Magnetic People Pty Ltd

16/09/2026

Paying above award isn't enough — timing and proof matter too.

Following the Coles and Woolworths decisions, the "Better Off Overall" test isn't just an annual check, it must be satisfied within each individual pay cycle. And employers now need the records to prove it.

On compliance:
✅ A generous annual salary doesn't excuse a shortfall in a specific week, fortnight or monthly pay cycle
✅ Overtime, penalties and allowances must still be accounted for when they're earned
✅ Salary set-off clauses need to be reviewed against actual hours worked data, not assumed

On record keeping:
✅ Track actual hours worked (not rostered or estimated hours)
✅ Capture overtime and penalty rates when triggered, and then
✅ Map the annualised/set-off salary against Award entitlements, pay cycle by pay cycle
✅ Keep evidence this reconciliation happened at the time, not reconstructed after the fact

The takeaway: "We pay well above Award" is no longer a defence on its own, and without granular, up-to-date records, you can't prove compliance.

Not sure if your set-off arrangements or record keeping would hold up under scrutiny? Let's talk - email [email protected]

22/07/2026

We're Hiring: Accounts Officer (Permanent Part Time)

Magnetic People are on the hunt for an experienced Perth based Accounts Officer to join our team. We’re looking for someone who enjoys taking ownership of their work and thrives in a collaborative team environment. This is a fantastic opportunity to join a friendly, close-knit team where your skills and initiative will be highly valued.

If you have a keen eye for detail and take pride in keeping accounts running smoothly and efficiently, we’d love to hear from you.

Apply now via Seek: https://au.seek.com/job/93495581

16/07/2026

Reviewing a Flexible Work Arrangement request? Here's what employers need to get right.

Under the Fair Work Act, eligible employees can formally request changes to their hours, patterns, or location of work, and employers can't just say "no" because it's inconvenient.

Who is eligible?
A full-time, part-time, or regular and systematic casual (who has a reasonable expectation of continuing work) employee who has been working with the employer for at least 12 months, and who:
✔️is the parent, or has responsibility for the care, of a child who is school-aged or younger
✔️is a carer
✔️is a person with disability
✔️is 55 or older
✔️is pregnant
✔️is experiencing family and domestic violence, or
✔️provides care or support to an immediate family or household member who is experiencing family and domestic violence

Employers need to:
✔️Respond in writing within 21 days of receiving the request
✔️Genuinely discuss the request with the employee first, especially where an award or agreement applies
✔️Only refuse on reasonable business grounds - vague discomfort isn't enough
✔️Explain the reasons for refusal in writing, including any changes considered
✔️Consider the consequences of refusal for the employee, not just operational impact

Getting this wrong isn't just a compliance risk, it can damage trust and retention. A rushed or poorly justified refusal can end up in front of the Fair Work Commission.

Flexible work isn't a favour. For eligible employees, it's a right, with a process attached. Treat every request seriously, document your reasoning, and know where the line sits between "preference" and "reasonable business ground.“

14/07/2026

We're Hiring: Principal People & Capability (Permanent Part Time)

As Magnetic People Pty Ltd continues to grow, we're looking for an experienced senior HR professional to join our team. This is an exciting opportunity to work with a high-performing team, make a real impact with our clients, and help shape the future of our growing business.

If you're a strategic thinker, relationship builder, and passionate about delivering exceptional outcomes, we'd love to hear from you.

Apply now via Seek: https://lnkd.in/gwJ6YGUa

05/07/2026

This week, NAIDOC proudly celebrates 50 Years of Deadly. For five decades, NAIDOC Week has honoured the voices, cultures, achievements and resilience of Aboriginal and Torres Strait Islander peoples.

The official artwork of this years theme beautifully reflects this milestone anniversary, recognising the people, communities and cultural strength that has sustained NAIDOC over the past 50 years while looking ahead to a future led by culture, connection and pride.

This week is a great opportunity to reflect on the role we all play, in our community and workplace, in creating environments where First Nations peoples are respected, supported and empowered to thrive.

For more information visit naidoc.org.au

03/07/2026

We're seeing a marked rise in both unfair dismissal and general protections (GP) claims before the Fair Work Commission (FWC).

• Unfair dismissal claims focus on whether a termination was harsh, unjust or unreasonable

• GP claims arise when an employee alleges they have had adverse action (e.g. discrimination, demotion or dismissal) taken against them for exercising a workplace right, or another protected reason.

GP claims in particular are surging, and the FWC has rolled out procedural reforms to keep pace and improve case management.

