HR Business Assist

HR Business Assist Take control of your business! Alongside Leading Employment Law Firm HR LAW. We provide expert HR assistance and tailored advice to businesses of all sizes.

At HR Business Assist we can help you improve in all areas of your people management.

New anti-s*xual harassment guidance for employers:Did you know, the Federal Government approved the Work Health and Safe...
02/04/2025

New anti-s*xual harassment guidance for employers:

Did you know, the Federal Government approved the Work Health and Safety (S*xual and Gender-based Harassment) Code of Practice 2025 (“Code”) on 5 March 2025?

In a media release on 11 March 2025, Employment and Workplace Relations Minister, Murray Watt, stated this new Code provides “practical guidance to employers” to help protect workers against workplace s*xual and gender-based harassment.

Additionally, Watt stated the new code “complements” the positive duty under the S*x Discrimination Act 1984 (Cth), which requires employers to take reasonable and proportionate measures to eliminate unlawful s*x discrimination, including s*xual harassment.

Further, it is important to note the Code is intended to be read in conjunction with the Work Health and Safety (Managing Psychosocial Hazards at Work) Code of Practice 2024.

To view the Work Health and Safety (S*xual and Gender-based Harassment) Code of Practice 2025, click below:
https://www.legislation.gov.au/F2025L00326/latest/text

To view the Work Health and Safety (Managing Psychosocial Hazards at Work) Code of Practice 2024, click below:
https://www.legislation.gov.au/F2024L01380/latest/text

HR Business Assist | P 1300 138 551 | E [email protected]

New Legislative Update - S*xual Harassment Prevention Plan!Did you know, from March 2025, a person conducting a business...
25/02/2025

New Legislative Update - S*xual Harassment Prevention Plan!

Did you know, from March 2025, a person conducting a business or undertaking (“PCBU”) must prepare and implement a prevention plan to manage identified risks of s*xual and s*x or gender-based harassment?

Click the link below to view our legislative update!

https://hrbusinessassist.com.au/hr-information-centre/legislative-update-s*xual-harassment-plan

For more information or further assistance, contact the team at HR Business Assist!

HR Business Assist | P 1300 138 551 | E [email protected]

*xualHarassment

Employee Motivation:Employee motivation is crucial as it increases productivity, job satisfaction and retention, therefo...
24/02/2025

Employee Motivation:

Employee motivation is crucial as it increases productivity, job satisfaction and retention, therefore leading to a more engaged workforce.

Employers may foster employee motivation through:

- focusing on developing a positive work culture;

- encouraging creativity and innovation;

- offering professional development opportunities;

- recognition and appreciation;

- offering competitive compensation and benefits; and

- offering flexibility and greater work-life balance.

For further information or assistance regarding employee motivation contact the team at HR Business Assist today!

HR Business Assist | P 1300 138 551 | E [email protected]

Superannuation:Did you know, under the Superannuation Guarantee (“SG”), employers are obligated to pay superannuation co...
21/02/2025

Superannuation:

Did you know, under the Superannuation Guarantee (“SG”), employers are obligated to pay superannuation contributions of at least 11.5% of an employee's ordinary time earnings?

More specifically, an employer is required to pay superannuation contributions when an employee is:

- over 18 years; or

- under 18 years and works over 30 hours a week.

It is important to note that ordinary time earnings (“OTE”) is the gross amount employees earn for their ordinary hours of work. OTE includes:

- over-award payments;

- commissions;

- shift loading;

- annual leave loading;

- some allowances; and

- bonuses.

Additionally, it is important to note that the superannuation guarantee will increase to 12% on 1 July 2025.

Moving forward, an important factor that employers should consider is whether an employee’s remuneration package will be inclusive or exclusive of superannuation.

If an employee’s current remuneration package is inclusive of superannuation, then this may mean a reduction in their take-home pay.

However, if an employee’s current remuneration package is exclusive of superannuation, then the employee will need to be paid 11.5% superannuation with no effect on their take-home pay.

For further information or assistance, contact the team at HR Business Assist today!

