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Skildare

Name: Skildare
Address: Level 2, 169-173 King Street, Newcastle, NSW, 2300, AU
Telephone: +61249408743

HR consultants that deliver customised, straight forward advice and support. We don’t over-complicate our processes or confuse our clients.

Skildare offers a personalised service that simplifies outsourcing HR for your business. From the moment we chat on the phone to years down the track, your journey with Skildare is straightforward, personalised and trouble-free. Outsourcing HR functions has never been easier.

09/09/2026

Great leadership is about more than communication, accountability and empathy. It’s also about creating workplace systems that help people perform at their best.

From how meetings are run and priorities are communicated to how feedback, recruitment and flexibility are managed, everyday leadership decisions can either remove barriers or unintentionally create them.

In our latest article, we explore why workplace design is becoming an essential leadership capability—and the practical steps leaders can take to build more neuroinclusive, higher-performing teams.

Read the full article and download our free Neuroinclusive Leadership Checklist: https://www.skildare.com.au/blog-posts/great-leaders-dont-just-manage-people-they-design-workplaces-where-people-can-thrive-vnat4sonfswvvg

08/09/2026

Got non-compete clauses in your employment contracts? The Federal Government has released draft legislation proposing significant changes to post-employment restraints in Australia.

Under the proposed reforms, non-compete clauses would be banned for employees earning below the Fair Work Act high-income threshold, currently $190,100 per year.

The Government is also consulting on further changes, including restrictions on:

• co-worker non-solicitation clauses
• cascading restraint clauses
• no-poach and wage-fixing arrangements between businesses.

Importantly, this doesn't mean employers will have no way to protect their business when an employee leaves. Confidentiality, intellectual property, client relationships and other legitimate business interests will still need careful consideration.

The reforms aren't law yet, but if passed, many employers will need to review the restraint provisions currently sitting in their employment contracts.

How can Skildare help?

Once the final legislation is known, we can help review existing contracts, update templates and make sure the right protections are in place for different roles and business risks.

The draft legislation is open for consultation until 2 October 2026.

04/09/2026

We're excited to launch the Emerging Leaders Training Program.

A practical, two-day leadership development program designed to equip emerging leaders, supervisors and new managers with the skills and confidence to lead people effectively.

Participants will learn how to:
• Lead with confidence and credibility
• Communicate effectively and influence others
• Manage performance and accountability
• Navigate difficult conversations
• Build engaged, high-performing teams

For businesses, it's an opportunity to strengthen leadership capability from within, build your future leadership pipeline and set new leaders up for success.

Places are limited to just 10 participants per course to ensure an interactive and practical learning experience.

Early Bird pricing is now available for a limited time.

Secure your place via the booking page link
https://www.eventbrite.com.au/e/emerging-leaders-training-program-tickets-1999640239786
.

31/08/2026

Working from home arrangements for employees under the Clerks Award are in the spotlight following a new Fair Work Commission decision.

The Fair Work Commission has decided to insert a new Award clause that would give employers and employees greater flexibility to agree on WFH arrangements, including how certain working hours and break provisions apply, to ensure compliance with the Award.

Importantly, the decision doesn’t create a new right to work from home. The Commission found that work from home arrangements are common for clerical administrative work, and already approved in most cases. The proposed clause focuses on supporting these agreed arrangements, including the requirements for written agreements documenting the arrangement.

The changes aren’t in effect yet, with feedback on the draft determination open until 17 September 2026 and an implementation date still to be confirmed.

Swipe through for what employers need to know. →

We’ll keep you updated as the changes are finalised, including when they take effect and what they could mean for your workplace.

28/08/2026

The Fair Work Commission has increased the minimum vehicle allowance under the SCHADS Award and Aged Care Award from $1.01 to $1.05 per kilometre in response to rising fuel costs.

The 4 cent increase will apply for six months, from the first full pay period on or after 1 September 2026, until 28 February 2027, and may have a cost impact for employers with employees who are authorised or required to regularly using their own vehicles for work.

If your organisation is covered by either Award, now is the time to make sure your payroll processes and vehicle allowance policies are updated for the change.

Skildare can help you review how the new allowance applies to your workforce, identify any required payroll or policy updates, and make sure the change is implemented correctly from the first applicable pay period.

Need support getting ready for the change? Get in touch with our HR team.

