HR Elements, Perth (2026)

20/08/2026

𝗛𝗼𝘄 𝗱𝗼 𝘄𝗲 𝘄𝗿𝗶𝘁𝗲 𝗮 𝗰𝗼𝗺𝗽𝗹𝗶𝗮𝗻𝘁 𝗝𝗼𝗯 𝗔𝗱?

A job ad is often the first impression a candidate has of your business. Make it count.

A strong job ad does two things well. It attracts the right candidates and it keeps your business on the right side of workplace law. Here's what to get right on both fronts.

The essentials of a strong ad:
• 𝗖𝗹𝗲𝗮𝗿 𝗷𝗼𝗯 𝘁𝗶𝘁𝗹𝗲: Skip the internal jargon. Use a title candidates will actually search for.
• 𝗘𝗺𝗽𝗹𝗼𝘆𝗺𝗲𝗻𝘁 𝘁𝘆𝗽𝗲 𝗮𝗻𝗱 𝗽𝗮𝘆: State whether the role is casual, part time, full time or fixed term and consider including the pay. It filters out mismatched applicants early and saves everyone time.
• 𝗔 𝗿𝗼𝗹𝗲 𝗱𝗲𝘀𝗰𝗿𝗶𝗽𝘁𝗶𝗼𝗻: Give applicants a good preview of what responsibilities the role entails.
• 𝗥𝗲𝗾𝘂𝗶𝗿𝗲𝗱 𝘀𝗸𝗶𝗹𝗹𝘀 𝗮𝗻𝗱 𝗲𝘅𝗽𝗲𝗿𝗶𝗲𝗻𝗰𝗲: Be specific so you attract candidates who are genuinely suited to the role.
• 𝗔 𝘀𝗻𝗮𝗽𝘀𝗵𝗼𝘁 𝗼𝗳 𝘆𝗼𝘂𝗿 𝗯𝘂𝘀𝗶𝗻𝗲𝘀𝘀: Candidates want to know who you are, give them information about your company.
• 𝗟𝗼𝗰𝗮𝘁𝗶𝗼𝗻 𝗮𝗻𝗱 𝗵𝗼𝘂𝗿𝘀: Be upfront so candidates can self assess before they apply.

Then make sure it's compliant:
• 𝗡𝗼 𝗱𝗶𝘀𝗰𝗿𝗶𝗺𝗶𝗻𝗮𝘁𝗶𝗼𝗻: Ads must not directly or indirectly exclude candidates based on protected attributes like age, gender, race, disability or parental status.
• 𝗔𝗰𝗰𝘂𝗿𝗮𝗰𝘆: The role must be represented truthfully. Misleading claims can expose your business to risk.
• 𝗜𝗻𝗰𝗹𝘂𝘀𝗶𝘃𝗲 𝗹𝗮𝗻𝗴𝘂𝗮𝗴𝗲: Use gender neutral terms throughout, think "sales representative" over "salesman".
• 𝗣𝗮𝘆 𝘁𝗿𝗮𝗻𝘀𝗽𝗮𝗿𝗲𝗻𝗰𝘆: Any pay stated must meet at least the minimum entitlements under the relevant award or agreement.

A well written and compliant job ad protects your business while helping you attract the right people from the very first touchpoint.

Need help getting your recruitment process right? Reach out to the HR Elements team.

07/08/2026

𝗠𝗲𝗻𝘁𝗮𝗹 𝗵𝗲𝗮𝗹𝘁𝗵 𝗳𝗶𝗿𝘀𝘁 𝗮𝗶𝗱 𝘀𝗸𝗶𝗹𝗹𝘀 𝗻𝗲𝗲𝗱 𝗿𝗲𝗳𝗿𝗲𝘀𝗵𝗶𝗻𝗴 𝘁𝗼𝗼 💚

MHFAiders are required to complete a refresher course to renew their accreditation for another three years. It's also a chance to refresh your knowledge, awareness and skills so you stay confident and ready to support your team when it matters most.