HR Business Assist | P 1300 138 551 | E [email protected]

Professional Development:Professional development involves the process of gaining new skills, knowledge and abilities. ...
19/02/2025

Professional Development:

Professional development involves the process of gaining new skills, knowledge and abilities. More specifically, professional development can help employees perform their current job more efficiently and prepare them for future career progression.

Professional development is crucial for employees, as it has been proven to enhance skills and knowledge, increase job satisfaction and promote career growth. Additionally, professional development can enable employees to become more competent and engaged, leading to higher productivity and retention.

Employers can support professional development through offering:

- Training;

- Workshops;

- Mentorship and coaching;

- Opportunities for further study; and

- Regular feedback related to performance.

For further information or assistance, contact the team at HR Business Assist today!

HR Business Assist | P 1300 138 551 | E [email protected]

Disciplinary Meetings:Disciplinary meetings are usually formal discussions held to address issues related to an employee...
12/02/2025

Disciplinary Meetings:

Disciplinary meetings are usually formal discussions held to address issues related to an employee’s performance, behaviour or conduct. Well-executed disciplinary meetings should be fair and focused on finding solutions to improve or resolve these issues.

Generally speaking, it is considered best practice for employers to provide the employee with 24 hours’ notice of the meeting and provide the employee with the opportunity to bring a support person.

Prior to conducting a disciplinary meeting, we recommended that you consult a HR professional or get legal advice to ensure disciplinary meetings are executed correctly.

We are here to help you! HR Business Assist are able to facilitate these meetings on an ad-hoc basis. Be sure to contact the team at HR Business Assist today.

Should you require further assistance, contact the team at HR Business Assist!

HR Business Assist | P 1300 138 551 | E [email protected]

Sad News / Sorry Business: Sorry Business is considered an important time of mourning which involves responsibilities an...
10/02/2025

Sad News / Sorry Business:

Sorry Business is considered an important time of mourning which involves responsibilities and obligations to attend funerals and participate in other cultural events, activities or ceremonies with the community. This is considered a highly important community and cultural tradition for First Nations people.

Sorry Business, including attending the funeral of family or community members, ensures a person’s spirit is properly put to rest. It is important to note that the mourning process can be different for each First Nations employee, and some may choose not to take part in Sorry Business.

Although workplace laws outline that employees can only take two (2) days of paid compassionate leave when someone in their immediate household or family passes away, it is important for employers to support their employees to take time off work for Sorry Business which involves mourning the loss of other people.

With that being said, employers should speak with their employee regarding their mourning needs and consider options for additional paid or unpaid leave.

For further information or assistance, contact the team at HR Business Assist today!

HR Business Assist | P 1300 138 551 | E [email protected]

Cultural and religious holidays:Recognising and embracing diversity in the workplace can foster creativity, problem-solv...
07/02/2025

Cultural and religious holidays:

Recognising and embracing diversity in the workplace can foster creativity, problem-solving, productivity, job satisfaction and workplace morale.

It is important to note many religious and cultural holidays observed in Australia are not recognised as public holidays. However, employers can support the needs of their employees by:

- Agreeing with employees to use leave entitlements to take time off work (i.e. annual leave or leave without pay);

- Acknowledging or celebrating holidays in the workplace to promote inclusion and awareness;

- Agreeing to a change in working arrangements to accommodate the holiday.

Examples of cultural or religious holidays include but are not limited to:

- Lunar New Year;

- Diwali;

- Ramadan;

- Passover;

- Yom Kippur

- NAIDOC Week.

For further information, contact the team at HR Business Assist today!

HR Business Assist | P 1300 138 551 | E [email protected]

Natural Disasters:Australians may experience a range of natural disasters including floods, bushfires, cyclones, severe ...
05/02/2025

Natural Disasters:

Australians may experience a range of natural disasters including floods, bushfires, cyclones, severe storms and earthquakes. These natural disasters may cause devastation to communities and financial hardship for individuals and businesses. More specifically, with the Queensland floods occurring in this instance, it is important for employees to understand their entitlements during this natural disaster.

