Newsletter

Introduction:

As we begin a new financial year, Australian employers are navigating one of the busiest periods on the HR calendar. With Payday Super officially commencing from 1 July, businesses are adapting payroll processes to meet new compliance requirements, while annual wage increases also come into effect. At the same time, artificial intelligence continues to reshape workplaces, bringing exciting opportunities alongside new questions around governance, skills and workforce planning. From changes to Fair Work rules and evolving work-from-home legislation to shifting labour market trends, there’s plenty for employers to keep across this month. At The HR Dept, we’re here to help you understand what these developments mean for your business and your people. Here’s your round-up of the latest workplace news.

News: Australian employers are managing two significant workplace changes from 1 July: the introduction of Payday Super and a 4.75% increase to minimum and award wages. The changes arrive as businesses continue to face cash-flow pressures.

News: A Resume Now survey found 41% of employees have received no training or guidance on using AI at work. Meanwhile, 76% are sourcing and using their own AI tools, highlighting the need for clear workplace AI policies.

News: ABS figures show Australian job vacancies fell by 2.1% in the three months to May 2026—the first decline since August 2025—suggesting hiring demand may be beginning to ease.

News: A Cognizant and Pearson study found 96% of HR leaders believe entry-level roles will evolve within five years, with employees increasingly expected to supervise and manage AI systems.

News: AHRI reports employee turnover has fallen to 13.5%, the lowest level recorded since 2023, as workers prioritise job security over changing employers.

News: The Fair Work Commission has released draft rule changes covering digital lodgements, gig economy protections and procedural reforms, with submissions closing on 1 July.

News: Victoria has introduced legislation giving eligible employees the right to work from home two days each week from September 2026.

News: Research from the Australian Institute of Business found AI-exposed occupations experienced 10% net job growth between 2019 and 2024, challenging fears that AI will reduce employment opportunities.

Navigating Workers’ Compensation Claims: A Guide for Australian Employers

No employer wants to deal with a workplace injury, but when an incident occurs, understanding your workers’ compensation obligations is essential. Having the right processes in place protects both your employees and your business.

Workers’ compensation provides financial and medical support to employees who suffer a work-related injury or illness. This can include physical injuries, psychological injuries, occupational diseases, work-related travel incidents, and the aggravation of existing conditions.

Although legislation differs between states and territories, employers across Australia share common responsibilities. Once an employee submits a valid workers’ compensation claim with the required medical certification, employers must promptly forward the documentation to their insurer within the timeframe required in their jurisdiction. Delays can affect both compliance and the employee’s recovery.

If a claim is accepted, employees may be entitled to weekly payments, medical expenses and rehabilitation support. Employers also have important obligations during an employee’s recovery, including maintaining regular communication, supporting suitable duties where appropriate, and assisting with a safe return to work.

Keeping an injured employee connected to the workplace can improve recovery outcomes and reduce the likelihood of prolonged absences. A well-managed return-to-work plan benefits everyone involved.

Workers’ compensation can quickly become complex, particularly where long-term absences or psychological injuries are involved. Seeking advice early can help employers navigate their obligations with confidence and minimise unnecessary disputes.

If you need support managing a workers’ compensation claim or understanding your responsibilities, your local HR Dept office is here to provide practical, compliant advice every step of the way.

The Importance of HR Advice for Small and Medium Businesses

Running a small business means wearing many hats, but becoming an expert in employment law shouldn’t have to be one of them.

Australian workplace legislation changes regularly, and keeping pace with Modern Awards, National Employment Standards, payroll obligations and Fair Work requirements can be challenging. Even small compliance mistakes can result in costly disputes, underpayment claims or unfair dismissal applications.

Professional HR advice helps businesses stay ahead of these risks. Beyond recruitment and termination, HR support covers employment contracts, workplace policies, performance management, investigations, restructures, return-to-work processes and day-to-day employee relations.

Rather than reacting when problems arise, proactive HR advice helps identify risks before they become expensive issues, allowing business owners to focus on growth with greater confidence.

Whether you’re employing your first staff member or managing a growing team, The HR Dept can provide practical, commercially focused advice that keeps your business compliant while supporting positive workplace culture.

Performance Appraisals That Work for Small Businesses

Performance appraisals don’t have to be a once-a-year exercise that employees and managers dread. When approached positively, they become valuable conversations that strengthen engagement, improve performance and support professional development.

The key is ensuring there are no surprises. Performance concerns should be addressed as they arise, allowing appraisal meetings to focus on achievements, future goals and development opportunities rather than revisiting old issues.

Encourage employees to do most of the talking. Discuss what’s working well, where they need support, and what career aspirations they have. Be prepared to listen carefully and provide balanced, constructive feedback.

Finish every appraisal with clear, measurable objectives and follow up regularly throughout the year. Ongoing conversations build accountability and demonstrate genuine investment in your employees’ success.

Need support developing an effective performance management process? The HR Dept can help you implement practical appraisal systems that motivate employees, strengthen performance and support your business objectives.

Salary Reviews for Small Businesses: Key Factors to Consider

Regular salary reviews help businesses remain competitive, retain talented employees and ensure fair, consistent remuneration across the organisation.

When reviewing salaries, compare current pay rates against industry benchmarks, consider internal pay equity, assess each role’s contribution to the business, and evaluate individual performance. Remember that remuneration isn’t limited to salary—flexible working arrangements, professional development and additional leave can all add value for employees.

With annual wage increases and ongoing labour market changes, now is an ideal time to review your remuneration strategy.

The HR Dept can help you conduct fair, compliant salary reviews that support both your employees and your business.

Introduction:

As June begins, Australian employers are preparing for significant workplace changes. Payday Super is set to come into effect on 1 July, reshaping payroll and compliance obligations for businesses nationwide. At the same time, the rapid evolution of artificial intelligence continues to transform workplaces, bringing both opportunities and concerns around productivity, skills and employee confidence. Rising unemployment, wage pressures, and ongoing workforce shortages are also influencing how businesses plan, recruit and retain staff. At the HR Dept, we’re here to help you stay informed, compliant and people-focused. Here’s a round-up of the latest workplace news.

News: The ATO is urging employers to prepare for Payday Super ahead of its 1 July 2026 commencement. The reform aims to tackle the estimated $6.2 billion in unpaid superannuation each year by requiring contributions to be paid alongside wages.

News: Young Australian professionals are prioritising steady career progress over leadership ambitions, according to Deloitte’s latest global survey. Cost-of-living pressures are making Gen Z and Millennial workers more intentional about career choices and focused on stability.

News: A new GoTo report found 39% of employees believe AI is eroding their skills and making them feel less intelligent, while 31% say AI use has worsened their social skills. Employers are being urged to establish guardrails around workplace AI use.

News: Australia’s unemployment rate rose to 4.5% in April, up from 4.3% in March, according to ABS data. The number of unemployed Australians has increased 12.3% year-on-year, signalling a softer labour market and prompting employers to reassess workforce planning strategies.

News: The ACTU has asked the Fair Work Commission for a 6% increase to minimum and award wages, citing inflation concerns and ongoing global trade disruptions. If granted, the national minimum wage would rise to $26.45 per hour.

News: The Federal Government has announced $10 million in Local Jobs, Local People grants to help businesses connect with jobseekers and training opportunities.

News: The Western Australian Government is investing $19.6 million to encourage employers to hire apprentices and trainees in the building and construction sector through wage subsidy support.

HR Audits for SMEs: Compliance, Performance, and Retention

For many small businesses, HR processes evolve gradually over time. But without regular review, gaps in compliance, performance management and employee retention can develop creating unnecessary risk for employers.

A HR audit is a practical way to assess whether your workplace policies, procedures and systems are operating effectively and in line with current Australian employment laws.

Compliance: A HR audit reviews recruitment practices, employment contracts, disciplinary procedures and termination processes to ensure they comply with modern workplace legislation. Staying compliant is essential, particularly as employment laws continue to evolve.

Performance: Audits can also evaluate whether managers are effectively coaching and supporting employees. Identifying leadership or performance management gaps early can improve productivity and team morale.

Salaries and benefits: Reviewing pay structures and benefits helps determine whether your remuneration remains competitive and legally compliant. Addressing inconsistencies can improve staff retention and strengthen your employer brand.

Employee classification: Correctly classifying employees is critical. A HR audit can identify whether workers should be engaged as casuals, part-time employees, contractors, or permanent staff, reducing the risk of costly disputes.

Employee turnover: High turnover can signal deeper workplace issues. Audits help uncover potential causes, whether related to pay, culture, leadership, or workload pressures.

At The HR Dept, we offer comprehensive HR audits designed to help SMEs identify risks, improve workplace processes and support long-term business growth. A proactive review today can prevent significant problems tomorrow.

Formalising an Employee’s Position: Employment Contracts, Awards, and Standards Explained

Formalising an employee’s role can feel complex, particularly when navigating employment contracts, Awards and the National Employment Standards (NES).

Employment contracts establish agreed terms and conditions, including hours, pay, duties and notice periods. Importantly contracts cannot provide conditions below the NES minimum entitlements.

The NES sets out the minimum employment standards for Australian employees, including annual leave, personal leave, flexible working requests, public holidays and redundancy entitlements.

Modern Awards operate alongside the NES, outlining additional minimum pay rates and conditions based on industry and occupation. Different employees within one business may fall under different Awards.

Enterprise Agreements can also apply, providing collective employment terms that must leave employees “better off overall” than the relevant Award.

Understanding these obligations is essential for compliance and employee confidence. The HR Dept can help ensure your contracts and workplace arrangements are accurate, compliant and fit for purpose.

Preventing Workplace Harassment and Bullying: A Guide for Employers

Creating a safe, respectful workplace is a critical responsibility for every employer. Harassment and bullying can damage employee wellbeing, productivity, morale and workplace culture.

A strong starting point is implementing a clear zero-tolerance policy covering bullying, harassment, discrimination and sexual harassment. Employees should understand expected behaviours, reporting procedures and consequences for misconduct.

Regular staff consultation is also important. Employers should actively identify risks and address workplace behaviours or pressures that may contribute to bullying.

Training plays a vital role. Employees and managers need to understand what constitutes harassment or bullying, how to respond appropriately and how complaints will be managed.

Managers should also be trained to recognise situations where harmful behaviours may develop and intervene early.

With clear policies, strong leadership and ongoing education, businesses can build respectful, inclusive workplaces where employees feel safe and supported.

Need guidance? The HR Dept can help you strengthen workplace harassment prevention processes.

Part-Time, Full-Time, or Casual Staff: Which Employment Type is Right for Your Business?

Choosing between part-time, full-time and casual staff depends on your operational needs, budget and workforce flexibility requirements.

Permanent employees provide stability, continuity and stronger long-term engagement, while casual employees offer flexibility for fluctuating workloads and seasonal demand.

Part-time roles can also improve recruitment and retention by appealing to employees seeking work-life balance.

Each arrangement comes with different entitlements and obligations under Australian employment law, including leave, notice periods and casual conversion requirements.

Unsure which structure suits your business? The HR Dept can help you assess the best employment arrangements for your workforce and compliance obligations.

Introduction:

As we head into May, Australian employers are navigating a complex mix of workplace reforms, economic pressures and shifting employee expectations. From growing demands for pay transparency to major changes in junior wage structures, alongside labour market stability and global uncertainty, there is a lot for small businesses to keep across. Understanding these developments is key to making informed people decisions and staying competitive. If you need help interpreting what these changes mean for your business, The HR Dept is here to support you.

News: Salary transparency is becoming a decisive factor in recruitment. Research from Monster, based on a survey of more than 1,000 workers, found 60% of candidates would not apply for roles without a listed salary range. The findings reinforce that many jobseekers now view pay transparency as a “deal-breaker” and expect clarity upfront.

News: Employers engaging contractors are being urged to review arrangements under “same job, same pay” laws. Guidance from King & Wood Mallesons indicates tribunals are applying a narrow test to the Service Contractor Exemption. Where arrangements resemble embedded labour, businesses are more likely to face a Regulated Labour Hire Arrangement order.

News: Major changes to junior pay are under way following a provisional decision by the Fair Work Commission. Reforms to retail, fast food and pharmacy awards will accelerate progression to adult wages, with some junior employees reaching full pay after six months’ experience.