If you completed your original MHFA course a few years back, our refresher course is a chance to revisit the fundamentals and build on them with the latest guidance. It's just four hours but the impact lasts well beyond that.

📅 When: Friday 4 September 2026 | 12:30pm to 4:30pm
📍 Where: Council House, 27 St Georges Terrace, Perth
💰 Investment: $270+GST (discount applies for HRE Alumni)

Spaces are limited. Book your spot now via https://hrelements.com.au/mental-health-first-aid/ or send us a message at [email protected] to secure your seat.

06/08/2026

𝗧𝗼𝗱𝗮𝘆 𝘄𝗲 𝘄𝗲𝗮𝗿 𝗷𝗲𝗮𝗻𝘀 𝗳𝗼𝗿 𝗴𝗲𝗻𝗲𝘀! 👖💙

We're taking part in Jeans for Genes Day, supporting the Children's Medical Research Institute's work into treatments and cures for children's genetic diseases.

This year, we're getting behind Anna Pitman's fundraiser, 𝟭𝟬𝟬 𝗦𝗸𝗶𝗽𝘀 𝗳𝗼𝗿 𝗔𝗱𝗲𝗹𝗶𝗻𝗲. Adeline lives with CDKL5 Deficiency Disorder, a rare neurological condition that causes severe epilepsy and developmental challenges. Like many families impacted by rare diseases, the hope is that ongoing research leads to better treatments, greater understanding and brighter futures for children like Adeline.

If you're able to, we'd like to encourage you to join the skipping challenge or donate to help push Adeline's fundraiser towards its $50,000 goal: https://fundraise.jeansforgenes.org.au/fundraisers/100skipsforadeline

Every contribution, big or small, makes a difference. 💙

27/07/2026

𝗪𝗼𝗿𝗸 𝗼𝘂𝘁𝘀𝗶𝗱𝗲 𝗿𝗼𝘀𝘁𝗲𝗿𝗲𝗱 𝗵𝗼𝘂𝗿𝘀 𝗶𝘀 𝘀𝘁𝗶𝗹𝗹 𝘄𝗼𝗿𝗸

Aldi has agreed to a proposed settlement worth around $55 million to resolve a class action brought by the Shop Distributive and Allied Employees Association (SDA). The case affects approximately 32,000 current and former employees across Aldi's store and warehouse divisions.

The claim centred on alleged unpaid work performed before shifts officially started and after they finished, duties that employees say were required but not rostered or paid.

𝗪𝗵𝗮𝘁'𝘀 𝗯𝗲𝗲𝗻 𝗽𝗿𝗼𝗽𝗼𝘀𝗲𝗱: Aldi has already paid around $28.9 million to affected workers. Under the proposed settlement, a further $26.3 million will be paid, along with interest and a contribution towards legal costs, bringing the total to roughly $55 million. The settlement is subject to Federal Court approval and involves no admission of wrongdoing by Aldi.

This case is a reminder that if staff are required to complete tasks outside their rostered hours, whether its pre-start routines, safety checks, handover notes or closing procedures, that time is still work and it still needs to be compensated.

A few things worth checking in your business:
• Are employees completing any tasks before clocking on or after clocking off?
• Is this time actually being paid?

Not sure if your rostering and pay practices are compliant? Reach out to the HR Elements team, we're here to help you get it right.

21/07/2026

𝗪𝗲𝗲𝗸𝗹𝘆 𝗼𝗻𝗲-𝗼𝗻-𝗼𝗻𝗲𝘀 𝗼𝗿 𝗼𝗽𝗲𝗻 𝗱𝗼𝗼𝗿 𝗽𝗼𝗹𝗶𝗰𝘆? 👀

Both are meant to do the same thing, keep communication flowing between managers and their teams. But they work very differently depending on which side of the desk you're on.

If you're a leader, a scheduled one-on-one guarantees that check in actually happens, rather than hoping someone speaks up when something is wrong. An open door policy relies on employees feeling comfortable enough to walk in.

