Evolve HR Solutions

20/03/2026

The SCHADS Award is one of the most difficult to navigate and understand. As an employer you are expected to get it right, seek advice if you are struggling. Employees, know your rights and entitlements under the award so you are being fairly compensated for the work you do. Don't forget, both employers and employees can contact Fair Work to get advice.

Support work can involve a lot of travel, but that doesn’t mean it’s all unpaid!

Under the Social, Community, Home Care and Disability Services (SCHADS) Award, if you’re required (and allowed!) to use your own vehicle for work, you must be paid a $0.99 allowance for each kilometre that’s added to your odometer.

This includes travel involving duties like transporting laundry🧺, food 🍝 or medication 💊 for a client, and driving between locations during a period of work (like from one client to another).

Oh, and this travel counts as ✨ time worked ✨ so you should be paid your wages as well!

11/11/2025

21/10/2025

Short and sweet. There is no negotiation.

12/09/2024

𝓐𝓼𝓴 𝓡 𝓤 𝓞𝓚? 𝓐𝓷𝔂 𝓓𝓪𝔂

We are 𝐁𝐈𝐆 supporters of 𝓡 𝓤 𝓞𝓚? 𝓓𝓪𝔂 at Evolve, raising awareness and funds every year.

In our face-to-face Mental Health First Aid courses we give out 𝓡 𝓤 𝓞𝓚? 𝓓𝓪𝔂 tea bags and remind our participants that it can be as simple as having a cuppa with a mate that gives you the opportunity to ask 𝓡 𝓤 𝓞𝓚?

Learn more about how to ask 𝓡 𝓤 𝓞𝓚? by signing up to one of our Mental Health First Aid courses, held online or face-to-face.

Individuals, workplaces, community organisations are all welcome.

What are the benefits of MHFA Training?

✔️ 𝐊𝐍𝐎𝐖𝐋𝐄𝐃𝐆𝐄 - Increases mental health literacy

✔️𝐂𝐎𝐍𝐅𝐈𝐃𝐄𝐍𝐂𝐄 - Increases confidence in providing mental health first aid

✔️𝐃𝐄-𝐒𝐓𝐈𝐆𝐌𝐀𝐓𝐈𝐒𝐈𝐍𝐆 - Decreases stigmatising attitudes

✔️𝐒𝐔𝐏𝐏𝐎𝐑𝐓 - Increases the support provided to others

Contact us today to find out about September and October course dates. Message or email [email protected]

10/09/2024

10/09/2024

𝗜𝗺𝗮𝗴𝗶𝗻𝗲 𝗮 𝘄𝗼𝗿𝗹𝗱 𝘄𝗶𝘁𝗵𝗼𝘂𝘁 𝘀𝘂𝗶𝗰𝗶𝗱𝗲 - Su***de Prevention Australia

Today is 𝗪𝗼𝗿𝗹𝗱 𝗦𝘂𝗶𝗰𝗶𝗱𝗲 𝗣𝗿𝗲𝘃𝗲𝗻𝘁𝗶𝗼𝗻 𝗗𝗮𝘆. This year's theme is “𝗪𝗲 𝗮𝗹𝗹 𝗵𝗮𝘃𝗲 𝗮 𝗿𝗼𝗹𝗲 𝘁𝗼 𝗽𝗹𝗮𝘆”.

At Evolve, it is a cause we carry close to our hearts every day. We dedicate a significant amount of time partnering with work groups and community organisations, teaching basic skills on how to recognise when someone is struggling, how to hold a conversation, including how to ask directly about thoughts of su***de, and how to steer the person towards professional help, through our Mental Health First Aid training.

Understand your role. Sign up for training either online or in person with Evolve. Be confident in knowing how to support your family, friends and work colleagues.

Email: [email protected]

09/09/2024

𝐁a𝐬i𝐜 𝐖o𝐫k𝐩l𝐚c𝐞 𝐂o𝐦p𝐥i𝐚n𝐜e C𝐡e𝐜k - I𝐧f𝐨r𝐦a𝐭i𝐨n S𝐭a𝐭e𝐦e𝐧t𝐬

As employer, it's your legal obligation to provide all new employees with the 𝗙𝗮𝗶𝗿 𝗪𝗼𝗿𝗸 𝗜𝗻𝗳𝗼𝗿𝗺𝗮𝘁𝗶𝗼𝗻 𝗦𝘁𝗮𝘁𝗲𝗺𝗲𝗻𝘁.

Casual employees must also receive the 𝗖𝗮𝘀𝘂𝗮𝗹 𝗘𝗺𝗽𝗹𝗼𝘆𝗲𝗲 𝗜𝗻𝗳𝗼𝗿𝗺𝗮𝘁𝗶𝗼𝗻 𝗦𝘁𝗮𝘁𝗲𝗺𝗲𝗻𝘁. You will need to give this statement again at set times throughout their employment.

