Glossary

Companies in Australia and New Zealand are testing a 4-day work week with no pay cuts. Employees will maintain full productivity, mirroring successful trials in Iceland that boosted employee well-being without harming output. This signals a shift in work culture, with work-life balance and flexibility becoming key demands for employees, especially younger generations. While not yet the norm, businesses should consider what this 4-day work week concept means for their future.

The Australian minimum annual leave is 4 weeks, but some argue for 6 weeks. While 6 weeks could reduce stress and boost morale for employees and make them more productive, it could also raise costs and disrupt workflow for employers. Careful planning and communication are crucial for businesses considering such a policy.

Employee absences hurt businesses by disrupting workflow and increasing costs. While some are unavoidable, many stem from stress, disengagement, and poor work-life balance. Companies can combat this by creating clear attendance policies, tracking absences, and addressing the root causes through open communication, support programs, and flexible work arrangements. Encouraging preventative measures like using sick leave and vacations can also help. By taking these steps, businesses can improve employee well-being, reduce absences, and boost productivity.

Employers have a legal responsibility to respond effectively to workplace accidents. This article outlines a 10-step plan to minimise damage and support injured employees, covering actions like scene assessment, first aid, reporting, investigation, and corrective actions. Additionally, it highlights the legal obligation to report certain accidents to regulators and emphasizes the importance of learning from incidents to improve workplace safety. By following this plan and fulfilling legal requirements, employers can create a safer environment for everyone.

Understanding adverse action is crucial for employers. It covers various actions against employees/contractors, from discrimination to even excluding someone from coffee runs. These claims can be costly due to broad interpretations, uncapped damages, and extended claim periods. Minimise risk by clearly stating reasons for actions, maintaining documentation, and establishing fair, communicated policies. Seek help from experts like Employsure for further guidance.

Businesses benefit greatly from age diversity, where a mix of generations collaborates. It means valuing and including people regardless of age, creating a fair and equal workplace culture. This not only strengthens the workforce with various skills and perspectives but also improves business performance and aligns with ethical practices of equal opportunity hiring.

Annual leave accrual is a system where employees accumulate leave based on the hours they work, ensuring they have time off for rest and recuperation. This entitlement is crucial for maintaining work-life balance and is mandated by Australian employment law to support employee well-being.

Businesses with full-time employees covered by specific awards can pay an annual salary instead of individual entitlements (wages, overtime, leave loading etc.). This requires tracking worked hours and reconciling annually to ensure employees receive their full due. Tools like BrightHR and online calculators can aid with this process. Remember, loaded rates also require reconciliation, and shortfalls must be corrected within 14 days.

Full-time employees in Australia accrue at least 4 weeks of paid annual leave per year. This leave builds up gradually and typically rolls over if unused. Employers can sometimes direct employees with excessive leave to take it off. Certain awards offer additional leave loading. Upon termination, employees are entitled to be paid out for any accrued annual leave, including loading if applicable. Contact Employsure for specific workplace guidance.

The Architects Award 2020 has seen some name changes for specific classifications, but pay rates remain the same. Employers should verify their pay schedules against the updated ones to ensure compliance.

Today's workforce is a complex mix of generations, each with distinct values and expectations. Millennials, set to dominate the future workforce, prioritize work-life balance, purpose, and inclusivity. Businesses that understand these needs and offer flexibility, purpose-driven roles, and diverse environments will attract and retain top talent in this competitive market. Remember, a one-size-fits-all approach won't work - tailor your strategy to each generation's unique needs for a thriving, adaptable workforce.

The 2023 Budget offers a big boost for Australian small businesses – from energy bill rebates and an instant asset write-off scheme, to a $392 million fund for startups trying to commercialise innovative ideas. If you run an Australian SME, this 2023 Budget snapshot will clarify the financial support your business might receive on the back of the Albanese Government’s latest plans. 

Micro businesses, defined by their small size of 1-4 employees, are quietly revolutionizing the Australian landscape. Despite their size, they contribute significantly, employing millions and representing over 60% of all businesses. Which can pose pose unique HR challenges with limited resources. Owners juggle multiple roles, struggling to attract and retain talent while navigating complex regulations. By embracing technology, prioritising flexibility, and investing in employee development, micro businesses can overcome HR hurdles and thrive.

Backpay refers to the compensation that is owed to employees for work previously done but not adequately paid at the time. This can include unpaid wages, overtime, or entitlements and is often resolved in line with Australian Fair Work regulations to rectify any discrepancies in payment.

Read more in the Back Pay Guide

Employers in the black coal mining industry must now comply with recent changes to the 2010 Award. These include updates to the temporary shutdown clause, requiring written notice to newly hired employees and allowing them to choose unpaid leave or use accrued annual leave during shutdowns. Additionally, a new term limits excessive annual leave accrual to 10 or 12 weeks depending on the worker's schedule.

Black Friday's $6.2 billion sales boom beckons Australian businesses, but small players face a conundrum. While increased sales are tempting, operational strain require careful. planning. Black Friday period might also mean including additional staff, which means clear policies, is crucal for navigating the busy season. By proactively addressing these HR challenges, small businesses can ensure a smooth Black Friday operation, protect their employees' well-being, and ultimately maximize their success during this crucial sales period.

Workplace hazards can harm employees, making reporting crucial. But documenting them is often time-consuming. Enter BrightSafe's new tool: it simplifies employee reporting with photos, notes, and instant management notification. This empowers employees, helps identify risks before incidents, and improves communication for a safer workplace.

The Fair Work Commission has updated the pay rates for junior cinema employees in the Broadcasting and Recorded Entertainment Award. They clarified that the rate should be based on a percentage of the adult rate, including the penalty averaging component. This doesn't change the actual pay amounts, just the wording in the award. Make sure you're paying your junior cinema employees the correct rate!

Business Equipment Award updated 2020. Key changes include: new name, clarified working hours, salary exemptions, flexible arrangements for commercial travellers. Ensure you understand how these changes apply to your employees, especially when varying terms or dealing with flexible work requests. Get expert advice if unsure.

The pandemic highlighted the need for strong business plans. Before starting a venture, research your dream, analyze costs and customer needs, set goals, and secure finances. Separate your personal finances, minimize risk with proper structure, and choose a suitable location. Develop a flexible marketing strategy to attract customers and adapt to market changes.

Australian businesses face a tough 2023 with rising costs, talent shortages, and seasonal slowdowns. Inflation squeezes profits, making summer sales targets harder to hit. Global skill shortages and employee burnout add to the challenge. Businesses struggle with managing a shrinking talent pool and changing regulations. Despite these hurdles, support is available to help you navigate these challenges and scale your business in the new year.

Australia's aging population will impact businesses due to a shrinking workforce and increasing employee caregiving needs. Employers can adapt by offering flexible work arrangements, support services, and leave options to help employees manage their dual responsibilities. This can benefit both employers and employees by reducing stress, improving morale, and retaining valuable talent.

The "casual conversion" clause in many modern awards allows casual employees who meet certain criteria (e.g., working regularly for at least 12 months) to request converting their employment to part-time or full-time. This can impact businesses by requiring them to forecast potential costs and obligations associated with permanent employees, and manage underperforming casual staff proactively to avoid them potentially converting to permanent roles.

Australian government plans to change casual work laws, giving millions of casual workers a better chance to get permanent positions with guaranteed hours and paid entitlements. The new definition of casual would focus on the regularity of hours worked, rather than the terms of the employment contract. This means casual workers who work regular hours would be eligible to convert to permanent roles after 12 months. The aim is to stop employers from exploiting casual workers and provide them with more job security.

Casual loading is an additional pay rate given to casual employees in Australia to compensate for benefits like sick leave and annual leave, which they do not receive. This loading is typically a 25% increase over the base pay, reflecting the lack of job security and other entitlements.

The casual rate is the hourly pay rate for casual employees, which includes a casual loading to offset the lack of certain entitlements like paid leave or job security. In Australia, this rate ensures fair compensation for casual workers reflecting the flexible nature of their employment.

Read more in the Casual Loading Guide

Businesses can choose between casual and part-time employees depending on their needs. Casual workers offer flexibility but require higher pay and lack benefits. Part-time staff provide stability with fixed hours but require guaranteed pay and entitlements. Consider your business needs like fluctuating demand or long-term staffing solutions before choosing. Both roles can be adjusted to full-time if needed.

The Fair Work Commission has made some minor changes to the Security Services Industry Award, including clarifying how some provisions apply, updating the Award name, expanding coverage, and clarifying rights for employees and employers regarding rostering, leave, breaks, and agreements. Employers should review the changes and update their practices accordingly.

Bringing kids to work may resolve childcare issues for parents and help keep them at work – it may also place an additional strain on employers. Under workplace health and safety legislation employers have an obligation to take reasonable steps to keep workers and visitors to the workplace healthy and safe, which includes protecting children from the risk of harm in the workplace.

Businesses considering closing for Christmas need to follow regulations regarding employee leave and shutdown procedures. Check your relevant Modern Award or agreement for notice periods and leave requirements. If employees lack annual leave, negotiate alternatives or pay their regular hourly rate. Decide if minimal staffing is needed and address any overtime or public holiday pay obligations. Communicate closure dates and staffing needs well in advance to your staff.

The Cleaning Services Award has been updated, including changes to pay rates, allowances, leave entitlements, and rostering. Employers need to review these changes and update their practices accordingly to stay compliant.

The Commercial Sales Award has been updated, including changes to the award name, pay rates, and annual leave entitlements. Employers need to review these changes and ensure they are paying employees correctly.

The way employees experience work is crucial for business success. Employee experience encompasses everything from recruitment to exit, and significantly impacts innovation, customer satisfaction, and profits. Companies are increasingly investing in dedicated roles and strategies to build positive employee experience, focusing on aspects like onboarding, culture, workspace, transparency, and employee empowerment.

Employers need to differentiate between conduct and capability issues before taking action. Conduct issues involve employee behavior choices, like poor punctuality or theft, while capability issues involve lack of skills or ability to meet expectations. It's crucial to address capability issues early, assess skills against clear standards, and offer support before considering further action.

Employers inevitably face workplace conflict. While prevention is ideal, de-escalation techniques are crucial for handling these situations effectively. This involves understanding the root of the issue, acknowledging all perspectives, and calmly working towards a solution. Remember, effective conflict management fosters a positive work environment.

Standard construction contracts provide a pre-written framework for agreements, customised to fit each project's needs. Different types exist, like those from the Master Builders Association or for government projects. Common options include fixed-price (lump sum) or cost-plus contracts, with varying responsibilities depending on the chosen format (design-build vs construction management). Regardless of complexity, having a clear contract protects all parties involved in a construction project.

