Many organisations recognise and promote their good performers into team leader roles, creating an opportunity to strengthen the organisational culture and loyalty when the right candidate is selected. From our experience, however, very few organisations provide their prospective team leaders with the practical tools and leadership skills to succeed in their new position. This ultimately becomes a costly oversight. If staff performance and risk management are key to your organisation achieving its goals and budgets then training and development should not be an afterthought. Trimming the training and development expense when budgets are under pressure can have a detrimental impact on productivity and mental health in the workplace, with an increase in employee turnover. Increased productivity, reduced employee turnover and promoting a mentally healthy workplace are just some of the many good reasons to provide your staff with proper training. Even the most experienced managers need to keep up with current workplace legislation. Letting this slide exposes your organisation to risk. Reminder: staff should be doing a refresher training relevant to their role every two years In addition, issues associated with the changing landscape of working life post-pandemic continue to present new challenges to managers and supervisors. For example: Communicating to staff about changes in the workplace Managing requests for new, flexible or hybrid working arrangements or roles Managing teams remotely and monitoring engagement Addressing staff concerns e.g. returning to the workplace Addressing complaints or grievances Supporting employee wellbeing Now more than ever, it is crucial to provide your leadership team with good support structures and tools for success. The team at WorkPlacePLUS has extensive experience in facilitating workplace training programs to leaders and teams in Australian workplaces. Our range of practical training programs address areas such as bullying and harassment, performance management, workforce planning, legal compliance, communication strategies and empowering your staff to excel. Directors, managers, supervisors, team leaders and staff all benefit from our specialised interactive trainings, as participants are equipped with the required tools, knowledge and confidence to succeed in their roles. Examples of training and development programs offered by WorkPlacePLUS: SCHADS: Know Your Award Respect & Responsibility (Bullying, Harassment, Discrimination & Victimisation) Mentally Healthy Workplace Workplace Performance Management Training Unconscious Bias in the Workplace Family & Domestic Violence (FDV) Contact Officer Training Communication Mastery & Conflict Management For more information, please contact us today.

Ready to set up your business? The milestone of opening and operating your own enterprise, such as a private practice, brings with it a myriad of responsibilities around running a business and employing staff. A Human Resources (HR) manager would normally be able to ensure that your employment contracts, policies, procedures, documents and recordkeeping are compliant with current employment regulations and legislation. However, most new business owners start by doing their all of their own admin, without seeking professional employment advice. To support private practice owners and small business start-ups, WorkPlacePLUS has developed an Essential HR Toolkit , containing the documents, checklists and policies that you need to set up your practice or business. This HR starter-kit provides the foundation for your HR suite of documentation and requirements. The Essential HR Toolkit is also suitable for established businesses who want to ensure that their HR documentation and processes are compliant with current employment regulations. The Essential HR Toolkit includes: Employment Agreement - Permanent or Part-Time Position Description - Practitioner or Administrative 5 Key HR Policies e.g. Code of Conduct, WHS (Work Health & Safety), Privacy, Leave, Performance Management, Complaints & Grievances 2 Extra HR Policies e.g. AI, Social Media, Working from Home, Diversity & Inclusion Extensive Recruitment Pack - Procedure & Checklist, Interview Questions, Reference Checking Probation Process & Checklist Onboarding Process & Checklist Termination Process & Checklist Communication Documents for Employees e.g. Equal Employment Opportunity, Employee Assistance Program Read about the must-have policies and checklists for your workplace > WorkPlacePLUS will tailor the Essential HR Toolkit to your specific business needs. You can select additional or fewer items to suit your budget and business requirements. This significant collection of HR documentation includes explanatory notes and access to WorkPlacePLUS customer support, to help you successfully implement your HR processes with current and future staff. For more information, please contact us today.

