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Impact HR

Name: Impact HR
Address: 59 Woodbine Street, Balgowlah, NSW, 2093, AU
Telephone: +61410605936

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Passionate about your people, performance and profitability. Impact HR offers HR services to SME

Impact HR offers the complete spectrum of HR Services to turn your vision into profits. With years of HR and management experience across a diverse range of countries, industries and businesses, Impact HR offers time-earned insight, strategic direction and tailored tactics to help you accomplish your people goals, enhance performance and deliver profit.

19/10/2026

Placing a job ad will cost you hundreds, but placing it wrong could cost you tens of thousands.

You can end up in serious hot water with employment law before your new team member even starts day one.

Publishing a quick job ad with an approximate pay rate feels like an easy task to check off your list.

You post a broad salary range based on a rough estimate, intending to refine the details once you find the right candidate.

It feels harmless, but it carries immediate financial exposure.

According to statutory guidelines enforced by the Fair Work Ombudsman (FWO), employers face strict, immediate financial penalties for advertising below-minimum pay rates.

In recent enforcement periods, the FWO has issued hundreds of Infringement Notices totaling hundreds of thousands of dollars in fines for non-compliant job advertisements.

The regulator has also issued a clear warning: repeat or significant non-compliance will lead directly to court action.

Setting up your business for sustainable growth means ensuring your hiring pipeline is protected from the very first touchpoint.

A simple three-step process keeps your recruitment compliant and straightforward:

1. Confirm the exact Modern Award and classification level before drafting the role description.
2. Cross-reference your offered rate against current statutory minimum pay rates and penalty structures.
3. Review job templates across all print and digital channels to ensure advertised base rates match or exceed award thresholds.

Getting the foundation right doesn't have to be complicated, and you don't have to navigate Modern Award classifications alone.

When was the last time your leadership team reviewed your job ad templates against updated award rates?

18/10/2026

Burnout isn't an HR inconvenience. Under strict WHS legislation, psychosocial hazards are now a mandatory statutory liability.

Now, if you know Impact HR, you know we don't normally "do" yellow. But for National Safe Work Month, we are making an exception for a topic that demands bold visibility: psychosocial safety.

Building a supportive, healthy workplace culture is why so many leaders start a business in the first place. You want to build a thriving team and create an environment where people feel genuinely valued.

Yet when workloads double, managing mental health risks can quickly feel overwhelming.

You don’t have to figure out complex psychological safety regulations on your own.

Under regulations enforced by SafeWork NSW, employers hold an explicit duty of care to actively identify and manage psychosocial hazards, including excessive workloads, poor role clarity, and organizational stress.

Establishing clear workload boundaries, open feedback channels, and practical stress-reduction policies fulfills your legal duties while nurturing your team. A safe workplace protects physical and mental health with equal rigor.

Where is your leadership team finding the biggest challenge when measuring mental health risks alongside operational KPIs?

14/10/2026

Does your leadership team actually know which HR policies are still current?

Most don’t.

And it’s not because they don’t care — it’s because the rules keep changing… constantly.

In Australia alone, there are 60–100+ legislative updates every year that can impact how you manage people, performance, and risk.

Outdated policies don’t just sit quietly in a folder —
they create exposure.

Inconsistent decisions

Manager confusion

Increased legal risk

Erosion of trust with your team

The scary part?
Everything looks “fine”… until it isn’t.

The businesses we see scaling well all have one thing in common:
They treat HR like a living system — not a set-and-forget document.

If you’ve grown headcount in the last 12 months, it’s worth asking:
👉 When did we last properly review our policies against current legislation?

Because guessing isn’t a policy.

12/10/2026

Building a strong small business culture isn't about morning teas or breakroom posters — it’s built on shared purpose.

For us at Impact HR, creating a genuinely supportive workplace comes down to two simple principles: shared purpose and shared passion.

As we celebrate Small Business Month, giving back isn't PR fluff. It directly builds trust, alignment, and engagement across your team.

Is community impact a core pillar of your culture strategy, or hard to prioritise right now?

09/10/2026

Sometimes Free is Expensive! Using a free template can cost you more than you think. For example, using a free templated employment contract off google isn't saving you money; it’s leaving your boutique agency exposed.

When you launched your business, handling HR on the fly was just part of the hustle.

But now that you’re managing a growing team, carrying the full employment burden alone is exhausting.

You shouldn't have to lie awake at night wondering if your employment agreements actually protect your business.

HR compliance doesn't need to be an intricate puzzle.

As outlined in the Fair Work Act 2009, written agreements, including standard information statements, must accurately reflect current statutory entitlements and flexible work provisions.

Updating your core employment contracts to plain-English, compliant documentation creates an immediate safe space for your operations.

It takes the weight off your shoulders so you can get back to doing the work you love.

When was the last time you refreshed your team's core employment contracts?

08/10/2026

We are thrilled to share that our founder, Therese Ravell, has been officially named one of Australia’s Top 50 Small Business Leaders for 2026! 🏆

Building and scaling a small business takes immense resilience, clear strategy, and an unwavering commitment to doing right by your people. Therese has spent years helping small businesses build high-performing, compliant, and thriving workplace cultures — so seeing her recognized alongside such an incredible cohort of leaders is a very proud moment for all of us.

Another massive thank you to the judging panel — Sarah Cichy, Manon Beauchamp Tardieu, Ben Koutoukidis, Jooli Chan, Jessica Gunning, Tim Ladhams, and Jasmine Pararsam — for putting together such an inspiring awards initiative.

To the small business leaders in our network:

What do you think is the single biggest leadership challenge small businesses are facing as we navigate the rest of 2026?