Australia's construction industry is facing a major challenge with a 75% increase in business failures over the past year. This record high in insolvencies raises concerns about affected companies, the root causes, and potential solutions for the struggling sector.

There are many challenges for construction business owners to watch out for where running a successful company is concerned. As well as keeping a site running smoothly and safely, they have to deliver projects on time and budget. Beyond normal day-to-day issues, there are also a few challenges that might take you by surprise. Here are this year’s top seven challenges for construction business owners, and some steps you can take to navigate them.

Both written and verbal contracts are legally binding, but written contracts are much safer for businesses. They clarify expectations, duties, and terms, preventing confusion and legal disputes. While easier, verbal contracts are difficult to prove and can lead to messy court proceedings. Written contracts protect both employer and employee, outlining job details, pay, leave entitlements, and more. Consider a written contract for clear communication and legal protection.

The minimum wage increase will impact businesses financially. While challenging, it presents an opportunity to improve financial health. Businesses can adopt cost-saving strategies like ensuring compliance, optimizing work hours, reducing energy costs, utilizing free software, and upskilling staff to manage the increase effectively.

Don't underestimate the power of good design! While aesthetics are important, prioritizing elements like proper lighting, temperature control, noise management, and ergonomic furniture has a big impact on employee health, safety, and overall well-being. Optimizing your workplace design can boost morale, productivity, and even reduce injury risk. Consider investing in this key factor for a happier, healthier, and more productive workplace.

Employers can't terminate employees solely based on charges, but can consider the offence's severity, connection to their job, and impact on business. Follow proper procedures and wait for conviction before taking action. Criminal background checks are allowed during hiring for relevant roles, but not for existing employees without reason. Seek expert advice for complex situations.

Victoria has implemented stricter regulations for working with crystalline silica, including: mandatory licensing and control plans for engineered stone businesses, a permanent ban on uncontrolled dry-cutting of silica products, and increased oversight of high-risk silica work across all industries. Businesses must assess and control silica risks by May 15th, 2022 and have an engineered stone control plan by November 15th, 2022 to comply.

Australia's vibrant tapestry includes over 75% of citizens with non-Australian ancestry and nearly 20% speaking languages other than English at home. This diversity extends to the workforce, with nearly 30% born overseas. To effectively harness this richness, the question becomes: how can we foster cultural diversity in our workplaces?

Small businesses, the backbone of Australia's economy, are vulnerable to cyberattacks due to limited resources and digital unpreparedness. Recent large-scale breaches highlight the importance of cybersecurity for protecting customer data, financial records, and intellectual property. Common threats include ransomware, phishing, and invoice scams. Businesses should implement cybersecurity measures to minimize risks and maintain customer trust.

With daylight savings approaching in several Australian states, employers need to be aware of employee pay during the time change. Check your Award, Agreement, or Employment Contracts for specific daylight savings rules. If nothing is mentioned, you likely pay based on clock time, meaning employees get paid for a full shift despite working one hour less.

When an employee calls in sick after a denied leave request, it raises suspicion of potentially fabricated illness. While you can't jump to conclusions, implementing effective protocols is crucial. Conduct return-to-work interviews, consider requiring medical certificates in such cases, and establish clear sick leave policies to deter abuse and maintain trust within your team. If necessary, seek professional guidance for managing repeated occurrences and potential dismissal procedures.

Running a business with divisive issues like vaccination policies can be tricky. Staff facing threats and aggression from customers is a growing concern. To protect your team, prioritise risk assessments, clear policies, staff training, and emergency protocols. Set expectations at entry, establish safe operating procedures and offer support services. Remember, de-escalation techniques like listening, empathy, and reassurance can go a long way with angry customers. By prioritising staff safety and clear communication, businesses can navigate these challenging situations effectively.

Workplace conflict is inevitable due to diverse personalities and perspectives. It can cause stress and tension, but effective management is crucial. As an employer, establishing conflict resolution systems and understanding different types (interpersonal, leadership, etc.) is key to de-escalation and fostering a harmonious work environment. Here are 5 steps employers can follow to de-escalte conflict.

Recognizing signs of depression and anxiety in employees is crucial. Employers can play a significant role in supporting their well-being by having open conversations, offering flexible work arrangements, and fostering a mentally healthy workplace culture. This includes valuing employees' mental health, providing resources, and encouraging supportive relationships among colleagues. By prioritizing these factors, businesses can create a healthier and more productive environment for everyone.

Employers may need to address employee misconduct through a formal process. This involves investigating, holding a meeting, and considering the employee's response before delivering an outcome. It's crucial to have a clear disciplinary policy and follow a fair procedure to ensure a legally sound and respectful approach.

Implementing a dress code in your business has pros and cons. While it can create a professional image and prevent inappropriate attire, it's crucial to avoid discriminatory practices like gender-specific requirements. Ultimately, a well-designed dress code can promote team spirit, professionalism, and even safety in certain workplaces.

Employers can drug test employees under certain conditions, mainly based on reasonable suspicion of drug/alcohol influence at work, especially in high-risk jobs. While employees have the right to refuse, it can have disciplinary consequences. Testing methods include saliva or urine samples, each detecting different usage periods. Clear policies and consistent enforcement are crucial for a drug-free workplace culture.

Easter is a busy time for Australian businesses, bringing increased sales and potentially requiring extra staffing. Remember to check your obligations for rostering and paying employees during public holidays, as they may be entitled to penalty rates based on their award or agreement. Tools like BrightHR can help you manage shifts and ensure compliance.

Educational Services (Schools) General Staff Award 2020 has been updated with name change, minor pay rate adjustments, individual agreement allowance, and clarification on paying above-award rates during annual leave. Businesses should check their pay rates and consult if they wish to modify award terms.

Educational institutions employing casual workers need to be aware of a new clause in their award allowing casuals to request conversion to part-time, full-time, or sessional roles after 12 months of regular work. Employers must provide relevant information to casuals, consider requests fairly, and be prepared to justify any refusals. This change took effect May 9th, 2019, and requires some immediate actions, like informing existing casuals of their rights. Seek help if needed.

Emails are crucial for businesses but can be misused. To avoid risks like distractions, complaints, and leaks, have a clear email usage policy outlining acceptable and unacceptable uses. This includes email etiquette, data handling, personal use limits, monitoring practices, and disciplinary consequences for breaches. Protect your business and ensure its smooth operation with a solid email policy.

An employee who misses work for several days without explanation is considered to have abandoned their job. Before assuming they're gone for good, try contacting them and send a registered letter requesting their return. If there's no response within 14 days (or based on your company policy), it's safe to assume they've quit.

Employees are the foundation of your business, and they need looking after. Some employers offer extra benefits as part of an employee health and safety or wellness plan. An employee assistance programme (EAP) can offer your employees (and often their families) support – for example counselling – to help them cope with workplace issues and personal problems that could have a negative effect on their work performance.

The workforce is experiencing severe disruptions and dynamic changes across the world. Volatile economic conditions, lack of skilled labour, and the evolution of technology are pushing employees and employers over the edge. These disruptions have a significant impact on employees and employers and HR professionals. It is putting them under pressure, increasing stress and leading to burnout. Is your business being affected? And how can you deal with burnout in the workplace? How can you support burnout recovery for your employees?

Dealing with chronic complainers requires setting clear expectations and boundaries. Address their complaints fairly but swiftly, emphasizing positive solutions. Nip negativity in the bud and guide them towards constructive communication. Remember, open and honest communication, paired with clear guidance, can help improve the situation. Seek professional help for complex situations.

Engaged employees are more productive, loyal, and contribute to a company's success. This article explores what employee engagement is, how to measure it, key drivers, and strategies to improve it in your organization. Understanding and boosting employee engagement can significantly impact your business's profitability, revenue, and customer experience.

Handling employee complaints requires a structured approach and good documentation. Employers should have clear policies and procedures for receiving, investigating, and resolving complaints. All communication should be documented and involve seeking solutions that consider both sides. If unsure about any aspect, seek professional guidance.

Dealing with employee complaints effectively requires both diplomacy and clear procedures. It's crucial to document everything thoroughly, starting with the initial complaint and any communication throughout the process. Having established workplace policies and procedures in place beforehand helps guide everyone involved and prevents escalation. If needed, seek professional guidance for policy creation or handling complex situations. Remember, effective complaint management fosters a healthy work environment for all.

Writing an employee handbook is crucial for setting employee expectations and informing them about company policies and procedures. It should include company culture, policies (discrimination, safety, benefits, leave, etc.), expectations, onboarding information, and be regularly updated. Consider professional review for legal compliance and best practices.

Employee onboarding is a vital process that involves integrating new hires into the organisation effectively. It not only covers the administrative tasks necessary for a new starter but also involves cultural and social integration, which are essential for employee engagement and retention.

Read more in the New Employee Onboarding Process Guide

The average turnover rate for companies and businesses globally is 18%. One of the after-effects of the pandemic meant record rates of turnover across the world. Businesses now must compete for a limited pool of talent that is willing to jump ship for better and lucrative opportunities. Employees can leave their job or the workforce for various reasons. How does it impact your business? Is it called attrition or turnover? How can you manage it? Let’s understand employee attrition and how it affects you

Safe Work Australia created model laws for workplace health and safety, aiming for national consistency. Each state and territory enforces their own version of these laws, with some variations. The laws are regularly amended to address new risks and hazards. If you have questions about workplace health and safety regulations, consult a specialist.

Employers in Australia have obligations to support employees with non-work-related injuries. This includes helping them return to work safely and promptly, avoiding discrimination, and making reasonable accommodations. Legal requirements prohibit treating injured workers unfairly and mandate supporting their return through "Return to Work" plans. These plans involve communication, appropriate duties, flexible schedules, workplace adjustments, and ensuring everyone's safety. Remember, worker well-being is good for business, and legal compliance is crucial.

Classifying independent contractors accurately is crucial in Australia due to historical reliance on this model and potential legal ramifications for misclassification. The key distinction lies in control over work and provided resources.

Employees need vacations to avoid burnout and boost their mental and physical health, ultimately leading to better performance and creativity. Encourage them to take breaks by having a clear leave policy, being flexible with requests, offering incentives, and setting a good example. Avoid penalizing those who take leave or promoting a culture of overwork.

Businesses can include "right of search" clauses in employment contracts to search employee belongings in case of suspected theft. However, employees can refuse searches, and employers should tread carefully to avoid unfair dismissal claims. Implement clear policies, conduct proper investigations, and seek legal advice to manage theft effectively.

Employment disputes can arise over issues such as contract interpretations, salary concerns, or working conditions. These disputes are significant as they can affect morale and productivity, requiring careful navigation and resolution in accordance with Australian industrial laws.