News: Labour market data from the Australian Bureau of Statistics shows unemployment steady at 4.3% in March. Employment rose by 18,000, while unemployment fell by 4,000, with participation at 66.8%. Meanwhile, ABS data shows job vacancies reached 337,900 in February 2026, up 2.7% and the highest level in over a year, driven by demand in construction and customer-facing sectors.

News: Global research from KPMG found Australian organisations lead in AI governance and cybersecurity, but lag in productivity gains from automation and advanced analytics.

News: Data from Indeed Flex shows 78% of workers have taken on additional flexible work due to rising fuel costs, highlighting financial pressures.

News: The International Labour Organization has warned the Middle East conflict may have longer-lasting economic impacts than COVID-19, urging early action to limit disruption.

Promoting Staff in a Small Business: A Step-by-Step Guide to Success

Promoting staff in a small business may seem straightforward: reward strong performance and motivate continued success. However, promotions can have unintended consequences if not handled carefully.

While one employee may feel recognised, others may feel overlooked or undervalued. In fact, over half of employees believe promotions are unfair, highlighting the need for a structured and transparent approach.

Effective promotion starts with strong leadership and open communication. Begin by understanding your team well before opportunities arise. Take time to learn each employee’s strengths, ambitions and development areas so decisions are informed and fair.

When a role becomes available, communicate openly with your team. Share details about the position, required skills and whether you’ll recruit internally or externally. This transparency helps employees feel included and gives them a fair chance to prepare.

Hold one-on-one discussions with interested employees. These conversations don’t need to be formal but should clearly outline expectations and give individuals the opportunity to ask questions. It’s also worth speaking with those who may lack confidence to put themselves forward.

Avoid secrecy when making your decision. Announce the promotion openly, explaining why the successful candidate was chosen and how their new role benefits the wider team.

Provide constructive feedback to unsuccessful candidates. Help them understand what they need to develop for future opportunities while reinforcing their value to the business.

Finally, ensure the promoted employee has the leadership skills required, particularly when transitioning from peer to manager.

The HR Dept can support your business with leadership training to help you manage promotions effectively and maintain a positive team culture. If you need more support with your business contact your local HR Dept today.

Social Media in the Workplace: Avoiding Oversharing and Protecting Your Business

Social media plays a major role in how people connect, access news and stay entertained. However, increased usage has also introduced risks for employers, particularly when employees overshare content that can damage business reputation.

Excessive social media use can impact wellbeing, contributing to anxiety or distorted perceptions. More critically for employers, inappropriate posts, such as sharing confidential information, criticising customers, or displaying poor behaviour, have led to dismissals. Even personal opinions or emotional outbursts online can create workplace issues.

Oversharing is not limited to junior staff; senior leaders have also faced consequences for inappropriate posts.

The most effective way to manage these risks is through a clear, well-communicated social media policy. This should outline acceptable behaviour, confidentiality expectations and consequences for misconduct.

While employees will continue using social media, setting clear boundaries helps protect your business. The HR Dept can advise on creating or updating policies tailored to your organisation, so don’t hesitate to contact your local HR Dept.

Managing Promotion Requests: Do’s and Don’ts for Small Businesses

Handling promotion requests requires sensitivity and preparation. When employees seek advancement but aren’t ready, or when opportunities are limited, poor handling can damage morale and culture.

A common issue is misalignment between employer expectations and employee perceptions. Without meaningful performance reviews, employees may overestimate their readiness. Regular, structured conversations about development help ensure everyone understands what is required for progression.

When a request arises, avoid blunt or dismissive responses. Acknowledge the employee’s ambition, listen carefully and provide clear, constructive feedback. Even if the answer is no, outlining a pathway for future development can maintain engagement.

Training and development are also key. Without investment in skills growth, businesses limit their internal talent pipeline and increase reliance on external hires.

Ultimately, promotion discussions should form part of a broader succession plan. With the right approach, businesses can build capability, improve retention and create a stronger, more motivated workforce. Don’t hesitate to contact your local HR Dept today.

How to Run Effective Employee Surveys in Your Business

Employee engagement drives productivity, making it essential to understand how your team feels. Employee surveys provide a structured way to gather valuable insights on areas like career development, recognition, pay and work-life balance.

To be effective, surveys should have a clear purpose and include relevant, easy-to-understand questions. Allow enough time for completion and ensure employees feel comfortable providing honest feedback.

Most importantly, act on the results. Whether addressing concerns or reinforcing strengths, using the data effectively strengthens your business.

The HR Dept can support you in designing, delivering and analysing surveys to improve engagement and performance. Contact your local HR Dept today.

Introduction:

March has delivered a wave of developments for Australian employers, from proposed changes to flexible work laws through to rising workplace risks, economic pressures and evolving workforce trends. Together, these stories highlight the need for proactive, well-informed HR strategies. Now is the time to review policies, strengthen compliance and support your people effectively.

News: Victoria’s move to legislate a right to work from home could support carers and families, but may also drive disputes, higher insurance costs and tribunal pressure. Eligible workers would gain a legal entitlement to work remotely at least two days per week, making Victoria the first Australian jurisdiction to legislate WFH rights.

News: Work-related distress is widespread, with nine in 10 Australian workers reporting strain and over one in five experiencing extreme levels. The Suicide Prevention Australia Spotlight Report, based on a January 2026 survey of 1,018 workers, highlights key drivers and cultural factors shaping distress across industries.

News: Rising fuel costs, linked to Middle East conflict, are increasing operating expenses for Australian businesses. Employer groups, including the ACCI, warn of significant flow-on effects and are calling for a coordinated national response to manage the impact.

News: Australia’s unemployment rate rose to 4.3% in February despite 49,000 new jobs, signalling a labour market that remains tight but is softening slightly. The number of unemployed people increased to 659,100, reflecting gradual easing conditions.

News: Multiple jobholding edged up to 976,400 Australians in the December quarter, a modest 0.4% rise. Growth has slowed compared to earlier in 2025 and remains below 2024 levels, suggesting some stabilisation in secondary employment trends.

News: Preventing workplace sexual harassment must be treated as a safety issue, according to the AIHS. Employers are urged to take consistent, organisation-wide action to protect workers and foster respectful environments, particularly in support of women’s wellbeing and participation.

News: A union push to increase minimum annual leave to five weeks has sparked mixed reactions. Business groups warn SMEs may face workforce planning challenges if changes proceed. Employers should monitor developments.

5 Ways to Build an Inclusive Workplace: A Guide for Employers

Recognising the LGBTQ+ community and highlighting the importance of inclusion at work. For Australian employers, building an inclusive workplace is not just about compliance with Fair Work obligations; it also reduces conflict, improves engagement and strengthens overall performance.

Australia’s workforce is diverse, and inclusive businesses are better positioned to attract and retain talent. Here are five key ways to build a more inclusive workplace.

Write an Equality, Diversity and Inclusion Policy: A clear policy sets expectations, aligns your business with Australian law and outlines how issues will be managed. It also signals that inclusion is a priority.

Review Your Recruitment Process: Check for unconscious bias in how roles are advertised and candidates assessed. Widen your talent pool by focusing on skills and potential rather than rigid criteria.

Focus on Training and Development: Provide inclusion training at key stages, such as induction and leadership transitions. Ensure equal access to development opportunities for all employees.

Review Broader Company Policies: Look beyond gender pay gaps to identify other disparities, including disability or cultural background. Consider how policies like leave, flexibility and dress codes may impact inclusivity.

Lead from the Front

Leadership behaviour shapes workplace culture. Use inclusive language, address issues promptly and demonstrate fairness in decision-making.

At The HR Dept, we understand SMEs must balance inclusivity with commercial realities. With the right approach, inclusive workplaces drive productivity, loyalty and long-term success. For practical, tailored advice, get in touch with the HR Dept team today.

Flexible Working Requests: A Guide for Employers

Flexible working refers to changes to an employee’s working arrangements to better suit their needs. This may include altered hours, job sharing, staggered start and finish times, or working from home.

While often requested by employees, flexible working can also benefit employers through improved engagement, retention and productivity.

Employees may request flexible working for many reasons. Commonly, this includes caring responsibilities for children or dependants, but it can also relate to health, study or lifestyle needs.

Although employees are entitled to unpaid leave for emergencies involving dependants, flexible working arrangements can provide a more sustainable long-term solution.

It is important that all requests are considered fairly and consistently. Employers should assess each case on its merits, taking into account business needs while avoiding discrimination risks.

Having a clear process in place will help ensure compliance and support positive outcomes for both the employee and the business. Contact your local HR Dept today.

How to Support and Nurture Good Mental Health at Work

Mental health issues are not always visible, yet they are common across Australian workplaces. Many employees experience stress, anxiety or depression, which can impact productivity, attendance and overall wellbeing.

For employers, failing to support mental health can also create legal risks, as some conditions may qualify as a disability under workplace laws.

• Creating an open and supportive culture is essential. Reducing stigma encourages employees to speak up and seek help before issues escalate.
• Work-related stress is often linked to poor work-life balance. Employers should monitor workloads, encourage regular breaks and avoid promoting long-hours cultures. Training managers to recognise early warning signs is critical.
• Bullying and harassment must also be addressed through clear policies and swift action.
• Employee Assistance Programs can provide confidential, professional support for staff challenges both inside and outside work.

By taking proactive steps, employers can improve wellbeing, reduce risk and build a more resilient workforce so contact your local HR Dept today.

Managing Untaken Holiday in Your Business: A Guide for Employers

Managing annual leave can be challenging, particularly when employees do not take their full entitlement. However, ignoring untaken leave can create risks for your business.

Under Australian law, full-time employees are entitled to four weeks of annual leave, which accrues progressively. Employers should encourage staff to take leave regularly to support rest and wellbeing.

A clear annual leave policy is essential. This should outline how leave is requested, approved and managed, including any rules around peak periods or shutdowns. While a “use it or lose it” approach may seem practical, it must be applied carefully and reasonably.

Taking a proactive approach helps maintain compliance, reduce burnout and ensure smooth workforce planning talk to your local HR Dept today

Introduction:

As February wraps up, the focus for businesses across Australia remains on navigating the evolving landscape of employment, wages, and workplace safety. Several significant updates have emerged, from public holidays to shifts in workforce dynamics, and March promises more developments. Below is a summary of key stories you should be aware of as we head into the next month. If you’d like to discuss how any of these stories impact your business or need support with HR-related matters, don’t hesitate to get in touch!

News: New South Wales businesses should prepare for an additional public holiday on April 27, following ANZAC Day. The NSW government declared this new holiday after ANZAC Day falls on a Saturday, and this will also apply in 2027. Employers should plan for potential disruptions to staffing and payroll in light of this change.

News: Australia’s unemployment rate remained steady at 4.1% in January, with a slight dip in the number of unemployed persons, dropping to 624,700 from 626,600 in December, according to the Australian Bureau of Statistics.

News: Hiring intentions for Australian employers have increased in 2026. According to Robert Walters’ Salary Guide, 80% of businesses plan to hire this year, up from 76% in 2025. South Australia leads the way with 88% of businesses intending to recruit.

News: Wages grew by 0.8% in the December quarter, pushing annual wage growth to 3.4%. Strong pay increases in the public sector and healthcare sector contributed to this rise, showing continued wage pressure as industries battle talent shortages.

News: The Employee Mobility Institute has formed a new Immigration Advisory Group to ensure businesses have a voice in immigration policy, especially as the debate around visas and migration settings intensifies.

News: NSW Parliament passed the Work Health and Safety Amendment (Digital Work Systems) Bill, introducing a “Digital Work System Duty” to protect workers from AI-driven systems that could impact their safety.

News: A report by Resume Now found that 69% of workers feel their skills are underutilised, raising concerns about employee engagement and retention.

Using AI in Recruitment: Benefits, Risks and Best Practice

Since the rise of ChatGPT in 2023, AI has had a major impact on the recruitment process. However, like any tool, it comes with its own set of risks and benefits for both employers and candidates.

