In 2025, Speech Pathology Australia (SPA) and WorkPlacePLUS (WPP) proudly celebrate ten years of working together to support the speech pathology profession. What began as a collaborative effort to provide expert HR guidance to SPA members has grown into a trusted and enduring partnership, grounded in shared values, mutual respect, and a deep commitment to Australia’s allied health community. Over the past decade, WorkPlacePLUS has become a go-to source of HR and workplace relations support for SPA members, delivering practical, timely advice across all stages of professional life, from early career to established practice ownership. A decade of impact Together, SPA and WPP have elevated SPA members' benefits and achieved many milestones worth celebrating: 🔹 Hundreds of hours of free HR advice to SPA members through WPP’s dedicated HR/IR advisory line. WPP’s article about workplace, health and safety from Speak Out June 2016. 🔹 30+ articles and podcast contributions, including regular workplace relation articles in Speak Out and popular interviews on the  Speak Up Podcast . 🔹 COVID-19 support during the challenges of the pandemic, including advice, checklists, fact sheets and webinars to help members navigate public health orders, vaccination mandates and employer/employee rights and responsibilities. The COVID-19 pandemic was a challenging time for SPA members. WorkPlacePLUS provided crucial employment advice, such as this FAQ published in Speak Out April 2020. 🔹 Regular HR bulletins and FAQs in SPA’s National eNews, ensuring SPA members receive important compliance updates and reminders. 🔹 Webinars on key HR topics relevant to current workplace issues impacting SPA members. 🔹 Eight years of private practice and early career seminars, empowering members with the knowledge and confidence to navigate workplace challenges. SPA launched a series of Ready 4 Work videos in 2019, some featured expert insights from Anna Pannuzzo. 🔹 Ready 4 Work video series for recent graduates, featuring expert insights from Anna Pannuzzo, Director and Principal HR Consultant at WPP. 🔹 e-Learning module contributions, making expert HR content available on demand. 🔹 Regular reviews and updates to SPA’s Private Practice Policies and Procedures Manual. 🔹 Internal HR support for SPA when needed, strengthening both member and organisational outcomes. SPA staff attended WorkPlacePLUS’s 10th birthday celebration in 2023. A decade of building trust As we celebrate this 10-year milestone, we’re especially proud of the trust developed between WPP and SPA. To SPA members, it’s been a privilege to support you throughout your careers, providing timely, practical, and relevant advice when it’s needed most. Thank you for allowing us into your businesses, your workplaces, and your professional lives, sharing your challenges, and allowing us to walk alongside you through important decisions and complex situations. We’re honoured to be the voice on the other end of the line when questions arise, and to be able to offer peace of mind in navigating workplace laws and practice management issues. Being a source of reliable, practical advice is a responsibility we never take lightly. Thank you for letting us support your professional speech pathology journey.   HR expertise, tailored for SPA members WPP offers outsourced HR support to SPA members at every level of practice. Whether it’s a quick query about pay rates or complex advice around workplace change, SPA members can rely on professional, compliant, best practice support. A sample of areas of support which may be of interest to SPA members include: pay rates, awards and classifications employment contracts and independent contractor agreements post-contractual obligations HR systems, policies and processes leave entitlements, hybrid and flexible work options serious incidents, misconduct and performance management WHS and psychological safety performance and change management.   Find out more 🔹 WorkPlacePLUS services 🔹 SPA member benefits with WorkPlacePLUS For more information, contact WorkPlacePLUS today.

To meet service, quality and safety standards, managers are required to promote continuous improvement in team performance and individual job performances. This includes addressing the situation when an individual's or team's performance seems "off". What’s your leadership approach to managing poor behaviours in the workplace? When I spoke last week with Richard Aedy on ABC Radio National’s “Best Practice” program, we discussed a whole range of staff issues that managers face, such as lateness, non-attendance, attire, group emails, unsatisfactory work, office romances, and more. During our discussion, I explained that managers need to be able to distinguish between a performance issue and a behavioural issue, as each pertains to a different set of rules, expectations and consequences. Listen now > WorkPlacePLUS offer a range of support services to help employers address performance and behaviour issues in the workplace. For more information, please contact us today. ► To access more interviews and podcasts, visit our Media page >