Enterprise agreements are customized deals between businesses and employees, outlining pay, conditions, and dispute resolution specific to their workplace. They offer flexibility for employers and potentially better terms for employees, but require careful negotiation and adherence to legal guidelines. Remember, employees must be "better off" under the agreement for it to be approved.

The Equal Employment Opportunity Act ensures fair treatment for all employees and job applicants, prohibiting discrimination based on race, colour, religion, sex, or national origin. In Australia, this principle is enforced to create an inclusive workplace where everyone has equal opportunities.

Read more in the Equal Employment Opportunity and Diversity Guide

Equal opportunity means that all employees are to be treated equally or similarly, and are not disadvantaged by prejudice or bias. In Australia, national and state laws exist which forbids discrimination, harassment and bullying within the workplace.

The Amusement, Events and Recreation Award 2020 has been updated to include golf facilities and clarify some existing provisions. Key changes include new classifications for golf professionals and trainees, annual leave loading, and updated pay rates. Employers in this industry should review the changes and ensure they are meeting their minimum pay obligations and annual leave loading requirements.

This article discusses the complexities of keeping up with recent workplace legislation changes in Australia, particularly regarding annual leave. While the minimum annual leave of four weeks for permanent employees (five for shift workers) has been in place since 1970, the article piques curiosity by asking when exactly employees received this standard entitlement. It suggests delving deeper into the history of annual leave in the country.

Employee gets 10 days of personal leave a year in Australia, but managing longer absences can be tricky for businesses. Employers need clear guidelines and document employee absences to balance their needs with employee rights. Understanding the National Employment Standards and seeking legal advice are crucial in navigating extended personal leave situations.

There have been record-breaking heatwave in Australia, and now employers have a legal responsibility to protect workers with a heat management plan. This plan should include risk assessment, control measures, monitoring, and be tailored to the specific workplace and its risks. Employsure offers help to businesses in creating and implementing such plans.

Extreme weather like floods presents challenges for businesses in terms of employee safety and legal obligations. Employsure offers free resources to help businesses navigate these challenges, including FAQs, stand-down guidelines, and emergency procedures. Remember, it's crucial to prioritize employee safety and legal compliance during such events.

Small businesses in Australia will need to provide up to 10 days of paid family and domestic violence leave to their employees. This applies to all staff, including full-time, part-time, and casual. Employers should update documents, handle evidence requests sensitively, and follow specific payslip rules to ensure compliance. The new entitlement is effective from August 1st, 2023.

Fatigue, beyond just sleepiness, can impact employee safety, productivity, and even lead to chronic health problems. It's not just personal life, but also work factors like long shifts, disrupted sleep, and travel that contribute to fatigue. Employers can address this by consulting with workers, analyzing work practices, and implementing strategies like fatigue management policies, reasonable work hours, and proper breaks. Training employees on fatigue and monitoring the effectiveness of controls are also crucial. If you need help managing fatigue in your workplace, consider seeking professional assistance.

Favouritism in the workplace is the fear of many employees. And there is no doubt that bad management allows favouritism to flourish. All employees are entitled to and expect to be treated equally. Favouritism can cause employees to feel they have been treated unfairly or feel that there has been some form of discrimination. While it is not best practice, favouritism is not necessarily illegal. There is nothing unlawful about a manager favouring an employee or a group of employees. However, of course, if that favouritism is rooted in discrimination or goes against adverse action laws there may be a legal risk for the business

Every workplace needs first aid kits and trained first aiders to comply with safety regulations. The number of kits and required training depend on the workplace size, risk level, and access to medical services. First aid kits should be easily accessible and contain basic supplies for treating injuries. First aiders need to be trained and regularly update their skills to provide proper care. If you have questions about first aid requirements for your business, contact a professional for guidance.

Employers and employees can negotiate ways to make their workplace more flexible to their mutual benefit, provided employees receive their minimum entitlements. Flexible working arrangements are popular with employees seeking a more work life balance. Generally, an employer can refuse a flexible work request made by an employee, but certain employees have the right to request flexible working arrangements which an employer can only refuse on reasonable business grounds, there are steps and tips for employers to manage these requests

Can you force an employee to take annual leave? What do you do if an employee has accumulated excessive annual leave?

Unilever is the latest company joining the burgeoning four-day work week movement that is sweeping across the world. The pandemic forced businesses to review their model of working and the four-day work week offers an opportunity to maintain productivity while increasing wellbeing. But is the four-day work week the magic pill all businesses are looking for?

The pandemic highlighted the demanding nature of frontline healthcare work, both physically and emotionally. Despite their crucial role, research suggests these workers might not be receiving adequate mental health support, raising concerns about their wellbeing. This piece explores the challenges frontline healthcare workers face and potential solutions to better care for them.

The Gardening and Landscaping Services Award has seen minor changes regarding individual agreements, rest breaks, annual leave pay, and allowance calculations. Employers need to adjust pay schedules and ensure compliance. Seek professional advice for specific questions.

Gardening leave serves as a crucial transitional period during which an employee is required to stay away from work after resigning, while still remaining on the payroll. This practice safeguards sensitive information and allows the company to manage the transition with minimal disruption.

Australian law prohibits discrimination against non-binary individuals in workplaces. Employers must uphold this law by creating inclusive environments with policies that address language, HR systems, and responses to harassment claims. Employsure offers assistance to ensure your workplace is diverse and respectful for all employees.

The penalty rate for casual retail workers (except shiftworkers) working evening shifts Monday-Friday will increase from 145% to 150%, effective March 1st, 2021. This marks the final increase in a series of adjustments since 2017. Employers should review their payroll practices to ensure compliance with the new rate.

If you are an employer and are considering making positions redundant perhaps because of a downturn in business, an important aspect you must consider is if the redundancy is genuine. When an employee’s dismissal is a genuine redundancy the employee isn’t able to succeed in the event that they pursue an unfair dismissal claim.

The Australian government has introduced new legislation to protect gig workers. A landmark bill titled “Closing Loopholes” is being reviewed by parliament and is expected to come into effect in 2024.

According to the Australian Bureau of Statistics (ABS), 1.3 million people changed jobs in 2022. It marked the highest annual job mobility rate since 2012. These numbers are indicators of change in culture, attitude, and behaviour. It also indicates towards a radical shift in employee attitudes. Combined with the pandemic, inflation, recession, and labour shortages, this job mobility speaks towards what researchers have called The Great Resignation.

Hair salon pay rules updated! Allowances now fixed amounts, parental leave formal, and above-award pay continues during leave. Review changes to ensure compliance.

Bullying and harassment are often used interchangeably in many Australian workplaces. They are often treated as two sides of the same coin. However, as an employer the two concepts are separate and distinct. Understanding what harassment is, and how it differs from bullying, will assist any employer in identifying, managing, and responding to poor behaviour in the workplace.

Big changes coming for businesses employing health professionals! Starting July 1st, 2021 most health professionals will be covered by the Health Professionals and Support Services Award, impacting their minimum pay, leave, and other entitlements. Businesses need to review the award and adjust employee pay and practices accordingly. If unsure, seek professional advice.

Wearing high heels at work can have health and safety risks, leading to injuries like ankle sprains and falls. While no specific law dictates footwear in most workplaces, employers have a responsibility to assess risks and implement safety measures, like allowing appropriate shoes based on work environment and potential hazards. Ultimately, high heels in the workplace pose a potential safety concern that needs to be considered and addressed for employee well-being.

Hiring apprentices or trainees offers several benefits for businesses. They provide a stable workforce, learn company-specific skills, and come at a potentially lower cost. The government even offers subsidies to encourage their hiring. Both apprentices and trainees work and study to gain qualifications, but apprenticeships focus on trades while traineeships cover broader vocational areas. If you're considering taking on an apprentice or trainee, the Australian Apprenticeship Support Network can help you find the right resources and navigate the process.

Business booming after lockdowns? Hiring temporary staff can be tricky. This article explores whether to choose casual or fixed-term employees for busy periods, outlining the advantages and disadvantages of each option to help you make an informed decision for your business success. Remember, there's no one-size-fits-all answer, so consider your specific needs carefully.

A hiring process involves, as you might expect, the process of finding, selecting and employing new staff in your business.A hiring process that is efficient and effective can help propel a business to greater heights. If you’re able to figure what you’re looking for, and the best candidates for that role, then you’re setting yourself up on your way to get ahead of your competitors.

Horticultural Award changes affect pieceworkers! New rules require employers to pay at least the minimum hourly rate for all hours worked, regardless of output. This involves defining "competent pieceworkers," setting piece rates to ensure 15% above minimum wage, and maintaining detailed records. Contact Employsure for help meeting these obligations.

Launching a small business needs countless hours of planning and preparation, and hospitality is no exception. Before you open the doors and serve your first hungry customer, you’ll need to apply for licences and get to grips with industry laws and regulations.    

Despite being the "beating heart" of businesses, HR in SMEs often gets neglected. This International HR Day, remember HR isn't just hiring and firing. It's about building positive workplace culture, understanding employee needs, and adapting to trends. Investing in HR empowers your employees and drives your business forward.

The workplace is changing dynamically. Workplaces need to reflect the shifts in attitudes. Understanding these attitudes and addressing them by updating HR policies and manuals can help set clear standards, support your employees, and protect your business.

Remote work became a practical necessity throughout the pandemic. With conditions back to normal, many companies are striking a balance with hybrid working models. Explore the challenges and benefits of hybrid work and decide if incorporating remote workdays can help your team go the distance. 

Recruiting is a big deal for small business. But asking the wrong interview questions can land you and your business in hot water. What are the things you can't ask candidates? What are the things you can ask?

‘Company culture’, ‘workplace culture’, ‘organisational culture’ are buzz words used interchangeably that you may have heard of. What do they mean? How can they impact you? A poor workplace culture can cause stress and anxiety among your employees. So, how can you ensure your workplace is a safe and supportive environment?

Office Christmas parties and social media don't always mix well. Inappropriate posts can harm both employee and employer reputations. This article outlines the "dos and don'ts" for social media use at office parties, along with a 5-step guide to creating a social media usage policy to minimize risks during the festive season.

Remember inclusion matters in the workplace. Diverse teams thrive, while exclusion can lead to harassment and harm employee well-being. Simple steps like open communication, fostering a collaborative culture, and offering support can create a safe and inclusive environment for everyone.

This article highlights the importance of inclusivity in Australian workplaces through the perspective of an Employsure employee. They emphasize that feeling valued and accepted, regardless of background or identity, fosters a weightless and productive work environment. Inclusivity goes beyond token gestures and requires genuine leadership support to truly create a safe and thriving workplace for all.

The Jobs and Skills Summit aims to build fairer, safer, and more equitable workplaces in Australia. Key takeaways for businesses include potential changes to the Fair Work Act, increased focus on pay equity and casual worker rights, and initiatives to address gender pay gaps and support disadvantaged groups. Businesses should also be proactive in managing sexual harassment risks. While these steps are not yet implemented, they provide valuable insights into the future of work and how businesses can adapt.