Are your candidates using AI when they apply?
AI has made it easier for candidates to create polished CVs and cover letters, often using tools to generate compelling content. While these documents might seem impressive, they could be misleading. Subtle “tells” might hint at AI use, such as overly generic language or inconsistencies in tone. Worse still, AI can sometimes introduce false information that goes undetected during screening. The risk is that a candidate may look great on paper but fail to deliver once hired. Ensure you verify skills through face-to-face interviews and reference checks.

Benefiting from AI in your recruitment process
AI tools can help you streamline recruitment by sorting CVs, conducting initial assessments, and even running video interviews. These technologies save time but carry risks such as false positives, where an AI tool might misclassify a candidate.

From a legal standpoint, using AI in recruitment brings two main concerns: data protection and equality law. AI often collects vast amounts of data, which can breach privacy policies if not handled properly. Consider performing a data protection impact assessment to safeguard your practices. Additionally, AI algorithms can sometimes be biased, so it’s essential to have human oversight in decision-making to avoid discriminatory practices.

Incorporate AI thoughtfully into your recruitment processes, and be transparent with candidates about how it is being used. The right balance can lead to smarter, more efficient hiring, but only if you’re mindful of the potential pitfalls. Contact the HR Dept today.

Start-Up Success: Essential HR Policies and Procedures

HR is often the last thing on your mind when starting a business, but strong HR policies are essential to set your business up for success. Start-ups with solid HR practices attract and retain talented employees, which is crucial for growth.

HR policies ensure you recruit the right people and comply with Australian laws. Many workers, especially in hospitality and retail, are covered by modern awards, which set out minimum pay and working conditions. The HR Dept will ensure compliance with these awards, covering areas like overtime, leave, and meal breaks.

Also, make sure employment contracts are up to date, reflecting current employment laws. Regular performance management and fair compensation motivate and retain employees, which helps the business thrive.

A workplace policy manual should cover crucial areas like anti-bullying, health and safety, and code of conduct. Training and a positive workplace culture are equally important. By contacting the HR Dept right from the start, you position your start-up for long-term success.

Shake Up Your Interview Process for the Modern Workplace

The traditional interview process is outdated. With the rise of hybrid working, flexible hours, and an emphasis on mental and physical wellness, the way we interview must evolve.

Interviews today should focus less on a formal interrogation and more on whether the candidate and the company are a good fit. Use questions that assess autonomy, adaptability, and problem-solving, such as, “How do you manage stress working remotely?” or “Can you describe a situation where you had to act without direct supervision?”

Don’t forget to allow candidates to ask their own questions. This two-way conversation helps both sides determine if it’s the right fit. You might also consider inviting candidates to informally meet the team to gauge cultural fit in a relaxed setting.

By shaking up your interview process, you’ll better assess candidates’ suitability and find employees who align with your workplace values and the demands of a changing environment so contact the HR Dept today.

How to Set KPIs for Small Businesses: A Practical Guide

As your small business grows, it’s crucial to set Key Performance Indicators (KPIs) to track your success. KPIs help you assess whether your efforts are paying off and identify areas for improvement.

Start with simple KPIs, such as:

• Net Profit: Track profitability by comparing revenue to expenses over time.
• Efficiency Ratio: Measure how effectively your business uses assets to generate sales.
• Cash Flow Forecast: Ensure a balanced inflow and outflow of cash to avoid financial strain.
• Customer Acquisition Cost: Track the cost of acquiring new customers through marketing and sales efforts.
• Staff Retention: Monitor employee turnover to ensure a stable workforce.

Don’t forget to track customer satisfaction and market share to ensure you’re staying competitive. KPIs can be simple but powerful tools to keep your business on track and guide future growth.

If you need help implementing KPIs, reach out to The HR Dept for guidance.

Celebrating Women at Work: Supporting Equality and Inclusion in the Workplace

International Women’s Day (8 March) celebrates women’s achievements and raises awareness of gender equality. This year’s theme, #GiveToGain, encourages individuals to call out bias and inequality, particularly in the workplace.

Despite women outnumbering men in higher education, the gender pay gap persists, influenced by factors like industry, unpaid caregiving, and unequal access to career progression. Employers can address this by ensuring equal pay opportunities, offering family-friendly policies, and fostering an inclusive company culture.

This #IWD2026, consider celebrating the women in your workplace and making a commitment to greater equality and inclusion contact your local HR Dept today.

Introduction:

The last few months have reinforced how quickly the people landscape is evolving for Australian employers. From shifting expectations around flexibility and wellbeing, to longer hiring timelines, payroll reform and workforce transformation, HR leaders are navigating a complex mix of risk and opportunity. Staying informed and proactive is essential. Below is a snapshot of the key employment trends from the past month and what they could mean for your business.

News: Workplace flexibility is increasingly shifting from a guaranteed perk to a negotiated benefit. Recent research shows employees are far less resistant to return to office mandates than a year ago, with only a small minority saying they would resign immediately if required to attend the workplace. Despite this change, flexibility remains a decisive factor in attraction and retention, particularly where hybrid arrangements support productivity and wellbeing.

News: Payroll practices are under pressure as Payday Super approaches its July commencement. Experts warn the reform will remove the unofficial cash buffer many small businesses have relied on under quarterly super payments. Employers running weekly or fortnightly payrolls while receiving customer payments on longer terms may face sudden cash flow strain without early preparation.

News: Employee wellbeing continues to dominate HR conversations. Long-term Australian research tracking thousands of workers found significant mental health improvements among employees working from home for part of the week. The strongest benefits were seen where staff worked remotely for around half to three quarters of their hours, particularly among women with existing mental health concerns.

News: Recruitment remains challenging. Employers are now taking an average of five weeks or more to complete hiring, reflecting greater caution before committing to new talent. However, longer recruitment processes are contributing to higher rates of declined job offers. That risk is amplified by a disconnect between what employers offer and what candidates expect. Many organisations report losing candidates due to uncompetitive pay, limited flexibility, slow recruitment, unclear progression and misalignment with values or role expectations.

News: Looking ahead, HR leaders are prioritising AI transformation for 2026, while gig and contract work continues to expand.

How to Handle Complex Employee Grievances Effectively

With a nationwide network of HR professionals, we often identify emerging workplace trends early. One clear pattern in recent months is that employee grievances are becoming more complex, particularly those involving disability, harassment, senior-level conflict or potential employment law breaches.

Straightforward grievances can sometimes be resolved informally by line managers. Complex grievances, however, are far more likely to require a formal process. This increases time, cost and risk for businesses, especially SMEs.

A complex grievance is not a legal term, but typically involves sensitive allegations, multiple parties, overlapping disciplinary issues or senior employees. These cases demand careful planning and strict procedural compliance.

As soon as a grievance appears complex, we recommend seeking advice from an HR specialist such as the HR Dept. Early guidance helps avoid common mistakes, reduces management burden and increases the likelihood of resolution without escalation.

Effective handling begins with triage. Understand the full scope, identify related processes and confirm you have sufficient resources and impartial decision-makers. Acknowledge the grievance promptly in writing and arrange a meeting to clarify the issues raised.

A thorough investigation should follow, led by an independent investigator where possible. Evidence and witness statements must be documented clearly. Once complete, hold a grievance hearing, share findings in advance and allow the employee to be accompanied.

Decisions must be lawful, consistent with policy and communicated in writing, with a right of appeal offered.

If you are facing a complex grievance, The HR Dept can provide expert, practical support.

How to Onboard Employees Successfully: Key Do’s and Don’ts

You only get one opportunity to make a first impression with a new employee. Effective onboarding builds engagement, trust and retention, while poor onboarding can quickly undo a successful hire.

Good onboarding starts before day one. Maintain communication between offer and start date, confirm key details, issue contracts promptly, and ensure equipment and system access are ready. Early preparation signals professionalism and care.

Avoid changing the role or expectations before the employee starts. Onboarding is built on trust, and surprises at this stage often lead to early exits.

Don’t overload new starters with information in their first few days. Spread learning over time so it sticks and feels structured rather than rushed.

Think broadly about what new employees need: role clarity, compliance, training, company culture and behavioural expectations. Set clear, achievable goals early so they understand how they contribute.

Finally, don’t leave them unsupported. Assign a buddy, schedule check-ins and, for remote workers, increase contact to build connection and confidence.

If you need help onboarding Employees The HR Dept can provide expert, practical support.

How to Reduce Short-Term Absence and Protect Business Productivity

Short-term absence is a growing challenge for Australian businesses, particularly as illness circulates more widely. While absence is sometimes unavoidable, frequent disruption can strain teams, delay work and impact cash flow.

Presenteeism also causes problems by spreading illness and reducing productivity. Managing absence effectively requires consistency, structure and fairness.

A clear absence management policy is essential. It should explain reporting requirements, monitoring methods and return-to-work expectations, and be communicated during induction.

Tracking absence data helps identify patterns early. Modern cloud systems make monitoring simple, reduce administration and support informed decisions.

Strong processes matter. Require employees to report absence personally where possible and hold return-to-work conversations to offer support while reinforcing expectations.

Finally, workplace culture plays a powerful role. Employees are more likely to attend work when they feel valued, supported and treated fairly.

If you need help reducing short-term absence while supporting your people, The HR Dept can help you implement effective, compliant solutions.

Why Performance Management Matters: Boost Productivity, Engagement and Retention

Performance management is about clarity, support and recognition. Without it, underperformance can persist unchecked, while high performers may feel overlooked and disengage.

Effective performance management sets expectations through regular conversations, clear goals and two-way feedback. It helps employees understand what success looks like and how they contribute to business outcomes.

It also promotes fairness, consistency and informed decision-making. When done well, performance management strengthens engagement, improves retention and drives productivity.

If you want to build a performance culture that supports both people and results, The HR Dept can help you put the right processes in place.

Introduction:

January opens 2026 with a mix of opportunity and pressure for Australian employers. From rapid advances in artificial intelligence and shifting workforce expectations, to cost-of-living stress and regulatory reform, HR leaders are balancing innovation with care. This month’s headlines highlight where to focus attention early in the year: skills, compliance, flexibility and employee wellbeing.

News: The Federal Government has announced free AI skills training for up to one million Australians, addressing a growing shortage of AI-capable talent. Subsidised scholarships will support an online microskill course aligned with the Government’s Guidance for AI Adoption, released in October, with a strong emphasis on ethical and practical use.

News: Hiring conditions are expected to stabilise in early 2026. ManpowerGroup’s latest Employment Outlook Survey shows 43% of Australian employers plan to maintain current staffing levels in the first quarter, while 36% anticipate increasing headcount and only 17% expect reductions.

News: In New South Wales, businesses have avoided steep workers’ compensation premium increases following an agreement between Labor and the Coalition. The reforms are expected to freeze premiums for 18 months and prevent increases of up to 36% over three years.

News: Financial stress remains a major concern for employees. TELUS’ 2025 Mental Health Barometer found 44% of Australian workers cite financial worries as their primary source of personal stress, reinforcing the link between money pressures, mental health and workplace performance.

News: Flexible work continues to evolve. International Workplace Group research suggests working closer to home will be a defining trend in 2026, with senior leaders recognising the productivity and retention benefits of local and hybrid work models, even amid tighter return-to-office policies.

News: The ATO returned more than $1 billion in unpaid superannuation to nearly one million employees in 2024–25 and is increasing enforcement, with almost 209,000 compliance actions raised against employers.

News: MIT’s Project Iceberg estimates current AI systems could already perform tasks equivalent to 11.7% of US labour activity. Closer to home, the Australian Senate will inquire into a proposed right to request WFH for employees nationwide Australia.

Five top tips for staying productive over the summer

The summer months often bring a slowdown at work. Colleagues and clients take annual leave, the heat encourages early finishes, and diaries suddenly feel lighter. While days can drag, this quieter period can also be a powerful opportunity to refocus, develop skills and set yourself up strongly for the months ahead.

Here are our top tips for staying productive this summer:

• Get strategic. Use the calmer weeks to look ahead. What challenges or projects are coming later in the year, and how can you prepare now? Involve colleagues in short brainstorming sessions to build momentum and shared ownership.
• Prioritise training. Finding time for learning during busy periods is tough. Summer is ideal for completing training that improves capability, confidence and effectiveness, whether technical, leadership or compliance focused.
• Schedule meaningful one-to-ones. Managers can use this time for informal catch-ups with team members. Talk about goals, workloads, wellbeing and career aspirations without the pressure of formal reviews.
• Turn leave into development opportunities. When colleagues are away, offer others the chance to step in and learn new tasks. Acting up builds skills, confidence and visibility across the business.
• Invest in networking. When workloads ease, it’s easier to reconnect. Attend events, arrange coffees or simply check in with contacts you have not spoken to in a while.