Major changes to both paid and unpaid parental leave are being rolled out in stages from 2024 to 2026. These reforms affect employer obligations and require proactive planning to manage workforce absences, policy updates, and compliance. Parental Leave Changes from July 2024 Paid Leave  (government-funded): Under the More Support for Working Families Act 2024 , families now have access to an increased number of paid parental leave days. Unpaid Leave  (National Employment Standards): Employees can still take up to 12 months of unpaid leave and request an additional 12 months. The flexibility of how leave is taken (by one or both parents) has increased. Leave entitlements are not affected by how much leave a partner takes, even if they work for the same employer.   What’s Changing from July 2025 and Beyond Parental Leave Pay increases to 24 weeks (120 days) from 1 July 2025, and to 26 weeks from 1 July 2026. More days will be: Reserved for the partner or secondary carer Available to be taken at the same time as the other parent Entitlements depend on your child’s birth or adoption date. For claims submitted before July 2025, the current entitlement of 110 days still applies. For children born or adopted from 1 July 2025, the government will add 10 extra days once proof of birth or adoption is provided. What This Means for Employers These changes impact your employer obligations and can impact your business continuity if not you’re unprepared. It’s important to understand the rules around paid parental leave  and unpaid parental leave , and review your leave policies and processes as a matter of priority. Employers should: Review and update your parental leave and HR policies Plan for longer or concurrent absences Ensure communication, payroll, and rostering systems reflect new entitlements Provide clear information to staff about their leave options For more information, tailored HR advice and compliance support, please contact us today.

While generative AI tools like ChatGPT can be useful, their utilisation in the workplace poses a number of red flags such as: Privacy and data protection Bias and Discrimination False and misleading information An employee using AI may unintentionally disclose private or confidential information. Also, AI systems are designed to learn from data and make decisions based on patterns and algorithms. However, these systems are not immune to biases, misinformation, and disinformation present in the data they are trained on. It’s important to note that generative AI tools may not be an accurate and reliable source of information on Australia’s workplace relations system. Utilising AI advice for workplace relations matters may create compliance issues, including unenforceable HR protocols or employment contracts. Is the employer who uses AI willing to wear the compliance risks associated with misinterpreting AI results, or failing to fact-check the results? Accurate and reliable workplace relations information can be accessed via the following sources: The Fair Work Ombudsman 13 13 94 The Australian Human Rights Commission 1300 656 419 The WHS regulator in your jurisdiction A reputable HR consultancy such as WorkPlacePLUS (03) 9492 0958 For more information, please contact us today.

Employers should take care to prepare compliant, enforceable employment contracts that are tailored to your own circumstances. An employment contract is an agreement between an employer and employee that sets out the terms and conditions of employment. According to the Fair Work Ombudsman, an employment contract can be verbal or written, but we would strongly caution anyone against relying solely on a verbal contract as they can be misunderstood or forgotten. “Just sign on the dotted line…” A valid, well-drafted written contract is crucial. It creates certainty for both parties, formalises the terms of the professional relationship and reduces the risk of costly disputes by detailing payments, timeframes and work to be performed. Like any contract, employment contracts are usually only rolled out when there are disputes or things are not working out. A employment contract should assist in resolving employment questions and issues. Employers should take care to prepare enforceable employment contracts that are tailored to your own circumstances. Here are our 10 key points to getting them right: Comply with the minimum wage and employment conditions under various employment laws, awards, enterprise agreements and taxation laws. Specify how the contact interacts with the National Employment Standards and other various legislative requirements. Clarify the working arrangements, e.g. casual, permanent part-time, permanent full-time. Specify the terms of employment, including the employee’s position description, duties, work days, hours and location, breaks, reporting arrangements and dress code. Specify the remuneration and whether the employee will be paid based on hours worked or an annual remuneration package. Include details on superannuation. Include details on leave arrangements, such as holiday pay, sick pay, long service leave and leave without pay. Name any relevant benefits, for example vehicle, mobile phone, computer, uniform, travel, health insurance or other allowances. Specify employee compliance requirements such as vaccinations, first aid certificates, working with children checks, police or bankruptcy checks, licenses, certifications or registrations, continuing education, and a requirement to comply with workplace policies. Include confidentiality and non competition clauses. This may include provisions on intellectual property and post-employment restrictions such restraint of trade and non solicitation of your business's clients for a specific period. Include provisions in relation to bringing the contract to an end, such as termination, notice periods and redundancy. Make sure you review the contract on a regular basis, keeping it updated and compliant with new legislation affecting employment. Developing your own compliant employment contracts can be tricky. WorkPlacePLUS can support employers with tailoring employment agreements to suit your specific circumstances. In addition, the WorkPlacePLUS team can help mitigate your business risk by reviewing your current HR documentation and practices, to identify areas for compliance or improvement. For more information, please contact us today.

