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Purple Playground

Name: Purple Playground
Address: Gold Coast, QLD, 4226, AU
Telephone: +61403170585

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Purple Playground

Re-Imagine HR! Human Resource & Recruitment Solutions
Directors Sally & Jemma
Deliberately Different!

18/06/2026

🧠 𝗛𝗥 𝗖𝗼𝗻𝗳𝗲𝘀𝘀𝗶𝗼𝗻:
“We assumed our salaries covered everything… until we learnt about offsetting rules.”

It’s a common blind spot for many small and growing businesses.

On the surface, it seems simple:
You pay someone a salary → it covers all of their work.

But in reality, salary arrangements don’t automatically override Award or minimum entitlements.

This is where 𝗰𝗼𝗻𝘁𝗿𝗮𝗰𝘁𝘂𝗮𝗹 𝗼𝗳𝗳𝘀𝗲𝘁𝘁𝗶𝗻𝗴 comes in. And it’s often misunderstood.

It’s essentially where a salary is intended to cover things like:

• Overtime
• Penalty rates
• Allowances
• Other Award entitlements

But here’s the critical part:

If it’s not permitted in the applicable Modern Award, isn’t structured correctly, or doesn’t align with how the employee actually works across each individual pay period (as per some Awards), businesses can still end up being non-compliant.

And the risk isn’t just theoretical. The result?
Unexpected underpayments, back-pay and penalties.

𝗦𝗼, 𝗵𝗲𝗿𝗲’𝘀 𝘆𝗼𝘂𝗿 𝗸𝗲𝘆 𝘁𝗮𝗸𝗲𝗮𝘄𝗮𝘆: A salary isn’t a “blanket cover” - it needs to be deliberately structured and reviewed against Award standards and actual entitlements.

𝗜𝗳 𝘆𝗼𝘂’𝗿𝗲 𝗻𝗼𝘁 𝘀𝘂𝗿𝗲 𝘄𝗵𝗲𝘁𝗵𝗲𝗿 𝘆𝗼𝘂𝗿 𝘀𝗮𝗹𝗮𝗿𝘆 𝗮𝗿𝗿𝗮𝗻𝗴𝗲𝗺𝗲𝗻𝘁𝘀 𝗮𝗿𝗲 𝗽𝗿𝗼𝗽𝗲𝗿𝗹𝘆 𝘀𝗲𝘁 𝘂𝗽, 𝗶𝘁’𝘀 𝗰𝗲𝗿𝘁𝗮𝗶𝗻𝗹𝘆 𝘄𝗼𝗿𝘁𝗵 𝗮 𝗾𝘂𝗶𝗰𝗸 𝗰𝗵𝗲𝗰𝗸-𝗶𝗻 𝗯𝗲𝗳𝗼𝗿𝗲 𝗶𝘁 𝗯𝗲𝗰𝗼𝗺𝗲𝘀 𝗮 𝗽𝗿𝗼𝗯𝗹𝗲𝗺.

18/06/2026

Following on from the WFH conversation in VIC 👇

The challenge for businesses isn’t just the legislation. It’s how to apply it fairly and consistently.

Things to consider:
✔ Which roles can realistically work from home
✔ How decisions are documented (especially refusals)
✔ Keeping consistency across similar roles (removing unconscious bias)
✔ Supporting leaders to make fair calls

Without structure, WFH requests can quickly become unclear or inconsistent.

👉 𝗡𝗲𝗲𝗱 𝗵𝗲𝗹𝗽 𝘄𝗼𝗿𝗸𝗶𝗻𝗴 𝘁𝗵𝗿𝗼𝘂𝗴𝗵 𝘁𝗵𝗶𝘀 𝗶𝗻 𝘆𝗼𝘂𝗿 𝗯𝘂𝘀𝗶𝗻𝗲𝘀𝘀? 𝗦𝗲𝗻𝗱 𝘂𝘀 𝗮 𝗺𝗲𝘀𝘀𝗮𝗴𝗲

16/06/2026

Still thinking about it?