Enjoy the breathing space summer provides, but use it wisely. A focused, productive summer will leave you better prepared, energised and organised for the challenges the rest of the year will bring. This approach benefits individuals, teams and overall business performance long term.

New Year’s resolutions for your SME business

2026 is underway and a new year often brings fresh goals. Beyond personal resolutions, it is a moment to reset priorities for your SME and focus on impact.

Retaining great people should be high on the list. Holding on to skilled employees is far more cost-effective than recruiting anew, and engagement, development and wellbeing all play a role. Ongoing training, clear progression pathways and benefits that support physical and mental health can strengthen loyalty and performance.

Many SMEs are also looking to improve diversity, equality and inclusion. Real progress starts with reviewing recruitment practices, language and decision-making to reduce bias, and creating a culture where everyone feels welcome and heard.

Boosting productivity remains another common goal. Regular appraisals, effective hybrid working arrangements and time-management training can help teams work smarter, not harder.

Finally, review your HR processes. Clear policies aligned to goals drive growth – the HR Dept is always here to help put these in place!

The January work itch: managing resignations and recruitment at the start of the year

January often brings increased movement in the labour market. After time off and New Year reflection, some employees feel ready for change, making this a prime period for both recruitment and resignations.

For employers, the new year can be a strong time to attract talent. Candidates are motivated, refreshed and more open to opportunities that align with their goals and values.

At the same time, businesses may face unexpected departures. In smaller teams, the loss of a key employee can significantly affect capability and continuity. Monitoring engagement early in the year, holding regular conversations and addressing concerns quickly can help identify potential leavers before decisions are final.

While you cannot eliminate the “January itch”, you can reduce its impact through recognition, development and clear career pathways.

If resignations occur, manage exits professionally and plan recruitment carefully, with assistance from the HR Dept; we are always here to help.

Introduction:

As November begins, Australian employers are facing growing expectations around wellbeing, fairness and compliance. Mental health continues to dominate workplace discussions, while regulators sharpen their focus on harassment, pay transparency and lawful job advertising. Meanwhile, economic headwinds and legislative changes mean SMEs must stay alert to shifting HR obligations. As always, the HR Dept is here to help you navigate the everchanging HR landscape.

News: A report from Allianz has found that 59% of Australian employees have experienced mental distress caused by work, including anxiety, burnout and emotional exhaustion. The findings underline the need for employers to address workload, culture and psychological safety.

News: Researchers from Rutgers University have reported that social-media content can strongly influence employee motivation and emotion throughout the workday. They suggest businesses consider guidance or limits on social-media use at work to help staff stay focused and emotionally balanced.

News: The Australian unemployment rate rose to 4.5% in September, the highest since 2021, according to ABS data. An extra 34,000 people are now unemployed, signalling a softening labour market that may ease hiring pressures but challenge job security.

News: A new analysis shows one in three workers have experienced sexual harassment in the past five years – up from 21% a decade ago. Despite legal reforms, harassment remains widespread, with lawyers urging businesses to strengthen prevention, reporting and training measures.

News: Over 400,000 public-sector employees in NSW can now seek orders and damages for bullying or harassment via the Industrial Relations Commission under reforms introduced in October.

News: Proposed federal legislation will require employers to pay superannuation at the same time as wages from July 2026, replacing the current quarterly schedule and tightening compliance penalties.

News: The Fair Work Ombudsman has warned businesses after job adverts with illegal pay rates more than doubled in the past year. More than 300 infringement notices were issued, reinforcing that all advertised roles must meet minimum award or wage standards.

News: The Australian Human Rights Commission is intensifying oversight of employers’ efforts to prevent sexual harassment, discrimination and victimisation, particularly in high-risk sectors such as retail and hospitality.

The Importance of Getting a Workplace Investigation Right

Investigations into grievances or disciplinary issues are vital for fairness and trust within an organisation. Very few disciplinary matters can be managed properly without one. While timeliness is key, investigations should never be rushed. A considered approach supports the individual involved and improves accuracy, as memories fade over time.

Choosing the right person
Appoint someone impartial, who isn’t directly involved in the matter and who has the knowledge and experience to handle the issues raised. They must have access to all relevant information and the time to complete a thorough investigation. Agree on clear terms of reference and widen them if new issues arise.

The investigating officer must remain fair and objective – their role is to establish facts, not prove guilt. Interviews should be confidential and, where appropriate, allow support such as interpreters.

Collecting evidence
Questions should focus on factual details rather than hearsay. Supporting evidence may include emails, receipts, or CCTV footage. Once complete, the investigator should prepare a report with accompanying witness statements. This will form the basis of any further disciplinary action.

Independent help
Many businesses engage an external HR professional to conduct or advise on investigations, recognising the value of independence and expertise. The HR Dept also provides training for managers who wish to build their own investigation skills.

Even SMEs can face reputational damage if an investigation is mishandled. At the HR Dept, our retained clients have access to crisis comms support, providing professional PR assistance to manage adverse media coverage alongside unlimited HR advice.

Decisive Action Against Sexual Harassment

High-profile organisations like the ABC and McDonald’s have faced serious sexual-harassment allegations, proving that strong policies alone aren’t enough. Despite having HR teams, failures in culture and accountability allowed misconduct to persist.

Following the Me Too inquiry, the Government plans to introduce a mandatory duty on employers to protect workers from harassment, with laws expected in 2026.

All employers – regardless of size – must already comply with the Sex Discrimination Act, covering harassment by colleagues, managers, customers or suppliers. Implement zero-tolerance policies, train managers to handle complaints, and ensure reports are addressed promptly and appropriately.

Need help with this type of problems contact your local HR Dept today!

Preventing Punctuality Problems

Punctuality isn’t just courtesy – it’s essential to teamwork and productivity. Whether covering shifts, serving customers or joining meetings, being on time keeps operations running smoothly.

Employers should address lateness early, using both policy and conversation. Include clear expectations in your employee handbook and discuss them at induction. When lateness occurs, speak privately with the employee to understand the cause. Sometimes there’s a legitimate reason – such as childcare or health issues – that may warrant flexibility.

For recurring issues, hold a one-to-one meeting with the employee to highlight the impact on colleagues and the business. If no valid reason is provided, follow your disciplinary procedure.

For larger or hybrid teams, time-tracking technology can help maintain transparency and records.

Managing punctuality fairly but consistently promotes respect, accountability and team morale, while reducing disruption and conflict. If you’d like help implementing a policy, get in touch with your local HR Dept today.

Dealing With Bullying in the Workplace

Bullying doesn’t just happen in schools; it can occur in any workplace and seriously harm wellbeing and performance. Bullying includes intimidating, offensive or malicious behaviour such as spreading rumours, constant criticism, exclusion, or impossible demands. It may be verbal, written or online, and can happen as a one-off or repeated pattern.

While bullying itself isn’t illegal, harassment under Australian discrimination law is. Employers have a duty of care to protect their staff’s health and safety. Review management behaviour, clarify where strong leadership crosses into bullying, and promote a zero-tolerance culture.

A clear bullying and harassment policy – with alternative reporting lines – ensures complaints are handled properly. Failure to act can lead to anxiety, absenteeism, and resignations, damaging morale and reputation.

Now is a great time to review your company’s policy and provide manager training – the HR Dept is here to help.

Introduction:

As October begins, workplaces across Australia are navigating shifting expectations and fresh challenges. From government investment in mental health and legislative changes on public holidays, to debates over hybrid work, multiple jobholding, and the growing use of AI in recruitment, the HR landscape is as dynamic as ever. Employers face increasing demands to provide security, protect wellbeing, and adapt to evolving employee priorities. At The HR Dept, we’re here to keep you informed and supported. Here’s your round-up of the latest workplace news.

News: The Victorian State Government is investing $1.6 million to support the mental health of workers in the aged care and disability sectors, aiming to reduce high rates of mental injury claims. Government data shows healthcare and social assistance account for more than a quarter of WorkCover mental injury claims in the past five years.

News: In Western Australia, new legislation will shift three existing public holidays and introduce two new ones. The Public and Bank Holidays Amendment Bill 2025, introduced this week, proposes Easter Saturday as a public holiday and a new Show Day on the first Monday of the September/October school holidays. Changes are set to apply from 2028.

News: A Robert Half survey suggests Australian work arrangements are stabilising. Some 74% of employers have no plans to change office or remote work expectations, with 46% maintaining hybrid policies and 28% requiring full office attendance.

News: Employment Hero reports one in three Australians is juggling multiple jobs to cope with cost-of-living pressures. Poly-employment now affects 34% of workers, similar to Canada (36%) and New Zealand (33%).

News: ComPsych data shows sick leave for mental health has surged 300% since 2019. Overall absences rose 30% between 2019 and 2024.

News: people2people Recruitment has found that 25% of candidates are using AI to write CVs and cover letters, raising authenticity concerns.

News: The 2025 Hatch Hotlist has revealed that young Australians are prioritising job security and growth opportunities over salary in their roles.

News: Federal Parliament has passed the Fair Work Amendment (Protecting Penalty and Overtime Rates) Bill 2025, safeguarding extra pay for 2.6 million workers.

Do You Worry About Your Employees’ Use of Social Media?

Social media is deeply embedded in our daily lives. TikTok, Instagram, LinkedIn, Facebook all provide employees with the means to connect, but also to create risks for your business. Reputational damage, bullying, productivity losses, and even compliance breaches (such as accidental insider trading) are all possible outcomes.

The answer? A clear, well-communicated social media policy.

What is a social media policy?
It sets out expectations for employees when using company social media accounts, and – where it impacts your business – their personal accounts. It also explains consequences for breaches, linked to your disciplinary policy.

What should it include?

On company accounts:
• Who is authorised to post
• Approval/sign-off processes
• Confidentiality safeguards
• Cybersecurity measures
• Fact-checking and copyright rules
• A ban on profanity or hate speech
• Escalation procedures for issues

On personal accounts:
• No posts that could harm the company’s reputation
• No bullying or discriminatory behaviour
• Limits on social media use during working hours
• Possible disclaimers clarifying personal views are not those of the employer

Policies must be more than a document. Communicate them during onboarding, refresh them periodically, and train staff who manage official accounts. This way, if issues arise, you’ll have a clear framework for managing disciplinary or legal processes.

Don’t forget, social media can also be a positive force. Employees can become excellent advocates for your organisation if guided properly. Harnessing this energy, while protecting your business, is the real value of a good policy.

At The HR Dept, we can help you draft, update, or enforce a social media policy – keeping your people safe online and your business secure.

How Good HR Can Combat Sickness Absence

Sickness absence continues to challenge employers, with recent data showing sharp rises in both minor illness and mental health-related leave. For SMEs, every lost day can add pressure.

The first step is a sickness absence policy, setting out how staff should report illness, what documentation is required, and what happens on return. Requiring employees to phone in (rather than text) and conducting return-to-work interviews are effective ways to deter casual absence and support genuine cases.

Recording and monitoring absences is also vital. Tools like The Bradford Factor can highlight patterns, such as frequent short absences, which may be more disruptive than one longer illness.

Employers should also consider preventative measures, from ergonomic workstation checks to workload reviews and mental health support. Together, these actions build resilience, reduce absence, and demonstrate care for employee wellbeing.

Need help? The HR Dept can strengthen your absence management processes.

How To Do a Great Holiday Handover

Annual leave is vital for wellbeing, but a poorly planned holiday handover can create stress for both the absent employee and their team.

The key is preparation. Notify colleagues early, prioritise essential tasks, and assign responsibilities clearly. Think carefully about workload distribution—overloading others creates risk. Written notes and access permissions will also smooth the process.

Holiday handovers can be an excellent development opportunity. Assigning responsibility to a junior team member can act as a trial run for leadership, helping them build skills and confidence.