Minister for Employment and Workplace Relations Tony Burke introduced the Fair Work Legislation Amendment (Secure Jobs, Better Pay) Bill 2022, which is aimed at closing the gender pay gap, expanding multi-employer bargaining and bringing in flexible rostering rights. The bill included workplace reforms and agenda established at the Jobs and Skills Summit. These industrial relations reforms will accelerate wage growth, particularly among working women. This bill will usher in significant changes that will impact the working lives of many Australian

The Fair Work Commission has clarified how some rules apply to shiftworkers covered by the Banking, Finance and Insurance Award. This might affect how you calculate their pay.

Human Resources professionals are often the unsung heroes of successful businesses. Tasked with recruiting the best talent and keeping a whole company connected, HR plays an integral role in ensuring a business runs smoothly and reaches its goals. With International HR Day 2023 upon us, it’s time to acknowledge hardworking HR teams the world over. To mark the occasion, let’s explore the meaning of International HR Day, why it’s important, and what your company can do to celebrate its human resources heroes.

International Women's Day, celebrated on March 8th, 2023, focuses on #EmbraceEquity. While women have made progress, achieving true equality requires acknowledging different needs and ensuring everyone has the resources to succeed. This year's theme emphasizes addressing systemic barriers and creating a just and equitable world for all, not just focusing on equal opportunity.

When an internet outage hits, businesses can take steps to minimise disruption and maintain productivity. Here’s an end-to-end guide that will help your business effectively respond to an internet outage. Does that sound like something your business could do with? Find out how to beat the blackout!

Behavioural interview questions are questions commonly asked in job interviews, which are designed to tap into the candidate’s experience to understand how they approach and respond to various situations. Behavioural interview questions require candidates to share information about how they have behaved in a previous scenario, and typically start with ‘tell me about a time when…’. Find out 10 common behavioural interview questions and sample answers for employers

Australian employers are legally obligated to release employees for jury duty and cannot penalize them in any way. While employees receive government jury service pay, employers must top up their usual pay for the first 10 days, following specific regulations and potential additional requirements from awards or agreements. Consult Employsure for further details and support.

Before firing an employee who's constantly late, employers should follow a proper process to avoid unfair dismissal claims. This includes issuing documented warnings explaining the issue and expected improvement, exploring potential personal reasons for the lateness through counseling, and maintaining clear communication throughout. Consulting professionals like Employsure can help navigate this process, including issuing warnings, handling personal issues, and ensuring fair dismissal procedures. Remember, termination should be considered a last resort after exhausting all other options to address the issue.

Effective leaders inspire and motivate by embodying integrity, clear communication, and genuine enthusiasm. They make decisive, empathetic choices while remaining self-aware and honest. Resilience, confidence, and humility round out their character, fostering trust and loyalty among their team. By providing mentorship, feedback, and training, businesses can cultivate valuable leadership qualities in their employees, ultimately contributing to a successful and sustainable future.

This article explains 11 key points about employee leave entitlements in Australia. It emphasizes the variety of leave types available (including sick leave now termed "carer's or personal leave") and stresses the importance of employer awareness regarding different entitlements and responnsibilities. Employers play a crucial role in approving/denying leave and must ensure employees understand their specific entitlements.

This article provides an overview of different leave types available to employees in Australia, including paid and unpaid options. It covers annual leave, personal/carer's leave, compassionate leave, community service leave, and parental leave, explaining eligibility, duration, payout details, and common questions. Remember to always consult specific awards, agreements, or contracts for precise entitlements as they may vary.

Error hoemAnnual leave loading isn't guaranteed for everyone, but it's an extra payment some employees receive during paid annual leave. Check your employment agreement (award, contract) to see if you qualify and for details on amount and payment method. It applies only to annual leave, not other types like sick or long service leave. Remember, the loading might already be included in your salary or hourly rate, so double-check your agreement.

The Legal Services Award has been updated (March 2020). Key changes include: clarifying the definition of "law graduate," specifying when overtime is owed, clarifying payment during annual leave, and renaming shift allowances to penalty rates. Employers should review these changes and ensure compliance.

Loading pay is an additional financial compensation given to casual workers in Australia, intended to offset the lack of benefits such as sick leave and annual leave. Typically calculated as a percentage over the base rate, loading pay ensures fair compensation for the flexible nature of casual work.

Read more in the Casual Loading Guide.

The Road Transport (Long Distance Operations) Award has been updated to include part-time employment and reflect 2020 standards. Key changes include: updated pay rates, grade reclassifications, extended wage payment deadlines, clothing allowance provision, and clarified annual leave pay. Employers should review these changes and ensure compliance. Employsure offers free initial advice and ongoing support to help navigate these updates.

Australian employees may be entitled to long service leave, typically after 10 years of continuous service. This varies by state or territory and can be influenced by awards, agreements, or contracts. The leave is usually paid at their regular rate and can range from 6 to 13 weeks initially, with additional leave possible for longer service. Employees should check their state/territory requirements and communicate with their employer to understand their specific entitlements and take leave accordingly.

In New South Wales, employees who work for the same employer for at least 10 years are entitled to long service leave, typically 2 months (8.67 weeks) initially with additional leave for longer service. This leave is paid at the employee's regular rate and includes full-time, part-time, and casual employees. Special rules apply to employees in building and construction or cleaning industries. Upon termination after at least 10 years (or 5 years in some cases), any accrued long service leave must be paid out to the employee.

The terms leadership and management are often used interchangeably. In traditional companies or hierarchical structures, there is a perception that leaders and managers perform the same role. This perception is understandable since they do share similarities. However, there are significant differences between the two terms and roles.

Dealing with employees who are on long-term sick leave needs a proactive and sensitive approach. When an employee is off sick for a long time, this can negatively impact your ability to run your business. Due to the strain long-term employee absence places on a business, businesses may wish to take action promptly to achieve greater certainty. However, dismissing an employee on sick leave may expose the business to adverse action or disability discrimination claims. In this post, we have outlined the ways you can manage long term absences due to sickness.

Every spring, magpies in Australia become aggressive to protect their young, swooping on people perceived as threats. This poses a risk to outdoor workers, and businesses have a legal duty to protect them. Businesses should conduct risk assessments and implement measures like education, protective equipment, and route changes to minimize the risk of magpie attacks and ensure worker safety.

Businesses must ensure employees wear face masks if mandated by public health orders or deemed necessary through a risk assessment. Employers should provide clean masks, train employees on their use, and replace used masks promptly. Refusal to wear a mask without a valid reason may lead to disciplinary action. Consult experts for guidance on navigating these requirements and employee concerns.

Many seemingly harmless manual handling tasks like typing or lifting trays can lead to musculoskeletal disorders (MSDs) in employees. MSDs range from minor injuries to chronic pain and can be caused by repetitive movements, poor posture, or awkward positions. Employers should conduct risk assessments to identify and control these risks by providing proper equipment, training employees on safe practices, and adjusting workflows to minimize manual handling wherever possible.

The Manufacturing and Associated Industries and Occupations Award has been updated to cover vehicle manufacturing and make minor changes. Vehicle manufacturing employees are now included with adjustments to their pay and transferred clauses. The award itself has been updated to 2020 with minor pay rate changes and clarifications on annual leave pay. Additionally, there are expanded options for agreements on leave and holidays, confirmations on work hours and meal breaks, and an added training requirement for some classifications.

The Meat Industry Award 2020 clarifies pay rates for casual and public holiday work, emphasizes paying higher earners their full rate for annual leave, and allows some clauses to be varied by agreement. Employers should review pay rates and communicate changes to employees.

Wall Street Journal found that professionals now spend more than half their standard workweek (21.5 hours) in meetings. This is an increase of 7.5 hours a week since the pandemic began. Are you and the staff spending hours of your day stuck in meetings? How does it impact your productivity?

A growing number of women experiencing menopause are demanding open communication and support in the workplace. Businesses that ignore this trend risk losing valuable talent and face decreased productivity. By creating a culture of understanding and offering practical support like flexible work arrangements and access to healthcare, companies can attract and retain top performers while promoting employee well-being.

Alarmingly, nearly half of Australians experience mental health issues, and workplaces significantly impact their well-being. Raising awareness and reducing stigma around mental health are crucial steps employers can take to improve employee well-being, considering the substantial time we spend at work. This simple approach can yield positive mental health outcomes for a significant portion of the workforce.

Australia's construction industry, with over 625,000 employees, faces a concerning mental health crisis. Male construction workers have a 53% higher suicide rate than the national average, highlighting an urgent need for action. With over 20% of workers experiencing mental health issues, understanding the contributing factors and implementing solutions for mentally healthy workplaces is crucial for employee well-being and industry success.

Mental health in the workplace is finally gaining the attention it deserves. Employers are recognizing the impact of employee stress on productivity and overall well-being. While piecemeal responses used to be the norm, the pandemic has highlighted the need for comprehensive, organization-wide mental health strategies. It's time to move beyond simply acknowledging mental health issues and actively foster inclusive, supportive workplaces through dedicated strategies.

A mental health care plan is a support plan for someone experiencing mental health issues and challenges. A mental health care plan can make a significant difference for anyone looking to achieve better mental health.

Many business owners see November and Christmas as an opportunity to catch up after a slow and difficult year. Small business owners have faced another challenging year navigating increasing wages, inflations, and supply chain issues. While it is important to maximise the Christmas window, it must not create additional stress or burnout for employers. Christmas can be an exceptionally stressful time of the year. The holidays bring specific troubles like shorter deadlines, increased workloads, family commitments, and increased expenses. How can employers look after their mental health and well-being?

Mentorship is important especially when a relationship occurs between professionals within the same industry. Research shows mentoring is an efficient way for the mentor and mentee to develop new skills and navigate their careers.Mentoring can benefit your employees and develop your business as it improves productivity.

Micromanagement, excessive close supervision, hinders employee morale and productivity. Employers should focus on setting clear goals and empowering employees to achieve them, fostering a team culture of accountability and trust. Let go of the "how" and focus on the "what", allowing employees to own their work and make decisions. This shift will improve employee engagement and overall business results.

The Fair Work Commission announced Australia's new minimum wage rates a month earlier than usual, impacting over 2.6 million workers. The changes take effect on July 1st, 2023, so businesses have a short window to prepare. This summary provides key information and practical steps for employers to adjust to the updated minimum wage.

As the times have changed, so too has the minimum wage. Ten years ago, it was $14.31 per hour — and in 1966, it was under a single dollar an hour! It’s almost inconceivable to our modern sensibilities that such a low figure was deemed a liveable income.      