As a result of a natural disaster, employers will need to consider available options for employees if they have to temporarily close.

It is important to note that The Fair Work Act 2009 ("the Act") allows employers to stand down employees in certain circumstances (i.e. due to a stoppage of work such as a natural disaster). Generally speaking, an employer is not required to make payments to an employee for the period of stand down, however, they may wish to do so.

Alternatively, prior to standing down an employee, employers may consider options such as:

- Inviting employees to take a period of accrued paid leave;

- Requiring employees to take annual leave if their award or agreement allows it;

- If there are multiple worksites and not all sites are affected, consider having employees work from a non-affected location;

- Where appropriate, consider flexible working arrangements (i.e. working from home).

Further, it is important to note that an employee may have entitlements under their award or agreement which are relevant to emergency or natural disasters. We recommend referring to the relevant modern award to determine these entitlements.

For further information or assistance, contact the team today!

HR Business Assist | P 1300 138 551 | E [email protected]

Emergencies hashtag

HRBA Subscription offerings:At HR Business Assist, we understand the diverse needs of businesses across all industries! ...
03/02/2025

HRBA Subscription offerings:

At HR Business Assist, we understand the diverse needs of businesses across all industries! HR Business Assist offers three-tiered subscription levels, to support every level of your businesses HR needs!

Base Membership:
Our Base Membership offers foundational HR support, providing you with unlimited generalist HR advice via telephone and short email consultations. Additionally, you will have access to client alerts, blogs and videos.

Premium Membership:
Take your HR strategies to the next level with our Premium Membership, containing all benefits of our Base Membership! You will also gain access to modern award interpretation, regular legislative updates, a comprehensive suite of template employment contracts and HR documents, and one workplace HR Audit.

Partnered HR Membership:
Elevate your HR strategies with our Partnered HR Membership, encompassing all advantages of our Base and Premium Membership! Additionally, you will receive access to custom tailored employment contracts drafted by HR Law, administration of all employment contracts, oversight of all HR documentation, management of all employee personal files and 15 hours allotted for projects beyond the subscription scope.

For further details on our subscription packages please click the link below OR contact the team at HR Business Assist!

https://hrbusinessassist.com.au/join

HR Business Assist | P 1300 138 551 | E [email protected]

Performance Management:Performance management is the formal process of managing an employee’s unsatisfactory performance...
30/01/2025

Performance Management:

Performance management is the formal process of managing an employee’s unsatisfactory performance.

Performance management involves continuous feedback and communication between managers and their employees to ensure the achievements of the Company’s objectives.

A Performance Improvement Plan (PIP) is a document which outlines the performance objectives, standards, strategies, training, support and timeframe for improvement.

Should you require template documents or further information regarding the performance management process or further assistance, contact the team at HR Business Assist!

HR Business Assist | P 1300 138 551 | E [email protected]

Secondary employment for employees:Secondary employment can be defined as paid employment an individual is engaged in, o...
28/01/2025

Secondary employment for employees:

Secondary employment can be defined as paid employment an individual is engaged in, outside of their primary employment. It is important to note that secondary employment may also be referred to as “other employment” or “side job”.

Secondary employment has proven to be beneficial for employees. These benefits include, but are not limited to:

- Increased financial stability;

- Enhanced skill set; and

- Enhanced networking opportunities.

More specifically, secondary employment may include, but is not limited to:

- Working for another employer;

- Self-employment;

- Private practice of any profession, occupation or trade;

- Working for a family business;

- Teaching or coaching.

It is important to note that secondary employment may lead to conflicts of interest. With that being said, it is important to have clear Policies and Procedures in place to mitigate any concerns.

Further, it is also important to note that an employee’s Employment Contract may outline secondary employment. Therefore, it is important for all relevant parties to refer to an Employment Contract as well as the Company’s Policy and Procedures Manual to ensure all parties are meeting their obligations.

For further information or assistance regarding secondary employment, contact the team today!

HR Business Assist | P 1300 138 551 | E [email protected]

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