Advice under development

Source:

We develop public advice and guidance to help super funds understand and meet their reporting and legislative obligations.

Our Advice under development – super issues page provides details of advice and guidance products under development for key superannuation issues. It outlines the specifics, purpose, expected completion dates, and contact points for each piece of guidance currently under consideration.

If you’re waiting for updates on a draft law practice statement, an addendum to a ruling, or other guidance, check this page for updates.

We encourage you to regularly review this resource to help you stay informed.

Looking for the latest news for Super funds? You can stay up to date by visiting our Super funds newsroom and subscribingExternal Link to our monthly Super funds newsletter and CRT alerts.

Renewal of Bilateral Local Currency Swap Agreement with Bank of Japan

Source: Airservices Australia

The Reserve Bank of Australia and Bank of Japan have renewed the Bilateral Local Currency Swap Agreement for a further three years.

The initial swap agreement between the two central banks was signed in 2016 and has been renewed for three-year periods since that time. Each agreement is designed to enhance the financial stability of the two countries, and allows for the exchange of local currencies between the two central banks of up to A$20 billion or JPY 1.6 trillion.

Research breakthrough offers hope for Canola growers

Source: University of Sydney

17 Mar 2025

Researchers from the NSW Department of Primary Industries and Regional Development (DPIRD) have opened the door to enhancing canola production in challenging growing environments, after identifying a key gene that helps protect plants from manganese toxicity in acidic soils.

Soil acidity is a significant challenge for crop production in Australia, and crops like canola are particularly vulnerable to the adverse effects of acidic soils which can limit growth and reduce yields.

Dr Harsh Raman, Senior Principal Research Scientist at NSW DPIRD, said the the discovery is the result of five years of dedicated research by an international team of scientists, with NSW DPIRD leading the effort.

“Soil acidity is a global issue, severely limiting crop production and affecting a huge 13.7 million hectares in NSW alone,” Dr Raman said.

“After conducting a range of experiments in controlled field conditions, NSW DPIRD has successfully cloned the specific gene responsible for manganese tolerance in acidic soils.”

“We have also uncovered new insights into the genetic networks that influence this trait, which will enable the research team to develop practical methods for selecting canola plants with manganese tolerance based on morphological traits and molecular markers.”

According to Dr Raman, the discovery could lead to higher productivity and improved profitability for Canola growers.

“By understanding how canola plants cope with excessive manganese in acidic soils, researchers and crop breeding companies can now work towards developing new crop varieties that are more resilient to thestresses of manganese toxicity. ,” Dr Raman said.

While manganese is an essential nutrient for plant growth, excessive amounts in acidic soils (pH <5) can lead to severe toxicity which can stunt plant growth and reduce crop yields. This is most common in waterlogged soils or those with poor drainage, particularly under high-temperature conditions.

Dr. Raman said that while researchers still recommend a regular application of lime to manage high-acidity soils, manganese tolerance is a valuable enhancement trait for canola varieties by allowing growers to get about their business without having to wait for the lime to ameliorate into the soil.

“Thanks to this research, canola farmers will no longer exclusively need to invest significant time and money into lime applications and wait for amelioration to proceed before they can grow high yield crops.

Now, by unlocking the secret to cultivating varieties that are tolerant to acidic soils, growers can grow high yielding canola whilst applying lime to improve their soils long term PH, increasing productivity and profitability.”

“As farmers face increasing challenges  such as soil degradation, this research provides a promising new tool to enhance crop resilience and secure long-term food production,” Dr Raman said.

The project was supported by the NSW Department of Primary Industries and Regional Development, Grains Research and Development Cooperation, Oil Crops Research Institute China, Monash University, ARC Training Centre for Future Crops Development at Australian National University and Wagga Wagga, and INRA France.

The research findings were recently published in Plant Cell and Environment, available at (Genome‐Wide Association Study Elucidates the Genetic Architecture of Manganese Tolerance in Brassica napus – Raman – Plant, Cell & Environment – Wiley Online Library).

Media contact: pi.media@dpird.nsw.gov.au

Vision pack available at https://tinyurl.com/5n7f56ca

New board to lead NSW Aboriginal Languages Trust to 2030

Source: Australian Capital Territory – State Government

Headline: New board to lead NSW Aboriginal Languages Trust to 2030

Published: 17 March 2025

Released by: Minister for Aboriginal Affairs and Treaty


A new board has been appointed to lead the vital work of the NSW Aboriginal Languages Trust over the next five years. 