Training and shadowing before the absence are helpful, particularly if client or supplier relationships are involved. And don’t forget the return handover: review how things went, give praise, and support development.

If planning reveals gaps in your business, the HR Dept can help with management training, recruitment support, or even short-term HR cover.

Is It Okay to Do Background Checks After Hiring?

Background checks are a standard part of recruitment, but in a competitive market, delaying some checks until after employment starts may be practical – as long as the contract makes ongoing employment conditional on passing them.

Essential checks, such as right-to-work verification for vulnerable roles, must always be done before work begins. Others, like education or reference checks, may follow.

Periodic re-checks, such as annual credit or drug testing, may also be appropriate.

Need clarity on vetting processes? The HR Dept can guide you through pre- and post-employment checks compliantly.

Introduction:

As we head into September, workplace news is as fast-moving as ever. Proposals for a four-day week and potential new rights to work from home are stirring debate, while falling employee engagement and the ongoing war for talent keep pressure on employers. This month also shines a light on offboarding security lapses, the power of flexibility in attracting and retaining staff, and Australia’s continuing gender imbalance across occupations.

At The HR Dept, we’re here to help you understand these changes, assess the risks and opportunities, and respond in ways that keep your business compliant, competitive, and people-focused. Here’s what’s making news this month.

News: The Australian Council of Trade Unions is proposing a national move toward a four-day work week at the Federal Government’s economic roundtable. The union says it’s time to transition to shorter weeks, but business groups have warned of productivity and cost concerns.

News: The Victorian Government is pressing ahead with consultation on legislation that would enshrine the right to work from home. Employers are encouraged to participate and share feedback on what’s fair, practical, and sustainable.

News: Employee engagement has dropped to its lowest point in a year, with only three in 10 Australian workers feeling economically secure. ELMO Software’s latest data shows engagement fell to 68% in Q2 2025, down from 71.8% at the end of last year.

News: A US poll revealed 40% of former employees still have access to work accounts after leaving, highlighting the need for robust offboarding processes to prevent security risks.

News: HireRight’s global survey found candidates are walking away from job offers when remote work isn’t available, signalling flexibility remains a powerful recruitment tool.

News: In the US, 73% of workers say they’ll remain in their current role to keep their current level of flexibility.

News: Only 21% of Australian jobs are gender-balanced, according to Jobs and Skills Australia, with segregation unchanged for most occupations since 2006. Employers are urged to consider diversity strategies to widen their talent pool.

Managing Flexible Working Requests

Flexible working requests can arise at any time, often triggered by changes in personal circumstances – for instance, caring for a relative, managing health needs, or simply seeking a better work-life balance. For employers, these requests can create opportunities as well as challenges.

What counts as flexible working?
It’s easy to think only of working from home, but flexible work covers a wide range of arrangements, such as:
• Reduced, compressed, or annualised hours
• Flexi-time
• Amended start/finish times
• Hybrid working
• Job shares
• Part-time work
• Shift swapping
• Term-time working

These options can help employees balance commitments while contributing effectively at work.

The legal position in Australia
Under the Fair Work Act, certain employees have the right to request flexible working, including parents of school-aged or younger children, carers, people with disabilities, those aged 55+, or those experiencing family violence. Requests must be in writing and outline the change sought and reasons. Employers must respond in writing within 21 days, approving or refusing with reasonable business grounds – such as cost, capacity, or impact on service.

Balancing business and people
Consider the benefits, such as improved retention and morale. If a request is temporary, an informal agreement may suffice; permanent changes may require a contract update.

Fairness and risk
Apply decisions consistently but be mindful of discrimination risks, particularly indirect discrimination, which can occur when policies disadvantage certain groups.

Help getting it right
A clear flexible working policy supports consistency and transparency. If you need help drafting one or responding to requests compliantly, contact your local HR Dept office.

Managing the Disciplinary Process in an SME

Your staff can be a major asset, but sometimes, behaviour or performance issues require formal action. Common causes in SMEs include lateness, unauthorised absence, misuse of internet/email, breaches of health and safety, and, less often, harassment or discrimination.

A fair disciplinary process generally involves four stages:

1. Investigation – gather facts, meet the employee, and speak to witnesses.
2. Hearing – provide written notice, outline concerns, and allow the employee to respond, with a support person present.
3. Outcome – deliver your decision in writing, explaining findings, penalties (if any), and timeframes.
4. Appeal – ensure an independent review is available.

SMEs often struggle to resource each stage with different people, but external HR support can help.

Whenever possible, resolve issues informally first. Keep matters confidential, record all steps, and act reasonably.

We’re here to help; contact your local HR Dept office for expert disciplinary support.

Managing the Return to Work from Long-Term Sickness Absence

Long-term sickness absence (generally four weeks or more) affects both the employee and the business. Staying in touch during the absence helps them feel valued and connected, while allowing you to plan for workload cover and provide support resources.

When planning a return, balance business needs with the employee’s situation. Options may include a full return, phased hours, modified duties, or permanent role adjustments. Occupational Health advice can be useful, especially for phased returns or light duties. Pay arrangements should follow your policies, ensuring fairness and consistency.

On their first day back, give a warm welcome, introduce any new team members, and hold a one-to-one to review expectations. Continue regular check-ins to monitor progress and reasonable adjustments.

If a condition is ongoing, maintain open communication and manage capability issues in line with Australian employment law.

Need help? Contact your local HR Dept office for expert return-to-work support.

How Should You Manage Maternal Mental Health?

Around 20% of mothers experience mental health challenges during pregnancy or in the years after birth. While work may not cause these issues, it can add pressure. Poor maternal mental health can lead to absenteeism, lower performance, and loss of valued staff – and, if mishandled, legal risk.

Employers can help by staying in touch during maternity leave, offering optional keeping-in-touch days, holding a pre-return meeting, and considering phased or flexible working. Occupational health services can also support recovery.

Need help? Contact your local HR Dept office for compliant, compassionate maternity support planning.

Introduction:

With the new financial year under way, a wave of updates to workplace laws and labour market trends is making headlines. From wage increases and AI adoption to major safety and wellbeing reforms, there’s a lot for employers to stay on top of. At The HR Dept, we’re here to help you cut through the noise and keep your business compliant, productive, and people-focused. Here’s what you need to know this month.

News: The Fair Work Ombudsman has reminded employers that the 3.5% minimum wage increase must now be applied. The rise took effect from the first full pay period on or after July 1. Not sure if your team is on the right rate? Use the FWO’s Pay Calculator or speak with your local HR Dept office.

News: Roughly 6,000 Victorian businesses are now exempt from payroll tax after the State lifted the tax-free threshold to $1 million. A further 22,500 employers will benefit from a reduced payroll tax burden.

News: Australia is expected to face a shortage of nearly 250,000 finance, tech, and business workers by 2030, according to a new report from the Future Skills Organisation. Demand for these roles is outpacing general job growth, meaning employers need to plan early for long-term talent acquisition and development.

News: A SafeWork NSW recruitment drive is adding 51 new inspectors, including 20 focused on psychosocial safety. This reinforces the need for all employers to assess and address mental health hazards in their workplaces.

News: A global survey by BCG found 72% of employees now use generative AI regularly at work – but most haven’t received proper training. It is becoming increasingly apparent that without clear policies and people strategies, AI risks outweigh the rewards. The HR Dept can help with this!

News: The NSW Government has passed reforms enshrining gender equality and banning workplace bullying and harassment under updated workplace laws. If your policies haven’t been reviewed recently, now’s the time. The HR Dept is here to help update and advise on workplace laws.

Are you responsible for your employees’ safety during their commute to work?

At this time of year, even if your team work a nine to five, some or all of them may find themselves commuting in the dark. If you are in the hospitality trade, or another industry which keeps less-regular hours, you may have employees who must commute in the dark at all times of year.

Employers naturally want to ensure the wellbeing of their staff and would never wish for employees to come to harm or feel consistently unsafe. While it may not be possible to guarantee safety during commutes, the positive news is that there are several proactive steps employers can take to help enhance commuting safety:

• Encourage lift shares – it will reduce the number of people commuting alone and may also foster camaraderie between colleagues.
• Targeted flexi-time – give staff who need it the freedom to commute during daylight.
• Pay for a taxi or ride share like Uber – if employees are staying late temporarily at your request.
• Phone check-ins – suggest that staff can phone to say they have left for work and then follow-up if they don’t arrive on time.
• Personal safety devices – as a small employee perk, you could include a personal alarm in your employee benefits package, as a line of defence for them and peace of mind for you. There are even phone apps you can subscribe to which have a panic button linked to a 24/7 monitored service.
• External lighting – ensure that parking areas and walkways are well lit.

If this is a concern in your business and you would like to talk it through with an expert, please do not hesitate to contact your local HR Dept.

Five ways you could tackle workplace stress in your business

The effects of too much stress at work can be wide-ranging, and include:

• Performance issues
• Increased conflict
• Tiredness, frequent headaches and other physical ailments
• Behavioural changes
• Poor time-keeping or absenteeism

If any of the above issues sound familiar, there are many good management practices and ideas that you can adopt to get on the front foot.

1. Introduce new training
2. Conduct a staff survey
3. Perform a stress risk assessment
4. Offer an employee assistance programme
5. Flexible working options

Need extra help? If stress has been a problem for people in your business and you would like to come up with a plan, please reach out to our experts. Or if there is a specific solution that we have mentioned above which you would like to find out more about, just ask your local HR Dept.

Managing emotion and culture during an investigation

Don’t hit send on an angry response if you get a complaint by email. In fact, the first person you should talk to is your HR professional; whether that is an outsourced service like ours, or someone in-house. Have us on speed dial!

Should the informal approach fail you need to protect the complainant, potential witnesses and the accused, and you can do this by staying as neutral as possible. Show that you are being fair and objective to everyone. Bringing in a third party to manage the investigation can help here.

If an investigation or other issue triggers cultural challenges or training needs within your business, we can help. Our experienced HR professionals can advise on your best way forward to get everyone focused and working productively for you. Just ask your local HR Dept.

How well prepared for work are your new hires?

How Well Prepared For Work Are Your New Hires? 

When you hire someone with limited or no workplace experience, you will be well-aware that you are making a trade-off. Compared to experienced staff, they will be cheaper and should be easier to mould into your ways of working. The best ones will have a hunger to learn and impress.
But on the flip side, they have a lot to learn (making mistakes along the way), will require more supervision which takes time and energy, and may simply be in for a shock when they realise the standards you require of them.
According to a new survey from a US educational content technology and services provider, the class of 2025 are feeling ill-prepared to enter the workforce – only 41% of graduates felt university had taught them the skills they need for their first jobs, compared to more than 60% the year before.
This is not good news for them, and it is not good news for you as an employer either. So what can you do to ensure you are hiring employees that do adapt well to working in your company? 

Consider experience as well as, or instead of, degrees 

Let’s start with a review of the person specification you put together before hiring, really thinking about what is required for the job. Traditionally, many employers have only accepted graduates for certain roles, but the landscape is different now.
For example, apprenticeships have been pushed hard in recent years and Training levels introduced. With alternative routes to employability, ones which involve hands on experience, less of a focus on having extensive education and more of a focus on the experience you feel is necessary for the job could be the solution for you. 

Invest more in training for new recruits 

“What if I train them and they leave?”, “What if you don’t, and they stay?” is a famous quote by renowned management consultant William Edwards Deming.
We all recognise that everyone has to start somewhere. If you are noticing a trend that although good enough to be hired by you, new recruits are falling short in some ways, an investment in more training may be the obvious solution (although, timely use of probation periods is also an option if they really are hopeless!). 

Offer an internship 

Fostering relationships with local universities could be a way to get ahead, and help better prepare the next generation for the world of work. Some institutions will part fund work placements, reducing the outlay you would have to make.
As well as the wonderful opportunity you are offering to students, internships give you a chance to better understand the talent pipeline before you spend the money on hiring.

Your local HR partner 

At The HR Dept, we can help with all stages of recruitment, from planning to the job interviews. We can also assist with designing and delivering training courses, so if you need help with any of the above, please get in touch with your local HR Dept. 

