of young people providing informal care are not known, nor are their experiences properly being recorded and then considered by policy-makers. More data on young carers would help with the development of targeted support programs for young carers to better engage with education, and help provide clearer pathways to paid employment.
8.201
The committee recommends the establishment of a new longitudinal data set in parallel to the Household Income and Labour Dynamics in Australia survey with a specific focus on workplaces and the experience of workers within them, including how they intersect with care activities.
8.202
The committee further recommends that additional research be funded to independently analyse and publicly report on the circumstances and experiences of carers in Australia.
Senator Barbara Pocock
Chair
Greens Senator for South Australia