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 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 >

SCHADS Award & Payroll Compliance Under Scrutiny by Fair Work Ombudsman (FWO) The FWO will launch a sector-wide compliance inquiry targeting disability support service providers.   The inquiry will assess whether organisations are meeting their  obligations under the SCHADS Award, enterprise agreements and other workplace laws.   It’s crucial that disability support service providers check their employment systems, payroll practices and application of industrial instruments to ensure compliance. Key areas under scrutiny include: Misapplication of SCHADS Award (or EBA) classifications and pay rates Non-compliant roster structures and unpaid overtime Inaccurate or incomplete timesheets Gaps in employment contracts, payroll and HR systems and recordkeeping Potential exploitation of of migrant workers   FWO reviews pose a risk to employers.  Non-compliance with industrial obligations can lead to: Legal penalties or enforceable undertakings Back payments and administrative costs Reputational damage Loss of NDIS funding or accreditation   WorkPlacePLUS has extensive SCHADS Award and industry experience and   provides practical, tailored advice to mitigate the risk of non-compliance. Our  Proactive Compliance Check for the Disability Support Sector provides a practical approach to identifying and resolving compliance issues.   Contact us  to customise a Proactive Compliance Check  for your organisation.

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.

It is important to keep track of your employer obligations and ensure that you are paying your staff their correct entitlements. For example, when changes are made to Modern Awards, it's important to ensure that you update your payroll systems and mitigate the risk of a breach under the Award. Employers also need to be aware that when wages are increased, allowances need to be increased accordingly. Failing to pay the correct allowances will effectively result in the unlawful underpaying of staff. Explore our Payroll Compliance Solutions > Download the current 2025 SCHADS Pay Guide   > An Enforceable Undertaking is a written agreement between the Fair Work Ombudsman (FWO) and an employer who hasn’t complied with their legal responsibilities under Australian Employment Regulations. Enforceable Undertakings are used by the FWO instead of taking the employer to court over non-compliance, such as not paying employees in accordance with their Enterprise Agreement. The employer needs to agree to back-pay employees for wages not paid and be audited for future compliance. Recent examples in the healthcare, social services, not-for-profit and education sectors: ▶︎   June 2025 - Griffith University will complete more than $8.34 million in payments, including interest and superannuation, to 5,457 underpaid staff as part of entering into an Enforceable Undertaking with the FWO. Learn more   > ▶︎   April 2025 - A South Australian allied health services charity has signed an Enforceable Undertaking with the FWO to improve its workplace compliance after underpayments exceeding $76,000. Learn more   > ▶︎   March 2025 - La Trobe University will complete more than $10.77 million in payments, including superannuation and interest, to more than 6,700 underpaid staff as part of entering into an Enforceable Undertaking with the FWO. Learn more   > ▶︎   February 2025 - Relationships Australia Queensland has back-paid 980 staff more than $5.6 million, including superannuation and interest, and signed an Enforceable Undertaking with the FWO. Learn more   > ▶︎   December 2024 - The University of Sydney will complete more than $23 million in payments, including superannuation and interest, to more than 14,000 underpaid staff as part of entering into an Enforceable Undertaking with the FWO. Learn more   > ▶︎   December 2024 - The University of Melbourne will complete $72 million in payments, including superannuation and interest, to more than 25,000 underpaid staff as part of entering into an Enforceable Undertaking with the FWO. Learn more   > ▶︎   June 2024 - Not-for-profit charity World Vision Australia Pty Ltd has back-paid staff more than $6 million, including interest and superannuation, and has signed an Enforceable Undertaking with the FWO. Learn more   > ▶︎   June 2024 - The FWO has commenced legal action for a second time against the sole trader operator of Kreating Real Change Disability Services in NSW for failing to comply with a Compliance Notice after underpaying worker entitlements under the SCHADS Award and NES .   Learn more   > ▶︎  May 2024 - Disability support charity Open Minds Australia Limited has back-paid staff about $4.2 million after breaching its own collective agreement and has signed an Enforceable Undertaking with the FWO .   Learn more   > ▶︎   December 2023 - Hospital and aged care businesses operated by St Vincent’s Health Australia Ltd are back-paying staff in NSW and Queensland more than $4.4 million and have signed an Enforceable Undertaking with the FWO. Learn more   > ▶︎   October 2023 - Aged care services provider Calvary Administration Pty Ltd have back-paid staff in Victoria, New South Wales, South Australia and Tasmaniamore than $2.1 million, including interest and superannuation, and have signed an Enforceable Undertaking with the FWO.   Learn more   > ▶︎   October 2023 - Disability support services provider Aruma Services Ltd has back-paid staff in Victoria more than $6.5 million, including interest and superannuation, and have signed an Enforceable Undertaking with the FWO.   Learn more   > ▶︎   October 2023 - Disability support services company Community Health, Emergency Care and Support (CHECS) Pty Ltd was penalised $27,000 by the FWO for failing to comply with a Compliance Notice requiring it to back-pay entitlements to a casual employee. Learn more   > ▶︎   September 2023 - Aged care services provider Southern Cross Care (Tasmania) Inc, is back-paying staff almost $6.9 million and have signed an Enforceable Undertaking with the FWO.   Learn more   > ▶︎   July 2023 - Health care provider Apollo Health Limited has back-paid staff in Western Australia more than $4.86 million, including interest and superannuation, and have signed an Enforceable Undertaking with the FWO.   Learn more   > ▶︎ June 2023 - Home care and disability services provider Community Health, Emergency Care and Support (CHECS) Pty Ltd in South-East Queensland faces a penalty of up to $33,300. Learn more > The FWO recovered $473 million for nearly 160,000 underpaid workers in 2023-24, taking back-payments to workers to $1.5 billion across the last three years. The recoveries came in a year where the FWO secured the largest penalties in its 15-year history, with the regulator’s litigations leading to $21.2 million in court-ordered penalties. The $473 million recovered for workers across Australia, detailed in the FWO's 2023-24 Annual Report, is the third-highest annual figure recorded. According to the 2023-2024 Annual Report, the FWO entered into 15 Enforceable Undertakings with businesses, which included a total of $30.2 million back-paid to employees and improvements to prevent future compliance issues within these businesses. Most of these Enforceable Undertakings involved back-payments of millions of dollars each from some of Australia’s best known employers. The FWO also issued 2,574 Compliance Notices, recovering $16.9 million in unpaid wages. Fair Work Inspectors issued 760 Infringement Notices for record-keeping or pay slip breaches, with total fines of $986,616 – an increase from 626 Infringement Notices in 2022-23 and $739,966 in fines paid. To mitigate the risk of underpaying staff, employers should regularly review their enterprise agreements and the relevant Modern Awards to ensure that all mandatory payments, including hourly rates, overtime, penalties and allowances, are being paid correctly. In addition, make sure you are using valid, well-drafted employment agreements. For industrial relations support and practical assistance with workplace compliance, enterprise bargaining and business risk mitigation, 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.

