Skildare

17/06/2026

Leadership Development Myth #1

"Great technical operators naturally become great leaders."

It's one of the most common assumptions organisations make.

When a high-performing employee consistently delivers results, promotion often feels like the logical next step. But success in a technical role doesn't automatically prepare someone to lead people.

Many of the challenges leaders face have little to do with technical expertise and everything to do with communication, influence, accountability, coaching and navigating difficult conversations.

Without the right support and development, even the most capable employees can find leadership challenging.

Investing in leadership capability helps organisations build confident leaders, stronger teams and better workplace outcomes.

Need support developing capability within your organisation? Book a discovery call.

17/06/2026

Major changes are coming to the Health Professionals and Support Services Award, and organisations who employ health professionals should start preparing now.

With the Fair Work Commission confirming a revised implementation date of 30 October 2026, employers may need to review classifications, pay progression, remuneration structures, workforce planning, and compliance obligations.

These proposed changes are significant and could have a real impact on payroll, budgeting, and broader workforce strategy.

In our latest article, we break down what’s changing, why it matters, and the practical steps organisations should be taking now to get ahead.

If you’re unsure how these changes may affect your organisation, Skildare can help you assess the impact and prepare with confidence. Book a discovery call!

Prepare now for major HPSS Award changes from 30 October 2026. Review classifications, pay rates and compliance impacts.

12/06/2026

Important WHS compliance changes are on the horizon.

From 1 July 2026, proposed changes to WHS Codes of Practice may increase employer obligations around psychosocial hazards, workplace behaviour and risk management.

If your organisation needs support with WHS compliance, Skildare can help.

Book a discovery call today.

10/06/2026

Government-funded Paid Parental Leave will increase to 26 weeks from 1 July 2026 for eligible families.

While the change does not alter employer-funded parental leave obligations, it is a timely reminder for employers to review their parental leave policies, employee communications, payroll processes, and return-to-work arrangements to ensure they remain aligned with current requirements and workforce needs.

Key areas to review include:

• Parental leave policy wording and employee notification requirements

• How employer-funded and government-funded parental leave interact

• Flexible unpaid parental leave arrangements

• Return-to-work planning and communication

Parental leave is an area where clear processes and consistent communication matter. Well-documented policies help support employees while reducing the risk of confusion, inconsistent decision-making, and compliance issues.

If your organisation would like support reviewing its parental leave policies or preparing for the upcoming changes, Skildare can help.

Book a discovery call with Skildare today.

10/06/2026

Do you need a lawyer or an HR consultant to terminate an employee?

For many employers, termination decisions can feel complex and overwhelming, especially when balancing compliance, documentation and potential risk.

In our latest blog, we explain when HR support may be the practical first step, when legal advice may be required, and how the two can work together in higher-risk matters.

Read the full article to understand your options before making a termination decision.

Read the blog:
https://www.skildare.com.au/blog-posts/do-i-need-a-lawyer-or-an-hr-consultant-to-terminate-an-employee

07/06/2026

The Fair Work Ombudsman is currently considering applications that could increase vehicle allowance rates across 41 modern awards in response to rapid increase in fuel costs.

Under most affected Awards, the current vehicle allowance is around $0.99 per kilometre. However, this proposal is set to increase this per kilometer rate.

If successful, employers in sectors including aged care, disability support, healthcare, nursing, and clerical services may need to increase vehicle allowances.

The Fair Work Commission is currently considering the applications, with further developments expected as proceedings continue.

Skildare is monitoring the matter closely and will keep employers informed as more information becomes available. If you'd like to understand how these proposed changes could impact your workforce costs, payroll obligations, or Award compliance requirements, our team can help.

Book a discovery call with Skildare today.

05/06/2026

What employers can learn from a recent Fair Work Ombudsman enforceable undertaking involving Southern Cross Care (WA). More than 2000 workers have reportedly been underpaid over $5.4 million following the misinterpretation of enterprise agreement provisions within the Australian aged care organisation. According to the Fair Work Ombudsman, employees were underpaid across a range of entitlements including:

• Base rates under underpinning modern awards

• Pay point progression

• Sleepover payments

• Overtime and shift penalties

• Allowances and meal breaks

• Annual leave loading

• Broken shifts and client cancellations

• Minimum engagement requirements for casual employees

This case is an important reminder that workplace compliance risks don’t just come from payroll processing errors. They can stem from how enterprise agreements, awards, classifications, rostering arrangements, and employee entitlements are interpreted and applied operationally.

For employers, particularly those operating under enterprise agreements or complex workforce arrangements, regular reviews of classifications, pay practices, rostering, and agreement interpretation are critical to reducing risk.

Compliance is no longer something businesses can afford to set and forget.

If you’re unsure whether your employment practices, enterprise agreement interpretations, or workforce processes are aligned with current obligations, Skildare can help identify risks before they become costly issues.

Source: Fair Work Ombudsman, Southern Cross Care (WA) signs Enforceable Undertaking after $5.4m underpay, published 28 May 2026.

Book a discovery call with Skildare today.

04/06/2026

The National Employment Standards are being reviewed, and while it is still early in the process, the direction of discussion is clear: increased minimum obligations / entitlements, stronger employee protections, greater flexibility expectations and increased scrutiny on how employers manage core workplace obligations.

For employers, this is not about reacting before anything is final. It is about understanding that the minimum standards can be changed, and where potential pressure points may already exist across policies, contracts, leave processes, flexible work arrangements, consultation practices and workforce planning.

When minimum employment standards shift, even small gaps in documentation or day-to-day processes can quickly become compliance risks.

Waiting until reforms are finalised can leave businesses rushed, exposed and making changes under pressure.

Skildare can help employers review current workplace practices, identify potential risks early and prepare with confidence.

Book a discovery call today.

03/06/2026

Clear, practical and responsive HR support can make a meaningful difference when managing workplace matters.

At Skildare, we work with employers to provide considered advice and tailored guidance across HR, employee relations and compliance.

02/06/2026

📢 2026 Award Minimum Rates Increase Confirmed.

The Fair Work Commission has announced a 4.75% increase to the National Minimum Wage and minimum rates of pay under Modern Awards, effective from the first full pay period on or after 1 July 2026.

The decision also includes additional increases for some of the lowest paid classifications in the Award system, which will be phased in over time.

In reaching its decision, the Commission considered a range of factors including cost of living pressures, inflation, economic conditions, and the need to address the gap between wage growth and rising living costs.

What does this mean for employers?

✔ Review pay rates before 1 July 2026

✔ Ensure employees paid under Modern Awards receive the updated minimum rates

✔ Check annualised salary and flat rate arrangements continue to meet Award obligations

✔ Confirm enterprise agreement rates remain above the relevant Award minimums

With wage theft laws now in effect and compliance obligations continuing to evolve, now is the time to ensure your payroll practices remain compliant.

Need support reviewing your pay rates or employment arrangements? Contact the Skildare team to discuss your obligations before the changes take effect.