Fixed-term employees must also receive the 𝗙𝗶𝘅𝗲𝗱 𝗧𝗲𝗿𝗺 𝗖𝗼𝗻𝘁𝗿𝗮𝗰𝘁 𝗜𝗻𝗳𝗼𝗿𝗺𝗮𝘁𝗶𝗼𝗻 𝗦𝘁𝗮𝘁𝗲𝗺𝗲𝗻𝘁.

If the employee is on a 𝗳𝗶𝘅𝗲𝗱-𝘁𝗲𝗿𝗺 𝗰𝗼𝗻𝘁𝗿𝗮𝗰𝘁 and is a 𝗰𝗮𝘀𝘂𝗮𝗹, they must receive all three.

These statements were updated on the 26th of August 2024. It is your responsibility to make sure you are providing the latest statements to your employees.

Download them here: https://www.fairwork.gov.au/employment-conditions/information-statements

ᴅɪꜱᴄʟᴀɪᴍᴇʀ: ᴘʟᴇᴀꜱᴇ ʀᴇᴍᴇᴍʙᴇʀ ᴛʜᴀᴛ ᴛʜɪꜱ ɪɴꜰᴏʀᴍᴀᴛɪᴏɴ ɪꜱ ɢᴇɴᴇʀᴀʟ ɪɴ ɴᴀᴛᴜʀᴇ, ɪꜱ ɴᴏᴛ ꜱᴘᴇᴄɪꜰɪᴄ ᴀᴅᴠɪᴄᴇ ᴛᴀɪʟᴏʀᴇᴅ ᴛᴏ ᴀɴʏ ᴏɴᴇ ʙᴜꜱɪɴᴇꜱꜱ ᴀɴᴅ ᴅᴏᴇꜱ ɴᴏᴛ ʀᴇᴘʟᴀᴄᴇ ʟᴇɢᴀʟ ᴀᴅᴠɪᴄᴇ.

06/09/2024

E𝐱p𝐥o𝐫i𝐧g C𝐥o𝐬i𝐧g L𝐨o𝐩h𝐨l𝐞s N𝐨. 2: 𝐂h𝐚n𝐠e𝐬 𝐭o C𝐚s𝐮a𝐥 𝐄m𝐩l𝐨y𝐦e𝐧t

𝐏a𝐫t 2 (𝐛)

C𝐚s𝐮a𝐥 𝐂o𝐧v𝐞r𝐬i𝐨n

As of the 26th of August, there is a new pathway for casual employees to become permanent employees, either full-time or part-time.

Eligible casual employees will be able to approach their employer and notify them of their intention to change to permanent employment.

The notification must be in writing and the employer must respond in writing within 21 days of receiving the request.

An employer can only refuse the notice for certain reasons.

The ‘𝗲𝗺𝗽𝗹𝗼𝘆𝗲𝗲 𝗰𝗵𝗼𝗶𝗰𝗲 𝗽𝗮𝘁𝗵𝘄𝗮𝘆’ applies after being employed for 6 months (12 months if employed by a small business). Additional rules apply.

For more information on the changes to casual employment, visit www.fairwork.gov.au.

ᴅɪꜱᴄʟᴀɪᴍᴇʀ: ᴘʟᴇᴀꜱᴇ ʀᴇᴍᴇᴍʙᴇʀ ᴛʜᴀᴛ ᴛʜɪꜱ ɪɴꜰᴏʀᴍᴀᴛɪᴏɴ ɪꜱ ɢᴇɴᴇʀᴀʟ ɪɴ ɴᴀᴛᴜʀᴇ, ɪꜱ ɴᴏᴛ ꜱᴘᴇᴄɪꜰɪᴄ ᴀᴅᴠɪᴄᴇ ᴛᴀɪʟᴏʀᴇᴅ ᴛᴏ ᴀɴʏ ᴏɴᴇ ʙᴜꜱɪɴᴇꜱꜱ ᴀɴᴅ ᴅᴏᴇꜱ ɴᴏᴛ ʀᴇᴘʟᴀᴄᴇ ʟᴇɢᴀʟ ᴀᴅᴠɪᴄᴇ.

26/08/2024

T𝐨d𝐚y i𝐬 𝐭h𝐞 𝐝a𝐲! 𝟐6𝐭h o𝐟 𝐀u𝐠u𝐬t 2𝟎2𝟒

𝐊e𝐲 𝐜h𝐚n𝐠e𝐬 𝐜o𝐦m𝐞n𝐜e u𝐧d𝐞r t𝐡e F𝐚i𝐫 𝐖o𝐫k L𝐞g𝐢s𝐥a𝐭i𝐨n A𝐦e𝐧d𝐦e𝐧t (𝐂l𝐨s𝐢n𝐠 𝐋o𝐨p𝐡o𝐥e𝐬) A𝐜t𝐬.

It’s important that you understand your new rights and responsibilities. Are you ready?

