Recently, Queensland's Deputy Premier announced in Parliament that a formal review of the Industrial Relations Act is now underway. Together Branch Secretary Alex Scott briefed members on what we know, what's at stake, and how Together will be responding.
What's been announced
The review is the Act's five-year statutory review, led by two independent commissioners including a former industrial commissioner. Unions have been given until the end of May to lodge submissions, with the report expected to land in the second half of 2026.
The review has also been directed to take into account findings from the CFMEU Royal Commission, though that Royal Commission looks likely to run longer than originally scheduled which may push the broader legislative timeline out further. Together's current read is that final legislation is unlikely to be considered before 2027, and the union will be pushing for a proper committee process to ensure transparency around any proposed changes.
Five key areas already flagged
The review has signalled five areas for examination:
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Freedom of association — the rights of workers to have union representation, and the union's ability to exercise that on members' behalf, is front and centre. This is fundamental to everything Together does.
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Right of entry — the ability of union officials to access workplaces and work directly with members. This has been raised in the context of the CFMEU process but has clear implications across the broader union movement.
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The relationship between the state wage case and collective bargaining — this is arguably the most significant issue for Together members. Over the past decade, award rates have, in some areas, overtaken the rates set through collective bargaining agreements. That's meant the state wage case has become the primary wage-setting mechanism for many public sector workers — more so than the bargained outcome. That dynamic is clearly on the review's radar, and it's something we'll need to defend robustly.
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Productivity Commission findings — the review has been asked to consider these, which introduces a frame around productivity and efficiency that employers will be keen to use.
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CFMEU Royal Commission recommendations — as above, the final report is still pending and may shift the legislative landscape in ways that are difficult to predict right now.
What Together is watching closely
The timing of this review matters enormously. Together currently has active arbitrations underway for Queensland Corrections and Transport and Main Roads, with the Health Practitioners, Dental Officers, and Clinical Assistants Agreement also likely heading to arbitration shortly. Any legislative changes that affect the framework those arbitrations operate within — or that alter the role of the state wage case — could directly affect outcomes for thousands of members.
The state wage case in 2027 and 2028 is a particular concern. Many public sector workers now rely on that process as their primary mechanism for wage improvement. Protecting the integrity and reach of the state wage case through this review is a priority.
Together's position is not that all change is bad — but that members need to be vigilant. The union will be scrutinising any proposals that could weaken the award system, limit bargaining rights, or narrow the state wage case in ways that leave workers worse off.
What happens next
Together's submission to the review is due by the end of May. In the second half of the year — depending on when the review reports — members will be called on to actively engage in this process. The union will be seeking a transparent committee process before any legislation is introduced, and will keep members across developments as they happen.
Watch this space. More updates will follow as the review progresses.
