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In today's dynamic and ever-evolving job market, career transitions have become a common aspect of the modern workforce. Whether due to downsizing, restructuring, or other changes within an organisation, employees often find themselves in a state of uncertainty and flux. Outplacement, a service aimed at assisting individuals during these transitional periods, has gained significance as a tool to help both employees and organisations effectively manage the process of career change. This article explores the concept of outplacement, its benefits, and how it aids individuals in navigating the tumultuous seas of career transitions. Understanding Outplacement Outplacement is a holistic approach to supporting employees who are facing job loss or career transitions, usually as a result of downsizing, layoffs, or company restructuring. It involves the provision of various resources, guidance, and assistance to help individuals transition into new employment opportunities successfully. The core objectives of outplacement services are to minimise the adverse effects of job loss, facilitate reemployment, and enhance the overall well-being of employees during this challenging phase. Key Components of Outplacement Services Career Counselling: Outplacement services typically provide access to professional career counsellors who help individuals assess their skills, strengths, and interests. This guidance assists in identifying new career goals and charting a path towards achieving them. Developing a Personal Brand: Outplacement programs offer support with updating and optimising resumes, refine job search strategies, and creating effective LinkedIn profile to stand out in a competitive job market. Job Search Assistance: Outplacement firms often have extensive networks and resources for job hunting. They help job seekers identify potential employers, apply for positions, and connect with opportunities that align with their career aspirations. Fine Tuning Interview skills: Embarking on a journey to master interview skills is a crucial step towards achieving career goals and securing a new role. It allows individuals to be ready to present themselves with confidence, poise, and authenticity. Emotional Support: Losing a job can be emotionally challenging. Outplacement services often include counselling and emotional support to help individuals cope with stress, anxiety, and the emotional toll of job loss. Benefits of Outplacement Services Employee Morale: Providing outplacement services to employees affected by downsizing or restructuring demonstrates a commitment to their well-being, which can boost morale even in difficult times. Faster Reemployment : Individuals who use outplacement services tend to find new employment more quickly than those who don't, reducing the period of unemployment and financial strain. Cost Savings: Offering outplacement services can mitigate potential legal or reputation risks for an organisation, ultimately saving money in the long run. Enhanced Productivity: For employees who are not directly impacted by job loss, knowing that outplacement services are available can help maintain focus and productivity during times of change. Positive Company Image: A commitment to outplacement services can improve an organisation's reputation in the job market, making it more attractive to prospective employees. Not all outplacement services are the same. They should be tailored to the specific needs of the individual and the organisation. Customisation is key in addressing unique career challenges, from mid-career professionals seeking to pivot into new industries to entry-level employees entering the job market for the first time. The investment in outplacement services not only helps displaced workers navigate the uncertainty of job loss but also reflects positively on the organisation's commitment to the well-being of its employees. By offering a helping hand during challenging times, outplacement services empower individuals to find new opportunities and embark on the next chapter of their careers with confidence. In essence, outplacement is not just a service; it's a bridge to a brighter, more secure professional future. At Essential HR we understand that no two career transitions are alike. Our Outplacement Services are meticulously designed to cater to an individual's unique needs, skills, and aspirations. Whether you're a seasoned executive or a recent graduate, our approach adapts to your circumstances, ensuring you receive the personalised support required to excel in job searching. See learn more regarding our Outplacement Services click here

The holiday season is a time for joy, celebration, and spending quality time with loved ones. Many businesses choose to close down over Christmas to allow their employees to enjoy this special time. However, it's essential for employers to be aware of their obligations and responsibilities when implementing a Christmas shutdown. In this article, we will explore the various aspects of employer obligations during the holiday season closure, ensuring that both employers and employees have a smooth and stress-free holiday break. Directing Employees to take Leave Directing employees to take leave during a shutdown period such as Christmas and New Year is not always straight forward. Some Modern Awards and Agreements do not allow you to give direction. For example, the Social, Community, Home Care and Disability Services Industry Award states employees cannot be directed to take annual leave during a shutdown, only by mutual agreement. Whereas the Clerks Private Sector Award states: Employees can be required to take a period of paid annual leave during a shutdown. If an employee doesn’t have enough paid annual leave to cover all of the shutdown, the employee and employer can agree to other options for the days not covered such as using: other paid time such as time off in lieu annual leave in advance leave without pay. Giving Adequate Notice One of the most crucial aspects of closing over Christmas is providing employees with sufficient