Our 𝗟𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 𝗙𝘂𝗻𝗱𝗮𝗺𝗲𝗻𝘁𝗮𝗹𝘀 𝗪𝗼𝗿𝗸𝘀𝗵𝗼𝗽: 𝗚𝗶𝘃𝗶𝗻𝗴 & 𝗥𝗲𝗰𝗲𝗶𝘃𝗶𝗻𝗴 𝗙𝗲𝗲𝗱𝗯𝗮𝗰𝗸 + 𝗖𝗿𝗲𝗮𝘁𝗶𝗻𝗴 𝗮 𝗙𝗲𝗲𝗱𝗯𝗮𝗰𝗸 𝗖𝘂𝗹𝘁𝘂𝗿𝗲 is happening 𝗻𝗲𝘅𝘁 𝘄𝗲𝗲𝗸.

If feedback isn’t part of everyday leadership, here’s what we consistently see:

Small issues get avoided
Until they turn into bigger ones.

People fill in the gaps themselves
Instead of getting clarity.

And leaders carry conversations longer than they should
Because they were never said out loud.

This isn’t about leaders not caring.
It’s about feedback feeling harder than it needs to be.

That’s exactly what this workshop is designed to change.

In this 2-hour practical session, we focus on how to make feedback:
• Clear
• Constructive
• Consistent
• Part of everyday leadership behaviour

No theory. No overcomplication. Just practical tools you can use immediately.

This is a small, interactive session designed for real leadership challenges. And places are now limited.

If you’re a business owner, founder, supervisor, team leader, or new people leader, this session is designed with day-to-day leadership conversations in mind.

👉 𝗦𝗲𝗰𝘂𝗿𝗲 𝘆𝗼𝘂𝗿 𝘀𝗽𝗼𝘁: https://hubs.li/Q04j5_7R0

15/06/2026

Salary scoping isn’t just “what should we pay?” 👇

For many SMBs, it’s often based on:

• Past salaries
• Candidate expectations
• Gut feel
• Market guesswork

The problem? This can lead to inconsistency and hiring challenges.

A better approach looks at:
✔ Role scope
✔ Market and Industry benchmarks
✔ Internal fairness
✔ Business context

It’s not about paying more or less. It’s about paying right.

👉 𝗡𝗲𝗲𝗱 𝗵𝗲𝗹𝗽 𝘄𝗼𝗿𝗸𝗶𝗻𝗴 𝘁𝗵𝗶𝘀 𝗼𝘂𝘁? 𝗦𝗲𝗻𝗱 𝘂𝘀 𝗮 𝗺𝗲𝘀𝘀𝗮𝗴𝗲.

11/06/2026

“𝗜 𝗳𝗲𝗹𝘁 𝗹𝗶𝗸𝗲 𝗜 𝘄𝗮𝘀 𝘁𝗵𝗲 𝗺𝗼𝘀𝘁 𝗶𝗺𝗽𝗼𝗿𝘁𝗮𝗻𝘁 𝗽𝗿𝗶𝗼𝗿𝗶𝘁𝘆 𝘁𝗵𝗲𝘆 𝗵𝗮𝗱.”

That’s how Tracey McGrogan, former General Manager of People & Culture at Hive and Wellness Australia, described her experience working with us.

At the time, the team needed support implementing their HR Information System (HRIS), Employment Hero, across the business - alongside managing day-to-day HR priorities and a tight delivery deadline.

We partnered with them to:
• assemble an experienced team of HR Consultants
• support project management and implementation of Employment Hero
• develop training materials
• and free up internal capacity so the team could focus on business-as-usual operations

What stood out in Tracey’s experience wasn’t just the outcome - it was the support throughout the process:
• feeling genuinely supported during a complex implementation
• having a responsive, experienced team alongside her
• and knowing the project was being managed with care and urgency

It enabled the business to deliver a successful HRIS rollout by their deadline, without overloading their internal team.

👉 Watch the 1-minute story to see how hands-on implementation support can ease the pressure on internal teams.