The Closing Loopholes Act 2024 has redefined employers’ obligation to disprove sham contracting.   Effective 27 February 2024, employers who have incorrectly classified an employee as an independent contractor may be penalised for sham contracting, unless they can show that they "reasonably believed" the contract of employment was a contract for services.   In addition, the Closing Loopholes Act 2024  includes: changes to the definition of employment new option for independent contractors to challenge unfair contracts new frameworks to protect independent contractors in certain industries   A new definition has been added to the Fair Work Act to help determine the meaning of “employee” and “employer”.  According to the new definition, “employment” is defined by the real substance, practical reality and true nature of the relationship between an individual who may be an employee and a person who may be an employer. The total relationship will be taken into consideration and how the contract is performed in practice.   It’s important to review your employer-worker-contractor relationships regularly to ensure you are paying your workers their lawful entitlements. Regardless of what the written contract might say, if in practice the relationship looks and operates as one of employment then it will be considered an employment relationship.   If you have incorrectly classified an employee as an independent contractor, you risk being penalised for sham contracting. The maximum penalty is  $18,780 for individuals and $93,900 for corporations per contravention . You may also be liable for additional penalties if you breach your taxation and superannuation obligations by engaging in sham contracting.   The experienced team of HR consultants at WorkPlacePLUS can assess your independent contractor arrangements and support you to meet your employer obligations.   For more information, please contact us  today.

What is restorative practice? Restorative Practice is a communication strategy that can be used to repair damaged workplace relationships and restore harmony within teams. The concept of restorative practice comes from criminal justice principle of restorative justice, which switches the focus from the actions of the offender to the harm caused by their actions. 1  The focus is not on punishment but providing an opportunity for the offender to understand the harm and make things right. 2 How can restorative practice be applied in the workplace? As a communication-based approach to resolving workplace conflict, restorative practice can be applied at various stages across a range of workplace processes, such as in the day-to-day managing and mentoring of staff in direct unmediated conversations between individuals during a performance management discussion during a facilitated group discussion after a workplace cultural review after a workplace investigation after a formal mediation session Key Considerations It’s important to note that restorative practice is only appropriate in certain circumstances, as you do not want such conversations to do harm. For instance, if it has been substantiated that an employee has engaged in bullying behaviour and they are still working with the victim, restorative practice may not be suitable. How WorkPlacePLUS Can Help WorkPlacePLUS offers a range of tools and strategies for resolving workplace conflict . We can talk you through your options and help you choose the appropriate tools and processes at the right times. If restorative practice is a suitable choice for the issue at hand, rest assured that the team at WorkPlacePLUS has the skills and experience to successfully facilitate reparative discussions. WorkPlacePLUS uses restorative practice and reparative communication strategies as tools to assist organisations with: supporting appropriate workplace behaviours minimising inappropriate behaviours rebuilding team trust fostering a culture of healing when issues occur fostering a culture of continuous improvement   ➤   Contact WorkPlacePLUS for more information or to book a free consultation. ➤   Learn more about our Mediation & Conflict Resolution  services.   1 Howard Zehr ‘Community Justice: The Historical Alternative’ in Changing Lenses: A New Focus for Crime and Justice (1999). 2 Howard Zehr The Little Book of Restorative Justice 23, 24.

Repair work relationships + restore team harmony Fractured workplace relationships and team tensions are often signs of workplace conflict. The underlying causes could range from pent up disagreements to serious incidents like bullying, sexual harassment or some other breach of the organisation’s code of conduct. There are several tools and strategies that organisations should have in their conflict resolution tool-belt. For example: Cultural Reviews allow senior management and the board to take a broad sweeping, proactive approach by identifying and mitigating any potential red flags and highlighting any concerns or common themes that may need to be addressed. Workplace Investigations should be used whenever a manager becomes aware of a serious complaint or allegation. Workplace investigations must be conducted professionally from interview stage through to the final report. Outsourcing the task to an independent workplace investigator is often the best port of call. Mediation creates a safe space for individuals involved in workplace conflict to delve into the deeper issues and navigate towards a resolution. An experienced mediator can objectively identify where relationships have an undercurrent, or when particular issues need to be discussed. Facilitated Group Discussions are particularly useful when there are issues or underlying conflict within a team of employees. Restorative Practice is a communication strategy that can be used to repair damaged workplace relationships and restore harmony within teams. WorkPlacePLUS can talk you through your options for conflict resolution and help you ensure you are using the appropriate tools and processes at the right times. For more information, please contact us today.