Australia's national minimum wage is rising 5.2% to $21.38 per hour ($812.60 per week) as of July 1st, 2022. This affects all employees not covered by award agreements and will increase minimum wages for those under awards by 4.6% or $40, whichever is higher. Employers should prepare for these changes.

Australia's Fair Work Commission made minor updates to the Miscellaneous Award 2020, including new pay rates, clarifying which terms can be varied by agreement, and confirming rules around annual leave, first aid allowances, and part-time/casual employees. Employers should review pay rates, seek advice for varying terms, and ensure compliance with leave and allowance rules. Contact Employsure for help understanding or implementing these changes.

Modern Awards set minimum pay and conditions for specific industries, while Enterprise Agreements are tailored to individual businesses and can offer better terms than the award. Both cover employee entitlements like wages, leave, and overtime. Remember, awards apply unless an agreement is in place, and agreements cannot offer less than the award's minimums.

Temporary workers can be valuable assets, but keeping them motivated requires effort. Proper onboarding, clear goals, inclusion in the team, and genuine appreciation can boost their engagement and productivity, benefiting both the temporary employee and your business.

Natural disasters can disrupt workplaces in Australia. Employees may have leave entitlements depending on their Award or Agreement. If your business needs to close temporarily, consider offering paid leave or, in specific cases, standing down employees without pay (following legal guidelines). Alternatives include offering flexible work arrangements or redistributing work among unaffected sites.

Engaging new employees is crucial for their success and the company's. A smooth onboarding process with a warm welcome, a dedicated buddy, and manageable tasks fosters familiarity and builds a positive first impression. Utilize tools like BrightHR for document storage and leverage team introductions to ease integration. Don't overwhelm them with complex tasks; start small and guide them through their new role for a successful beginning.

Minor administrative changes were made to the NSW Work Health and Safety Regulation in 2017. Update your documentation to reference the 2017 version. Demolition work still follows the 2011 regulation requirements. Subscribe to their YouTube channel for more updates.

The article discusses how obesity can be a safety risk in the workplace and when it can be grounds for dismissal. While employers cannot fire someone solely for being overweight, they can terminate employment if the weight significantly hinders the ability to perform the job safely. The key is to follow a fair and documented process that involves addressing the issue with the employee, offering support, and monitoring progress before dismissal. Seeking professional guidance is crucial to ensure compliance with employment regulations and avoid discrimination claims.

The Occupational Health & Safety Act (OHS Act) has been updated with stricter penalties for failing to report workplace incidents to WorkSafe. The maximum fine for individuals has increased from $9,514 to $38,056, and for companies from $47,571 to $190,284. Employers should ensure they have clear procedures for reporting incidents to avoid hefty fines. Other changes include broader definitions of "medical treatment" and stricter enforcement powers for inspectors.

Despite industry differences, all workplaces require a strong foundation in health and safety. This involves identifying hazards, establishing clear policies, conducting risk assessments, and providing relevant training for employees. Regularly reviewing and revising these practices ensures they effectively mitigate risks and create a safer work environment for everyone.

A record number of Australians are leaving jobs, posing a challenge for businesses managing their offboarding processes. This presents a missed opportunity, as proper offboarding can benefit both the company and departing employee. This text encourages readers to learn more about the advantages of offboarding and how to improve their own company's exit process.

Investing in comfortable, ergonomic office furniture can significantly boost workplace productivity. Discomfort from poorly designed chairs and desks leads to distraction, pain, and disengagement, costing businesses in lost earnings and decreased output. Ergonomic furniture promotes focus, concentration, and employee well-being, ultimately leading to a more productive work environment. Consider chairs, adjustable desks, and standing desk converters to enhance employee comfort and morale, thereby increasing your company's bottom line.

Despite 2022 being a challenging year, businesses should consider hosting Christmas work events. This opportunity allows teams to reflect and celebrate together, boosting morale and strengthening bonds. Planned efficiently and safely, it can be a valuable team-building tool with numerous benefits.

Romantic relationships in the office are common, but raise concerns for employers in light of #MeToo. While outright bans are impractical, clear policies are crucial. Focus on acceptable behavior, not banning love itself. Address supervisor-subordinate relationships carefully, with potential transfer options. Encourage disclosure of relationships to HR to manage conflicts of interest. Educate employees on policies and acceptable conduct through training and handbooks. Remember, fostering a respectful and professional environment is key.

A new year brings new recruitment opportunities for your business. First impressions count for both the employee and the employer – it’s important to get things right in your new recruit’s first week to help them settle in.

Organisation development (OD) helps organisations achieve sustained performance and growth through employee participation. It involves setting clear strategic goals, identifying skill gaps, and implementing strategies like training, development, and empowerment. Key benefits include increased employee knowledge, motivation, and loyalty, leading to improved product quality, customer satisfaction, and cost-effectiveness. OD can also help facilitate change by engaging employees in the process.

Some workplace agreements allow employees to take paid time off instead of overtime pay, calculated either at a 1:1 ratio (time for time) or based on overtime pay rates (penalty). The article aims to explain these TOIL provisions and compliance best practices for businesses.

Australian business owners and employers will need to provide their employees with paid family and domestic violence leave. The change was announced by the Federal Government in 2022 and comes into effect to support individuals impacted by family and domestic violence.

The Australian government is gradually expanding paid parental leave to 26 weeks by 2026. Currently, parents can apply for up to 20 weeks, increasing to 22 in July 2024 and reaching 26 weeks by 2026. This program is government-funded, so it won't directly impact business owners financially. However, employers should stay updated on legal changes and review their policies to ensure compliance.

While Australian law doesn't require paid time off for life events beyond funerals, employers have discretion to offer it as a benefit. Funerals qualify for 2 days of paid compassionate leave. Beyond that, flexible work arrangements are encouraged to help employees manage personal commitments while maintaining productivity and reducing absenteeism. Ultimately, offering paid time off for life events is a decision at the employer's discretion.

As an employer, you don't pay for Australia's Paid Parental Leave scheme. The government supports eligible employees financially through Centrelink payments for up to 18 weeks. You process these payments on your usual pay cycle and don't need to contribute extra superannuation or payroll tax. Remember, you can't pay it in advance or split it. This program helps retain skilled staff by allowing mothers to take time off while staying connected to work.

Australian law requires employers to be transparent with temporary replacement employees hired while someone is on unpaid parental leave. These employees must be made aware of the temporary nature of their position and the original employee's right to return. Failing to do so can lead to legal and financial repercussions for employers. To avoid these issues, employers should clarify temporary status and avoid fixed-term contracts when hiring replacements.

Cadbury factory workers initially won a court case arguing their 12-hour shifts entitled them to 10 days of 12-hour sick leave, but this was overturned. Part-time employees under the Fair Work Act are entitled to pro-rata sick leave based on their hours, calculated annually and paid at their base rate. This leave accrues year-to-year but isn't paid out upon termination unless specified in their contract.

Pastoral Award update: Employees working overtime for more than 2 hours without prior notice are entitled to meal breaks every 5 hours and a $13.76 meal allowance. Employers need to adjust their schedules and pay rates accordingly. Contact Employsure for help understanding and implementing these changes.

Discussing pay amongst employees can lead to dissatisfaction and complaints. To prevent this, address employee concerns proactively by explaining pay structures, offering alternative rewards, and increasing transparency. Handle internal complaints swiftly and encourage open communication. While pay secrecy clauses are legal, consider best practices before implementing them. For expert advice, contact Employsure.

You must pay employees for all work time, including "set up" before shifts. Unpaid work is illegal and employees can claim back wages. Pay for tasks like preparing the shop, warming up trucks, cleaning up, and even training. Even if an employee volunteers, they can later demand back pay. Track all work hours and pay correctly, including overtime if applicable.

Paying employees is not as simple as just writing cheques or sending electronic payments. The Fair Work Regulations requires pay slips to contain very specific information. This means that companies must provide prompt pay records with the correct information.

The Fair Work Commission's decision to reduce Sunday and public holiday penalty rates in hospitality and retail is controversial. Some argue it will allow businesses to hire more staff and make more money, while others worry about negative impacts on employees, especially low-paid workers. The changes will be phased in, starting July 1st, 2017. Whether your business is affected depends on the awards it operates under. Businesses covered by the impacted awards can expect reduced Sunday and public holiday penalty rates, while some large retailers and those with enterprise agreements may not see changes. It's important to stay informed about the specifics of the phased-in changes to ensure compliance.

Managing poor employee performance is a common but sensitive issue. To address it effectively, conduct regular reviews to identify problems early. Approach performance discussions with care and respect, tailoring them to the specific situation. Remember, early intervention is key to avoiding larger issues and ensuring smooth business operations.

Differentiating between poor performance and misconduct can be tricky for employers. Luckily, understanding the key differences between performance management and disciplinary action is key. Performance management focuses on addressing skill gaps and offering support to improve, while disciplinary action deals with inappropriate behavior and potential consequences. Knowing which process to use based on the issue ensures fair and effective employee management.

Employee performance reviews can be useful in improving your company’s performance. If done right, employees and supervisors or managers are able to share expectations and collaborate to achieve results. This can lead to increased employee engagement, reduced levels of employee dissatisfaction, performance improvement, increased motivation and morale

Many employers struggle with managing personal calls and texts at work as they can impact productivity and service. Some solutions include creating a policy that outlines acceptable usage of company equipment and personal devices during work hours, including limitations on personal calls and texts and potential consequences for misuse. This policy should encourage responsible phone use and minimise disruptions to the workplace.

Understanding personal, carer's, and compassionate leave is crucial for both employers and employees. Permanent employees accrue personal leave (sick leave) and can use it for their own illness or injury, or carer's leave to support immediate family. Casual employees have no paid leave. Compassionate leave is available for immediate family emergencies or life-threatening illness, with paid time off for full/part-time employees and unpaid for casuals. Knowing who qualifies, how much leave is accrued, and the proper procedures are essential for navigating these situations smoothly.

Personal leave and annual leave are vital components of employee benefits in Australia. Personal leave is used for sickness or family emergencies, while annual leave is allotted for general relaxation and personal time off. Understanding the differences helps manage staff absence effectively.

Every employee will want or need to take time off work at some stage and will most likely apply for personal or annual leave. It’s crucial to understand the differences between personal leave and annual leave, when your staff should use each leave type, and what their base entitlements are.

Unfortunately, pets aren't considered immediate family under Australian law, so personal/carer's leave doesn't apply. While pet leave policies are uncommon, you can offer options like using annual leave, unpaid leave, or temporary work adjustments based on your specific situation and policies. If unsure, consult with Employsure.

