FAIR WORK COMMISSION — PORTFOLIO‑CONSISTENT MODELLING FRAMEWORK

(Structured using TEQSA’s role–strengths–threats–opportunities–investment–future‑ready blueprint)

 

OUR ROLE

The Fair Work Commission (FWC) exists to:

  • Set and maintain Australia’s national workplace relations standards

  • Resolve workplace disputes through conciliation, mediation, and arbitration

  • Determine minimum wages and modern awards

  • Protect workers through fair, transparent, and accessible processes

  • Support employers with clear, consistent regulatory guidance

  • Strengthen national workplace integrity, compliance, and trust

  • Provide evidence and insights to inform workplace relations policy

FWC ensures Australia’s workplace relations system is fair, stable, and trusted — supporting workers, employers, and the national economy.

 

OUR STRENGTHS

Regulatory & Integrity Strengths

  • Trusted national workplace relations tribunal

  • Deep expertise in dispute resolution and industrial relations

  • Strong capability in wage-setting, award modernisation, and compliance

  • Established partnerships with unions, employer groups, and government

  • National leadership in workplace fairness, safety, and integrity

Sovereign Strengths

  • Essential to national economic stability and workforce confidence

  • Critical to protecting vulnerable workers and small businesses

  • Supports long‑term labour market fairness and productivity

  • Underpins Australia’s global reputation for safe, fair workplaces

OUR THREATS

External Threats

  • Rising workplace disputes due to economic pressures

  • Wage theft, non‑compliance, and complex employment arrangements

  • Public misinformation about workplace rights and obligations

  • Technological disruption reshaping employment relationships

Internal Threats

  • Resource constraints and rising caseload complexity

  • Outdated digital systems limiting service accessibility

  • Workforce fatigue and specialist skill shortages

  • Limited surge capacity for major industrial relations reforms

 

OUR OPPORTUNITIES

Strategic Opportunities

  • Modernise national workplace relations digital platforms

  • Strengthen wage compliance and enforcement frameworks

  • Expand protections for gig, platform, and insecure workers

  • Improve transparency and public access to workplace information

  • Enhance collaboration with unions, employer groups, and regulators

Operational Opportunities

  • Recruit and retain specialist conciliators, arbitrators, and analysts

  • Improve digital tools for case management and public access

  • Strengthen partnerships with industry, community, and legal sectors

  • Expand regional and community engagement

 

CONDENSED YEARLY COSTING MODEL — FWC

(Mirrored from TEQSA’s Baseline + Uplift Investment Framework)

BASELINE FUNDING (Already Provided)

  • Core FWC operations: $0.22B

  • Dispute resolution, awards, wage-setting: $0.12B

  • Compliance, integrity, and digital systems: $0.08B Total Baseline Funding: $0.42B per year

 

PHASED UPLIFT INVESTMENT

PHASE 1 — FOUNDATION (Years 1–2)

  • Annual uplift: $0.30B – $0.42B

  • 2‑year uplift total: $0.60B – $0.84B

PHASE 2 — ACCELERATION (Years 2–4)

  • Annual uplift: $0.42B – $0.58B

  • 3‑year uplift total: $1.26B – $1.74B

PHASE 3 — EXPANSION (Years 4–6)

  • Annual uplift: $0.55B – $0.72B

  • 2‑year uplift total: $1.10B – $1.44B

PHASE 4 — FUTURE‑READY (Years 6–10)

  • Annual uplift: $0.70B – $0.92B

  • 4‑year uplift total: $2.80B – $3.68B

 

TOTAL INVESTMENT SUMMARY

6‑YEAR TOTAL

  • Uplift: $2.96B – $4.02B

  • Baseline: $2.52B Total 6‑Year Investment: $5.48B – $6.54B

10‑YEAR TOTAL

  • Uplift: $5.76B – $7.68B

  • Baseline: $4.20B Total 10‑Year Investment: $9.96B – $11.88B

 

THE FUTURE‑READY FAIR WORK COMMISSION

(Structured using TEQSA’s five‑pillar future model)

1. FASTER, MORE EFFECTIVE WORKPLACE RELATIONS SYSTEMS

Key Actions

  • Modern digital case‑management and public access systems

  • Faster dispute resolution pathways

  • Improved risk assessment and compliance tools

  • Stronger coordination with the Department of Employment & Workplace Relations

Outcome: A more agile, responsive national workplace relations system.

 

2. STRONGER SOVEREIGN WORKPLACE CAPABILITY

Key Actions

  • Specialist industrial relations and compliance teams

  • National workplace data and modelling platform

  • Strengthened oversight and governance

  • Expanded international labour standards engagement

Outcome: A more resilient, future‑focused workplace relations ecosystem.

 

3. A MODERN, RESILIENT FWC WORKFORCE

Key Actions

  • Workforce wellbeing and retention programs

  • Specialist training pathways

  • Diversity and inclusion initiatives

  • Modern digital and analytical tools

Outcome: A strong, supported FWC workforce.

 

4. BETTER INTEGRATION WITH GOVERNMENT, EMPLOYERS & WORKERS

Key Actions

  • Integrated data‑sharing platforms

  • Stronger partnerships with unions and employer groups

  • National community and worker engagement

  • Shared analytics and intelligence systems

Outcome: A more coordinated, community‑connected workplace relations network.

 

5. A MORE TRANSPARENT, HIGH‑PERFORMING WORKPLACE SYSTEM

Key Actions

  • Clear, accessible information on rights, awards, and decisions

  • Strengthened worker protection and complaint pathways

  • First Nations community‑led workplace fairness frameworks

  • Public transparency and open data

Outcome: A more accountable, equitable, and trusted workplace relations system.