B Corp 2.0: Fair Work

The shift to Fair Work as a core B Corp Impact Topic signals a fundamental change in how companies must approach the treatment and engagement of their workforce. Where the previous standards allowed for more flexibility—letting companies pick and choose whether to set clear expectations or meaningfully address fair pay and workplace culture—the new requirements demand a comprehensive, proactive approach to ensuring all workers are treated with dignity and respect. Crucially, the Fair Work topic recognizes that while worker priorities may differ by industry or location, fair pay and clearly defined expectations are universal concerns. 

Why is This Topic Important to the World? 

For too long, traditional workplaces have often prioritized cost-cutting and operational efficiency over the dignity and fair treatment of workers. This approach has contributed to widespread social and economic inequalities, undermining worker wellbeing and organizational trust. From exploitative labor practices to persistent gender pay gaps, the failure to provide good quality jobs and positive workplace cultures has caused harm across industries and geographies. 

By intertwining good quality jobs, open dialogue, workplace culture, and shared purpose, the Fair Work topic realizes a vision for stakeholder governance at the most fundamental level: the workplace itself. Companies that achieve this open dialogue and positive culture not only fulfil the requirements of the new B Corp standards—they also create a shared sense of purpose and lay the groundwork for long-term business resilience. 

Why Will This Topic Make Businesses More Resilient?

Companies that prioritize fair treatment and active worker engagement build stronger, more committed teams. Evidence shows that organizations with transparent communication, inclusive dialogue, and clear expectations experience higher employee engagement and lower turnover rates. Engaged workers are more productive, innovative, and adaptable—key qualities for navigating crises and market shifts. 

Furthermore, as consumers and investors grow more conscious of social responsibility, companies that demonstrate fair labor practices and genuine stakeholder engagement are better positioned to maintain trust, market share, and long-term viability.

What’s Required in This Topic? 

To meet the standards of this impact topic, companies must:

• Set Clear Expectations for Employees: Every employee must receive a written employment contract or offer letter. This document must clearly outline the nature of the work, working hours, wage components, start date, duration, and termination conditions. 
• Implement Fair Wage Practices: Companies must adopt transparent, equitable wage policies. This includes not requesting wage histories from job applicants, informing workers how wages and benefits are set, providing regular payslips with clear breakdowns, and establishing accessible wage scales. Larger companies are required to calculate, disclose, and actively close gender wage gaps, and ensure the lowest-paid employees receive either a living wage, a collectively-bargained wage, or there is a credible plan to close any living wage gap.
• Consider Feedback from Workers on Decisions That Affect Them: Companies are required to actively seek, consider, and respond to worker feedback on decisions impacting them, and communicate transparently about how feedback influenced outcomes. Larger businesses are required to have formal mechanisms for worker representation—such as unions, works councils, or worker committees—allowing all employees to participate. 
• Measure Workplace Culture and Take Action to Improve It: Companies must regularly assess workplace culture using both qualitative and quantitative methods for organizations with 50 or more workers.  Based on insights uncovered, companies must develop, update, and share a plan for continuous improvement, approved by leadership and communicated annually to all workers.

How Can Your Company Prepare? 

Navigating the Fair Work requirements under B Corp 2.0 can be complex. If you have someone in your organization who can dedicate time to mastering the compliance and evidence guidance, begin by conducting a thorough review of your current employment practices. If you don’t have the internal capacity or expertise to manage this transition, we can help. Whether you need support interpreting the new B Corp standards or embedding fair work practices across your operations, our team brings deep experience in building resilient, equitable workplaces. The Junxion Guide on Values-Based Culture is even one of the resources listed as guidance in the new standards. So get in touch to start your journey toward Fair Work excellence.

Looking for support from a partner? Whether you want support with the new B Corp standards or want to embed fair work practices within your company, we can help. For over 25 years, we’ve been using sustainability to strengthen companies. Get in touch now.