When WorkPlacePLUS team member Carmen Hurwitz spoke with Richard Aedy on ABC Radio National's Best Practice  program, they discussed the role of courageous conversations in mitigating and resolving workplace conflict . Learn more and access the interview   > Disputes and grievances occur in every workplace. Workplace conflict is common and can involve members of the leadership team, employees, stakeholders, contractors, vendors, clients, unions and/or the broader community. To prevent grievances from escalating, employers, boards, managers and supervisors need to be able to manage difficult conversations. However, many organisations lack the resources, training or experience to effectively facilitate difficult conversations. This is where mediation and facilitated discussions can help. As the neutral third-party, a mediator facilitates communication and understanding between two parties, empowering them to negotiate a mutually acceptable outcome. 5 reasons mediation and facilitated discussions are powerful tools for managing workplace conflict: 1. The safe space for honest communication A mediator uses their expertise to encourage and enable courageous conversations. Mediation creates a safe time and space for two parties to delve into the deeper issues and navigate a way forward, towards resolution. 2. The proactive approach to conflict resolution An experienced mediator is able to identify where relationships have an undercurrent, or when something has happened that needs to be talked about, so that issues can brought to the surface and discussed before things get out of hand. The opposite to burying your head in sand, mediation encourages a proactive response, such as “I’m sensing something not right, what can we do to get things back on track?” 3. The opportunity for continuous improvement When managers or directors sense an issue brewing in the workplace, they can either choose to evade it or explore it. Those who encourage courageous conversations ultimately benefit from a huge phase of growth, learning and change within the organisation. With insights into their workplace culture and behaviours, organisations can transform the way their people interact, which has a positive ripple effect on not only productivity but every aspect of the workplace. 4. The commitment to respect and wellbeing in the workplace When an organisation responds proactively to tensions or disputes by engaging an experienced, independent mediator, this sends a strong message about the value of wellbeing in the workplace. It also demonstrates the organisation’s commitment to fair, respectful conflict resolution. 5. Settling out of court Mediators who are certified to perform court-mandated mediation under the National Mediation Accreditation System may receive referrals from the Fair Work commission, or any other commission, to assist in court-mandated mediation. This is often the first step before a case is escalated to court, where a decision is imposed by a judge. Mediation reaches a negotiation in a much more direct, private and amicable way. How do you resolve conflict in the workplace? To help you resolve workplace conflict, WorkPlacePLUS provides mediation and dispute resolution services with a commitment to continuous improvement and strengthening teams. Our mediators are skilled, experienced, accredited, and certified to perform court-mandated mediation under the National Mediation Accreditation System. WorkPlacePLUS also offers training and development programs the include practical training on having courageous conversations in the workplace. Read Facing staff challenges with confidence > For more information, please contact us today.

Employers, managers and supervisors have a lot on their plate. They are responsible for driving performance and productivity while protecting their team from potential work-related hazards and promoting a mentally healthy workplace. Balancing numerous responsibilities can often lead to increased stress and burnout, especially for those in leadership roles. It's crucial not to overlook your own mental health. Studies show that delaying attention to your wellbeing can increase the risk of more serious health issues. To help prevent burnout, here are three important reminders for looking after yourself: 1. Maintain boundaries –   Set clear boundaries by taking regular breaks and prioritizing activities  that boost resilience, such as getting enough sleep, nutrition and exercise. 2. Recognise the warning signs – Work-related stress or burnout can show up in various ways including : • Physical symptoms: headaches, fatigue, , sleeplessness, slow reactions, or shortness of breath. • Cognitive issues: difficulty in decision-making, forgetfulness, lack of concentration. • Emotional reactions: Irritability, excessive worrying, feelings of worthlessness, anxiety, defensiveness, anger, mood swings. • Behavioural changes: reduced performance, social withdrawal, impulsive behaviour, increased alcohol and nicotine consumption. • Compassion fatigue: losing the emotional capacity to care about others.   3. Seek support – If you’re struggling , it’s essential to reach out. You can seek support in a number of ways, from speaking to a friend or your GP, to accessing your Employee Assistance Program (EAP).   Remember, EAP counselling is not just for your team. It is also available to support senior managers and business owners, who are dealing with significant pressure. WorkPlacePLUS offers a range of tools for workplace wellness  to support a mentally healthy workplace, including 1:1 leadership coaching and a fully integrated, confidential Employee Assistance Program  (EAP). For more information or tailored leadership support, please contact us today.