𝗜𝗳 𝘆𝗼𝘂’𝗿𝗲 𝗶𝗺𝗽𝗹𝗲𝗺𝗲𝗻𝘁𝗶𝗻𝗴 𝗼𝗿 𝗼𝗽𝘁𝗶𝗺𝗶𝘀𝗶𝗻𝗴 𝗘𝗺𝗽𝗹𝗼𝘆𝗺𝗲𝗻𝘁 𝗛𝗲𝗿𝗼 𝗶𝗻 𝘆𝗼𝘂𝗿 𝗯𝘂𝘀𝗶𝗻𝗲𝘀𝘀 𝗮𝗻𝗱 𝘄𝗮𝗻𝘁 𝗽𝗿𝗮𝗰𝘁𝗶𝗰𝗮𝗹 𝘀𝘂𝗽𝗽𝗼𝗿𝘁 𝗮𝗹𝗼𝗻𝗴 𝘁𝗵𝗲 𝘄𝗮𝘆, 𝗳𝗲𝗲𝗹 𝗳𝗿𝗲𝗲 𝘁𝗼 𝗴𝗲𝘁 𝗶𝗻 𝘁𝗼𝘂𝗰𝗵.

11/06/2026

If EOFY has you reviewing your HR 👇

You might be noticing:

• Gaps in contracts or documentation
• Questions around HR compliance
• Processes that aren’t quite working

That’s where ongoing support makes a difference.

Our 𝗛𝗥 𝗠𝗲𝗺𝗯𝗲𝗿𝘀𝗵𝗶𝗽 is designed for growing businesses who want:
✔ Practical advice
✔ Ongoing support
✔ Confidence in their people decisions

No overwhelm. Just the right level of support as you grow.

👉 𝗟𝗲𝗮𝗿𝗻 𝗺𝗼𝗿𝗲 𝗼𝗿 𝗴𝗲𝘁 𝗶𝗻 𝘁𝗼𝘂𝗰𝗵:
https://hubs.li/Q04fLXg20

09/06/2026

Most leaders think feedback is about fixing performance.

But in practice, it does something much bigger than that.

When feedback becomes part of everyday leadership - not a once-a-year performance review or “when something goes wrong” conversation - the entire dynamic of a team shifts.

People stop guessing where they stand.
Small issues don’t turn into bigger ones.
And leaders spend less time “managing problems” and more time actually leading.

In our upcoming 𝗟𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 𝗙𝘂𝗻𝗱𝗮𝗺𝗲𝗻𝘁𝗮𝗹𝘀 𝗪𝗼𝗿𝗸𝘀𝗵𝗼𝗽: 𝗚𝗶𝘃𝗶𝗻𝗴 & 𝗥𝗲𝗰𝗲𝗶𝘃𝗶𝗻𝗴 𝗙𝗲𝗲𝗱𝗯𝗮𝗰𝗸 + 𝗖𝗿𝗲𝗮𝘁𝗶𝗻𝗴 𝗮 𝗙𝗲𝗲𝗱𝗯𝗮𝗰𝗸 𝗖𝘂𝗹𝘁𝘂𝗿e, we focus on how to make that shift practical - not theoretical.

Feedback doesn’t need to be uncomfortable or avoided - it can become one of your strongest leadership tools.

You’ll learn how to build confidence and capability to make feedback a natural part of how your team works.

It’s particularly relevant for business owners, founders, supervisors, team leaders, and new or emerging people leaders. Or someone in your team growing into leadership.

👉 Thursday, 25 June | 10am–12pm AEST | Live online
👉 Save your spot: https://hubs.li/Q04hRndX0

08/06/2026

EOFY isn’t just about numbers 👇

With things like wage changes coming up, it’s a good time to check your HR foundations:

✔ Employee records & contracts
✔ Pay rates & compliance
✔ Leave balances
✔ HR Policies & documentation
✔ Team structure

It doesn’t need to be a big overhaul - just a quick review to make sure everything is in order.

👉 𝗡𝗲𝗲𝗱 𝗮 𝗵𝗮𝗻𝗱 𝗯𝗲𝗳𝗼𝗿𝗲 𝗘𝗢𝗙𝗬? 𝗦𝗲𝗻𝗱 𝘂𝘀 𝗮 𝗺𝗲𝘀𝘀𝗮𝗴𝗲

04/06/2026

🧐 𝗧𝗿𝘂𝘁𝗵 𝗼𝗿 𝗠𝘆𝘁𝗵:
“You can wait until the new financial year to think about minimum wage changes.”