Drop your thoughts below — we’d love to hear your perspective! 👇

🏷️

27/09/2026

How a business leader manages their own mental health sets the tone for the entire culture.

When team members feel grounded, that internal clarity flows directly into how they solve problems, support clients, and show up for each other.

As part of our series for R U OK? Day, we’ve asked the Impact HR team what mental health means to them on a practical, day-to-day level.

For our HR Coordinator, Natasha, mental health isn't a buzzword, it is the foundation for daily performance and personal resilience.

"Mental health is the foundation for how I cope and show up in my life," Natasha shares.

"When I'm looking after it, I feel calmer and that flows into how I work and how I support others."

Earlier this year, Natasha made a personal commitment to 100 days of sunrise.

Rain or shine, she makes a point of being outdoors at dawn for a slow walk on the beach. She follows that with a quiet coffee and a few pages of a book at her local cafe.

"Having that time to myself before the day really begins, spending time in nature, and connecting with the early riser community was deeply supportive for me," she notes.

Creating space for personal wellbeing isn't just a personal benefit—it directly protects workplace psychological safety.

Under guidelines from SafeWork NSW and the Fair Work Ombudsman (FWO), employers have a legal duty to address psychosocial hazards and model healthy workplace practices.

When leaders prioritise their well-being, they create a safe space for their teams to do the same.

Small, intentional habits prevent burnout long before it impacts performance or team culture.

How do you carve out space to reset before the demands of the workday take over?

25/09/2026

"Mental health starts with small, simple things. It is about little moments for yourself."

Jasmine shared her personal resets as a reminder for anyone this Mental Health month.
Long walks, quality time with loved ones, a good book, excellent food, and her quiet indulgence… plain Dairy Milk chocolate.

For leaders scaling remote or hybrid teams, creating those connection points takes intentional effort.

Without the physical office, we miss those spontaneous moments where someone can just talk things through to a sounding board.

Under current WHS guidelines from SafeWork NSW, managing psychosocial risks isn't just about formal policies; it starts with building a supportive, connected culture.

Here are three simple ways Jasmine suggests we can support our teams every day:

Create a dedicated "water cooler" chat space purely for social connection, keeping remote team members genuinely linked.

Be a better listener, take a breath, slow down, and just listen when a team member needs to talk something through.

Encourage your people to take small daily breaks to reset, be kind to themselves, and enjoy the little moments.

Supporting your team’s mental wellbeing does not require a massive overhaul.

Often, it just takes taking a breath and being a genuine sounding board.

How do you create informal "water cooler" moments for your remote or hybrid team?

21/09/2026

Running a business is rewarding, but data shows small business leaders carry a disproportionate mental load, with up to 89% reporting burnout.

You built your company with passion, but carrying the operational, compliance, and culture weight alone isn't sustainable.

Under the WHS Act and SafeWork NSW guidelines, workplace psychological safety starts at the top, yet leaders frequently ignore their own mental health while protecting everyone else.

This Mental Health Month, remember that prioritising your well-being isn't self-indulgent, it is essential … for your team and your bottom line.

If you or a business owner you know is feeling overwhelmed, tailored, free support is available:

Beyond Blue’s NewAccess for Small Business Owners offers six free coaching sessions with trained coaches who understand small business challenges.

Black Dog Institute provides evidence-based workplace mental health training programs to help you build a psychologically safe culture without the guesswork.

What is one boundary or practice you use to protect your own mental health as a leader? It is always helpful to share what works for you as it might help someone else find what works for them.

15/09/2026

The moment a manager hesitates to address underperformance out of fear of triggering a stress claim, your operational standard drops.

For mid-sized business leaders, managing performance feedback while maintaining psychological safety is a delicate operational balancing act.

When team members receive difficult feedback, emotional tension can rise, and without clear boundaries, routine management is easily misunderstood.

Following the July 1, 2026 NSW Workers' Compensation updates monitored by SIRA, the legal line between management action and conduct claims was formally sharpened.

The statutory defence of "reasonable management action" explicitly protects legitimate leadership, performance appraisals, and structured feedback.

However, invoking this protection requires your frontline leaders to follow three fundamental operational steps in every performance conversation:

First, maintain objective documentation that focuses entirely on specific outcomes and documented workplace behaviors rather than subjective personality traits.

Second, ensure expectations are communicated clearly, giving team members transparent guidance and realistic timelines to adjust their focus.

Third, maintain a culture of consistent respect across the entire business, ensuring conduct standards are applied fairly to every team member.

SafeWork NSW guidelines highlight that clear, respectful workplace expectations drastically reduce psychosocial hazards and interpersonal friction.

When your managers lead with clarity and empathy, performance conversations remain constructive, supportive, and legally protected.

You protect your business culture while giving your frontline leaders the absolute confidence to guide, coach, and hold teams accountable.

We have mapped out these frontline leadership protections and statutory gateway updates in our updated 2026 NSW Workers' Comp Summary Guide.

How do you support your frontline managers when delivering challenging performance feedback?

If you would like a copy of our free Workers' Comp Summary PDF, mention 'GUIDE' below and our team will send it over.

Disclaimer: This content is provided for general informational purposes only and does not constitute formal legal or HR advice. For specific guidance tailored to your business, reach out to the team at Impact HR.

Address

59 Woodbine Street
Balgowlah, NSW
2093

Opening Hours

Monday	9am - 5pm
Tuesday	9am - 5pm
Wednesday	9am - 5pm
Thursday	9am - 5pm
Friday	9am - 5pm

Telephone

+61410605936

Website

http://impacthr.com.au/contact-us/

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