Employers can set dress code policies, including limitations on tattoos and piercings, but must do so carefully to avoid discrimination. Policies should be clear, concise, and applied equally to all genders. Consider cultural and religious implications of appearance standards. Ultimately, professional appearance can benefit both employees and the company image, but policies should be set thoughtfully and enforced fairly.

There are different types of businesses and workplaces in Australia. Each business will have its own processes and methods of dealing with customers. When you add the human element of employees and employers working together into the mix, it becomes obvious how important workplace policies and procedures are.

Creating a positive work environment leads to happier, more productive employees. Key aspects include showing gratitude, playing to strengths, fostering optimism, connecting with individuals, celebrating small wins, encouraging ideas, trusting your team, inspiring a shared vision, creating development opportunities, and having fun. Remember, happy employees lead to successful organizations!

Pregnant employees have the right to a safe work environment. If their regular role poses risks, they can request a transfer to a "safe job" with minimized risks, same terms & conditions, and potentially fewer hours. Employers should be proactive in planning for such transfers and avoid discrimination. If no safe job exists, the employee may be entitled to paid or unpaid leave. They are guaranteed to return to their original role (or similar) after parental leave.

Presenteeism, showing up despite illness, is more costly than absenteeism (taking sick leave). It reduces productivity, spreads illness, and delays recovery. Digital presenteeism, working while unwell remotely, is increasing. While therapeutic work can benefit mental health, it presents financial and social challenges. Employers can combat presenteeism by clarifying their stance, offering paid sick leave, implementing EAPs, setting remote work boundaries, and conducting health surveys.

Probation periods help employers assess new hires over a set time, included in their contract. This is not a separate employment period, and all entitlements apply. Probation doesn't apply to casual/temporary workers. While you can dismiss a probationary employee, ensure the reason is fair and the process follows guidelines. Extending probation requires agreement from both parties. After the period ends, communicate the outcome (passed/dismissed) to the employee in writing. If dismissed, they will still receive unused leave payout.

Employers may opt to include an initial period at the start of a permanent employee’s employment during which time the employer takes the opportunity to assess whether their new employee is capable, reliable and suitable for the job. This called a probationary period or just probation, and if the employee is not suited to the role, there are less obstacles to terminating the employee during this period.

The Professional Employees Award 2020 has been updated with minor changes, including a name change, updated pay rates, and clarified procedures for varying certain conditions and substituting public holidays. Employers should check their pay rates and consult professionals if they wish to vary any award terms.

Both romantic and professional relationships can impact the workplace. Affecting employee well-being and productivity. Manage romantic relationships discreetly and address conflicts of interest, especially for supervisor-employee situations. Foster positive professional relationships through shared vision, teamwork, good communication, and recognition. Seek professional help if workplace relationships turn negative.

Pro rata leave refers to the calculated leave entitlement based on the amount of work an employee has performed relative to full-time hours. This is particularly relevant for part-time workers or those who have not worked a full year, ensuring they receive fair leave entitlements proportionally.

Read more in the Annual Leave Loading Guide.

For Australian small businesses, the start of November usually marks the beginning of peak season and all that follows- packed stores, busy staff, big discounts, big orders, and products running out of stock. The next seven to eight weeks can often be the make or break for some businesses. The Christmas trading quarter is also the most critical on the retail calendar when discretionary stores make up to two thirds of their profits. But with a cost-of-living crisis on the cards, how can businesses prepare for the holidays?

Australia will hold a public holiday on September 22nd for the Queen's funeral, surprising businesses who must now decide whether to close or operate with increased costs. This unscheduled holiday may cost the economy $1.5 billion and cause logistical challenges for various industries, from events to healthcare. The impact will be particularly felt in Victoria and Western Australia due to overlapping holidays. Employers are advised to clarify their obligations and seek help if needed.

There has been a significant change in the way people approach work. They are rethinking what work means to them and how they can make their job align with their personal lives. This has led to new trends emerging among stressed out or burnt-out employees, such as ‘Quiet Quitting.

While employees may grumble about tasks they consider outside their job description, the Fair Work Act draws a clear line between reasonable management instructions and unreasonable work demands. Bullying involves repeated unreasonable actions that threaten health and safety, while reasonable management actions are judged objectively based on context, consequences, and established policies. Employers shouldn't be afraid to delegate tasks as long as they are lawful and not absurd, keeping in mind the overall context and impact on employees.

Bullying in Australian workplaces is costly, so understanding the difference between bullying and reasonable management is crucial for employers. Bullying involves repeated unreasonable behavior harming health and safety, while reasonable management actions like delegating tasks, giving feedback, or taking disciplinary measures are lawful and justified based on specific circumstances. To avoid bullying accusations, ensure clear communication, documented processes, and fair treatment for all employees.

It’s important for any business to have the most effective recruitment strategies and practises in place in order to engage and retain top talent. With more and more opportunity out there for job seekers, it’s imperative that you stand out from the crowd. Here are Employsure’s top 10 recruitment strategies you can use to optimise your hiring process this year.

Building a diverse workforce in Australia's multicultural society can boost your business through various perspectives and skills. However, unconscious biases based on race, gender, and appearance can hinder that goal. To reduce bias, train managers, remove biased language in job descriptions, standardize interviews, implement blind hiring, and set diversity goals. These steps can lead to a more innovative, successful, and profitable company.

A letter of redundancy is a formal document confirming an employee's job termination due to business needs. It should outline the consultation process, explain the reasons for redundancy, specify the last employment date, and detail any financial entitlements like final pay and leave accruals. Employers should carefully consider legal requirements and best practices when writing such letters.

Due to the pandemic, many businesses have had to make redundancies. However, before letting employees go, employers must ensure it's a genuine redundancy (no longer needing the role) and follow a fair process, including consultation and considering redeployment options. Small businesses with less than 15 employees are generally exempt from redundancy payments, but there are exceptions. Seeking professional advice is recommended to navigate the complexities and ensure compliance.

While office romances are common, they can lead to problems like decreased productivity and conflict of interest. Employers should be aware of all types of relationships (romantic, family, financial) that could cause issues and implement clear policies to address them. These policies should outline potential conflicts, require disclosure, and emphasize fair business practices. Having strong policies helps prevent issues and sets expectations for staff, ultimately protecting your business.

While respecting employees' religious needs is important, employers also need to maintain safety and ensure smooth operations. The key is finding reasonable accommodations for prayer, attire, and practices that don't create undue hardship or pose risks. Remember, exceptions for religious reasons need to be justified and shouldn't disadvantage other employees. If unsure about your obligations, seek professional guidance.

Remote work, while initially praised for its flexibility and convenience, presents new challenges. Research suggests negative impacts like isolation, loneliness, and work-life balance struggles. Despite these drawbacks, employees still value remote options for their autonomy and work-life balance benefits. Ultimately, understanding both sides is crucial for navigating the future of remote work and its effect on employee well-being.

While mistakes can offer learning opportunities, repeated errors can harm productivity. As an employer, tackle this by empowering employees to fix their mistakes, providing targeted training, fostering a question-friendly environment, and distinguishing between skill gaps and lack of motivation. This balanced approach can nurture a positive and productive work environment for everyone.

Many workers don't understand what constitutes sexual harassment, leading to underreporting. Employers should be aware that reporting often leads to the behavior stopping. New legislation strengthens protections for employees against sexual harassment and expands who is covered. This includes all workplace settings and various worker types. The definition of sex-based harassment is clarified, and liability extends to those who enable or encourage such behavior. Employers must stay informed and take action to prevent and address sexual harassment in their workplaces.

The Australian government's Respect@Work bill aims to tackle workplace sexual harassment by placing a "positive duty" on employers to prevent it. This means employers must take proactive measures to eliminate sex discrimination and harassment. The bill also grants the Australian Human Rights Commission more power to enforce compliance and prohibits behavior creating a hostile work environment based on sex. While the law takes effect in a year, employers are encouraged to start making changes now.

Owning a small business can leave you with a low superannuation balance in retirement. Thankfully, the small business retirement exemption offers reduced tax on asset sales, allowing you to use those funds to boost your super savings for a more comfortable financial future.

Manual tasks involving pushing, pulling, lifting, or carrying objects can lead to musculoskeletal disorders (MSDs) for your employees. As an employer, it's your responsibility to minimize these risks. The best way is to consider hazards during the planning stage and eliminate unnecessary tasks. If that's not possible, use the hierarchy of control measures to reduce risk, such as introducing mechanical aids or adjusting work processes. Remember, you have a duty to protect your employees from hazardous manual tasks.

The Road Transport and Distribution Award got updated! The name year changed to 2020, pay rates slightly adjusted, travel allowance can't be varied anymore, and employees paid above award minimum keep that rate during annual leave. Check your pay rates and contact professionals if you have questions about varying terms or paying above award.

R U OK? Day encourages everyday check-ins on mental health. While workplace conversations may feel awkward, initiating them breaks down barriers and lets colleagues know you're there to listen. Don't wait for someone to struggle in silence - reach out and let them know you care.

A sabbatical is a long break from work, usually unpaid, to pursue personal interests, travel, or recover from stress. While not a legal right in Australia, companies can offer them as a reward to retain employees and boost morale. Consider implementing a sabbatical leave policy outlining eligibility, duration, and process, especially for dedicated employees in smaller businesses. Remember, it's different from long service leave and employers can refuse requests based on your policy.

Unfair dismissal claims cost employers an average of $13,500, but the impact goes beyond just money. To avoid such claims, follow a fair process: investigate, hold a disciplinary meeting, issue warnings, and document everything. Even with serious misconduct, due process matters. Seek help from Employsure to ensure you're following the right steps.

If you use hazardous chemicals in your workplace, you need a safety data sheet (SDS) for each one. This document provides key info on the chemical's hazards, safe handling, storage, and emergency procedures. While most hazardous chemicals require an SDS, there are exceptions like fuel in vehicle tanks or food products. An SDS should be clear, concise, and use metric units. Keep an up-to-date register of all chemicals and their SDSs readily available for workers. If you're unsure about an SDS or chemical needing one, seek expert help.

A safe system of work involves procedures to eliminate or minimize hazards in your workplace. As a business owner, you're responsible for worker safety and should involve them in developing this system. This includes identifying risks, creating safe work methods, and implementing control measures. Regularly review and update this system to ensure a safe and healthy work environment for everyone.

Some businesses are finding it tough. Some employers might find themselves looking at ways to keep all their staff employed, but don’t have the financial resources to keep paying employees their full pay. It is tempting to ask everyone to take a 10% pay cut to try and keep the business afloat. But can you ask your employees to take a pay-cut, and if so, do they have to agree?

Minimum pay rates for some employees under the Social, Community, Home Care and Disability Services Industry Award increased on December 1st, 2018. This doesn't affect allowances or penalties. Check if your employees are covered and their pay already meets the new minimums. If unsure, contact professionals for help.