The independent board is responsible for guiding the trust to revitalise, strengthen and celebrate Aboriginal languages in NSW.

The Aboriginal Languages Trust was established in 2020 under the Aboriginal Languages Act 2017.

This legislation recognises the importance of Aboriginal languages and establishes mechanisms and investment to help strengthen them.

The growth and strengthening of Aboriginal languages and culture is a key outcome for Closing the Gap, a national commitment to improve outcomes for Aboriginal people.

The inaugural board, appointed for a five-year term in February 2020, has strengthened Aboriginal language revitalisation efforts in NSW, guided by the voices and aspirations of Aboriginal communities across the state.

The incoming board will include members of the inaugural board, ensuring strong continuity of the work of the Trust.

The newly appointed board, who were selected following an independent recruitment process, consists of:

  • Catherine Trindall (Chairperson)
  • Jason Behrendt
  • Dr Ray Kelly
  • Raymond Ingrey
  • Rhonda Radley
  • Rhonda Ashby
  • Susan Briggs

To continue languages revitalisation, each board member brings the skills, expertise and experience relevant to deliver on the functions of the Trust, and has appropriate standing in their respective Aboriginal communities. 

The Minns Labor Government remains committed to the revitalisation of Aboriginal languages in NSW, through ongoing funding programs such as the Aboriginal Languages Revival Program and Aboriginal Languages Growth Program.

Minister for Aboriginal Affairs and Treaty David Harris said:

“Since its establishment, the NSW Aboriginal Language Trust has strengthened and celebrated Aboriginal languages in NSW through initiatives such as annual grants and, in 2023, the first ever NSW Aboriginal Languages Week.

“I offer my gratitude to the inaugural board of the Aboriginal Languages Trust. These board members have established a strong foundation for the growth and strengthening of NSW Aboriginal languages into the future.

“I look forward to working with the new board to continue to shape the future of Aboriginal language revitalisation in NSW.”

NSW Aboriginal Languages Trust newly appointed Chair Catherine Trindall said:

“I am honoured to be appointed Chair of the NSW Aboriginal Languages Trust Board and look forward to working collaboratively with our new appointees, who will each bring unique perspectives, cultural and linguistic knowledge and professional expertise to championing Aboriginal language revitalisation in NSW.

“The inaugural board, who I worked alongside as deputy chair, have been dedicated, visible and trusted advocates for our stakeholders, ensuring the Trust’s establishment was grounded in culture and Aboriginal ways of knowing, doing and being.

“Aboriginal communities in NSW are aiming high and making a powerful impact, delivering a broad range of activities to revitalise, strengthen, share, and speak their languages, reflecting their unique language goals and aspirations. The board is committed to supporting our communities to continue to reclaim, revive and celebrate their languages.”

Student Fest a success at Bowden

Source: New South Wales – News

Western District Police attended StudyAdelaide Student Fest at Bowden last week to connect with international students.

On Thursday evening, 12 March, Sergeant Michelle Hollis and Senior Constable Brett Massey, from Western District’s Community Engagement Section, attended Study Adelaide Student Fest at Plant 4 Bowden.

The event brought together community organisations and over 500 international students, including new and returning international students to Adelaide.

Student Fest allowed students to connect with each other, forge new friendships and help to create a support network for their new lives in Adelaide.

South Australia Police (SAPOL) were among the many community stakeholders who set up a display, and interacted with the students, providing them with information on who to contact and what services SAPOL provided.

The event was a success, with many students attending the SAPOL display and having positive interactions with our police officers, something that is not always afforded to them in their home countries.

Top honours for three City projects at IPWEA WA Awards for Excellence

Source: South Australia Police

Three City projects emerged as champions for best public works projects and excellence in innovation across Western Australia.

The City of Wanneroo won three awards and earned a high commendation for public works projects at the 2025 Institute of Public Works Engineering Australasia (IPWEA) WA Awards for Excellence.

The Wangara Smart Cities CCTV project won in two categories – Best Public Works Project under $2 million and Excellence in Innovation. The cameras help combat antisocial behaviour and deter and solve crime in collaboration with local police.