notice. Depending on the relevant industry or occupational Modern Award or Agreement, this notice period can vary. Generally, it's recommended to inform employees in writing at least four weeks in advance to allow them time to plan accordingly. Most Awards state 28 days’ notice in writing, however we strongly recommend referring to the relevant clause in the Award to ensure you provide sufficient notice. For example, the Building and Construction General On-site Award states: All affected employees must be given at least 2 months’ written notice of the shutdown period. Holiday Pay and Leave Entitlements During the Christmas shutdown, employees may have questions about their holiday pay and leave entitlements. Employers must adhere to employment laws regarding paid leave during this period. This includes explaining whether employees will be paid for public holidays, how accrued leave balances will be handled, and any special arrangements for temporary or part-time workers. Clearly communicating these details helps prevent confusion and disputes. A few things to consider are: Where a public holiday falls on a full-time or part-time employee’s standard workday, the employee will be paid for the public holiday. Paid leave taken over the shutdown period, including public holidays, the employee will still accrue leave, unless they’re taking leave without pay. Casual employees are not entitled to paid leave and will need sufficient notice to ensure they can financially plan for the shutdown period. Temporary Closure Policies Developing clear policies and procedures for the Christmas shutdown can help streamline the process and ensure consistency. These policies should address matters such as the shutdown duration, emergency contact information, security measures, and expectations regarding remote work, if applicable. Make sure all employees are aware of these policies and have access to them well in advance of the closure. Communication and Engagement Effective communication is essential to address employee concerns and maintain morale during the holiday shutdown. Hold a staff meeting or send out a company-wide email to inform employees about the closure and its details. Encourage open lines of communication, so employees feel comfortable reaching out with any questions or concerns. Additionally, consider organising a festive event or party before the shutdown to boost team morale and celebrate the holiday season together. Health and Safety Even during a shutdown, employers are responsible for the health and safety of their employees. Ensure that the workplace remains safe during the closure by conducting necessary maintenance and security checks. Clearly communicate any safety measures or procedures that employees should follow if they need to access the premises during the shutdown. Conclusion Closing over Christmas can be a wonderful way for businesses to allow their employees to enjoy the holiday season, but it comes with specific employer obligations. By giving adequate notice, addressing holiday pay and leave entitlements, managing annual leave requests, implementing temporary closure policies, maintaining open communication, and ensuring health and safety, employers can create a smooth and stress-free Christmas shutdown. This not only supports employee well-being but also fosters a positive work environment that can lead to increased productivity and loyalty when the business reopens in the new year. HOW CAN WE ASSIST Essential HR are a partner you can rely on. Our HR solutions combine technology and expertise to make your business better. We’ll help you play by the rules, sort out those tricky problems and create efficiencies that maximise your success. visit www.esshr.com.au

Written by Harshini Elliott, Senior HR Partner, Essential HR HR compliance is a critical aspect of managing your business, as it ensures that all employers meet their legal obligations. Failure to comply with these obligations can expose you, as a business owner, to legal risks, financial penalties, and harm to your company's reputation. The average cost of non-compliance in an organisation continues to grow with shifting workplace policies, an ever-challenging hiring climate, and evolving regulations. As a result, more and more organisations are bringing compliance to the forefront of their strategies to ensure business continuity. Achieving mastery in HR compliance requires a comprehensive understanding and adherence to the various laws, regulations, and best practices governing the employer-employee relationship. HR compliance serves to safeguard both your business and your employees. To guide you on this journey, here's a step-by-step roadmap consisting of 18 crucial elements: Stay Abreast of Relevant Laws and Regulations: Continually educate yourself on federal, state, and local labor laws and regulations, keeping pace with any modifications. Establish an HR Compliance Program: Develop a tailored HR compliance program that encompasses policies, procedures, and guidelines designed to meet your business's unique needs. Audit Current Practices: Thoroughly assess your current HR practices to identify areas where compliance may be lacking, or improvements are needed. Create Clear Policies and Procedures: Craft and maintain transparent and consistent HR policies and procedures, ensuring employees have easy access to these documents. Formulate an Employee Handbook: Develop an employee handbook that clearly outlines company practices and expectations. Ensure all employees receive and acknowledge receipt of this handbook. Prioritise Training and Education: Provide regular compliance training and education for HR staff, managers, and employees, covering topics such as anti-discrimination, harassment prevention, and safety protocols. Maintain Records and Documentation: Establish and maintain organised employee records, including personnel files, payroll records, and compliance-related documents. Comply with Equal Employment Opportunity Laws: Adherence to EEO laws, including Australian Human Rights Commission Act 1986, Racial Discrimination Act 1975, Sex Discrimination Act 