Employers: now is the time to review your disciplinary and dismissal processes and assess your risk exposure. Reach out to our team today if you need assistance.

E: [email protected]

02/07/2026

Fresh off the press - our latest newsletter has just dropped!

This edition covers the legislative updates you need to know, practical insights for the year ahead, and a few highlights from our team.

If you would like to receive our Magnetic Insights straight to your inbox, subscribe here - https://lnkd.in/gUXZGqtM

Fresh off the press - our latest newsletter has just dropped! This edition covers the legislative updates you need to know, practical insights for the year ahead, and a few highlights from our team. If you would like to receive our Magnetic Insights straight to your inbox, subscribe here - https://l...

29/06/2026

Victoria’s New WFH Laws: What Employers Need to Know

Victoria’s new work from home (WFH) laws are currently moving through parliament and are set to have a significant impact on Victorian workforces.

If the legislation is passed, effective 1 September 2026 (1 July 2027 for small businesses), employees whose roles can reasonably be performed remotely will have a legal right to work from home two days a week. But this isn't straightforward for every business.

What's Changed?
WFH rights will be enshrined in the Equal Opportunity Act 2010. These rights will apply to all employee types, with guidance on pro-rata entitlements for part-time and casual staff to be released prior to commencement of the changes. Any disputes that arise will be managed through VEOHRC or VCAT.

The Benefits
Workers are projected to save up to $5,308 annually and regain three hours per week on commute times. The ability to WFH can improve work-life balance, expand workforce participation for carers and people with disabilities, boost job satisfaction and productivity and decrease urban congestion. For employers, the upside is improved retention and access to wider talent pools, as workforce participation is increased.

The Business Reality
Not every job can be performed remotely. Business leaders across retail, hospitality, and services have raised legitimate concerns of creating structural inequity in the workplace and potential recruitment challenges.

What do I need to do now?
• We recommend employers take the following steps:
• Audit which roles genuinely can't support remote work
• Review and update your WFH policy, dispute resolution process and any existing flexible working provisions
• Consider whether roles without WFH flexibility need higher pay to remain attractive
• Document clear, objective criteria for approving or declining WFH requests
• Brief your managers on legal requirements

What about employers in other states?
Currently, no other state has proposed legislation matching Victoria's approach to WFH.

Need assistance? We’re here to help – [email protected]

26/06/2026

From 1st July 2026 the High Income Threshold (HIT) increases to $190,100

If you employ high income earners, here’s what you need to know:
• The High Income Threshold increases to $190,100 from 1 July 2026.
• A guarantee of annual earnings, for Award covered employees, must meet the high income threshold before an Award no longer applies.
• Award and Enterprise Agreement free employees, earning more than the HIT, generally cannot pursue an unfair dismissal claim.
• The maximum compensation for successful unfair dismissal claims increases to $95,050.
• The HIT may be used as an exclusion to fixed term contract limitations.

Here’s what you need to check:
1. Employee salaries with guarantees of annual earning agreements and adjust salaries accordingly or understand the Award terms that may apply.
2. If you are using the HIT for Fixed-term and Maximum-term contract limitation exemptions, adjust salaries accordingly, or understand the limitations that will apply. These include being limited to 2 years maximum (including renewals and extensions) with only one renewal permitted.

Important to Remember:
• High-income earners can still bring General Protections, discrimination, and contract law claims.
• Superannuation is not included in the HIT.
• Some bonuses may not count towards the threshold.
• The threshold is reviewed and updated each year from 1 July.

As always, ensure employment arrangements are reviewed carefully and aligned with current workplace laws. Getting these agreements right protects your business and your people.

Our team of HR professionals can review your high-income arrangements, Award coverage, fixed and maximum-term contracts, and dismissal risk.

Contact us at [email protected]

24/06/2026

Did you know your business has a positive duty under the S*x Discrimination Act?

This isn't just about responding to issues when they arise, it's about proactively eliminating unlawful behaviour before it happens. Under the Act, businesses are required to take active steps to prevent:

● S*x discrimination in the workplace
● S*xual harassment in connection with work
● S*x-based harassment
● Hostile work environments on the ground of s*x
● Related acts of victimisation

As HR professionals we help businesses:
✔️ Understand and meet their positive duty obligations
✔️ Review and update workplace policies and procedures
✔️ Deliver tailored training for leaders and teams
✔️ Conduct workplace culture audits
✔️ Develop complaint and response frameworks
✔️ Align practices with the national Code of Practice on S*xual and Gender-based Harassment

Reach out to our team today to make sure your workplace is compliant, safe, and respectful for everyone – [email protected]

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