Introduction:

It looks like industries embracing AI are seeing a real boost in productivity. According to PwC’s 2025 Global AI Jobs Barometer, sectors most exposed to artificial intelligence are recording significantly higher productivity and revenue growth – up to 27%, compared to just 7.3% in 2022. The research suggests that when AI is introduced with purpose, employees start delivering more value for their organisations.

But while international competitors are accelerating their AI adoption, Australia risks falling behind. The Business Council of Australia is calling for immediate action, including fast-tracked upskilling, to ensure the country becomes a global leader in AI by 2028.
If you’re looking to upskill your team, get in touch with your local HR Dept. We’re here to help!

News: The number of Australians working multiple jobs fell in the March quarter. Latest ABS figures show 963,100 people held more than one job (6.5% of all employed people) down from 990,500 in December.

News: The Federal Government has signalled new workplace reforms, with a focus on protecting penalty rates, improving support for employees affected by stillbirth or infant loss, and limiting the use of non-compete clauses.

News: Australia’s minimum wage will rise by 3.5% from 1 July, following the Fair Work Commission’s annual wage review. The decision will see pay increases for around 2.9 million of the country’s lowest-paid workers.

News: A recent survey by LiveCareer reveals that 45% of HR professionals admit to regularly posting “ghost jobs” – ads for roles that are either not available or never existed. While some employers use these ads to build pipelines or gauge market interest, the practice risks reputational harm, applicant distrust, and even legal exposure.

News: The Productivity Commission has confirmed that hybrid work is not to blame for falling productivity. In fact, remote work played no role in the post-pandemic drop, which appears linked to broader structural shifts.

News: A new apprentice mentoring program is being rolled out to boost female participation in trades. Targeting South Australia and WA, the initiative aims to increase the number of women apprentices by 50% by 2028.

When was the last time you reviewed your employee benefits

It is one thing to have an employee benefits package in place, but it requires a bit of extra effort and care to review it periodically to ensure it is delivering value to you and your employees.

Your process of review might look something like this:

Check your strategy
Do you intend to match what your competitors in the jobs market are offering or exceed it, and why? Are you attracting the right talent? Do you struggle with keeping good staff? Is there a lot of sickness absence? Maybe staff are finding it difficult to get a GP appointment. Do your employee benefits reflect your brand the way you intend?

Review their cost
We all know that with many services we need to shop around from time to time to ensure the contracts are still competitive.

Monitor uptake
There is no point in offering a suite of employee benefits if staff are not using them. You may choose to directly canvass staff about the benefits on offer and what they value.

See what else is available
There may be new products or services available now which better appeal to a more diverse workforce.

Check your employment contracts
It is wise to keep your employee benefits out of your employment contract and state that they are discretionary in nature.

Ask an expert
At The HR Dept, employee benefits are one of our specialities. As well as being able to provide bespoke advice to you, we partner with some leading employee benefit providers who can offer you great deals. Let The HR Dept design a bespoke benefits package for your team today.

Managing staff sickness in cold and flu season

As a proactive employer, there is a good deal you can do to head off staff sickness absence. Let’s take a look at some of the steps you can take.

Have a strong sickness absence policy… and enforce it
An absolute foundation of your approach to managing sickness absence is to have a sickness absence policy.

Ensure that you record sickness absence
Recording sickness absence is essential. It allows you to monitor apparently excess absence, and observe suspicious patterns of sickness.

Offer a company flu jab, and/or other health benefits
The modest cost of the flu jab for your team is well worth paying to reduce the chances of such impactful illness hitting your operations.

Flexible working
Whether you are a fan of flexible working or not, remote working may be an invaluable tool to maintain productivity during cold and flu season. Let HR Dept help you implement flexible working solutions that boost productivity.

Five ways to maximise the impact of your staff training

For staff training to be effective, it is important for you to reinforce the training once it has been completed. Here are five of our top tips for best practice.

1. Gain feedback
Most training providers will ask for feedback for their own purposes, but you should be interested in how the training went, too.

2. Put the training into practice
Make sure training is chosen pragmatically with a realistic chance of being acted upon in the days and weeks afterward.

3. Link the training to career progression
It is important that they see the link to more responsibility, respect and improved remuneration over time, too.

4. Ask the employee to present on the training
Ask employees to present on what they learnt after they have completed it.

5. Never stop training
Many organisations embrace a value of life-long learning, and for good reason.

Discover how HR Dept can elevate your team’s skills through ongoing training.

Five benefits of taking the time to listen to your staff

Your staff is the backbone of the company, which is why listening to your staff is as important as listening to your clients. That’s why in this blog, we will provide the main benefits of listening and considering what your staff has to say:

1. Better company ideas
Employees are bound to notice things that could be done better.

2. Avoid disaster
Make sure your team always know they can come to you when there is a problem, so you can put it right as soon as possible.

3. Improve morale
Make sure that everyone has equal opportunity to be heard.

4. Boost retention
This is a great way of encouraging development and creating a pathway to promotion opportunities.

5. Improve your own skills
This will help you as a business leader.

Contact HR Dept today to learn more about how you can improve your business through listening.

Introduction:

With the Albanese Labor Government securing a resounding re-election victory, the stage is set for major changes in the Australian employment landscape. With strong support for worker-focused reform, we can expect increased union influence, faster wage negotiations, and broader employment protections. Here at the HR Dept, we anticipate a more interventionist policy stance, particularly around pay equity and job security, so now is the time to review your internal systems and processes! If you’re unsure where to start, get in touch with your local HR Dept for advice and guidance.

News: The latest 2025 Board Diversity Index shows women now hold 37% of ASX300 board roles – up from last year. While this is progress, broader diversity gaps remain.

News: Australian wages rose 3.4% year-on-year to March 2025, largely driven by public sector agreements. It’s the first increase since mid-2024, though still softer than the same period last year.

News: Global office usage rose to 37% in Q3 2024, according to XY Sense, reflecting a stabilised hybrid model. In Australia, flexible returns to the office seem to be becoming standard.

News: A Robert Half survey found 52% of Australians would change jobs for better pay, while 32% would move even without a salary bump. As retention becomes more challenging, reviewing your employee value proposition is essential. Your local HR Dept can help you get it right.

News: Several professional bodies have asked the Government to delay Payday Super reforms due to readiness concerns. While no official update has been issued, employers should plan for potential changes.

News: Twenty-three per cent of Australians report feeling overloaded at work – higher than in Japan or Singapore. Need a fresh wellbeing strategy? Your local HR Dept is here to help.

News: The Fair Work Ombudsman has published a new guide that aims to help employers identify and correct underpayments of employee entitlements. The Payroll Remediation Programme guide has information on:

• diagnosing a problem and designing a large-scale, employee-centred PRP
• managing employee communications
• finding and paying former employees
• self-reporting to the FWO

Five things that should be on every SME employer’s to-do list after Labor’s re-election

The Labor Government’s re-election means major workplace reforms are coming – and fast. Here are five key actions every small business owner should take now:

Stay informed: Legislation will change quickly. Not every proposed reform will pass, but many will. Stay up to date, and don’t try to guess – your local HR Dept can help you make sense of what applies to your business.

Review your contracts: Day-one sick pay, minimum hours for casuals, and limits on fixed-term contracts could all impact your employment agreements. Your local HR Dept can review and update your contracts to ensure full compliance.

Update policies and your handbook: Employment policies must keep pace with legal change. From rights to disconnect to leave entitlements, your handbook needs to reflect the new reality. The HR Dept can handle this for you as a project or through ongoing support.

Train your managers: Your line managers need to understand what’s changing – especially if it affects how they manage conduct, hours, or leave. We offer training sessions tailored to your industry and team needs.

Prepare for a cultural shift: With easier tribunal access, stronger union rights, and worker-focused protections, the overall tone of employment law is changing. Employers should adopt a proactive, inclusive, and legally sound approach to HR management.

Not sure where to begin? Whether you need quick advice, updated documents, or full HR support with insurance, get in touch with your local HR Dept. We’ll help you stay ahead of the changes.

Supporting LGBTQ inclusion in the workplace

Pride Month is a celebration, but also a reminder that true inclusion must be ongoing – especially in the workplace. Despite social progress, discrimination remains a reality for many LGBTQ employees.

Start by reviewing your anti-discrimination policy. Ensure it clearly includes sexual orientation, gender identity, and gender expression. This sends a strong message that your workplace is safe and inclusive from day one.

Inclusion doesn’t end with policy. Actively seek feedback from LGBTQ staff. What support matters most to them? From pronoun awareness to inclusive facilities and Pride visibility, small actions lead to meaningful impact.

Support shouldn’t be seasonal. Consider joining or supporting local LGBTQ networks, offering DEI training, or creating employee-led inclusion groups.

Looking to strengthen your inclusivity practices? Your local HR Dept can help you audit your policies and build a truly inclusive culture.

Using personality testing to improve your people management

Managing people is never a one-size-fits-all approach. Personality profiling tools such as the Myers-Briggs Type Indicator (MBTI) can offer insight into individual strengths, communication styles, and team dynamics.

When used well, personality testing can help leaders tailor how they support their teams. It allows for better task delegation, improved collaboration, and fewer misunderstandings – without putting people in unhelpful boxes.

It’s also a great self-awareness tool. Managers who understand their own style can better recognise gaps and build trust with diverse team members.

Profiling can reveal untapped potential or explain persistent conflicts. It’s a valuable tool for recruitment, development, and team building.

At the HR Dept, offer personality profiling and debrief sessions tailored to your business needs. If you’re looking for ways to better understand and support your team, contact your local HR Dept today.

Supporting parents in the workplace

Supporting working parents is a must for retention and engagement.

Practical steps include clear leave policies (like parental leave or dependant’s leave), flexible working arrangements, and benefits such as salary packaging or health cash plans.

Flexibility should come with structure. Clear expectations, regular check-ins, and outcome-based performance reviews help working parents succeed – without compromising business goals.

Creating a parent-friendly culture isn’t just the right thing to do – it makes business sense.

Want help building or updating your support policies? Get in touch with your local HR Dept for expert advice.

Introduction:

It seems that hybrid work arrangements have become the new normal in Australian workplaces, as a new report finds that we’re entering a “stabilisation phase” after a few unsettled years.

Research from the Australian HR Institute shows that 44% of employers require their staff to be in the office three to five days a week, down from the 48% recorded in 2023. It also found that 82% of employers also expect hybrid work to remain the same or increase over the next two years. If you’d like to establish a stable hybrid workplace policy, have a chat to your local HR Dept.

News: The unemployment rate rose across Australia in March, according to the Australian Bureau of Statistics. The seasonally adjusted rate now sits at 4.1%, with 614,600 unemployed across the country.

News: A new report from the Bankwest Curtin Economics Centre found that lost productivity resulting from absenteeism and presenteeism related to reproductive health conditions could reach $21.3 billion a year. The Australian Government is being encouraged to introduce universal reproductive health leave as a result.

News: A survey from HiBob has found that 65% of Australians would like a four-day work week compared to the traditional five days. However, according to the report, fewer than half of employees would accept a four-day work week if it meant:

• A reduction in salary
• A reduction in holiday allowance
• Giving up flexible work arrangements, such as hybrid work

News: Employee engagement in Australia has dropped to 16%, with engagement rates the lowest for remote employees, according to ADP’s People at Work 2025 report.

News: Findings from the National Australia Bank showed that business confidence fell one point in March, to remain in negative territory.  According to the report, there were declines in finance, property and business services, manufacturing, wholesale and construction, while mining, retail and transport increased.

News: The Victorian Government has launched a new campaign to reduce work-related aggression and violence towards employees in public-facing roles. Called “Don’t Cross the Line”, the campaign calls on the public to consider the impact of yelling, swearing, and hostility towards employees.

All My Employees Are Leaving! How To Spot It And Stop It

What can employers do to spot the signs and prevent a potential wave of leavers? Read our top tips on staff retention below.

Revisit Recruitment: From accurately naming job roles to making sure you are matching skill sets with specifications, strong recruitment can play a big part in employee retention.

Invest In 121 Time: 121s gives you the chance to check in with your employees. How are they handling their current responsibilities? Are they working well in their team? Could some training be beneficial? Discussing these issues should give you some indication of their current happiness at work and their intentions to progress in their current role.