Some of the changes to workplace law include:

🔘Changes to 𝗰𝗮𝘀𝘂𝗮𝗹 𝗲𝗺𝗽𝗹𝗼𝘆𝗺𝗲𝗻𝘁
🔘The 𝗿𝗶𝗴𝗵𝘁 𝘁𝗼 𝗱𝗶𝘀𝗰𝗼𝗻𝗻𝗲𝗰𝘁 for eligible employees (doesn’t apply to small business employers yet)
🔘Changes to 𝗶𝗻𝗱𝗲𝗽𝗲𝗻𝗱𝗮𝗻𝘁 𝗰𝗼𝗻𝘁𝗿𝗮𝗰𝘁𝗼𝗿 rules

Read about these changes and more at: https://www.fairwork.gov.au/about-us/workplace-laws/legislation-changes/closing-loopholes

📸Image Credit: Fair Work Ombudsman https://www.facebook.com/fairwork.gov.au

ᴅɪꜱᴄʟᴀɪᴍᴇʀ: ᴘʟᴇᴀꜱᴇ ʀᴇᴍᴇᴍʙᴇʀ ᴛʜᴀᴛ ᴛʜɪꜱ ɪɴꜰᴏʀᴍᴀᴛɪᴏɴ ɪꜱ ɢᴇɴᴇʀᴀʟ ɪɴ ɴᴀᴛᴜʀᴇ, ɪꜱ ɴᴏᴛ ꜱᴘᴇᴄɪꜰɪᴄ ᴀᴅᴠɪᴄᴇ ᴛᴀɪʟᴏʀᴇᴅ ᴛᴏ ᴀɴʏ ᴏɴᴇ ʙᴜꜱɪɴᴇꜱꜱ ᴀɴᴅ ᴅᴏᴇꜱ ɴᴏᴛ ʀᴇᴘʟᴀᴄᴇ ʟᴇɢᴀʟ ᴀᴅᴠɪᴄᴇ.

17/08/2024

17/08/2024

E𝐱p𝐥o𝐫i𝐧g C𝐥o𝐬i𝐧g L𝐨o𝐩h𝐨l𝐞s N𝐨. 2: 𝐂h𝐚n𝐠e𝐬 𝐭o C𝐚s𝐮a𝐥 𝐄m𝐩l𝐨y𝐦e𝐧t

𝐏a𝐫t 2 (𝐚)

C𝐚s𝐮a𝐥 𝐂o𝐧v𝐞r𝐬i𝐨n

Since Covid, 𝗖𝗮𝘀𝘂𝗮𝗹 𝗖𝗼𝗻𝘃𝗲𝗿𝘀𝗶𝗼𝗻 has had us jumping through hoops. Businesses with 15 employees or more, (a large business), had either 6 or 12 months, depending on what award you were under, to write to their employees to offer them the opportunity to convert to a full-time employee 𝗯𝗲𝗳𝗼𝗿𝗲 their 6- or 12-month work anniversary.

⏰The award stepped out the timeframe, it had to be an offer in writing, and the employee had to respond in writing, within a certain timeframe.⏰

Then it changed. All awards had 12 months, and the instructions came out of the awards and moved over to the NES (National Employment Standards). 📝

Businesses with less than 15 employees, (a small business), sighed with relief – it wasn’t their problem… or was it? 🤔

Small business had to understand the ins and outs of 𝗖𝗮𝘀𝘂𝗮𝗹 𝗖𝗼𝗻𝘃𝗲𝗿𝘀𝗶𝗼𝗻 because an employee, who was regular and systematic, could request to convert to full-time and the small business employer could only refuse if it was reasonable to do so. Everything in writing, in the same timeframe. 😲

So, how is it changing on the 𝟮𝟲𝘁𝗵 𝗼𝗳 𝗔𝘂𝗴𝘂𝘀𝘁 𝟮𝟬𝟮𝟰? See Part 2 (b) to find out what is next for casual conversion. (𝗛𝗜𝗡𝗧: Business owners, I think you are going to like this change…)

To see a before and after of how 𝗖𝗮𝘀𝘂𝗮𝗹 𝗖𝗼𝗻𝘃𝗲𝗿𝘀𝗶𝗼𝗻 has changed over the years, click on the photos below 👇👇

ᴅɪꜱᴄʟᴀɪᴍᴇʀ: ᴘʟᴇᴀꜱᴇ ʀᴇᴍᴇᴍʙᴇʀ ᴛʜᴀᴛ ᴛʜɪꜱ ɪɴꜰᴏʀᴍᴀᴛɪᴏɴ ɪꜱ ɢᴇɴᴇʀᴀʟ ɪɴ ɴᴀᴛᴜʀᴇ, ɪꜱ ɴᴏᴛ ꜱᴘᴇᴄɪꜰɪᴄ ᴀᴅᴠɪᴄᴇ ᴛᴀɪʟᴏʀᴇᴅ ᴛᴏ ᴀɴʏ ᴏɴᴇ ʙᴜꜱɪɴᴇꜱꜱ ᴀɴᴅ ᴅᴏᴇꜱ ɴᴏᴛ ʀᴇᴘʟᴀᴄᴇ ʟᴇɢᴀʟ ᴀᴅᴠɪᴄᴇ.