1984, Disability Discrimination Act 1992, Age Discrimination Act 2004, Fair Work Act 2009, Equal Opportunity for Women in the Workplace Act 1999 and relevant State and Territory Legislation. Wage and Time Tracking Compliance: Understand and comply with wage and Time Tracking laws, which govern minimum wage, overtime pay, and record keeping. Prioritise Health & Safety Compliance: Implement health & safety programs to comply with Workplace Health and Safety laws and regulations. Regularly inspect the workplace for safety hazards. Safeguard Privacy and Data: Protect employee data and adhere to privacy laws, such as the Privacy Act 1988 and the Australian Privacy Principles. Whistleblower Protection: Establish mechanisms for employees to report compliance concerns without fear of retaliation and have a defined process for handling whistleblower complaints. Implement Anti-Harassment and Anti-Discrimination Policies: Enforce policies that prevent and address workplace harassment and discrimination, conducting thorough investigations into complaints. Seek expert advice: Consult with employment and workplace compliance experts to ensure your business is fully compliant with complex laws and regulations. Use technology to automate and streamline: Unify and streamline your HR processes with an all-in-one HR platform, automating compliance is an easy way to stay on top. Encourage Employee Feedback and Communication: Foster open lines of communication for employees to provide feedback on compliance issues and address concerns proactively. Document Everything: Maintain thorough documentation of all compliance-related activities, including policy changes, training records, and investigations. Regularly Review and Update Your Compliance Program: HR compliance is an ongoing process. Regularly review and update your compliance program to adapt to changing laws and business needs. Keep in mind that HR compliance requires continual attention, and being proactive is crucial for achieving mastery in this area. Regularly evaluate your practices, adapt to shifts in the legal landscape, and make compliance a top priority in all HR-related activities to safeguard your organisation and its employees. HOW CAN WE ASSIST Essential HR specialises in ensuring comprehensive HR compliance to mitigate potential risks to your business. If you're interested in learning more about the services Essential HR provides and how we can assist you in implementing these steps within your company, please don't hesitate to reach out to us now. visit www.esshr.com.au

In today's dynamic business landscape, marked by relentless technological advancements, industrial shifts, and ever-changing market dynamics, it's imperative to periodically reassess your entire business operation. This proactive approach ensures that your organisation remains aligned with its core objectives, needs, and goals. Enter rightsizing – a strategic process designed to reshape your business for newfound objectives and heightened efficiencies. It's all about pinpointing the perfect size and structure for your enterprise. Do you have an excess of personnel? Can roles be consolidated for cost savings? Do you require individuals with different skill sets to fuel growth? These are the fundamental questions explored during the rightsizing journey. Businesses may embark on a rightsizing project for a multitude of reasons. Factors such as evolving market conditions, shifting customer preferences, and internal strategic shifts can all prompt a reassessment of your HR strategy. This could entail letting go of certain employees, hiring fresh talent, and reallocating existing resources to better serve your business needs and growth trajectory. When executed effectively, rightsizing can serve as a compass guiding your business in the right direction. It equips your enterprise to not only adapt but thrive in the face of industry or market shifts. While the decision to embark on a rightsizing journey may be challenging, it can be the key to eliminating future redundancies and boosting profitability. So, how can you determine if your business stands to gain from rightsizing? Several indicators can help you make this critical decision. Have your business objectives undergone a transformation? Do you need to bridge skill gaps within your workforce? Is your current staff structure not optimally supporting your business goals? If your answer is affirmative, it's likely that rightsizing is the path forward for your organisation. The advantages of rightsizing are manifold: 1. Enhanced Profits: By eliminating excess personnel and resources that impede your business growth, you can maximize your profits. This, in turn, enables your organization to become a more efficient and prosperous entity. 2. Smarter Hiring Decisions: Rightsizing presents an opportunity for introspection and evaluation to determine the necessity of specific employees and their alignment with your business objectives. 3. Competitive Edge: By allowing you to focus on your core strengths and ceasing unnecessary resource allocation, rightsizing positions your business ahead of the competition. The rightsizing process entails a comprehensive analysis of your organisational structure, identification of essential roles and employees, assessment of operational requirements, and, ultimately, implementation. If you're ready to rejuvenate your workforce through rightsizing, Essential HR boasts a wealth of experience in conducting effective and thorough rightsizing processes tailored to your business's unique needs, goals, and objectives. We specialise in managing end-to-end communication and preserving staff morale throughout the process, leveraging key strategies to mitigate risks to your business. Trust us to guide your business towards a leaner, more agile future. About Essential HR Essential HR are a partner you can rely on. Our HR solutions combine technology and expertise to make your business better. We’ll help you play by the rules, sort out those tricky problems and create efficiencies that maximise your success. Get in touch with us today. E: justine@esshr.com.au.