Make Necessary Changes: From your increased one-on-one time with your employees, it’s probable that you will receive some feedback on the way things are going within your workforce. It’s a good idea to have an open mind when collecting this feedback and see it as a useful tool to boost overall productivity and morale.

Feedback Before Farewell: If you and your employee have been through the above and something still doesn’t feel quite right, it might be time to bid them farewell. But before their last day, it would be a good idea to schedule an exit interview.

Create A Contingency Plan: By having a contingency plan in place for your workforce, you can feel more prepared in the event of people leaving.

If you have experienced a high employee turnover in recent times and would like some advice on retention, contact your local HR Dept advisor today.

Shhh! I Am Trying To Work

How can you fine tune your working environment so that everybody can be at their best?

Modifying the environment: You may have some flexibility to cater for different working styles, with open-plan or communal areas where people can come together to collaborate, problem solve and bond; phone booths where people can talk freely; and quiet rooms where team members can take themselves off to concentrate.

Managing your employees: If you can’t strike the right balance with the workplace environment, another approach is to explore ways in which individual employees can work comfortably.

Could people who prefer the quiet come in earlier so they can have focus time to concentrate? Or start and finish later to catch some quieter time at the end of the day?

Still struggling? Get in touch. We can use our years of experience to find the right solution for you to run your business effectively.

Politics In The Workplace

While politics never goes away, the intensity of an election brings the debate into much sharper focus. It is sensible for employers to be on the front foot in providing boundaries for the conversation within the workplace.

While a productive workplace will see employees come to work rather than natter, conversation is inevitable. If you have some firebrands in your midst, you can provide a steer regarding political discussion along the lines of:

• Work not being an appropriate place to get drawn into heated political discussions.
• Nor is it okay to push views on others.
• Respect other people’s opinion.
• Be wary of making personal or professional social media posts that could be perceived to bring the company into disrepute.

We are here to prevent people problems so if you find that your workplace is turning too political and would like some outside help, please do not hesitate to get in touch.

Managing Different Cultures In The Workplace: Do’s And Don’ts

The World Day for Cultural Diversity for Dialogue and Development is celebrated on May 21.

Here is a collection of Do’s and Don’ts to encourage cultural diversity:

• Don’t… rely on assumptions and stereotypes
• Do… recognise that different cultures come with different communication styles
• Do… cater to different cultures at workplace events
• Don’t… forget alternative cultural celebrations
• Do… be open to requests
• Do… look for opportunities for celebration
• Don’t… allow a space for conflict

Our HR experts can help with any aspect of employing a multicultural workplace. If you need anything, please get in touch.

Introduction:

New research shows that although your employees may be showing up more than ever, they may actually be less productive!

A study from Intellect found that although absenteeism went down by 22% in 2024, presenteeism (in which employees show up, but aren’t particularly productive or engaged) went up by 8% to hit 41.2% in 2024, making it five times more likely to occur than absenteeism.

According to the report, the industries with the highest presenteeism include:

• Manufacturing
• Finance and Insurance
• Luxury, Retail, and Fast-Moving Consumer Goods

If you’d like advice on avoiding presenteeism in your workplace, have a chat to your local HR Dept. We can advise on employee engagement programs to keep motivation and productivity high.

News: It is now much easier for casual employees to request full-time or part-time employment. From February 26 this year, casual employees can provide a written notice to their employers if they want to transition to full-time or part-time employment.

News: The Australian Government has approved a new code of practice that will guide employers on how to protect their staff against workplace sexual harassment.  The new Code of Practice on Sexual and Gender-based Harassment will complement the Sex Discrimination Act 1984, which mandates employers to take proactive measures to eliminate unlawful sex discrimination and harassment.

News: More than a million Australians now hold multiple jobs, according to the Australian Bureau of Statistics. According to the report, women are more likely to have a second or third job, with 7.6% of employed women working multiple jobs, compared with just 6% of men.

News: Indeed’s latest research revealed that 55% of employers and 67% of employees believe on-the-job experience is more beneficial than a university degree.

News: According to a new Remote Recruiting Report, the rise of AI use by jobseekers is creating huge challenges for employers. The report found that an influx of job applications, false information in resumes, and a surge in underqualified applicants are making life increasingly difficult for employers seeking new staff.

How to manage the employee who keeps calling in sick, and the one who won’t go home!

Read our top tips on how to manage both an employee who keeps calling in sick and the employee who won’t go home!

Pre-empt with a policy: Having an absence policy means that you can be fair to your business and your employees. Following a set procedure in all circumstances of employee absence sets expectations. It also creates a fair working culture for your team.

Oversee and observe: If you are present and integrated with your team, you should start to pick up on atmosphere and energy levels. This is a good way to predict, and even counter, employee absence.

Spot a trend before it catches on: It’s not unusual for employees to phone in to work sick to extend their weekend. At the opposite end of the spectrum, other employees may avoid taking holidays. Keep an eye on this; managing holiday is an important business process and is essential in preventing employee burnout.

Talk it out: Start as you mean to go on. We suggest arranging a back-to-work interview with any employee who has been absent from work due to sickness, or isn’t taking holidays.

Make it formal: If you have tried all of the above, and your employee is still taking too many “duvet days”, it is time to start formal meetings to improve their attendance.

For further advice on how to manage frequent employee absences, or to have an impartial third party to help with interviews, contact your local HR Dept professional today.

All My Employees Are Leaving! How To Spot It And Stop It

It starts with one, then two, three, maybe even four or more. Your employees are jumping ship, and you’re questioning everything from pay brackets to office décor. Was it something you said?

Although a wave of leavers can be a common occurrence, we are social beings after all, it can also be a challenging time for any employer and their remaining employees.

From skills shortages, huge handovers, password changes and exit interviews. To recruiting and training new staff. Not to mention the whip round for leaving gifts and emotional goodbyes. It can be a costly occurrence and a whirlwind for all involved.

So, what can employers do to spot the signs and prevent a potential wave of leavers? Read our top tips on staff retention below.

Revisit Recruitment: Let’s start at the beginning. The first step in building your dream team starts with recruitment. Do you have enough steps in your current recruitment process to ensure that you are attracting the right people to your roles? From accurately naming job roles to making sure you are matching skill sets with specifications, strong recruitment can play a big part in employee retention.

Invest In 121 Time: Having regular employee reviews is standard practice. But how often do you have them, and what is your format? If your employee reviews are currently a formal annual performance review, you may want to consider introducing some less formal 121s every now and again.

121s gives you the chance to check in with your employees. How are they handling their current responsibilities? Are they working well in their team? Could some training be beneficial? Discussing these issues should give you some indication of their current happiness at work and their intentions to progress in their current role.

Make Necessary Changes: From your increased one on one time with your employees, it’s probable that you will receive some feedback on the way things are going within your workforce. It’s a good idea to have an open mind when collecting this feedback and see it as a useful tool to boost overall productivity and morale.

If comments are generally positive, great! But try not to get complacent and maybe consider a fun team-building activity to keep spirits high. If comments are negative, you may need to address some core operations. Listening to your employees will help to build trust and improve loyalty, but acting on feedback shows a genuine commitment to your team.

Mix It Up: Whilst co-workers being great friends can be good for business at times, it can also be risky if one becomes unhappy at work. Not only can morale be affected, but alliances can be made. And when friends leave, others might follow. Aside from finding out why employee A is unhappy in the first place, it could also be a good idea to mix up dynamics at work.

If your employees work shifts, try and vary them. This will allow employees to experience some extra diversity in their working day and let them get to meet everyone in their department.

Feedback Before Farewell: If you and your employee have been through the above and something still doesn’t feel quite right, it might be time to bid them farewell. But before their last day, it would be a good idea to schedule an exit interview. This offers the perfect opportunity to find out why your employee has decided to leave. Take the time to listen and find out why they started looking elsewhere in the first place. It could be great intel to foresee and prevent a potential wave.

Create A Contingency Plan: And by that, we mean to assume that everyone could leave at some point. By having a contingency plan in place for your workforce, you can feel more prepared in the event of people leaving. Is there room to reshuffle tasks for an interim period while you’re hiring? Do you have an online knowledge base that stores logins and important information? Are you training your staff so that they can potentially step up and graduate to a new role should one become available?

These are all key points that you can include in your workforce contingency plan. They’ll help you be prepared for the unfortunate event of a leaver wave.

If you have experienced a high employee turnover in recent times and would like some advice on retention, contact your local HR Dept advisor today.

Recruitment fails

Whilst much is made of interviewee disasters, we don’t hear so much about the mistakes that interviewers can make in the recruitment process. Therefore, we thought we would put together the top five interviewer mistakes we have observed, so you can avoid them!

1. Asking the wrong questions. The best way to predict how people will act in the future is to find out how they have acted in the past. Ask about prior experiences!
2. Not probing. Interviewers frequently ask a question and then rush right on to the next topic. Good interviewers will probe.
3. Talking too much. Inept interviewers will often go on and on about the company or worse, themselves!
4. Conducting intimidating interviews.
5. Treating the interview like a one-way street.

Recruitment is expensive to get wrong. The HR Dept can help you avoid the mistakes that land you with serious people problems further down the line.

Conducting difficult conversations about staff performance

How do you get on with difficult conversations? If they are taking a toll, help is at hand! We have some tried and tested techniques and helpful considerations for you.

Fostering trust: If you spend time nurturing a supportive culture and building trust with your team, it will have a number of benefits.

Timing: If there is an issue, do not wait for the formal appraisal. Deal with it promptly for an efficient resolution.

Prepare: Make sure you go into the conversation prepared.

Where: You need to be in a private space where others cannot hear or see what is happening.

Actively listen: Listen to responses with an open mind. Like all meetings you should make notes of the key points discussed.

Don’t forget the follow up: A difficult conversation will often need a written follow-up confirming what was said and agreed, along with any next steps that may need to be taken.

The benefits of being a generous employer this Easter

Giving staff an Easter egg may stop the spirit of Scrooge settling in at this time of the year.

Although a chocolate egg is not likely to turn every employee into a little ray of sunshine and make them instantly more productive, it is a nice gesture. Particularly if you remember those that have special dietary requirements such as allergies or diabetes, and find an appropriate sort. If you are feeling really festive, how about an egg hunt in the office?

So, from all of us at The HR Dept, have a happy and healthy Easter.

Introduction:

Australian businesses are being urged to take a closer look at their benefits and incentives, as recent reports indicate that many employees are looking towards greener pastures for work.

According to new report from Aon, 67% of Australians are either in the process of moving employers or have intentions to seek new employment in the next 12 months.

Nearly half of the respondents (48%) said they are looking for organisations that provide better than average pay and meaningful benefits.

This comes as only 22% of employees feel undervalued at their current employers, with only 51% agreeing that their current compensation is fair.

Meanwhile, Gartner’s latest Global Talent Monitor report found that only a third of Australian employees said they intend to stay with their current employer amid low perceptions of workplace culture and agility.

The data found that just 33.7% of employees want to stay with their current employer in the fourth quarter of 2024, a decline from the 35.4% in the previous quarter.

If you’d like to put strategies in place to incentivise and retain your workforce, please get in touch with your local HR Dept. We are here to help.

News: More than 9 in 10 (92%) of Gen Zs are using TikTok and other social media platforms as new career resources. As such, the time is now for Aussie businesses to enhance their online presence if they want to attract next-generation talent.

News: Close to nine in 10 employees have worries over job security due to the widespread adoption of AI tools, according to a new report from Resume Now.

News: Three in four employees in Australia would consider leaving an organisation where workplace sexual harassment is not taken seriously, according to a new report from Our Watch. The survey found that 83% of female employees and 67% of male employees would consider leaving a job if workplace sexual harassment was not adequately addressed.

News: The Australian Government will establish a new Disability Employment Centre of Excellence, aimed at improving employment outcomes for people with disability.

Help! My employee doesn’t want to work their notice period!

Whether or not you saw it coming, an employee leaving can present a problem for your business. Even more so if they declare that they do not intend on working their contractual or statutory notice period.

When it comes to how best to deal with your sudden leaver, see below for tips:

Seek first to understand: If they have been a good employee and their position is relatively easy to fill, you may agree an early termination date and save yourself their pay. Alternatively, if they are leaving to join a competitor you could put them on garden leave. Or if you feel they would be problematic, pay them in lieu of notice. You’ll need appropriate clauses in their contract to do this.

