Before the High Court judgment was delivered, the Government announced proposed  changes to the Workplace Relations Act:

• protect employee redundancy pay entitlements: agreement based redundancy
  entitlements will continue to operate for 12-months after an agreement is
  terminated unless a new agreement is made earlier;
• address the potential for
  increased costs associated with annual leave accrual and
  personal/carer’s leave payment under the Australian Fair Pay and
  Conditions Standard by capping the accrual of annual and personal/carer’s leave under the
  Australian Fair Pay and Conditions Standard (the Standard), so that
  paid leave would not accrue in respect of hours worked above 38 hours
  per week and make the payment rules for personal/carer’s leave,
  compassionate leave and leave for pregnant employees who cannot be
  transferred to a safe job consistent with the payment rule for annual
  leave (that is, the employee’s basic periodic rate of pay);
• provide a default right for an employer to stand
  down employees where work is unavailable due to factors outside the
  employer’s control. This provision would apply
  where an employer does not otherwise have (through an award, agreement
  or contract) an automatic right to stand an employee down where work is
  unavailable due to factors outside the employer’s control;
• enable employees to cash out personal/carers leave: an employee would be able to
  cash out any amount of personal/carer’s leave, provided that for
  full-time employees working a 38-hour week at least 15 days remain
  available after cashing out;
  and
• amend the record-keeping regulations to streamline the record-keeping requirements: employers will only be requireed to record only those
  hours for which an employee is entitled to overtime or other penalty
  rates, rather than all hours worked.