Employers operating within the Hairdressing, Cosmetology, Beauty, and Skincare Industry have a legal obligation to keep the National Bargaining Council informed about any operational changes. These changes include staff movements, new appointments, resignations and dismissals, or any alterations in working conditions prescribed in the agreement, or employment status.
Such updates must be submitted to the council by the 7th of each month as per clause 7; page 23 of the council's collective agreement.
This requirement is critical because the council calculates monthly charges for contributions such as pension funds, sick pay/benefit funds, and the basic council levy based on the information provided by employers. Failure to report changes on time means that the employer remains liable for the charges, even if they no longer reflect the actual circumstances of the business or workforce.
For example, if an employee leaves employment and the council is not informed promptly, the employer could be continuously billed for that individual’s contributions. This not only results in financial loss, but could also complicate the reconciliation and administration process later.
Adhering to the reporting deadline ensures accurate billing, streamlines administrative processes, and upholds compliance with council regulations.
Furthermore, timely submissions demonstrates an employer’s commitment to fairness and transparency in fulfilling their legal obligations. Employers are encouraged to establish robust internal processes to track and report operational changes promptly, avoiding unnecessary penalties or disputes with the council.
By meeting this simple yet essential requirement, employers can protect their business interests while ensuring they contribute effectively to the welfare and stability of the workforce and industry.