Are you ready to unleash the full potential of your workforce? Essential HR, in partnership with Employment Hero, has an exciting promotion for you! Sign up by 25th August and supercharge your growth. For New Subscribers: 3 months free HR when taking Platinum. 3 months free Payroll when taking Premium. 2 months free HR when taking Premium. 2 months free Payroll when taking Standard. Essential HR will take 40% off our Implementation fee For Existing Subscribers: Thinking of enhancing your existing subscription? Now is the perfect time! Add HR or Payroll to your existing subscription by 25th August for: 3 months free HR when taking Platinum 3 months free Payroll when taking Premium 2 months free HR when taking Premium 2 months free Payroll when taking Standard Essential HR will take 40% off our Implementation fee Software - Employment Hero Unify and streamline your HR processes with our all-in-one platform, empowering your team and automating your workplace. Benefits & Features: Increased Efficiency: The HR software will automate routine HR tasks, such as employee onboarding, policy acknowledgement, records of certifications, leave & timesheet management, and performance reviews. This will significantly reduce manual efforts, minimise errors, and allow the business to focus on strategic initiatives. Enhanced Employee Experience: A user-friendly self-service portal will be accessible to all employees, enabling them to manage personal information, access payslips, complete timesheets, complete self-performance evaluations, tap into staff benefits and submit leave requests effortlessly. This self-service feature will promote transparency and empower employees to take ownership of their HR-related needs. Centralised Data Management: The HR software will serve as a single repository for all employee-related information, including employment details, document management, employment history, pay details, leave management, timesheets, performance reviews, training records, and more. This centralised database will ensure data accuracy, improve compliance, and facilitate efficient reporting. Recruitment: Allows you to effortlessly advertise roles, track applicants, manage referrals, communicate with candidates, and onboard new talent. HR Metrics & Reporting: Providing a set of pre-built reports as well as custom reports that cater to the unique needs of your organisation. The Reports are designed to empower HR and line managers with essential insights and comprehensive analytics that enhance your workforce's efficiency and drive business growth. Learning Management: Access the Learning Management System (LMS), which you can enable in your HR platform to help you create, assign, and track employment-related learning within your organisation. Create and assign longer, multi-media courses for your employees to complete. Or you can use the feature in a lightweight manner and use simply to host quizzes or test following training that your organisation may have held in person. Employee Engagement: Design employee surveys to measure your employees’ thoughts, opinions, and feelings within your workplace and use these insights to build a stronger workplace culture. Features exit interviews, employee happiness surveys or custom surveys. Goals: The Goals (OKRs) feature allows you to create a new company, team or individual goal and specify what the key results are, and how you can measure the progress of these objectives. Performance Reviews: Set up online performance reviews, 1:1 meetings and 360 performance reviews to streamline your performance management system. Use for probationary reviews, regular feedback sessions or as part of your formal annual performance review process. Compliance and Security: The HR software will adhere to industry-leading security standards to protect sensitive employee data. It will also facilitate compliance with employment laws and regulations, minimising potential risks and liabilities. About Essential HR Essential HR is a dynamic and innovative organisation that recognises the significance of streamlined human resources management for optimal operational efficiency and employee engagement. As part of our ongoing commitment to enhancing internal processes, we recommend the implementation of advanced HR software, Employment Hero to revolutionise your HR function and improve overall employee experience. Get in touch with us now to take advantage of this great offer. E: justine@esshr.com.au.