Notice periods: The employee’s notice period will depend on their length of service and contractual terms. Employees must give their employer a minimum of one week’s notice once they have worked for one month. Be sure to check the employee’s contract to understand the length of notice they are obliged to give.

However, if they have told you that they have no intention of returning to work their notice period, you are within your rights to refer to contractual agreements.

Escalating it to court: It’s possible that the employee leaving can cause a lot of disruption for your business, and you may be considering the legal route. If an employee has breached their contract, you can take them to court.

Would you like further discussion on what to do when an employee won’t work their notice? Call your local HR Dept today.

Which of these four types of employee benefits are you offering?

We have broken down the different employee benefit offerings into four distinct categories:

Benefits at work: Flexible hours, remote working, training and development all fall into this category.

Health benefits: Health benefits are anything which help your employees stay fit, healthy and well. They could include health cash plans and employee assistance programmes which cover counselling and advisory services – helping with mental health.

Financial benefits:Thanks to auto-enrolment you will almost certainly offer one financial benefit through pension contributions, but there are many other options in this area. From discounts or cashback on everyday shopping to life insurances like death in service benefits.

Lifestyle benefits: Lifestyle benefits relate to benefits which can improve your employees’ lifestyles. There may be some overlap with health benefits or financial benefits here with schemes like cycle-to-work and corporate gym membership an option.

Leadership effectiveness: the evolution of the “human” approach

Being a leader, you’ll know that a big part of your job is to manage a range of personalities with varying temperaments and qualities. One approach to becoming a more effective leader is mastering the introvert/extrovert spectrum.

Whether introvert or extrovert, not everyone is comfortable having conversations that can be heard by everyone. So, it can be thoughtful and effective to include workspaces that enable privacy.

Research has shown that in meetings of six or more, two people usually do over 60% of the talking. This can lead to misunderstanding where, say, it is assumed that an introvert is not engaging with a discussion. It’s helpful therefore to share any agenda in advance so introverts have time to think about their input rather than having to improvise.

If you’d like assistance with mastering this human approach to leadership, please get in touch with your local HR Dept.

Knowing me, knowing you: should you use workplace personality tests?

Personality tests, which come in many forms, attempt to profile individuals based on psychological traits and types. These drive behaviour, motivation, communication and such like.

There are undoubtedly many benefits to conducting personality testing in the right context. It can help with:

• Motivating staff
• Conflict resolution
• Management and leadership development
• More efficient and effective communications
• Identifying key job attributes
• Staff retention

If you would like to explore introducing such testing into your business and want advice, please do not hesitate to get in touch with us.

Introduction:

With the introduction of the Wage Theft Offence Criminal Act, the last of Australia’s major employment law changes have now come into effect. That means that as of January 1, it’s now a criminal offence to intentionally underpay an employee. This applies to employee entitlements under the Fair Work Act 2009 (FW Act) or a fair work instrument (such as a modern award or enterprise agreement), including superannuation. As such, it’s never been more important to ensure you’re paying your staff correctly – please get in touch with your local HR Dept for help, advice and guidance.

News: A report from ADP Research has found that only 24% of the global workforce feel confident they have the skills needed to advance to the next job level. Only 17% of workers believed their employers were investing in the skills they need for career advancement.

News: The latest data from the Australian Bureau of Statistics states that there are 986,400 multiple job-holders in the country, which is equivalent to 6.6% of employed people. Wage cuts and underemployment are major contributors to the growing number of multiple job-holders in Australia.

News: NewsWire has reported that 5.5 million Australian employees are likely to seek new opportunities this year. Around half of these people are considering a new job because they are not keeping up with the rising costs of living.

News: Job vacancies in Australia have gone up for the first time in more than two years, after increasing to 344,000 in November 2024, according to the latest data from the Australian Bureau of Statistics. The Job Vacancies Survey revealed that vacancies were up by 14,000, or 4.2%, from August 2024 – the first rise since May 2022.

News: A survey from LiveCareer has found that three in five employees in the United States want a four-day work week, as they believe it would make them more productive at work. The survey found that 67% of employees want a four-day work week, with women (76%) more likely to support the change than men (57%).

Employee grievances and how to manage them in your business

Training managers on how to handle grievances is essential. If the employee brings a verbal complaint to them, they can assess and ask if the person wants it dealt with informally.

For example, if an employee is struggling with their workload or clashing with a co-worker, which can both be common complaints, this might be resolved through a private chat. Even with an informal grievance, it is important for managers to investigate and keep written records of meetings and the outcome.

There may be times when an employee feels the need to raise a formal grievance, which will be in writing. Formal complaints from employees need to be well-documented, particularly where complaints of bullying, harassment or discrimination are concerned.

Begin by inviting the employee to a meeting so you can fully understand their complaint, as details in their written submission are unlikely to give the full story. Note that employees have a statutory right to be accompanied at disciplinary or grievance meetings. Explain what the process will be and that after an investigation you will notify them of the outcome in writing.

Alternatively, you may choose to meet them face-to-face. If the employee is not satisfied with the outcome, they can appeal the decision. Notes of the investigation must be taken, and any meetings should be fully recorded. Failure to do so could be a problem if the grievance escalates into a tribunal. Remember that support is available if you need it. If you would like to sense-check your grievance process, contact your local HR Dept today.

Five ways to combat new job nerves when you hire

One: Meet the team: A great way to overcome the initial anxiety which may come with working with a new team is to arrange a pre-start social.

Two: Send the induction plan to your employee ahead of time: Any good onboarding process will have an induction plan, outlining an itinerary of training, introductions, health and safety, a tour of the premises and so on.

Three: Create a welcome pack: Why not create a full-blown welcome pack to get the relationship off to a flying start?

Four: Invite questions: Encourage questions before the employee arrives at their desk.

Five: Arrange a team lunch: If you can, a team lunch is a great way to start a first day.

If you would like to add more structure to your induction process, contact your local HR Dept office.

Can you spot workplace sexual harassment?

To stop harassment from occurring, a unified effort is required to understand what harassment is and the actions needed to counter and prevent it.

There won’t be an alarm that goes off when one of these happen, so you’ll need your management team to be well informed, approachable, and alert to all instances of workplace harassment.

Sexual harassment is unwanted behaviour of a sexual nature, creating an uncomfortable, hostile or humiliating environment. Both men and women can be victims of sexual harassment, but it occurs more frequently towards women.

Tragically, most sexual harassment goes unreported. It is only in recent years, thanks to brave survivors and movements such as #MeToo, that the true scope of the issue has been revealed.

Workplace culture has a huge part to play in facilitating sexual harassment. Without respect, education, policies, and protection, it can destroy a company and the lives of those who work there.

Managing workplace friendships in your small business

Ultimately, employees are at work to work, and this should be their primary focus. If you feel that distractions are impacting productivity, simple processes to manage these distractions can help.

Aside from asking a chatty pair to keep it down, it’s a good idea to observe how employees are working together to see where else you may need to interject. For example, performance reviews and deadlines can be used to remind workers of where their focus needs to be.

Need help establishing boundaries on friendships in your business? Don’t forget that we are here to help.

Introduction:

As we head into 2025, it’s a great time for businesses to reflect on their achievements of the past 12 months and set goals for the year ahead. A new calendar year provides a valuable opportunity to take a look at existing HR policies and procedures, and consider updates in order to engage and motivate your existing workforce, or attract new employees. If you’d like assistance in taking your business to the next level in 2025, please get in touch with your local HR Dept. We’d love to help!

News: Australia’s unemployment rate dropped to 3.9% in November, according to the ABS. The decline was due to 36,000 people finding employment in Australia.

News: The Federal Government has introduced a bill that requires Australian organisations with more than 500 employees to set and meet gender equality targets.

News: Casual employees are declining the opportunity to take on permanent roles, according to the ABS. Casual employees cited the following reasons for not wanting to transition to permanent status:

• Flexibility (53%)
• Higher hourly pay rate (22%)

News: The Victorian Public Sector Commission has released a toolkit that guides employers around hiring and retaining neurodivergent employees, covering subjects such as:

• Developing neurodivergent-inclusive role ads and position descriptions
• Assessing neurodivergent job applicants
• Onboarding and inducting neurodivergent employees
• Supporting and retaining neurodivergent employees
• Career development for neurodivergent employees

News: The Queensland Government has released a new Work Health and Safety (Sexual Harassment) Amendment Regulation 2024 that requires businesses in Queensland to have a sexual harassment prevention plan in place by March 2025.

News: The Australian Government has released a new Core Skills Occupation List that includes over 450 occupations and spans a wide range of industries, including construction, agriculture, cybersecurity, health, and education.

News: Research from pharmaceutical company AbbVie shows that 77% of Australian workers believe individuals living with a chronic condition experience discrimination and stigma in the workplace. Half of Australian employees with chronic health conditions admitted they were not disclosing their situation to their employers for the following reasons:

• Concerns around discrimination and stigma
• Concerns around career progression and opportunities for advancement
• A belief that health conditions are a personal matter

Making the most out of Mondays in your business

The Monday Blues, at any time of year, are plausible. They can prove troublesome for your business if left to linger. If you think that a case of the miserable Mondays could be an issue in your workforce, there are some steps you could try to kickstart the week.

1. Make Monday a favourite amongst your employees by giving them something to look forward to. Quick wins or achievements are a good place to start. Can you offer up an incentive or prize for a Monday goal or challenge? It’s best to make it fun or voluntary to avoid it becoming a hardship and having the opposite effect!
2. Try moving major meetings or 121s to later in the week if you can.
3.  Host an educational breakfast or lunch bi-weekly on a Monday. You can ask your employees for input by getting them to vote on themes that would interest or benefit them the most.
4. Introduce a perk, if it works for your business, such as Music Mondays or a dress-down day at the start of the week. If this isn’t for you, how about trialling flexible Mondays with a slightly later start (and if necessary, finish) to the day?

Whilst the above suggestions can help to make Monday more appealing for you and your employees, there may be some members of the team that need a bit of extra support. It’s important to note that significant Monday sadness or reoccurring absences could be due to something more serious. If this is the case, you’ll want to approach this sensitively. Read our blog on talking to your employees about mental health or ask your local HR Dept for advice.

I didn’t mean it! Can an employee retract their resignation?

If there is a row and an employee storms off declaring they are quitting, it may prove wise not to immediately take this at face value. Of course, a lot will depend on the circumstances, but there is much to be said for a pause while everyone calms down.

It would be good practice to then ask for the resignation to be put in writing. Your employment contract may already require this, in which case it is essential; but even if it is not essential, requesting the employee to confirm their decision provides opportunity for them to think more deeply.

Workplace loneliness

It might be surprising to hear that pre-pandemic studies on the subject of loneliness revealed that three in five employees reported feeling lonely at work. The pandemic increased feelings of isolation, however it is not the sole cause of worker loneliness, which can occur in even the most bustling of work environments.

Whilst there is some responsibility on a person experiencing loneliness to try to change their situation, you likely won’t want that to involve them looking for a new job. Rather, you can help to reduce the risk of loneliness in the workplace by making everyone feel welcome and included.

This can be as small as acknowledging employees with eye contact and a smile, to asking how they are, or maintaining regular 121s. Use virtual 121s for those working from home.

If you’d like some advice on how to maximise inclusivity in your business, don’t forget we’re here to help.

What is your employees’ financial well-being like?

As much as everyone would love it, financial well-being does not mean handing out pay rises like confetti. There are much more basic (and cheaper) actions which you can take, which are more achievable for SMEs facing cost pressures from every direction.

1. Consider using salary sacrifice schemes whenever possible.
2. Inform staff that under certain circumstances they may be able to claim a small tax deduction as a working from home allowance.
3. Encourage auto enrolment sign up – tell employees about the benefits and how the employer contribution will boost their own pension contributions, as well as the benefits of starting early with long-term savings.
4. Consider an employee assistance plan (EAP). These are low-cost employee benefits which may provide 24/7 telephone GP access and counselling lines.

We are your HR experts who will come up with a pragmatic, effective solution.