27/08/2026

Right to Disconnect: What Employers Can Learn from the First Tribunal Decision

In the first tribunal determination considering an alleged breach of the right to disconnect laws, an employer was found to have unreasonably and regularly contacted an employee outside her working hours, including on days off and while she was unwell or on leave.

Despite this conduct, the South Australian Employment Tribunal found there had been no breach of the employee's right to disconnect.

The key issue was whether the employer had directly or indirectly prevented the employee from exercising her right not to monitor, read or respond to unreasonable work-related contact. There was no evidence that she faced consequences for not responding or was otherwise prevented from disconnecting.

For employers, the distinction is important: out-of-hours contact isn’t automatically a breach, but that doesn’t make all out-of-hours contact reasonable.

Consider whether the contact genuinely requires a response and whether your workplace practices could be creating an expectation that employees must always be available.

Need support reviewing your workplace practices and right-to-disconnect obligations? Get in touch with the Skildare team.

26/08/2026

Meet Natasha!

With 17 years of leadership and people experience across local government, banking, aged care and higher education, Natasha brings a broad understanding of how people, culture and business performance intersect.

Her expertise spans organisational culture, employee engagement, strategic workforce planning, leadership development and HR systems. As an accredited Facet5 facilitator, Natasha is particularly passionate about helping teams strengthen communication, build trust and work more effectively together.

Natasha was also recently awarded Dux of her cohort in the Workforce Planning Intensive program through Local Government Professionals — an incredible recognition of her ability to help organisations prepare for their future workforce needs.

Outside of work, Natasha and her husband, Andrew, are busy raising three teens and tweens, supporting their many sporting activities and volunteering with local soccer, netball and swimming organisations.

We’re thrilled to have Natasha’s experience, practical approach and passion for people on the Skildare team! 💚

25/08/2026

SafeWork NSW has released its 2026–27 regulatory priorities, with a focus on preventing serious harm associated with:

• Falls from heights
• Psychosocial risks
• Hazardous substances
• Mobile plant, vehicles and fixed machinery

The statement also highlights the importance of protecting workers who may be at greater risk, including young workers, apprentices, migrant workers and culturally and linguistically diverse workers.

For employers, this is a timely reminder to make sure your workplace policies and procedures are current, reflect the risks within your business and are understood in practice.

Skildare can help review and develop practical workplace policies and procedures, strengthen psychosocial risk management frameworks and provide HR compliance advice aligned with your obligations.

24/08/2026

Stepping into your first management role is an exciting milestone, but leading people requires a different skill set to doing the job yourself.

The good news? Leadership isn't about having all the answers. It's about building the skills and confidence to support your team effectively.

If you're new to management, start by focusing on these five fundamentals:
• Set clear expectations.
• Communicate regularly.
• Have difficult conversations early.
• Listen before you lead.
• Lead by example.

Strong leaders aren't developed overnight, but with the right support, they can make a lasting impact on their people and their business.

Whether you're supporting a first-time manager or strengthening leadership capability across your business, Skildare can help with leadership development, management coaching and practical HR advice tailored to your workplace.

21/08/2026

The arrangement started as casual. Over time, the reality of the working relationship told a different story.

In its first decision under the employee choice casual conversion pathway, the Fair Work Commission considered a casual academic who had worked regular teaching patterns since 2023.

After examining the employee’s work across multiple semesters and the allocation of future teaching, the Commission found that a firm advance commitment to continuing and indefinite work had developed. It ordered that the employee be treated as a permanent part-time at 0.1 FTE (around 3.5 hours per week), averaged over 12 months.

The university’s Enterprise Agreement did not provide a permanent category covering the employee’s teaching-only role. However, the Commission found that it could not prevent access to entitlements to conversion under the National Employment Standards.

The decision has relevance beyond universities. An arrangement does not necessarily remain casual simply because work is offered semester-by-semester, project-by-project or for other defined periods.

For employers who regularly engage casuals, now is a good time to review:

• How long casual employees have been engaged
• Whether they work regular or predictable patterns
• Whether there is an expectation of continuing work
• How future shifts and hours are planned and allocated
• Whether contracts, rostering practices and enterprise agreements align with the Fair Work Act
• Whether casual employment remains appropriate for your circumstances.

Skildare can help you review your casual workforce arrangements, strengthen contracts and rostering practices, and identify potential conversion or compliance risks before they become disputes.

Book a discovery call today.

Address

Level 2, 169-173 King Street
Newcastle, NSW
2300

Opening Hours

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

Telephone

+61249408743

Website

http://www.skildare.com.au/

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