In today's fiercely competitive job market, attracting and retaining top talent is a strategic imperative for organisations across industries. As a result, companies are increasingly recognizing the importance of best practice human resources, in particular, developing a strong Employee Value Proposition (EVP). What is an EVP? EVP is a unique set of offerings, benefits, and opportunities that an organisation provides to its employees in exchange for their skills, knowledge, and dedication. In this article, we will explore the concept of an Employee Value Proposition and delve into its significance for both employers and employees. Defining the Employee Value Proposition: The Employee Value Proposition represents the unique combination of tangible and intangible factors that differentiate an organisation as an employer of choice. It encompasses the total value an employee receives from working for a particular company, including financial compensation, career growth opportunities, work-life balance, company culture, and employee benefits. Essentially, the EVP is the sum of all the reasons an employee would choose to work for a company and stay there. Components of a Compelling EVP: Clear and Authentic Employer Branding: A well-defined EVP starts with establishing a clear employer brand that communicates the organisation's mission, values, and culture. By presenting an authentic representation of the company's identity, values, and vision, employers can attract individuals who align with their organisational ethos. Competitive Compensation and Benefits: Competitive compensation is a crucial element of any EVP. Employees want to be fairly rewarded for their skills and contributions. Additionally, a comprehensive benefits package that addresses healthcare, retirement plans, and work-life balance initiatives adds to the overall value for employees. Opportunities for Growth and Development: Top talent seeks opportunities to learn, grow, and advance their careers. An EVP should outline clear pathways for professional development, whether through training programs, mentorship initiatives, or promotion prospects. By investing in their employees' growth, companies can foster loyalty and engagement. Positive Work Environment and Culture: A positive work environment, supportive culture, and strong leadership contribute significantly to an appealing EVP. Employees want to feel valued, respected, and empowered. Encouraging collaboration, recognizing achievements, and promoting work-life balance can help create a culture that attracts and retains talent. Work-Life Balance and Flexibility: In today's dynamic work landscape, work-life balance and flexibility are increasingly prioritized by employees. Offering flexible work arrangements, remote work options, and policies that support personal well-being can enhance the EVP, attracting individuals seeking a healthy work-life integration. The Benefits of an Effective EVP: An organisation that successfully develops and delivers a compelling EVP can experience a range of benefits, including: Attraction and Retention of Top Talent: A strong EVP acts as a magnet for talented individuals, enabling organisations to attract and retain high-performing employees who align with their values and aspirations. This reduces recruitment costs and fosters stability within the workforce. Increased Employee Engagement: An EVP that addresses employees' needs and aspirations enhances engagement levels. Engaged employees are more productive, innovative, and dedicated to their work, contributing positively to the company's overall success. Enhanced Employer Brand: A well-crafted EVP helps build a positive employer brand, enhancing the organisation's reputation and making it more attractive to potential candidates. A strong employer brand can also lead to increased customer loyalty and market competitiveness. Reduced Turnover and Associated Costs: An effective EVP helps minimize employee turnover rates by providing a compelling reason for employees to stay with the organisation. This reduces the costs associated with recruitment, onboarding, and lost productivity. How can Essential HR help? In a competitive job market, organisations must invest in developing a compelling Employee Value Proposition to attract and retain top talent. As specialists in human resource management and industrial relations, Essential HR assists Australian businesses to create a compelling EVP that sets them apart from their competitors. We look at aligning compensation, benefits, professional growth opportunities, work environment, and work-life balance initiatives. In doing so, we help create an effective EVP to not only attract the right talent but also improve employee engagement, reduce turnover, and enhance the organisation's overall performance. In today's talent-driven economy, organisations that prioritize their EVP are more likely to thrive and succeed in the long term. To learn more visit our website at: www.esshr.com.au or get in contact with us.

