Industrial Relations Consulting

06/04/2026

Reminder to all employers with 100+ employees you must report to the WGEA. New changes are being introduced for businesses with 500+ employees. Now is the time to understand what is required in your business.

05/04/2026

19/03/2026

Happy Friday everyone! Today is National happiness day and our good friends at The Junction Clubhouse Cairns are upping the challenge to include crazy sock day, so please get out those crazy socks 🧦and have a very happy Friday 😊

01/03/2026

Why Boards Must Be briefed on Workplace Grievances.

Too many Boards still receive little to no information about workplace grievances or investigations. That’s now a serious risk.
A recent High Court decision (Elisha v Vision Australia Ltd, 2024) shows the stakes: poor handling of investigations and disciplinary processes cost the organisation almost $1.5 million in psychological injury damages.
With growing focus on psychosocial safety, Boards must understand what issues are occurring and how they’re being managed. WHS sets the governance framework, but HR/IR provides the operational expertise to manage conflict, complaints and performance issues properly.
A strong partnership between Safety, HR and the Board is no longer optional, it’s essential. The legal, cultural and financial costs of getting this wrong have never been clearer.

17/02/2026

https://www.facebook.com/share/r/1DG3pDWmx5/?mibextid=wwXIfr

13/02/2026

Happy Valentines day to all.

09/02/2026

Why Workplace Investigations Aren’t Always Necessary
When employers receive a serious complaint such as workplace bullying or sexual harassment, the default reaction is often to launch a full scale investigation. Witness lists are drawn up, budgets approved and processes set in motion.

But here’s the truth: not every complaint requires a formal investigation.
The first step should always be an initial assessment, or preliminary fact-finding exercise (best carried out by the workplace investigator in same it does progress).
Sometimes, the simplest approach resolves the issue. Recently, a client requested a formal investigation with a long list of witnesses. Instead, I asked the respondent about the allegation, and they confirmed it happened. Both parties agreed on the facts. Why spend time and money investigating what’s undisputed?
In 2025, over 80% of my investigations requested by employers were unnecessary. A better resolution was available without the cost and disruption of a formal process.

Tip: Make sure your workplace investigator isn’t conducting costly investigations unless truly needed. Start with fact-finding, then decide the best way forward.

03/02/2026

If you pay employees on a salary, who would otherwise be covered by an Award or EA you must record all extra hours worked. Why? Because under the Fair Work Act, employees who would otherwise receive penalties or overtime must have those hours recorded.
This ensures you can reconcile salaries against the applicable Modern Award or EA at least annually, and possibly more often. The recent Woolworths case confirmed that offsets only apply per pay period, so regular checks are critical.
Protect your business and your people: track, reconcile, and stay compliant.

25/01/2026

Happy Australia Day. What ever you are doing today to celebrate our great nation, enjoy!!!

11/01/2026

Did you know employment contracts aren’t required?
If an employee is covered by a Modern Award or EA, these instruments already set out minimum entitlements.
While contracts can be useful for some roles, especially where complexities like Intellectual Property protection is important, they can also create unintended risks. A poorly drafted contract that is less favourable than the applicable Award or EA can lead to non-compliance and even wage theft.
As an alternative, a simple Letter of Offer and Position Description will often suffice for many roles. These documents confirm the job details without creating unnecessary risk or complex documentation.
Employers default to contracts as if they’re mandatory. They’re not. Before issuing one, ask:
✅ Is it necessary? If so,
✅ Does it align with the Award or EA?
Another pitfall is when managers, payroll teams, and HR default to contracts with an assumption it overrides any applicable Award or EA. It doesn’t, not even when the employee is highly paid.
Getting this right protects your business and your people. If you are unsure please speak to your trusted advisor or employment lawyer.

04/01/2026

Did you know that a well-structured Enterprise Agreement can reduce compliance risks and boost employee satisfaction?
Enterprise Agreements shape how organisations operate, manage risk, and support their people.
If your Enterprise Agreement expires in 2026 or 2027, now is the time to start planning.