Riverlinks Park playground won Best Public Works Project $2 million to $5 million and was also a finalist in Excellence in Innovation. The playground includes five themed spaces to enjoy – mountain, jungle, town/country, desert and beach.

The Mindarie Breakwater upgrade received a high commendation in Best Public Works Project greater than $5 million and Excellence in Asset Management. The upgrade ensures the structure will remain safe and functional for many years to come.

“City projects like these enhance safety in our communities and create a safer environment for businesses, residents and visitors,” said Mayor Linda Aitken.

“It’s also important that we have spaces in our City that help connect our community and encourage healthy, active and social family activities.

“We’re honoured by this recognition, and it’s a testament to the dedication of our team working tirelessly to build a strong, connected community.”

For information on current City of Wanneroo projects, visit wanneroo.wa.gov.au/cityprojects.

Montrose bushfire contained after gallant effort from firefighters

Source:

The fire burned approximately 40 hectares

Firefighters battled challenging conditions and difficult terrain to bring a fast-moving bushfire under control in Montrose over the weekend.

The fire, which started next to the Dr Ken Leversha Reserve on Saturday afternoon, was fanned by unpredictable gusty winds overnight on Sunday, causing it to quickly spread to the Dr Ken Leversha Reserve and double in size, prompting an emergency warning to be issued for residents.

The strong and sudden wind change, described as a downburst, resulted in an ember attack in multiple directions.

CFA District 13 Assistant Chief Fire Officer Dave Renkin said strike teams faced very difficult conditions.

“The area was inaccessible for vehicles, so we heavily relied on aircraft support.

“At the height of the incident, over 40 firefighting resources were on scene.”

“Fortunately, the winds died down enough for us to gain control on Sunday,” Dave said.

“This aided with a welcome dose of heavy rainfall certainly assisted ground crews with suppression efforts.”

At the height of the incident, over 100 firefighters from CFA, Forest Fire Management Victoria and Fire Rescue Victoria were on scene, alongside more than 40 firefighting vehicles, four helicopters and three dozers.

“There’s no doubt that without the extraordinary efforts of strike teams, the losses would have been far greater.”

“I want to thank all emergency responders for their efforts.

Their swift and coordinated actions were pivotal in limiting the extent of losses,” Dave said.

“It was a great effort all around to achieve a relatively successful outcome.”

There is still a strong presence of emergency services workers at the fireground, performing hazardous tree removal works and monitoring conditions to ensure the safety of the area.

Victoria Police confirmed one property was lost, another partially damaged, and one outbuilding destroyed.

The cause of the fire remains under investigation.

Submitted by CFA Media

Uganda

Source:

We’ve reviewed our advice and continue to advise exercise a high degree of caution in Uganda overall. Higher levels apply to the border areas with South Sudan and the Democratic Republic of Congo. Terrorist attacks have caused deaths and serious injuries. Targets may include large gatherings, worship, music and cultural festivals, hotels, bars and other tourist areas (see ‘Safety’). There are currently outbreaks of Ebola virus disease and mpox in parts of Africa, including in Uganda.

New code of practice on workplace sexual and gender-based harassment

Source: Allens Insights (legal sector)

Guidance for employers on minimising risks of sexual and gender-based harassment

The Australian Government has approved a new Work Health and Safety (Sexual and Gender-based Harassment) Code of Practice 2025 which provides practical guidance to employers on how they can identify, manage and minimise risks of sexual and gender-based harassment at work.

In this Insight, we delve into the key aspects of this Code, including:

  • the four-step risk management process
  • the importance of leadership in fostering respectful workplaces
  • best practices for conducting fair and sensitive investigations.

We also highlight the necessity of ongoing consultation with employees and maintaining robust documentation to ensure compliance with WHS laws.

Key takeaways

  • The Code provides practical guidance for employers on how to protect their workforce from workplace sexual harassment and meet their obligations under Work Health and Safety (WHS) laws.
  • Employers should apply a risk management process to eliminate or minimise the risk of sexual and gender-based harassment, involving identifying hazards, assessing risks, implementing control measures, and maintaining and reviewing control measures to ensure they are effective.
  • The Code recognises that leaders play a key role in creating safe, respectful workplaces that proactively manage sexual and gender-based harassment risks. Organisational culture should prioritise diversity, inclusion and respect to prevent harassment.
  • While the Code is not law, it can be used in courts as evidence of what is known about a hazard, risk or control, and may be used when courts are deciding what is reasonable in the circumstances.