If you're an employee, an open door policy gives you the freedom to raise something the moment it matters, instead of waiting for next week's meeting. But a standing one-on-one means you don't need an excuse to get time with your manager, it's already there.

There's no wrong answer, just different strengths. We want to hear from both sides of this one.

👉 Employees, which one actually makes you feel heard?
👉 Leaders, which one do you rely on to stay across your team?

Drop your answer below 👇

16/07/2026

𝗡𝗲𝘄 𝗲𝗺𝗽𝗹𝗼𝘆𝗲𝗲 𝗼𝗻𝗯𝗼𝗮𝗿𝗱𝗶𝗻𝗴: 𝘄𝗵𝘆 𝘁𝗵𝗲 𝗳𝗶𝗿𝘀𝘁 𝗱𝗮𝘆𝘀 𝗺𝗮𝘁𝘁𝗲𝗿 𝗺𝗼𝗿𝗲 𝘁𝗵𝗮𝗻 𝗺𝗼𝘀𝘁 𝗲𝗺𝗽𝗹𝗼𝘆𝗲𝗿𝘀 𝗿𝗲𝗮𝗹𝗶𝘀𝗲.

Some businesses put real effort into recruitment and then let onboarding happen by accident. A rushed first day, a scattered induction and no real check ins until something goes wrong. By the time issues surface, the new hire has often already mentally checked out.

The businesses that get retention right tend to treat onboarding as a structured process rather than a single event. It's about being intentional with the first few weeks so new starters feel confident, clear on expectations and genuinely part of the team.

We've put together a simple checklist to help you structure the first days of employment.

𝗦𝘄𝗶𝗽𝗲 𝘁𝗵𝗿𝗼𝘂𝗴𝗵 𝘁𝗼 𝘀𝗲𝗲 𝗶𝘁 𝗶𝗻 𝗮𝗰𝘁𝗶𝗼𝗻.

Want help building an onboarding process tailored to your business? Get in touch with the HR Elements team.

08/07/2026

𝗧𝗿𝗮𝗶𝗻𝗶𝗻𝗴 𝗮𝗻𝗱 𝗱𝗲𝘃𝗲𝗹𝗼𝗽𝗺𝗲𝗻𝘁: 𝗶𝗻𝘃𝗲𝘀𝘁𝗶𝗻𝗴 𝗶𝗻 𝘆𝗼𝘂𝗿 𝗽𝗲𝗼𝗽𝗹𝗲 𝗽𝗮𝘆𝘀 𝗼𝗳𝗳.

It's easy for training to slip down the priority list when things get busy. But businesses that treat development as optional often pay for it in other ways, through higher turnover, skill gaps and disengaged teams.

Here's why it's worth the investment:

𝗦𝘁𝗿𝗼𝗻𝗴𝗲𝗿 𝗿𝗲𝘁𝗲𝗻𝘁𝗶𝗼𝗻: People stay where they can see a future. Training shows your team you're invested in their growth, not just their output.

𝗕𝘂𝗶𝗹𝘁-𝗶𝗻 𝗰𝗮𝗽𝗮𝗯𝗶𝗹𝗶𝘁𝘆: Upskilled teams handle change better. Fewer gaps when someone leaves or steps into a new role.

𝗕𝗲𝘁𝘁𝗲𝗿 𝗲𝗻𝗴𝗮𝗴𝗲𝗺𝗲𝗻𝘁: Supported employees show up differently. It shapes morale, motivation and how people work together.

𝗥𝗲𝗱𝘂𝗰𝗲𝗱 𝗿𝗶𝘀𝗸: In some industries, training isn't optional. Staying compliant protects your business as much as your people.

𝗧𝗵𝗲 𝗯𝘂𝘀𝗶𝗻𝗲𝘀𝘀𝗲𝘀 𝘁𝗵𝗮𝘁 𝗴𝗲𝘁 𝘁𝗵𝗶𝘀 𝗿𝗶𝗴𝗵𝘁 𝗱𝗼𝗻'𝘁 𝘁𝗿𝗲𝗮𝘁 𝘁𝗿𝗮𝗶𝗻𝗶𝗻𝗴 𝗮𝘀 𝗮 𝗼𝗻𝗲-𝗼𝗳𝗳. They embed learning and development into the way they operate, building a culture of continuous improvement that helps their people, processes and business adapt, grow and perform.

