This document details the administered, departmental and total funding amounts for capped costings included in Appendix B, Table B-1 of the 2019 Post-election report.

This proposal has five components that aim to provide better support and services for those affected by family violence.

This proposal has two components.

Component 1: Provide ongoing funding to the Fair Work Commission to appoint one additional Deputy President to oversee a Pay Equity Panel.

Component 2: Re-establish the Pay Equity Unit within the Fair Work Commission. This would be funded for five years at the level of funding for the Pay Equity Unit provided in the 2013-14 Budget measure Child Care Workforce – Early Years Quality Fund – establishment, grown over time using the 2019-20 Budget parameters.

This proposal has two ongoing components.

Component 1 would pay superannuation guarantee contributions on Parental Leave Pay (PLP) payments and Dad and Partner Pay (DaPP) payments based on the currently legislated superannuation guarantee rate of 9.5 per cent and rising to 12 per cent in 2025‐26 in line with the superannuation guarantee baseline.

Component 2 would reduce the superannuation guarantee earnings threshold in increments of $100 per year, with the final increment being from $50 to zero in the fifth year of the proposal.

The proposal contains 5 components which would provide funding for programs addressing workplace sexual harassment.

Component 1: Stopping sexual harassment at work – Respect@Work

Implement all 55 recommendations of the Sex Discrimination Commissioner’s report Respect@Work: National Inquiry into Sexual Harassment in Australian Workplaces and introduce legislation to strengthen laws that prevent sexual harassment.

Component 2: Stopping sexual harassment at work – Positive Duty

The proposal contains 5 components which would provide funding for programs addressing workplace sexual harassment.

Component 1: Stopping sexual harassment at work – Respect@Work

Implement all 55 recommendations of the Sex Discrimination Commissioner’s report Respect@Work: National Inquiry into Sexual Harassment in Australian Workplaces and introduce legislation to strengthen laws that prevent sexual harassment.

Component 2: Stopping sexual harassment at work – Positive Duty

The proposal contains 5 components which would provide funding for programs addressing workplace sexual harassment.

Component 1: Stopping sexual harassment at work – Respect@Work

Implement all 55 recommendations of the Sex Discrimination Commissioner’s report Respect@Work: National Inquiry into Sexual Harassment in Australian Workplaces and introduce legislation to strengthen laws that prevent sexual harassment.

Component 2: Stopping sexual harassment at work – Positive Duty

The proposal contains 5 components which would provide funding for programs addressing workplace sexual harassment.

Component 1: Stopping sexual harassment at work – Respect@Work

Implement all 55 recommendations of the Sex Discrimination Commissioner’s report Respect@Work: National Inquiry into Sexual Harassment in Australian Workplaces and introduce legislation to strengthen laws that prevent sexual harassment.

Component 2: Stopping sexual harassment at work – Positive Duty

The proposal would require employers to provide 10 days of paid leave to employees experiencing family and domestic violence. Commonwealth agencies would be required to use existing departmental funding, with the added costs being absorbed within existing funding.

The proposal would have effect from 1 July 2022.

The proposal would require employers to provide 10 days of paid leave to employees experiencing family and domestic violence. Commonwealth agencies would be required to use existing departmental funding, with the added costs being absorbed within existing funding.

The proposal would have effect from 1 July 2022.