The Code in context

The Australian Government’s new Work Health and Safety (Sexual and Gender-based Harassment) Code of Practice 2025 (the Code) offers comprehensive guidelines to help employers proactively prevent and address workplace harassment.

The Code complements the positive duty on employers to take reasonable and proportionate measures to eliminate sexual harassment at work.

The Code is based on Safe Work Australia’s model code and implements recommendation 35 of the Respect@Work: Sexual Harassment National Inquiry Report 2020.

The Code should be read and applied with the Work Health and Safety (Managing Psychosocial Hazards at Work) Code of Practice 2024. Sexual and gender-based harassment often occurs alongside or interacts with other psychosocial hazards.

Employers should follow a risk management process

The Code focuses primarily on a four step risk management process that employers should use to proactively eliminate or minimise the risk of sexual and gender-based harassment as far as reasonably practicable. Under this process, employers should:

  1. Identify hazards: including by considering when, where and how sexual and gender-based harassment could occur, the nature of the harassment and who is most likely to be affected by it.
  2. Assess risks: understand the nature of the harm that the hazard could cause, how serious the harm could be and the likelihood of it happening. Consider the duration and frequency the employee is exposed to the risk and the severity of the harassment.
  3. Control risks: implement the most effective control measures that are reasonably practicable in the circumstances and ensure that they remain effective over time. Control measures should be tailored to the organisation’s size, type, work activities, location and workforce.
  4. Maintaining and regularly reviewing control measures: control measures are not a ‘set and forget’ exercise. Control measures should be regularly reviewed to ensure they are effective. The person reviewing the control measures should have the authority and resources to conduct thorough reviews and be empowered to recommend changes.

The Code also suggests that employers keep an updated record of their risk management process and outcomes to demonstrate the work done to meet work health and safety duties.

Importantly, input from the workforce is a key part of compliance. Employers must consult employees and health and safety representatives at each step of the risk management process. Employers are encouraged to consider whether existing consultation arrangements are appropriate for identifying, assessing and controlling sexual and gender-based harassment.

Investigating risks and reports of harassment

The Code also addresses ‘good practice’ in relation to investigations concerning sexual or gender-based harassment. Internal WHS investigations should be conducted to identify risks of sexual or gender-based harassment and whether there are more effective or reliable control measures available. Investigations should not be limited to circumstances where formal complaints have been made.

Investigations should be fair, transparent, and timely.

Allegations of sexual harassment, by their nature, require that considerable care is taken when navigating through the investigation. The Code addresses this by recommending that investigations are informed by a non-biased, culturally sensitive and trauma-informed approach. A trauma-informed approach might consider whether:

  • the investigation takes into account the emotional safety and wellbeing of affected employees;
  • the process ensures respect and acknowledges diversity and inclusion; and
  • the process ensures all employees involved are kept informed in a timely manner.

Employees should have access to support throughout an investigation and their privacy and confidentiality should be protected. Where an investigation is triggered by an employee’s report of harassment, appropriate information about the outcome of the investigation should be provided to them.

Investigations should be undertaken by impartial investigators with the skills to identify sexual and gender-based harassment and to assess the risks and recommend appropriate controls. If an internal investigator is not available, employers should select an external investigator with relevant experience and a trauma-informed approach.

Leadership and culture crucial to minimising and managing risks 

The Code recognises the important role that leaders play in fostering safe and respectful workplaces that are proactive in managing risks. The Code provides that leaders should:

  • understand the prevalence, nature and drivers of sexual and gender-based harassment. Meaningful and contextual training for leaders on sexual and gender-based harassment is one of the keys to achieving this understanding;
  • ensure that their organisations have effective communication processes to maintain their awareness of the workplace risks and take proactive steps to ensure those risks are addressed;
  • make sure that organisational priorities demonstrate a commitment to prevent harassment; and
  • take practical steps to ensure an organisational culture that does not tolerate workplace sexual and gender-based harassment. This might include ensuring that recruitment and workplace policies value respectful behaviour and diversity, that reports of harassment are taken seriously with timely and supportive responses and that social activities are inclusive and appropriate.