In our latest blog we discuss some of these significant reforms and what the key takeaways are for your business.

• Casual employment: To be or not to be (a casual employee)
• Casual employment: right to conversion, no longer proactive, but still active
• Employee vs. Contractor: Navigating the fine line
• The Gig Economy: No more free rides
• Wage theft laws imminent

Thinking of giving your employee a call after hours? Think again. The Federal Government's new "right to disconnect" means that employees are now able to legally "refuse" to stay connected after hours, although not in all circumstances and with some key exceptions. In our latest blog article, we discuss what the new right is, when it comes into effect, how employees might refuse, and what employers need to know.

Workplace Investigations should involve a procedurally fair process and deliver clear findings of fact on the balance of probabilities. There are clear principles that make for a ‘good’ workplace investigation, which we discuss in our latest blog.

Sham contracting occurs when an employer misrepresents or attempts to “disguise” an employee relationship as a contractor relationship, resulting in employees wrongly classified as contractors. The Bill proposes to change the defence from a test of ‘recklessness’ to one of ‘reasonableness’.

Starting from 1 July, 2023, changes will be implemented to the Paid Parental Leave (PPL) scheme in Australia.

For business owners with Agreements (or those considering bargaining for one) it’s important to understand what the key changes are, how they might impact you, and what you need to do.

Beginning on June 6, 2023, the 'Secure Jobs, Better Pay' Act amendments will introduce changes to flexibility requests made under the Fair Work Act.

Now that these new laws apply, all duty holders should be taking steps to assess workplace risk, introduce risk controls such as prevention plans, and communicate changes as needed.

HRIS makes use of technology to improve systems and help organisations and HR teams to be more efficient overall.

Full-time, part-time and casual employees will soon be able to access 10 days of paid family and domestic violence leave in a 12-month period.

It can be costly if you get it wrong. Our HR Health Checks can give you peace of mind that your business is compliant.