In all organisations, workplace relationships are critical for the delivery of strategic plans and goals. Unfortunately, when tensions arise, whether between co-workers, teams, or leadership, this can quickly escalate into workplace conflict.   Unresolved conflict not only damages morale and team cohesion, it can also lead to burnout, resignations, and breaches of workplace safety and discrimination laws.   💡 Mediation and facilitated discussions are powerful, proactive tools that can de-escalate conflict, repair damaged working relationships, and prevent costly legal disputes.   Workplace mediation and facilitated discussions   are structured, confidential conversations that offer a safe space for employees to explore the root causes of workplace tension, engage in open dialogue, and work collaboratively toward resolution.   The benefits of mediation and facilitated discussions in the workplace include:   ➤  Risk Mitigation & Legal Compliance : In Australia, mediation and facilitated discussions are recognised and encouraged by the courts as effective means of resolving workplace disputes. Early intervention helps employers meet their positive duty obligations under Respect At Work  and WHS laws.   ➤  Cost Savings : Mediation and facilitated discussions can be cost-effective alternatives to formal legal proceedings. And by addressing signs of workplace conflict early , mediation and facilitated discussion can help minimise disruptions.   ➤  Improved Workplace Culture : Mediation and facilitated discussions   help bridge communication gaps by encouraging open dialogue, active listening, trust and problem solving - vital for team cohesion and retention in high-pressure sectors.   ➤  Employee Empowerment : Mediation and facilitated discussions give employees a voice in the resolution process. Participation is completely voluntary, with the mediator or facilitator acting as a neutral third party who supports the employees to reach an agreement.   ➤  Confidential and Efficient : Mediation and facilitated discussions   are private, structured, and adaptable to each unique workplace, saving time and protecting people’s privacy.   If you notice signs of tension or fractured communication in your organisation, don’t wait for it to become a formal complaint or legal issue. Early, well-managed mediation and facilitated discussions can prevent costly fallout and help restore workplace harmony.   How WorkPlacePLUS can help:    The team of HR professionals at WorkPlacePLUS have extensive experience facilitating mediation and facilitated discussions in the workplace, and they’re certified to perform court-mandated mediation under the National Mediation Accreditation System.  For more information, please contact us today.

What is the NSW Portable Long Service Leave Scheme? The NSW Community Services Industry Portable Long Service Leave Scheme (PLSL Scheme) allows eligible workers in the community services sector to accrue long service leave based on time in the industry, rather than time with a single employer. The PLSL Scheme is managed by the NSW Long Service Corporation.   Registration is mandatory for eligible employers. Are you registered? Why Is It Important for Allied Health Providers? Does your business or organisation deliver allied health services in the state of New South Wales (NSW)? From 1 July 2025, all allied health providers with employees delivering services in NSW may need to register in the PLSL Scheme to avoid penalties and back payments. Key Employer Obligations Under the Scheme The team at WorkPlacePLUS has liaised directly with the NSW Long Service Corporation and prepared an accurate fact sheet with compliance guidance to support allied health providers to meet their obligations under the Portable Long Service Leave Act 2024 . Registration & FAQs Our free fact sheet contains important information about registration and provides answers to frequently asked questions by allied health providers. Download Our Free Fact Sheet for Allied Health Providers > Need support? Try one of these options: ➤ Register in an Allied Health HR Training session > ➤ Explore our payroll compliance solutions > ➤ Get in touch with WorkPlacePLUS >

What is the Nurses Award pay guide? The Nurses Award Pay Guide contains the minimum pay rates for full-time, part-time and casual employees in the Nurses Award [MA000034]. Why is it important to refer to the newest pay guide? Pay rates change from 1 July each year and sometimes the Fair Work Commission makes further changes to pay rates throughout the year. To avoid unlawful underpayment, always refer to the newest pay guide. When do changes to pay rates in the Nurses Award apply? There have been some changes to pay rates in the Nurses Award [MA000034]. The changes apply from the first full pay period on or after 1 October 2025. Download the current Nurses Pay Guide > Discover our payroll compliance solutions > Get in touch with WorkPlacePLUS >