The Secure Jobs, Better Pay Act brings major changes to Australian workplaces. It focuses on gender equality, job security, and protecting employees from discrimination and harassment. Key changes include: equal weighting for gender equality in wage reviews, broader discrimination protections, measures against sexual harassment, banning pay secrecy clauses, expanding unpaid parental leave, and limiting fixed-term contracts. Businesses need to stay informed and update their practices to comply with these new laws.

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Australian workplaces have seen major changes since March 2023 with the Secure Jobs, Better Pay Act. This act protects workers from sexual harassment and brings significant updates to industrial relations, impacting businesses, employers, and employees nationwide.

Sexual harassment is a widespread problem in Australia, affecting almost half of women and a quarter of men in the workplace. Unlike past norms of ignoring it, a recent report acknowledges it as a cultural issue requiring action from all businesses and individuals. This shift signals a move towards creating safer and more respectful workplaces for everyone.

Blip by BrightHR is a mobile app that helps employers track employee location, working hours, and breaks across multiple locations. It offers three options: geofencing, QR code scanning, and flexible clocking. This allows employers to easily monitor employee activity and save time on administrative tasks. Blip integrates with BrightHR for seamless data management.

As a part of Fair Work Commission’s (FWC) four-yearly review of modern awards, 78 modern awards have new shutdown rules in place.The FWC has replaced existing shutdown clauses with a new model term. These clauses relate to an employer’s ability to direct employees to take a period of annual leave where the employer shuts down all or part of its enterprise.

Employees calling in sick can be disruptive, but firing them requires caution and adherence to laws. Understand employee sick leave entitlements (10 days/year for full-time) and document their absences. If concerned, talk to them first, then seek professional advice before pursuing disciplinary action. Remember, annual leave (4 weeks/year) is separate and can be used for vacations.

Labor's win in the Australian election brings changes for small and medium businesses. Key concerns like labor shortage, inflation, and competition are being addressed through reworked visa systems, training initiatives, and support for local businesses. Stay informed for further policy updates as the new government implements its reforms.

Jaguar Land Rover is investing in a major upskilling program for its 29,000 employees to help achieve their electrification goals by 2030. This move highlights the growing trend of businesses using upskilling as a strategic tool to adapt to changes and stay competitive. Upskilling not only benefits businesses by maximizing workforce potential but also helps attract top talent in a tight job market.

The small business sector is crucial, driving employment and economic value. However, attracting talent is a challenge. The answer lies in marketing! By adopting marketing strategies like crafting compelling job descriptions, utilizing various channels, and fostering a positive employer brand, SMEs can stand out and attract top talent, ultimately thriving in the competitive market.

While employees don't have a legal right to smoke breaks, employers can enforce smoke-free workplaces. While smoking might be seen as an addiction, it doesn't outweigh the collective right to health and safety. Employers have a duty to protect everyone from secondhand smoke and can terminate those who breach smoking policies. Ultimately, employers decide if and where smoking is allowed, prioritizing a safe and healthy work environment.

Social, Community, Home Care and Disability Services Industry Award 2010 is changing pay rates for Social and Community Services and Crisis Accommodation employees, effective December 1st, 2017. Home Care and Family Day Care streams are not affected. Contact Employsure for more information.

A well-communicated and enforced social media policy is crucial for businesses with online employees. Failing to do so can lead to costly legal issues, as seen in a recent case where an employee won an unfair dismissal claim due to unclear policy communication. While employers can use social media for recruitment, caution is required regarding data privacy and discrimination. Personal online conduct can still impact job prospects, so maintaining a professional presence is advised. A comprehensive social media policy should cover appropriate behavior, device usage, consequences for breaches, and guidelines for work-related social media use.

In today's demanding workplace, both hard and soft skills are crucial for success. Hard skills are learned abilities, while soft skills are interpersonal and emotional skills like leadership, communication, and teamwork. Soft skills are becoming increasingly important, even with automation, as they enable collaboration, problem-solving, and adaptability in a changing environment. Businesses that prioritize both hard and soft skills in their employees can be more competitive and effective.

While dedication is valuable, overworking staff can lead to burnout, harming both employees and businesses. Signs include frustration, forgetfulness, and negativity. Perfectionists and those who don't ask for help are particularly vulnerable. Employers can prevent burnout by setting clear expectations, encouraging delegation, and fostering a safe space for saying "no." Practical actions include asking staff for their needs, hiring temporary help, and setting clear workload limits. Remember, happy and healthy employees are key to a successful business.

Sitting all day at work is unhealthy, leading to back pain, obesity, and other health problems. Employers should encourage employees to switch to standing desks gradually, starting with short periods and increasing over time. While standing desks have benefits like increased alertness and reduced back pain, prolonged standing can also cause problems like varicose veins and foot issues. The key is to alternate between sitting and standing throughout the workday to promote overall well-being

Most business start-ups in Australia generally struggle with access to sufficient funding. However, the good news is that the Australian government offers various start-up grants and assistance programs that can be a great way of accessing much-needed funding without giving away equity. These opportunities exist on a federal, state, and even city level spanning different industry sectors.

Storage Services and Wholesale Award updates: Award name changed to 2020, some pay rates adjusted, travel allowance/electronic funds transfer can't be varied by agreement, higher pay for annual leave and casuals performing multiple classifications. Employers need to review pay rates, agreements, and casual duty tracking. Employsure offers free initial advice and ongoing support.

The biggest workplace stressor in Australia is job insecurity, followed by workload, change, conflict, and bullying. This harms employee well-being and productivity. Employers can combat stress by encouraging laughter, making lists, prioritizing tasks, saying no to unreasonable requests, practicing relaxation techniques, and promoting exercise. By investing in employee well-being, employers can see higher productivity, less absenteeism, and a better work culture.

Work experience can benefit students by providing industry exposure and skills. Businesses considering offering work experience need to determine if the student qualifies for unpaid vocational placement or if minimum wage and other entitlements apply. Key factors include whether the placement is mandatory for the student's education, if it benefits the business significantly, and the student's role. Businesses are still responsible for the student's safety and should conduct risk assessments.

Sunday penalty rates are higher pay rates applied to employees who work on Sundays. These rates compensate for the unsocial hours and vary by industry and award agreements in Australia. They play a critical role in ensuring fair compensation for weekend work.

Spending $10 a week on Australian-made products boosts local businesses, which are the backbone of the economy. Australian Made Week supports these businesses after a tough few years by attracting new customers and promoting local production. Buying local benefits both consumers and businesses, encouraging self-sufficiency, sustainability, and economic growth.

October is Australia's Mental Health Month, encouraging everyone to focus on emotional and psychological well-being. This year's theme, "We all have a role to play," highlights shared responsibility, especially in workplaces. Here are 10 simple ways for small businesses to build a positive well-being culture and prioritize mental health.

Employees have the right to a support person during meetings about performance, investigations, or discipline. Employers can deny a support person in specific situations, but must offer an alternative. The support person's role is limited to emotional support, not advocacy. Union officials may face restrictions, but can still represent employees. Best practices include notifying employees of their right, explaining the support person's role, and respecting union representation. Employsure offers help navigating these complexities.

The Surveying Award has been updated: employees keep their regular pay during annual leave, public holiday substitutions require individual agreements, and changing rostered days off needs employee approval. Employers should review pay practices, consult with employees for changes, and seek advice if needed. Employsure offers help understanding and implementing these changes.

Employers, be vigilant this tax season in 2022. The ATO expects stricter checks and suspects small businesses contribute to a missing tax gap. Prepare by gathering accurate records, understanding regulations, and documenting employee details.

Ending staff employment can be time-consuming for employers, especially at year-end when transitions are common. This checklist provides tasks and documentation to help streamline the process, including confirming job end details, gathering evidence, managing workload changes, and planning for the future. This can alleviate stress and ensure a smooth transition for both the employer and departing employee.

When ending an employee's contract, consider legal guidelines like the National Employment Standards and potentially applicable awards or agreements. Ensure you follow the correct procedures based on their employment terms and relevant regulations.

While three warnings are often requested by employees, there's no legal requirement for them. For performance issues, fair dismissals involve warning, improvement opportunities, and support. For serious misconduct, instant dismissal may be justified, but the employee still deserves the right to respond. Focus on a fair process tailored to the situation, not a rigid warning system.

The Fair Work Commission has updated the Timber Industry Award, expanding the definition of "regular casual" to include all employees across the Award and extending the qualifying period from 6 to 12 months. Additionally, the Commission clarified reasonable grounds for denying casual conversion requests and emphasized the need for prior consultation and written explanation within 21 days of refusal. Employers are advised to review these changes and seek assistance from Employsure if needed.

Hiring your first employee requires understanding different employment types to accurately advertise roles and manage contracts. Casual, permanent, and fixed-term are common options, each with specific implications for your business and employee rights. Ensure contracts accurately reflect the chosen engagement and agreed-upon conditions. Dive deeper to explore these types and frequently asked questions about employment status.

A growing trend of women and people of color leaving jobs due to bias and lack of support is alarming for employers. Unconscious bias, though not illegal, can negatively impact hiring, management decisions, and ultimately, your business. This blog explores what unconscious bias is, its types, how it affects businesses, and offers tips to eliminate it, fostering a more diverse and inclusive workplace.

A 2020 court ruling briefly reclassified some casual workers as permanent, impacting leave entitlements. This was overturned in 2021 with a new legal definition of "casual employee". If you employ casual workers, seek professional advice to ensure you comply with the latest regulations.

Distinguishing between employees and independent contractors is crucial, as misclassifying workers as contractors to avoid entitlements is illegal. Employees typically work set hours, have limited control over their work, and receive wages; while contractors work independently, set their own hours, and complete specific projects. Ongoing contracts can blur the lines, so seeking professional advice is vital to avoid legal issues. Remember, employee rights are protected by law, so ensure proper classification to stay compliant.

Running a small business demands high quality customer service or a positive experience. It can ensure return business, positive online reviews and word-of-mouth recommendations in your customer’s personal network. So, what do you do when an employee demonstrates poor, or in some instances, totally unacceptable customer service?

A contract is an agreement mutually decided by two or more parties to create a legal obligation. Business professionals usually use two types of contracts- unilateral contracts and bilateral contracts. Understanding the difference between unilateral and bilateral contracts can help business professionals conduct business deals effectively and confidently. This blog will help you distinguish between unilateral contracts and bilateral contracts.

The Vehicle Repair, Services and Retail Award has undergone significant changes, particularly impacting the vehicle manufacturing industry. Most notably, these employers and their employees are now covered by the Manufacturing Award, effective May 29th, 2020. Additionally, Sunday penalty rates for casual vehicle salespeople have decreased, and the Award itself has been renamed and expanded to encompass custom vehicle modification. Businesses, especially those in vehicle manufacturing, should review pay rates, annual leave practices, and work hour arrangements to ensure compliance with these updates.

