Employment Law Compliance – It Pays To Be Thumbs Up

Employment Law – Employer compliance obligations are changing rapidly.

When it come to Employment Law compliance it pays to have the thumbs up. Employment Law has changed considerably over the last 12 to 18 months and understandably as a Business Owner or Director you may be a little nervous in respect to your compliance.

Over the last two years we have seen the following changes introduced:

• • Heightened obligations on employers regarding the Prevention of Sexual Harassment in the Workplace.

• • New Work Health and Safety obligations which require employers to manage of Psychosocial Hazards in the workplace.

• • Changes made surrounding how casual work is defined and more changes in this space to come

• • Changes to Enterprise Bargaining Laws

• • Pay Secrecy provision within workplace contracts has been outlawed

• • Gender based Pay Equity adjustments to the Fair Work Act

• • Widening of employee rights to request Flexible Work Arrangements

• • Expansion of Parental Leave Provisions

• • Requirements on employers to support employees who experience Family and Domestic Violence and sensitively manage their matters

Being under-prepared is a high-risk high option that could lead to penalties, compensation payment and expensive legal costs, along with the compounding effect of reputational damage. Taking a thumbs up approach and getting things in order reduces this risk and gives you a good foundation for a having and managing a great workplace,

As an Employer what do I need to do to make sure I comply with Employment Law?

In respect to compliance all employers can expect to be held to a baseline of standards so the following actions are recommended:

1. 1. Have employment contracts in place for all employees. These set out the common law standards of agreement and when compliant with employments laws these contracts are enforceable.

1. 1. Update the foundations of your HR frameworks including your HR and WHS (Work, Health and Safety policies, procedures and work practices ensuring these are current and aligned to Employment Law requirements.

1. 1. Train your employees in respect to their obligations. In all case it is expected that employees are onboarded and inducted into the workplaces systems of work and the rules they are to follow, and even regularly retrained in some more significant areas of compliance. Online training solutions such as those now offered by Active HR is a cost-effective option for Small to Medium enterprises.

1. 1. Train your leaders and supervisors in their obligations.  Many leaders are under prepared simply because they have been promoted based great technical know-how and high presence of authority. However it is expected that todays leaders and supervisors are effective in relationship management and have good skills in duty of care, communication, listening, empathy, emotional intelligence and team leadership. Poor leadership is one of the most significant risk areas for an employer.

1. 1. Proactively assess your risk and address and hazards particularly with regard to your organisation’s culture and the exposure it attracts.

How can Active HR assist me as a Small to Medium Business?

When your in business having a strategic partnership with a competent HR Advisor is a good idea and Active HR provides this solution. Our team keep across the changes so we can help you address all of your compliance needs and offer views on how to move from a compliance culture to one of engagement. Talk to Shan or Rhett today or contact us at Active HR.

21 July 2023