𝗔𝗻𝘀𝘄𝗲𝗿: ❌ 𝗠𝘆𝘁𝗵

It’s a common assumption and one that catches businesses out every year.

Because while wage changes typically take effect from the first full pay period on or after 1 July, the 𝗔𝗻𝗻𝘂𝗮𝗹 𝗪𝗮𝗴𝗲 𝗥𝗲𝘃𝗶𝗲𝘄 𝗵𝗮𝗽𝗽𝗲𝗻𝘀 𝗶𝗻 𝘁𝗵𝗲 𝗺𝗼𝗻𝘁𝗵𝘀 𝗹𝗲𝗮𝗱𝗶𝗻𝗴 𝘂𝗽 𝘁𝗼 𝗶𝘁.

Which means leaving it until July often leads to:

• Rushed payroll updates
• Last-minute compliance checks
• Unclear communication with employees

A more proactive approach is to start preparing now.

That includes:

✔ Reviewing employment contracts (are they still fit for purpose?)
✔ Checking award coverage and classifications
✔ Understanding your current wage arrangements (hourly vs salary, above award, set-off clauses)

Because this isn’t a one-off event. It happens every year.
The difference is whether it catches you off guard, or you’re ready for it.

𝗜𝗳 𝘆𝗼𝘂 𝗵𝗮𝘃𝗲𝗻’𝘁 𝗿𝗲𝘃𝗶𝗲𝘄𝗲𝗱 𝗵𝗼𝘄 𝘂𝗽𝗰𝗼𝗺𝗶𝗻𝗴 𝗰𝗵𝗮𝗻𝗴𝗲𝘀 𝗺𝗶𝗴𝗵𝘁 𝗶𝗺𝗽𝗮𝗰𝘁 𝘆𝗼𝘂𝗿 𝗯𝘂𝘀𝗶𝗻𝗲𝘀𝘀, 𝗻𝗼𝘄’𝘀 𝘁𝗵𝗲 𝘁𝗶𝗺𝗲. 𝗟𝗲𝘁’𝘀 𝗰𝗵𝗮𝘁.

04/06/2026

🚨 𝗙𝗮𝗶𝗿 𝗪𝗼𝗿𝗸 𝗔𝗻𝗻𝘂𝗮𝗹 𝗪𝗮𝗴𝗲 𝗥𝗲𝘃𝗶𝗲𝘄 𝘂𝗽𝗱𝗮𝘁𝗲

The Fair Work Commission has handed down its Annual Wage Review decision, with wage increases taking effect from the first full pay period on or after 1 July 2026.

Key changes include:

✔️ Modern Award Rates increasing by 4.75%
✔️ National Minimum Wage increasing to $http://26.44 per hour ($1,004.90 per week)

For many businesses, this means more than simply updating hourly rates.

It's a good opportunity to review:

🔹 Award classifications
🔹 Employee pay rates and salaries
🔹 Allowances and penalty rates
🔹 Changes to employee duties and responsibilities
🔹 Payroll and HR system settings

One of the most common issues we come across isn't businesses intentionally getting it wrong. It's that classifications, salaries and payroll settings haven't been reviewed in line with changes to the business over time.

While the final award pay guides are typically released close to (or shortly after) 1 July, now is the ideal time to start preparing.

An annual wage review is a simple but important opportunity to check that your people are being paid correctly, your systems are up to date and any changes in roles or responsibilities have been properly captured.

A little time invested now can help avoid bigger headaches down the track.

If you're not sure where to start, begin with a review of your employee classifications and current pay rates.

Address

Gold Coast, QLD
4226

Opening Hours

Monday	8:30am - 5pm
Tuesday	8:30am - 5pm
Wednesday	8:30am - 5pm
Thursday	8:30am - 5pm
Friday	8:30am - 5pm

Telephone

+61403170585

Website

http://purpleplayground.com.au/

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