What’s your procedure when you receive a complaint or negative feedback from a staff member? Serious workplace issues such as claims of bullying, harassment or misconduct should always take urgent priority for a manager, from the moment you become aware of the alleged issue. Not only are you legally obliged to respond, your employees expect you to put their safety first and take their feedback seriously. WorkPlacePLUS consultant Carmen Hurwitz had this to say about how organisations should respond to a formal complaint: “When your employee comes forward, bravely, and makes a formal complaint, and you are able to clearly establish allegations and rules that have been broken, to then fail to properly investigate the matter only silences your most valuable asset - your people. “Taking action by formally investigating ensures that inappropriate behaviours are promptly and properly managed. This demonstrates that continuous improvement is at the forefront of the work you do, and that inappropriate conduct will not be tolerated. Most importantly, this builds trust with your staff, who know that when they bravely speak up, you listen and act decisively.” Courageous communication should be practiced and encouraged at all levels of your organisation. Having difficult conversations in an open, transparent manner allows workplace relationships to be strengthened and workplace issues to be resolved. It is important for organisations to have a fair and robust process for managing complaints, which should include being respectful, taking matters seriously and practicing procedural fairness. When taking action and responding to serious complaints, an important reminder that workplace investigations must adhere to natural justice principles, confidentiality, rules of evidence, compliance, and health and safety regulations. These standards help to ensure a fair and equitable process for all and allow an organisation to respond with the appropriate action. WorkPlacePLUS provides independent workplace investigations of the highest standard. We can support you to meet your employer obligations under various legislation such as Fair Work Act and Work, Health & Safety, while you continue to focus on your business. Our experienced HR consultants are trained private investigators. For more information, please contact us today.

Important Reminder: Claims of sexual harassment in the workplace require a thorough, independent and fair investigation.   Case Study (FWC Case 2062) :  An employer who rushed an investigation process last year due to the upcoming Easter holiday and an impending organisational change was penalised and criticised by the Fair Work Commission (FWC) for “cutting corners”.   The employee was dismissed in March 2024 following complaints by two other employees regarding inappropriate comments including sexually suggestive remarks and offensive language. The FWC found that the incidents constituted sexual harassment, regardless of the employee's claim that he was merely joking.   Despite confirming the misconduct, the FWC ruled the dismissal unfair because the investigation lacked procedural fairness. Key issues identified included: no efforts to contact a potential independent witness superficial questioning poor interview formats (e.g. telephone interviews for serious allegations) inadequate time taken for the entire investigation and dismissal process the investigator sending a draft to the employer before finalisation the investigation not being genuinely independent   Outcome: The FWC found that the employee’s dismissal for sexual harassment was procedurally unfair due to a rushed and flawed investigation process, despite there being a valid reason for termination. The employee guilty of sexual harassment was awarded financial compensation.   Key Consideration for Employers : Procedural fairness is essential in workplace investigations. Even where misconduct is proven, dismissals may be ruled unfair if the workplace investigation is not thorough and impartial.   How WorkPlacePLUS can help: WorkPlacePLUS has a qualified team of workplace investigators with extensive experience investigating workplace conflict, complaints and serious allegations. We ensure that fair process and best practice standards are followed with the utmost sensitivity and professionalism for all involved.   For more information or to book an independent workplace investigation, please contact us today.