The probationary period The probationary period is a crucial time for both employer and employee. It offers a window to assess suitability, performance, and alignment with workplace culture. Typically lasting six months, the probationary period shouldn’t be extended without professional advice, as this involves legal and procedural considerations. Even during probation, employees are entitled to their full benefits such as accruing and annual leave and using sick leave. If the employment ends during this period, unused leave must be paid out. Onboarding or induction process A successful probation starts with a onboarding or induction process. This should take place within the first few days and cover key areas like your organisation’s culture, policies, key contacts, and how to access systems or workspaces. Having a structured induction checklist helps set expectations clearly from day one. Probationary reviews Probationary reviews are vital. These scheduled check-ins allow for open, two-way conversations about performance, cultural fit, and goals. Regular meetings help build trust, give feedback, and address issues early. What if it’s not working out? Employers do have the option to end the employment during probation. However, this should never come as a surprise. Open communication and fair process are key. Addressing concerns as they arise is not just best practice, it’s respectful and essential to managing your team well. If you need to terminate someone's employment, always seek professional advice. For more information, please contact us today.

(2020) WorkPlacePLUS is very pleased to announce our partnership with Occupational Therapy Australia (OTA). OTA is the peak professional body representing the interests of occupational therapists across Australia. OTA strives to ensure that members consistently receive quality, responsive services that add significant value to their careers. OTA is a nationwide organisation with a membership of over 10,000 individual occupational therapists and occupational therapy students. WorkPlacePLUS is proud to be appointed as OTA's HR Partner and preferred HR/IR provider. We support OTA members by providing HR and ER advice, webinars and regular updates. As the national HR and IR partner of Occupational Therapy Australia, WorkPlacePLUS provides support to OTA members on employment matters affecting your practice. Foe example: Developing and implementing your practice’s HR frameworks Developing or updating policies and contracts Filling in when your HR manager on long service or parental leave Conducting a payroll audit and attending to Fair Work issues Conducting management and supervisor training Facilitating difficult discussions and internal communications Addressing serious incidents e.g. bullying and harassment Conducting an independent workplace investigation Managing a significant change project e.g. right sizing Improving staff performance and engagement Monitoring and improving the work culture WorkPlacePLUS also offers a fully integrated Employee Assistance Program (EAP) and additional tools for workplace wellness. Special OTA Member Entitlements: WorkPlacePLUS has established a workplace relations advisory line for OTA members. OTA members can access an initial complimentary phone consultation of up to 30 minutes. The advice provided is general in nature and can assist your decision-making for matters affecting your practice, such as: pay rates, awards, leave & entitlements employee & contractor agreements hybrid & flexible working arrangements HR policies, systems & processes performance management and more... OTA members also receive a discount on WorkPlacePLUS standard consultancy rates. If you require tailored advice for specific issues, WorkPlacePLUS can provide a cost estimate for you to review. We look forward to working together with the members and staff at OTA! For more information, please contact us today.