Written by Michaella Prow, Recruitment Partner In this competitive candidate market, it’s even more important than ever to retain good employees to ensure the success of your organisation. Many employers leave it too late to find out why an employee is leaving, and whilst exit interviews have a place to identify any issues or areas you can improve in, it’s essential to be more proactive. Why? Retaining employees, means that you can invest and develop individuals, making the teams more productive and motivated, which strengthens your workforce and allows for company growth. It also saves money, as hiring and training new employees can be costly. How? There are a number of ways that you can retain employees, through their employment journey with you, such as: Provide a positive onboarding experience: An employee’s first day is often seen as the ‘moment of truth’, where they find out if all the promises made to them during the recruitment process are brought to fruition. Your onboarding process should reflect the core values of your organisation, and aim to be as engaging as possible, utilising technology for ease. Getting this right means your employee is engaged from day 1 and set up for success! Hold regular and constructive 1:1’s: Consistency and adding value are the key points here. Setting regular times to catch up with an employee, and sticking to that, is important. Consider questions which will add benefit and insight, which may be different for each employee. Don’t just focus on the individual’s role, but also the bigger picture of the organisation. Example questions can include - Why did you decide to join us and are we living up to your expectations? If you were managing yourself, what would you do differently? Is there anything that frustrates you on a day-to-day basis? Is there anything we are doing that you feel could be improved? Is there anything that would entice you to leave us? If we think about the reason we last left a job, it's likely that it started as a small issue or concern, but it snowballed as it wasn’t discussed / acknowledged, so it’s essential to have these ‘stay conversations’. Offer Training & Development: Offering training shows an employee that you are invested in them and want to support them in their development. This can be done through formal training such as registering them on an external skills based or personal development course, or more informally through offering internal mentoring and opportunities to step up into a leadership role to cover a managers leave. Have regular team meetings: This is something that builds connection and trust within teams. Again, it can be done formally in the workplace to discuss current activities, questions, concerns, or share knowledge related to work; or more informally though team building activities and a chance to just connect and catch up with each other. Offer a competitive salary and benefits : This is obviously a conversation that you have with a candidate when you make the initial offer to work with your organisation, but after that, the topic of remuneration is often swept under the carpet. As the employee grows and develops in their role, and as the external candidate market changes, it’s important to acknowledge that with your employee. Offering a current employee a pay rise, would be cheaper than going through a recruitment process to advertise, hire and onboard a new employee. Encourage work life balance: Flexible working and work life balance has become increasingly important for employees and is often cited as a reason for leaving employment. Offering a mental health day once a month, a paid day off on their birthday, or a slight adjustment to their hours so they can pick their child up from school once a week could make a big difference, and it won’t cost you a thing. Show your appreciation: Research shows that employees are more likely to leave their job if they feel underappreciated, so it’s important that employees know they are valued. It can be as simple as saying ‘good job on that project you completed yesterday’ or give them a bonus or a small gift thanking them for their contribution. Which of these options you choose may depend on factors such as the sector you are in, the size of the organisation, the culture, the individuals’ personalities, and the employment type (such as casual, full time, part time); but research shows that adopting strategies like this will certainly increase your retention, which in turn strengthens your workforce and your brand. If you would like to know more about how you can support your employees and provide a positive working environment, please contact us at Essential HR. How can we help? As specialists in human resource management and industrial relations, Essential HR assists Australian businesses navigate their way through the complexities around employing people. To learn more how we can assist your workplace stay up-to-date and compliant by visiting our website at: www.esshr.com.au . This information is of general guidance only and is not legal advice. Readers are encouraged to consider this information in their own context and with independent advice.

Last Friday, The Fair Work Commission announced a 5.75% National Minimum Wage increase, including Modern Awards, effective 1 July 2023. For anyone not covered by an award or an agreement, the new national minimum wage (NMW) will be $882.80 per week or $23.23 per hour. All Modern Awards will also be subject to a 5.75% increase effective 1 July 2023. Any one on enterprise agreement will need to ensure base rates are not below the new rates in the applicable modern award. This will lift an Adult's minimum annual salary to $45,902.48. It will be worth checking not only staff on minimum Award rates of pay but also those paid higher rates to ensure they have not now fallen under the minimum. If you need assistance in working out how this decision impacts your business, please contact us . How can we help? As specialists in human resource management and industrial relations, Essential HR assists Australian businesses navigate their way through the complexities around employing people. To learn more how we can assist your workplace stay up-to-date and compliant by visiting our website at: www.esshr.com.au . This information is of general guidance only and is not legal advice. Readers are encouraged to consider this information in their own context and with independent advice.