In Australia, verbally terminating an employee isn't enough. Legally, you must provide written notice of termination. This blog delves into the legal requirements and potential consequences of not doing so, reminding Australian business owners of their obligations. Remember, this is general information and seeking professional advice before terminating an employee is crucial.

The Animal Care and Veterinary Services Award was updated in 2020 with minor changes, including updated pay rates, shift definitions, and clarified rules for annual leave, study leave, and pay while performing lower-level tasks. Employers should review pay rates, consider seeking professional advice when varying terms, and ensure proper holiday pay for employees earning above minimum wage.

Victoria's Occupational Health and Safety Act underwent significant modifications in 2021 and 2022, affecting all businesses operating within the state. Notably, labor hire workers now hold employee status under their host employers, necessitating shared safety responsibilities. Insurance covering financial penalties for OHS violations is now prohibited, alongside increased powers granted to health and safety representatives and employee associations. Businesses, especially those utilizing labor hire, should carefully review these updates and ensure compliance. If needed, seek professional guidance to navigate the new regulations.

A new report done in 2022 by the International Labour Organisation (ILO) has found that more than one in five people in employment experienced at least one form of violence and harassment at work. More than three out of five victims said they had experienced violence and harassment at work multiple times. The ILO report is a scathing attack on the reality of global workplaces. It investigates the nuanced layers of violence and harassment (physical, psychological, and sexual). What can you do to tackle this pervasive problem?

Every company approaches Christmas parties differently. Since most companies have gone remote, a virtual Christmas party is a viable option to celebrate the holidays with your remote teams. While hosting a virtual Christmas party can seem daunting, we have some tips to host a successful virtual Christmas party.

Australian bushfires highlight the crucial role of volunteer firefighters and army reservists. While employers aren't obligated to provide paid leave in all cases, unpaid community service leave is available. Employers can offer flexibility like annual leave or partial pay, and anti-discrimination laws protect these workers. Consider supporting affected communities and wildlife organizations.

Despite tech's potential downsides for mental health, it also offers solutions. Online therapy platforms, self-care apps, and AI-powered software can make mental healthcare more accessible, affordable, and engaging. Employers can utilize these tools to support their staff's well-being through self-assessments, educational resources, support groups, therapy access, and wellness apps. Remember, tech can't replace human expertise, so connect employees with professionals if needed. Employers have a responsibility to create a mentally healthy work environment and can seek professional guidance if unsure how to proceed.

The modern workplace is transforming to cater to both employee and employer needs. Digital collaboration tools are reshaping work styles, with remote work preferences on the rise. Adaptable, collaborative workspaces equipped with enticing amenities like nap rooms and game rooms are becoming the norm to attract and retain talent. Key trends include technology-driven collaboration, remote work flexibility, adaptable workspaces for diverse purposes, dedicated collaboration areas, employee-centric amenities, and fostering collaboration through neighborhood seating arrangements. Remember, while uniqueness in design and culture defines each modern workplace, understanding employee needs and budget constraints is crucial when considering modernization. Even small changes can significantly impact employee productivity and satisfaction.

A whistleblower is someone who reports unethical or illegal activity within a company. They are protected by law from being punished for doing so. This blog outlines the legal protections for whistleblowers, the risks of terminating them, and how to create a whistleblower policy for your business. While not required by law for all businesses, having a policy and training your staff about it is good practice.

There are more than a few big misconceptions when it comes to workplace health and safety. One of the biggest is that health and safety only impacts a business’s profitability when it goes wrong. Many businesses treat health and safety as a way to avoid the financial losses that come with claims. It’s seen as a way of protecting what they already have.  Beyond avoiding claims and costly financial penalties, is there more to gain from nailing workplace health and safety? Research by Safe Work Australia suggests there’s a direct relationship between profitable businesses and health and safety standards.

New South Wales work health and safety regulatory body, WorkCover, is no longer as we know it. A new organisation has been introduced named Insurance and Care NSW, also known as icare. icare was created as a result of the recent introduction of the State Insurance and Care Governance Act 2015. It is important for all employers to recognise that work health and safety and its legal obligations are always changing. Not only that, but each state and territory has different regulatory bodies and also follows different laws and policies

Every workplace has hazards and risks. A hazard is anything that has the potential to cause harm to a person. A risk is the likelihood that harm will occur.It is an employer’s duty under workplace health and safety (WHS) legislation to keep workers healthy and safe as far as reasonably practicable, and to minimise, if not eliminate, the hazards and any risks of harm. The work environment and culture can play an important part in keeping your workers safe and it is important to document processes in policies and procedures as part of managing any health and safety risks.

National Safe Work Month highlights the importance of mental health alongside physical safety in the workplace. Responding to this, Safe Work Australia released a national code of practice to help businesses manage psychosocial hazards and promote employee well-being. This code provides practical guidance for employers to create a healthier and safer work environment.

The Australian government has introduced a 10-year strategy to outline a national vision for workplace health and safety (WHS). Called the Australian Work Health and Safety Strategy 2023-2033, it is a national framework for improving work health and safety over the next 10 years. Why do we need a national WHS strategy? Do all businesses need one?

New work health and safety (WHS) laws are coming to Western Australia, bringing significant changes for businesses. These include broader duties for all involved, a wider definition of "workplace", tougher enforcement with heftier penalties, and an increased focus on mental health. Businesses need to prepare for these changes by understanding their new responsibilities, implementing necessary updates to policies and procedures, and potentially seeking professional guidance to ensure compliance.

Women entrepreneurs contribute massively to the economy, yet they faced tougher blows during the pandemic. Systemic barriers and job losses disproportionately impacted them. Recognizing their potential and addressing gender inequalities are crucial for economic advancement. Businesses can play a role by promoting female ownership and financial independence.

Businesses adapting to a remote workforce need a "working from home checklist" to ensure successful and safe setups for employees. This helps both employees and employers navigate the transition, guaranteeing productive work environments while fulfilling WHS obligations, even outside the office.

The latest data reveals Australia is becoming increasingly diverse. 3 in 10 Australians were born overseas. This diversity has now seeped into workplaces and there has been a need to highlight practices and systems which support and encourage workplace diversity. How are businesses responding to diversity in the workplace?

Friday after work drinks is a social activity partaken by many industries and is a way for colleagues to meet and greet in a space away from the workplace. However could it be, that the pub up the road from your office is still considered the ‘workplace’? A woman successfully sued her employer for sexual harassment by a colleague despite the incidents happening in nearby bars. The court ruled the bars were an extension of the workplace because management encouraged staff to attend. This case highlights that employers can be liable for harassment outside the office if it's work-related.

Fire safety is serious business, and beyond familiar areas, employers face legal obligations in maintaining a safe workplace. This includes ensuring the right fire equipment (extinguishers, sprinklers) are readily available and staff know how to use them. While landlords handle building codes, businesses must manage specific fire safety measures.

Flexible working seems to be the hot topic when it comes to a good workplace and/or preferred employee benefits. As an employer, there are many things to consider before confirming or denying individual requests. To help you understand your requirements, we have outlined some key factors.

The traditional 9-5 workday is fading as needs of businesses, customers, and employees evolve. Rigid schedules are giving way to flexible work arrangements, like remote work and adjusted hours, catering to individual preferences and fostering a better work-life balance. This not only benefits employees with increased engagement and productivity, but also businesses through improved morale, staff retention, and talent attraction. Studies show widespread adoption of flexible work policies with clear advantages for both parties, shaping the future of workplaces to be more adaptable and employee-centric.

Workplace grievances will arise at some point and it is how they are managed that makes all the difference. Regardless of the scenario, employers bear the responsibility of responding promptly, appropriately, and fairly. Failure to do so may hold significant consequences on productivity, culture – and in some instances – reputation.

Maintaining good personal hygiene at work is crucial for everyone. It reflects professionalism, shows consideration for colleagues, and promotes a healthier environment. It can significantly reduce illness, boost attendance, and improve productivity. Conversely, poor hygiene poses health risks and can negatively impact the team and company. Ensure clear hygiene policies are communicated to employees from day one. If an issue arises, address it promptly, even if uncomfortable, to maintain a healthy and productive work environment.

Discussing an employee's poor hygiene is delicate but necessary if it affects the workplace. Address it discreetly in private, explaining the concerns and requesting improvement. Set clear expectations and timelines. If after reasonable time, there's no change, consider written warnings or disciplinary procedures. Be mindful of potential medical reasons and handle those situations sensitively.

Mental Health Month is in October and Aussie business owners should take a moment to reflect on the effectiveness of their efforts to promote employee well-being. A happy and mentally healthy workforce is known to be more productive, leading to a healthier bottom line.

A risk assessment is a crucial process to proactively identify and minimize potential workplace hazards. It involves evaluating what dangers exist, their severity, and likelihood of occurrence. This helps create a safer environment by implementing control measures, like eliminating risks or minimizing their impact. Benefits include cost savings, improved employee loyalty, and preventing injuries or illnesses. The four-step process involves identifying hazards, assessing risks, implementing controls, and regularly reviewing their effectiveness. This ensures your workplace stays safe and adapts to changing conditions. Remember, employee consultation is invaluable throughout the process.

2022 has been a challenging year for business owners and employers. What does 2023 hold for them? Let’s look at some of the key workplace trends for 2023.These workplace trends are an indicator of the issues small business owners need to take note of.

A survey found that 57% of healthcare professionals, teachers, and police in rural and remote Australia experienced verbal abuse from community members in the past year. Workplace violence is a serious issue that can cause physical and psychological harm. As a business owner, you must meet your work health and safety duties to manage the risk of violence in your workplace.

Positive workplace relationships are key to a happy and productive work environment. Spending a significant portion of our lives at work, it's crucial to foster connections with colleagues and managers. Studies show that strong work relationships lead to higher engagement, increased profits, and improved productivity, making our workdays easier and happier for everyone. So invest in building positive relationships – your well-being and your company's success depend on it!

28th April is World Day for Safety and Health at Work. This day is observed to stress the importance of the prevention of occupational accidents and diseases. Latest data by Safe Work Australia shows that in 2021, 169 workers were fatally injured at work in Australia. This World Day is a timely opportunity to look back and review the importance of safety and health at work

Wrongful dismissal is a specific type of wrongful termination where the dismissal breaches contractual or statutory provisions. It typically implies a lack of fair process and could involve dismissal without notice or without a valid reason as prescribed by Australian employment standards.

Wrongful termination occurs when an employee is dismissed from their job in violation of their contract or Australian employment laws. This often involves a breach of fair work practices and can lead to legal disputes if the dismissal is unjustified or without proper cause.