The Save Group

The Save Group A boutique HR consultancy helping small businesses across Australia, with consultants in Melbourne and Brisbane.

We offer creative solutions, dedicated HR support, on-site help when needed, and ad hoc hourly rates with no retainers. The Save Group is an Australian HR consultancy supporting small and growing businesses with practical, flexible, and people-focused advice. No retainers or fixed fees, just an hourly rate for any work done. We can do as little or as much as you would like. What sets us apart is o

ur ability to deliver creative solutions that go beyond standard advice. We take the time to understand each business and apply the expertise of our entire team to find the right approach. Our clients work closely with one dedicated HR Partner who becomes part of their team, offering the support of an in-house HR function without the ongoing cost. You only pay for what you use, with full flexibility and control. The Save Group was founded by Jane Save, an award-winning HR professional with over 15 years of global HR experience and a deep understanding of small business. With consultants based in Melbourne and Brisbane, we work with businesses across Australia to make HR simple, effective, and genuinely useful.

Victoria's proposed Work From Home Bill has been delayed from 1 September 2026 to 1 July 2027, with debate paused for fu...
02/09/2026

Victoria's proposed Work From Home Bill has been delayed from 1 September 2026 to 1 July 2027, with debate paused for further consultation.

So, does that mean businesses can forget about it?

Not quite.

If the Bill passes in its current form, eligible employees could have a right to work from home two days a week where reasonable, with employers covering reasonable associated costs.

Now is a good opportunity for Victorian SMEs to review:
• Which roles can realistically be performed from home
• Your hybrid work policy
• How requests are assessed and documented
• Whether managers understand the reasonableness test
• How your business would respond to a written WFH notice

The proposed legislation may still change, so businesses don't need to make decisions based on the final rules yet.

But preparing your policies and processes now could make the transition much easier later.

Need help reviewing your flexible work policies? Our HR consultants can help you prepare.

30/08/2026

The biggest HR risks are the everyday mistakes businesses don't realise they're making.

In this video, we cover five of the most common:
1. Paying employees incorrectly
2. Using copy-and-paste employment contracts
3. Keeping company policies "in your head" instead of writing them down
4. Poor record keeping
5. Failing to document performance issues

Each one might seem minor on its own.

But together, they can expose your business to unnecessary legal, financial and operational risk.

The good news?

Every one of these mistakes is preventable with the right systems and advice.

Reach out today if you need help!

Many employers think workplace investigations are about finding someone at fault.They're not. They're about finding the ...
27/08/2026

Many employers think workplace investigations are about finding someone at fault.

They're not. They're about finding the facts.

A recent Fair Work Commission decision resulted in an employee being reinstated, not because misconduct couldn't have occurred, but because the investigation itself was flawed.

The lesson?

A complaint is only the starting point.

Strong investigations require:
• Clear allegations
• Reliable evidence
• Procedural fairness
• Objective decision-making

When businesses rush investigations or decide the outcome before gathering the evidence, they significantly increase legal risk.

Following a fair process protects employees, managers and the business itself.

Before commencing a workplace investigation, speak with our HR consultants. Independent advice can help ensure your process is fair, balanced and defensible.

Many employers assume people leave for more money.Sometimes they do, but more often, high performers leave because they ...
26/08/2026

Many employers assume people leave for more money.

Sometimes they do, but more often, high performers leave because they no longer feel valued.

They stop seeing opportunities to grow.
They don't receive meaningful feedback.
Their extra effort goes unnoticed.
Poor performers aren't held accountable.
Trust in leadership begins to fade.

The businesses that retain great people invest in good leadership, clear communication, recognition and career development, not just remuneration.

Here's a question worth asking:

If your best employee resigned tomorrow, do you know the real reason why?

A free pizza is nice, but a healthy workplace is BETTER.Too often, businesses try to solve burnout with perks instead of...
24/08/2026

A free pizza is nice, but a healthy workplace is BETTER.

Too often, businesses try to solve burnout with perks instead of addressing what's causing it in the first place.

Burnout is caused by things like:
• Unrealistic workloads
• Poor communication
• Unclear expectations
• Constant pressure
• Lack of recognition or support

Perks can improve morale, but they can't replace good leadership, realistic workloads, and a positive workplace culture.

If your team is exhausted, ask them why, before asking what reward to offer.

Because when it comes to burnout, cheesy solutions aren’t enough. 🍕

Aside knowing the legislation, HR is also about giving business owners competence when they're navigating difficult peop...
20/08/2026

Aside knowing the legislation, HR is also about giving business owners competence when they're navigating difficult people issues.

Thank you, Karl, for your wonderful feedback.

Helping SMEs solve complex HR challenges with practical advice is exactly why we do what we do.

If you're looking for experienced HR support without the cost of an in-house team, we'd love to help your business too.

Get in touch to see how The Save Group can support your people, compliance and growth.

From 1 July 2026, eligible employees can now access 26 weeks of government-funded Paid Parental Leave.But compliance isn...
18/08/2026

From 1 July 2026, eligible employees can now access 26 weeks of government-funded Paid Parental Leave.

But compliance isn't simply knowing the new entitlement.

Employers should also ensure:
• Policies reflect the new entitlement
• Payroll can process the updated payments
• Payslips identify PPL correctly
• Records are maintained accurately
• Workforce planning accounts for longer absences

It's often these behind-the-scenes details that create compliance risks, not the legislation itself.

Need help reviewing your parental leave policies or payroll processes? Our team can help ensure your business is ready.

Performance reviews shouldn't feel like a once-a-year box-ticking exercise.When done well, they're one of the most valua...
16/08/2026

Performance reviews shouldn't feel like a once-a-year box-ticking exercise.

When done well, they're one of the most valuable conversations a manager can have with their team.

A great performance review isn't just about looking backwards, but creating a clear path forward.

The best reviews focus on:
• Honest, two-way conversations
• Specific examples, not assumptions
• Recognising achievements
• Identifying opportunities for growth
• Agreeing on clear, measurable goals

Employees should leave the conversation knowing what they're doing well, where they can improve, and how they'll be supported to get there.

Because great performance reviews strengthen engagement, trust and retention.

The conversations managers avoid are often the ones that matter most.Putting them off rarely makes the situation better,...
13/08/2026

The conversations managers avoid are often the ones that matter most.

Putting them off rarely makes the situation better, but harder.

Whether it's discussing performance, providing constructive feedback or addressing workplace conflict, timely conversations help build trust, improve accountability and prevent small issues from becoming much bigger ones.

Strong leaders don't avoid difficult conversations. They prepare for them.

Which workplace conversation do you think managers avoid most often?

It's a question that divides hiring managers.Would you choose the candidate with years of experience but a poor attitude...
09/08/2026

It's a question that divides hiring managers.

Would you choose the candidate with years of experience but a poor attitude…

Or the candidate with less experience but a willingness to learn?

Experience can shorten the learning curve.

Attitude often shapes long-term success.

The strongest teams usually consist of people who are adaptable, collaborative, and eager to grow. These are qualities that are much harder to teach than technical skills.

Of course, every role is different, and there's rarely a one-size-fits-all answer.

Which candidate would you choose: A or B?

Address

149-153 Williams Road, Dandenong South
Melbourne, VIC
3175

Opening Hours

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

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