Boyack Rachel; van Velden BrookeRACHEL BOYACK (Labour—Nelson): Off the back of my colleague Camilla Belich's excellent contribution I just wanted to ask the Minister for Workplace Relations and Safety some further questions about this commencement date particularly relating to my colleague Ginny Andersen's excellent amendment to give the bill another 90 days before it commences.So my specific questions related to the fact that the bill reinstates 90-day trials for large employers. One of the matters that's come up in the debate is that for many of those employers one of the reasons why this side of the Chamber believes actually they don't need 90-day trials is because they're able to effectively manage a fair dismissal process if they needed to do one with a standard trial period that had already existed in law. For example we have often these large employers managing employment-relation matters with HR teams. So one of my questions—as I think Camilla Belich pointed out very succinctly—was around the fact that we're about to approach Christmas. So you know I'm really mindful for HR professionals leading into Christmas from those large employers that if they for example use template employment-agreements—they're quite common. So being able to give people who work in areas like human resources like legal teams like employment-relation teams within a large business that extra time before the commencement comes in to ensure they're following the updated law.So my question for the Minister is: has she actually considered that having a 90-day delay would assist some of those large employers? What I wouldn't want—I think none of us would want our poor HR teams having to work on Christmas Eve updating employee templates. I think that we want to make sure everybody gets a good break over the Christmas period. So there's some really good practical reasons why delaying that commencement clause of the bill by 90 days could be really useful for those large employers so that they can go across the summer break using existing law without having to update some of their internal processes. So it's a genuine question for the Minister just off the back of that contribution and it'd be really good to get an answer on that because I think we are at that particular point in time of the year where HR teams legal teams won't be updating templates.So if you're for example a manager of a department for a large department store and you're wanting to hire people between Christmas and New Year and you want an updated individual employment agreement that you get off a website usually in those situations there'd be somebody in an HR team actually updating that for you. So from a practical point of view it would probably be better for those teams to be working off existing law. So I'm just interested if the Minister has considered that.Hon BROOKE VAN VELDEN (Minister for Workplace Relations and Safety): Thank you very much for the question I believe it is in good faith. Looking at employment processes over Christmas I do like to assure the member that of course nobody has to take up a 90-day trial; existing law applies. It is simply an option. So if a company or a business or an employee does not feel comfortable they don't need to do it because it's not mandatory.