The Fair Work Commission will live stream the handing down of the Annual Wage Review 2022–23 decision at 10am AEST on Friday, 2 June 2023 . Each financial year the Commission reviews and sets minimum wages. New minimum rates of pay are then reflected across Modern Awards, typically (pre-COVID) these increases are effective 1 July (or the first full pay cycle after 1 July). Last year 2021/2022 there was a 4.6 per cent, subject to a minimum increase for adult award classifications of $40 per week, increase. We will share the more information once announced on Friday. How can we help? As specialists in human resource management and industrial relations, Essential HR assists Australian businesses navigate their way through the complexities around employing people. To learn more how we can assist your workplace stay up-to-date and compliant by visiting our website at: www.esshr.com.au . This information is of general guidance only and is not legal advice. Readers are encouraged to consider this information in their own context and with independent advice.

Written by Harshini Elliott, Senior HR Partner Effective 1 July 2023, the Secure Jobs, Better Pay Bill will see the jurisdictional limit for small claims proceeding under the Fair Work Act 2009 increase from $20,000 to $100,000. This will enable employees to bring a claim for underpayment up to the value of $100,000 in the small claims jurisdiction of the Federal Circuit Court and state and territory courts. Currently, underpayment claims which exceed the small claims cap can only be determined by the way of a formal court process. Undoubtedly, this process can be significantly complex, expensive, stressful and time-consuming, especially for low-level employees. As a result, this often leads to employees either dropping parts of their claim in order to meet or fall behind the small claims threshold or cancel their claim in its entirety. As an Employer, this will mean that a great number of employees seeking to resolve claims (including that of underpayments) under the Fair Work Act will be able to access a more efficient and more cost-effective process to resolve their claims. It will effectively make it more accessible for employees to bring an underpayment claim against their Employer and for it to be resolved more quickly and more affordably for the employee. From 1 July 2023, the claims that can be run as small claims proceedings include: Where the compensation sought is $100,000 or less; and Where the dispute is about: a term of a National Employment Standard; a term of a modern award; a term of an enterprise agreement; a workplace determination; a national minimum wage order; an equal remuneration order; a safety net contractual entitlement; and a conversion of casual employment to full-time or part time employment It is anticipated that there will be a greater number of claims for underpayment when this change takes effect. Employers are encouraged to undertake rigorous reviews into their staffing and payroll to ensure employees are receiving the correct payment and entitlements. Where an underpayment is identified, it is strongly recommended that this is reconciled well before 1 July 2023. How can we help? As specialists in human resource management and industrial relations, Essential HR assists Australian businesses navigate their way through the complexities around employing people. If you would like to learn more about the changes to small claim matters or need assistance with an internal review of your employee pay and entitlements to ensure there are no underpayments, please contact us at Essential HR. To learn more how we can assist your workplace stay up-to-date and compliant by visiting our website at: www.esshr.com.au . This information is of general guidance only and is not legal advice. Readers are encouraged to consider this information in their own context and with independent advice.

Written by Harshini Elliott, Senior HR Partner In today’s world, designing and sustaining a viable organisational structure can be challenging. Not only do you need to consider the roles required in your business and reporting relationships, you also need to consider the economic, social, political, technological, and environmental factors. As CEO’s or Business Owners, it can be challenging and time-consuming keeping on top of these factors. When it comes to your organisational structure the success of your business depends on it. Often the wrong structure can result in a dysfunctional business and can hinder progress rather than promoting it. Here are some key signs that your organisational structure may be dysfunctional: 1. Poor Communication: If communication is poor or ineffective between departments, teams, or individuals, it's a clear sign that your organizational structure is not working. This can lead to misunderstandings, duplication of effort, and missed deadlines. 2. Lack of Accountability: If there is a lack of accountability or responsibility for tasks, it can indicate that your organizational structure is unclear or incomplete. This can lead to finger-pointing, missed opportunities, and poor performance. 3. Slow Decision-Making: If decision-making is slow or ineffective, it's a sign that your organisational structure may be too bureaucratic or hierarchical. This can lead to missed opportunities and lost revenue. 4. Low Employee Morale: If employee morale is low, it can be a sign that your organisational structure is not supportive or empowering. This can lead to high turnover rates, low productivity, and poor customer service. 5. Inefficient Processes: If processes are inefficient or cumbersome, it can indicate that your organizational structure is not well-designed. This can lead to wasted time and resources, and can hinder innovation and growth. 6. Silos and Lack of Collaboration: If departments or teams work in silos and don't collaborate effectively, it's a sign that your organisational structure is not promoting communication or teamwork. This can lead to missed opportunities and poor decision-making. 