Whenever a manager receives a verbal or formal written complaint, there is a range of thought processes, lines of questioning, evidence and facts that need to be collected. Whether an investigation is conducted internally or externally, it must adhere to natural justice principles, confidentiality, rules of evidence, legal and policy compliance, and health and safety regulations. These standards help to ensure a fair and equitable process for all and allow an organisation to respond with the appropriate action. Conducting an investigation internally will have some advantages – the internal investigator (staff member) understands the unique culture of the organisation, knows the parties involved, and is in an appropriate role to make recommendations and implement decisions. However, internal workplace investigations are prone to accusations of lack procedural fairness, transparency or perceived conflict of interest. 5 reasons to hire an independent workplace investigator: Lack of Internal Expertise or Resources. If your organisation doesn’t have staff trained in investigations and report writing, or if it’s not feasible to divert limited internal resources from their core duties, attempting to manage the process internally can increase your risk exposure. Engaging an independent investigator ensures the process is handled professionally and thoroughly. Need for Objectivity and Independence. Internal staff, such as HR, may feel uncomfortable or unable to approach the investigation with full impartiality. This is especially critical if the person handling the complaint has a perceived or actual conflict of interest. Using an independent investigator helps ensure fairness and reduces the risk of perceived or actual bias. Involvement of Senior Personnel. If the complaint involves a CEO, executive, or Board member, it is particularly important to ensure independence and objectivity. In such cases, an external investigator offers the neutrality and credibility needed to manage the process appropriately and maintain trust in the outcome. Urgency and Process Integrity. An external investigator can manage the process efficiently and within appropriate time frames. Timely resolution helps minimise disruption, protects staff wellbeing, and maintains organisational morale and reputation. Potential Legal or Regulatory Scrutiny. When an investigation report may be reviewed by external bodies, such as courts, unions, insurers, or workers’ compensation authorities, it is critical that the investigation is conducted with rigour and professionalism. Independent investigators ensure that the process and report are robust, defensible, and meet third-party expectations. The Australian Human Rights Commission’s Set the Standards report confirms that independent, unbiased systems of reporting and investigating incidents are key to fostering a respectful workplace. WorkPlacePLUS has a qualified team of consultants with extensive experience in conducting unbiased evidence-based workplace investigations. We can ensure your compliance with employment laws and work, health and safety regulations while you continue to focus on your day-to-day operations. Our consultants are trained private investigators and experts in remaining focused and sensitive throughout the entire process. We can even assist in restoring team harmony and productivity after the investigation. For more information, please contact us today.

Allegations of bullying, harassment, discrimination or victimisation cannot be ignored. Employers face increasing scrutiny under workplace laws, psychosocial safety requirements and duty of care obligations.   Yet many organisations underestimate the complexity, expertise and risks involved in workplace investigations. Common pitfalls include: Lack of neutrality or procedural fairness Breaches of confidentiality Unintended psychological harm Increased legal exposure   Five reasons to engage an independent workplace investigator: Expertise and resources : Many HR professionals are not formally trained in conducting investigations. An independent investigator brings specialist knowledge in investigative processes, legislation and compliance. Efficiency : Investigations are urgent. An independent investigator can focus solely on the matter, ensuring it is resolved promptly and thoroughly without disrupting your important day-to-day operations. Risk management : Workplace investigations carry significant legal, financial and reputational risk. A poorly handled investigation can lead to back pay, compensation claims, penalties and litigation. An independent investigator minimises these risks by following best-practice procedures, ensuring compliance with employment legislation and Work Health & Safety laws, and providing clear, evidence-based reporting. Objectivity : Internal investigations can be compromised by perceived or actual conflicts of interest, particularly if the matter involves senior staff, managers, or colleagues known to the HR team. An independent workplace investigator brings impartiality, applying natural justice and procedural fairness without bias. This transparency not only strengthens the integrity of the process but also increases employee confidence in the outcome and reduces the likelihood of subsequent claims of unfair treatment. Serious allegations and third-party requirements : Complex complaints, potential litigation or insurer/union involvement often require an independent investigator to meet legal and procedural expectations.   Why choose WorkPlacePLUS?   WorkPlacePLUS provides professional, confidential, and unbiased workplace investigations tailored to your organisation’s needs. Our methodology includes: Initial scoping and risk assessment Fact-finding and evidence gathering Review of policies, procedures and documentation Comprehensive, evidence-based reporting Post-investigation debrief and advice   Our senior HR consultants have extensive experience conducting workplace investigations in healthcare, community services, not-for-profits and public sector organisations.   Legal privilege available.   Serious complaints in your workplace? To discuss the next steps, book a free, confidential consultation with WorkPlacePLUS  today.