Workforce Management Statistics

You can report multiple industry codes with the same subdivision. For example, if you confirm '4110 - Supermarket and Grocery Stores' and '4122 - Fruit and Vegetable Retailing', they share the same subdivision, denoted by their first two digits: '41'.

Though you can add an additional two voluntary industry codes to a submission, WGEA strongly recommends you report using only one industry code. 

You must ensure these codes are used throughout your submission.

• In the Workplace Profile, you must ensure that all industry codes you have confirmed are used in your file/s. If you upload more than one file, you should do so using the batch upload option. 
• In the Workforce Management Statistics, every uploaded file should use the same industry subdivision. 

You can report multiple industry codes with different subdivisions. For example, you may confirm '4110 - Supermarket and Grocery Stores' and '7320 - Packaging Services', which do not share the same subdivision. 

However, reporting multiple industry codes with different subdivisions is not recommended.  

If you wish to continue, you must take note of the guidance below to avoid receiving industry errors on your uploaded files. 

• In the Workplace Profile, you must ensure that all industry codes you have confirmed for the submission are used in your Excel file(s). 

• In the Workforce Management Statistics, you must ensure your file that you upload has multiple Industry tabs for each unique subdivision you have confirmed.

Note - If you copy a tab that has been completed, please ensure that you remove the data on the copied tab so that it is not double or triple counted. To do this, you need to: 

1. Open your Workforce Management Statistics file 
2. Right click on the ‘Industry Sheet’ tab and select ‘Move or Copy' 
3. Create as many duplicate sheets as you have confirmed unique industry sub-divisions (up to three tabs total for the file) 
4. Select the respective industry subdivision codes from the drop-down menu in the blue cell at the top of each sheet 
5. Enter your data by industry sub-division. If there is no data to report for an additional tab, please enter a '0' in one of the cells of any question. 

An appointment is when a person is engaged for a job or position. An appointment has occurred when a person is: 

• appointed to another role in the organisation 
• reappointed to the same role after a new recruitment process for that role 
• employed in multiple roles and received a new contract for each 
• on secondment 
• appointed after completing an apprenticeship with the organisation 

An appointment has not occurred when an employee: 

• was absorbed in an acquisition 
• was promoted to a new role in the organisation (this should be recorded in the 'promotions' section instead) 
• changed their employment status, such as from part-time to full-time  
• is temporarily filling a position and expected to return to their previous position, such as 'acting in a higher role'. 

Note - Placing a casual or temporary employee multiple times does not count as separate appointments unless multiple new contracts were issued. 

'Non-binary’ refers to people whose gender identity is neither female nor male. It is a term for any number of gender identities that sit within, outside of, across or between the spectrum of female - male binary. A non-binary person might identify as gender fluid, trans-masculine, trans-feminine, agender, or bigender. 

• A primary carer is the person who most meets the child's needs, including feeding, dressing, bathing and otherwise supervising the child in an age-appropriate manner. For a baby particularly, this role normally requires intensive physical involvement on an ongoing basis. 

• A secondary carer is generally the current partner of the primary carer, the other legal parent of the child or the current partner of the other legal parent of the child. Both women and men must be given the opportunity to identify as the secondary carer. 

Some workplaces have developed parental leave policies that no longer use the primary/secondary carer definition and provide equal entitlements to any eligible employee.  

• Equally shared parental leave policies offer the same type, length and conditions to employees of all genders, who require parental leave, with no distinction between primary and secondary carers. 

A promotion is a permanent change when an employee: 

• advances or rises to a higher office or rank on an ongoing basis or fixed-term contract 
• is promoted from one managerial role to another 
• does not return to their previous role. 

A temporary change is not a promotion. For example, when an employee: 

• transfers to a position of equal rank, even if their duties increase 
• relocates to a higher role in an overseas office 
• is appointed to a higher role but is meant to return to their previous role 
• earns a salary raise. 

A voluntary resignation is when an employee gives up their employment voluntarily or ends their contract earlier than the contracted date. A voluntary resignation is not employer-initiated terminations or redundancies or retirement. 

A voluntary resignation is when an employee: 

• gives up their employment voluntarily to move on to another employer  
• is on a fixed-term contract and ends their contract earlier than the agreed end date 
• is employed in multiple roles and resigns from one or more, count each resignation separately. 

For labour hire organisation, educational institutions, or other employers with casual or temporary employee pools, a voluntary resignation is when an employee: 

• gives their employer a resignation notice 
• informs their employer that they cannot accept any placements. 

The following are not counted as voluntary resignations. 

• Retirement 
• Employer-initiated terminations or redundancies  

Note - If redundancies are offered on a voluntary basis and an employee chooses to take up this offer, this is still considered an employer-initiated redundancy and should not be counted as a voluntary resignation.