7. Lack of Flexibility: If your organizational structure is rigid and inflexible, it can indicate that your business is not able to adapt to changing market conditions or customer needs. This can lead to missed opportunities and lost revenue. It may be a good time to undertake an organisational review. An organisational structure review is a process to collect, review, analyse and interpret relevant information about the organisation to strengthen its position. The purpose of the review is to enhance organisational success, improve efficiencies and enable leadership to focus on growth and strategy of the organisation. There are 3 main purposes for conducting an organisational structure review: Foundation for strategy development and implementation by providing critical insights needed to develop and launch new directions, goals, objectives, and priorities. Is key to the success of project and change management efforts by analysing information about the goals, stakeholders, expected benefits, impacts and other related information. Improve organisational performance and results . Results often lead to improvement in processes, structure, skill development, revenue generation and cost reduction initiatives. Essential HR is qualified and experienced in conducting a rigorous organisational structure review to support your business to achieve organisational success. Our 5-step process below will guide you through the ins and outs of your business that you may not be aware of. We will support you throughout the review with recommendations, communication strategies and advice: Development of a comprehensive workforce plan (if one does not exist already) to analyse the workforce to determine the steps your organisation will need to take to meet current and future staffing needs. This process also involves determining the most efficient and cost-effective methods to recruiting and retaining talent. Review and audit the existing organisational structure within your business, identifying the strengths, weaknesses and challenges of the current structure and areas for change, including any potential redundancies. Develop a comprehensive succession plan by reviewing all position descriptions, employee skills and qualifications and employee capacity to take on more work. Development of one or more new organisational structures that would set the business up for success, based on the information obtained from the above steps. Development of a communication and consultation strategy to ensure employees are kept in the loop at all times and stress and anxiety on employees is minimised throughout this process. "Essential HR and the team have been amazing in their efforts to help the CEO and board of directors during a time of change for the Organisation and we are extremely grateful for the level of engagement, professionalism and quality of the support we have received from the team in particular Harshini and Justine. Having undertaken an organisational structure review with the assistance of Essential HR has been a valuable experience and highly recommended. " How can we help? As specialists in human resource management and industrial relations, Essential HR assists Australian businesses navigate their way through the complexities around employing people. We deliver a range of HR Services including outsourced HR, HR Projects & Recruitment. To learn more how we can assist your business visit our website at: www.esshr.com.au . This information is of general guidance only and is not legal advice. Readers are encouraged to consider this information in their own context and with independent advice.

Student visa work restrictions were relaxed throughout the pandemic, and completely removed in January 2022, to allow primary and secondary student visa holders to work over their normal limit of 40 hours per fortnight, in order to address workforce shortages. From 1 July 2023 , work restrictions for student visa holders will be re-introduced and capped at the increased rate of 48 hours per fortnight . This ensures that student visa holders can focus on obtaining a quality education, while remaining able to support themselves financially, and contribute to Australia’s workforce needs. What does this mean for employers: If you employ international students, it is important to stay abreast of their visa status and conditions, noting that the Department of Home Affairs can impose infringement notices against organisations that engage a worker in breach of their visa conditions. You can ask employees on a Student Visa to send you their details from VEVO, check the work rights yourself using VEVO , or request your HR Partner to do this for you. Ensure that from 1 July 2023 employees on a Student Visa do not work more than 48 hours per fortnight. Employers must continue to follow Australian workplace law. Overseas workers, including international students, have the same rights under Australian workplace law as all other employees. For more information visit: Check visa details and conditions (homeaffairs.gov.au) Immigration and citizenship (homeaffairs.gov.au) Hiring someone in Australia (homeaffairs.gov.au) How can we help? As specialists in human resource management and industrial relations, Essential HR assists Australian businesses navigate their way through the complexities around employing people. We deliver HR Partnering Services via an outsourced model. With a powerful combination of technology (Employment Hero) and HR/IR expertise, we deliver efficiencies, compliance, pragmatic advice, and solutions for small-medium business. To learn more how we can assist your workplace stay up-to-date and compliant by visiting our website at: www.esshr.com.au . This information is of general guidance only and is not legal advice. Readers are encouraged to consider this information in their own context and with independent advice.