At HRE, we offer practical, tailored training and development solutions to help organisations build capability and support long-term success.

To explore our full range of training programs and see how we can support your team, visit https://hrelements.com.au/training-and-development/ or book a 30-min consultation with us at https://hrelements.com.au/book-free-consultation/

01/07/2026

Introducing 𝗪𝗲𝗹𝗹𝗯𝗲𝗶𝗻𝗴𝟯𝟲𝟬, HR Elements' structured, evidence-based framework built to help you understand your organisation's psychosocial risk.

Watch the video below to see how it works. ✨

Ready to understand your organisation's risk profile? Reach out to [email protected] to get started.

29/06/2026

𝗜𝗳 𝘆𝗼𝘂 𝗲𝗺𝗽𝗹𝗼𝘆 𝘀𝗼𝗺𝗲𝗼𝗻𝗲 𝗼𝘃𝗲𝗿𝘀𝗲𝗮𝘀, 𝘁𝗵𝗶𝘀 𝗶𝘀 𝘄𝗼𝗿𝘁𝗵 𝗿𝗲𝗮𝗱𝗶𝗻𝗴.

Many Australian employers assume that if an employee lives and works in another country, Australian employment law simply doesn't apply. A recent Fair Work Commission decision confirms that assumption can be costly.

In Sanderson v Brightest Australia Pty Ltd [2026], a New Zealand-based employee working solely with New Zealand customers was granted access to Australia's unfair dismissal jurisdiction. The reason? He was employed by an Australian company and his contract was formed in Victoria.

The Commission found that Brightest had not met its obligations under the Small Business Fair Dismissal Code. The employee was never clearly warned that his role was at risk and was not given a proper chance to respond before his employment ended. The dismissal was deemed harsh, unjust and unreasonable.

Under the Fair Work Act 2009, an offshore employee of an Australian employer will not be an Australian-based employee only if these two conditions are both satisfied: the employee is engaged outside Australia and is engaged to perform duties outside Australia.

Here's what business leaders with international staff should do:
• understand that the Fair Work Act can apply in whole or in part to staff based entirely offshore;
• recognise that how and where you onboard overseas employees matters, including where contracts are issued and signed;
• assess each employment relationship on a case-to-case basis; and
• ensure that, where the Act applies, termination processes must comply with both Australian law and the laws of the employee's country.

Getting this wrong can expose your business to unfair dismissal claims, general protections applications and entitlement underpayments.

If you have employees working overseas or are considering offshore hiring, reach out to the HR Elements team.

11/06/2026

This week we delivered a Psychosocial Hazard Management Workshop through our Wellbeing360 program with the leadership team at TABEC and it was an amazing start! 💚

Psychosocial hazards are now legally recognised under WHS legislation, which means organisations have a duty to identify, assess and manage them just like physical hazards. Leaders sit right at the front line of that duty, and the TABEC team stepped up to it brilliantly.

This session was all about building practical capability. We worked with the TABEC leaders on recognising psychosocial hazards that can show up in everyday work and understanding what their obligations actually look like in practice. The conversations were rich, the questions were sharp and the commitment in the room was infectious.

When leaders can spot the early signs and know how to respond, psychosocial safety stops being a compliance headache and becomes part of how the business runs day to day. That shift starts with exactly the kind of engagement we saw from this group.

A huge thank you to the TABEC team, your willingness to show up, lean in and have the real conversations is what makes this work meaningful. The energy in the room said it all. 🙌

Leadership Training is one of six phases in the Wellbeing360 program, our end-to-end approach to building healthier, compliant workplaces. If you'd like to know how it could work for your organisation, send us a message or reach out to [email protected]

HR Elements

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