Workplace sexual harassment remains a widespread and damaging issue in Australian workplaces, especially for employees from marginalised communities. The   Australian Human Rights Commission (AHRC )’s recent   Speaking from Experience report captures the powerful voices of over 300 victim-survivors, highlighting what needs to change to create truly safe and inclusive workplaces. The AHRC’s Speaking from Experience  report is   the final Respect@Work recommendation to be implemented. A key message from the report:  Harassment isn't just about individual behaviour. It's about power, culture, and systems that fail to protect those most vulnerable. Contributors to the report described the compounded harm caused when employers ignored their concerns, failed to act, or responded with lengthy, inaccessible policies. Many had more to lose than just a job — including their housing, visa status, and community connections. The report outlines key factors needed to help overcome sexual harassment in the workplace: A people-first approach : Being believed, supported, and treated as a person, not a problem. Cultural safety and inclusion : Recognising intersectional experiences and creating tailored, trauma-informed responses. Clear, accessible reporting processes : Written and communicated in plain English, and available to all workers, not just those in leadership. Accountability : Investigations that lead to real consequences and cultural change. Under the Respect@Work reforms, Australian businesses now have a positive duty  to take reasonable steps to eliminate workplace sexual harassment and related unlawful conduct. For employers, this is more than just a legal duty, it’s about demonstrating leadership and care. WorkPlacePLUS supports organisations to meet their employer obligations with confidence and integrity. Our independent   workplace investigations , Respect & Responsibility training , Unconscious Bias in the Workplace training , mentally healthy workplace reviews and workplace cultural reviews are designed to uncover risks, respond fairly, and foster trust and respect in the workplace. Learn how WorkPlacePLUS can help you create a productive ,safer, more respectful workplace. Contact us today  for confidential support and advice.

Research shows that most workplace errors are a result of poor communication. In addition, poor communication underlies a number of organisational risks, such as: strained workplace relationships work-related stress poorly managed performance poor staff engagement and productivity poorly managed workplace change In recent years, issues related to the pandemic and post pandemic business trends have further raised the stakes in workplace communication. For example,WorkPlacePLUS has seen rising cases of supervisors struggling to address particular types of staff concerns, such as: anxiety-based conflict change fatigue hybrid working arrangements returning to the workplace managing teams remotely and monitoring engagement increasing claims of work-related stress and burnout increasing rates of staff turnover managing restructuring, redeployment or redundancy With workplace demands and staff needs becoming increasingly complex, it is vital that managers and supervisors strengthen their communication competency. WorkPlacePLUS offers a training and development program called COMMUNICATION MASTERY & CONFLICT MANAGEMENT, designed to help managers and supervisors face staff challenges with confidence. COMMUNICATION MASTERY & CONFLICT MANAGEMENT equips participants with the practical communication skills that are essential for managing staff in a changing work landscape, and mitigating the risks associated with workplace conflict and poor communication. This program includes a deep dive into preparing for and having courageous conversations in the workplace. For more information, please contact us today. ► Discover more training programs... >

Over the past 12 months, many of our clients acknowledged the power of an honest and brave conversation and engaged WorkPlacePLUS to facilitate a proactive training program on empowering not only managers, but all employees in an organisation to speak their truth in the workplace and further develop their communication strategies. The response from participants was remarkable, with teams feeling motivated and supported to acknowledge areas for improvement and development and recognising that communicating honestly could lead to more trusting and productive work relationships. Other clients, through resolving workplace disputes and grievances, recognised the need for more courageous conversations and implemented individual coaching for managers. Others, through the development of new performance management systems, also embraced the idea of courageous conversations by embedding ongoing, honest and meaningful discussion between managers, colleagues and teams in everyday operations, not just in a performance appraisal. This fresh approach to performance management empowers you to address issues as they occur, supporting and encouraging teams to excel each day, rather than burying your head in the sand until your calendar reminds you to book in that notorious performance appraisal! What is a courageous conversation? WorkPlacePLUS team member Carmen Hurwitz spoke with Richard Aedy on ABC Radio National's This Working Life about why you should train your staff to have courageous conversations at work. Read more... > Courageous conversations are those which you initiate to discuss the issues that you would rather avoid – the ‘undiscussable’. They will often take the most courage and require you to speak candidly and listen openly, and are often the ones that make the biggest impact. They have the capacity to create a pathway to building the relationships, influence and outcomes you want in every area of your life. As workplace investigators, our team of consultants have witnessed many grievances and issues between employees that could have been avoided if the parties were honest about the behaviour or issues that were occurring, as the issues were ultimately due to miscommunication. A courageous conversation will often result in individuals feeling more confident to communicate openly, and gaining insights into workplace relationships and their own behaviour. Don’t wait for an issue to escalate. Invite employees within your organisation to participate in open and honest discussions, and be prepared to not only share, but to listen. These conversations may initially be hard, but practice makes progress and this will support you in developing and maintaining a high performing and committed workforce. ► Discover our Communication Mastery & Conflict Management training module > ► Discover our Facilitated Group Discussions and Mediation Services > 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.

Annual leave is an entitlement for employees which is to be taken regularly to ensure that they have appropriate downtime and can relax. Not taking accrued annual leave can be hazardous to the health and safety of employees. Excessive accrued annual leave balances can represent a significant financial liability for employers. Some general options for managing employees with excessive annual leave balances include: Shutdown Depending on business requirements, employers may shut down during quiet periods, for example over Christmas/New Year, and require their staff to take annual leave during this time. There are rules and conditions around this so make sure you seek professional advice. If your employees are covered by an award or an agreement, you will need to check the relevant provisions. Direction to take leave If an employee has accrued an excessive amount of leave, it is considered “reasonable” to direct them to take annual leave. While the Fair Work Act doesn’t define how much leave is “excessive”, greater than four weeks can be used as a general guide (this is used in many agreements and policies). Again, if your employees are covered by an award or an agreement, you will need to check the relevant provisions and seek professional advice. More Alternatives Other options for managing employees with excessive annual leave balances may include cashing out of leave or requiring employees to use leave within a certain period, but it's crucial to seek professional advice before proceeding. Reminder: Accrued leave can’t be lost just because an employee hasn’t used it within a stipulated time. It is important for employers to be familiar with the rules around annual leave entitlements and, ideally, be able to come to an agreement with employees around managing leave balances. For bespoke assistance or 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.

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.

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.

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.