It may seem improper to name sexual harassment as the “hot topic” for 2018, but I’m sure you’ve noticed the spike of sexual harassment stories in the media, and I’m not just referring to the entertainment industry. A recent media report revealed that about one-fifth of Australia’s surgeons have failed to complete a mandatory online training course designed to combat sexual harassment and bullying within their profession. According to an independent report commissioned by the Royal Australasian College of Surgeons, nearly half of surgeons have experienced workplace bullying or harassment, and victims have generally been afraid to speak out. In 2017, two Royal Darwin Hospital doctors were stood down over two separate allegations of sexual assault against female medical students. Another media report revealed a “toxic” and “demoralising” culture of bullying and mismanagement at a hospital in south-west Victoria. And in 2018, it was reported that Melbourne City Council’s former Lord Mayor was under investigation following new allegations of sexual harassment, this time related to his former role as the chairman of Melbourne Health. Councillor Doyle vigorously denied the allegations, which involved a complaint of serious misconduct at a Melbourne Health gala dinner. Do your Directors and Executives understand the risks associated with any potential bullying or sexual harassment claim? Reputational Risk Regardless of investigative or legal outcomes, any allegation can create a negative reputational risk with all stakeholders, such as employees, regulators, government, etc. Financial Risk Under Australian Workplace Health and Safety legislation, directors and executives can be held personally liable for not providing a safe workplace. This legislation covers more than the physical safety within a workplace. For example, Brodie’s Law was passed after a young female employee was continually bullied at work and subsequently suicided. The courts found that the employer contributed to the bullying and harassment resulting in the directors and manager being fined. What can health service providers do to promote a workplace culture free from sexual harassment? The Australian Medical Association and the WA Health Department recently launched a poster campaign aimed at stamping out widespread sexual harassment and intimidation in the workplace, particularly by senior doctors against junior female doctors, nurses or registrars. Online trainings, campaign posters and informative websites are a start, but these tools alone are not enough to affect real cultural change in the workplace. Does your workplace have a contact officer who is trained to deal with allegations of bullying and harassment? Your employees need to know there is someone other than their manager or supervisor whom they can speak to if they have a complaint. Does your workplace have clear policies and practices to mitigate the risk of sexual harassment and unwelcome conduct? Your organisation’s Code of Conduct should define sexual harassment and clearly outline values, standards, expectations and consequences pertaining to appropriate workplace conduct. Do your workplace policies include a process for investigating bullying and harassment allegations? The workplace policy should set out the process that the organisation will take when an allegation of sexual harassment is made. There are advantages to engaging an Independent Workplace Investigator, for example, it reduces the risk of potential claims of cover ups, conflicts of interest or lack of transparency. Does your workplace run regular trainings designed to implement your Code of Conduct? Regular training programs play an important role in educating your staff on respect, responsibility and appropriate workplace conduct. Don’t assume that your staff are aware of the most current policies, procedures and support resources in your workplace. Employees need to be able to discuss different types of behaviours in a safe, educational setting, and they also need to be clear on the right course of action if they have a concern or complaint. WorkPlacePLUS supports organisations to prevent and respond to bullying and harassment in the workplace, with services such as tools for resolving workplace conflict, Respect@Work risk assessments, and training and development programs and more. For more information, please contact us today.

Employers Beware: Christmas parties can be a Work, Health and Safety (WHS) minefield Work Christmas parties provide a well-earned opportunity to have fun with your staff and celebrate your achievements. But employers beware: Christmas parties can be a WHS minefield. Under workplace laws, employers have a positive duty to ensure a safe workplace by proactively preventing sexual harassment and other WHS hazards. How can employers minimise risks at work functions? Preventative measures for employers to minimise risks at work functions include: Policies & Procedures: Establishing and regularly reviewing your policies and procedures , including psychological WHS risk management and managing serious workplace incidents. Code of Conduct: Ensuring ahead of time that your staff know the workplace guidelines and expectations around behaviour and alcohol consumption, including reviewing your code of conduct . Alcohol Consumption: Limiting the amount of alcohol being served and ensuring your staff are not intoxicated. Inclusion: Considering the diverse needs of your employees when planning the event, such as accessibility, dietary restrictions, religious beliefs, and cultural practices. Third-Party Safety Checking: Checking the venue for safety hazards. Safe Transport: Providing suitable transport to ensure everyone gets home safely. Clear Reporting Pathways:  Remind staff how to report concerns and ensure prompt, sensitive follow-up. How should employers respond to issues or complaints related to the staff Christmas party? Be prepared to investigate any issues or complaints: If an accident or WHS incident occurs at your workplace function, or if you receive a complaint or allegation of inappropriate conduct, it is important to respond in a timely manner by conducting a fair and confidential workplace investigation . In some cases, hiring an experienced and independent workplace investigator is the best option. Read Five reasons to engage an independent workplace investigator > Christmas should be a happy time, not a time to worry about unplanned workplace claims Don’t pay more for your Christmas party than you had planned – make sure you are complying with safety policies and reminding your staff to adhere to your code of conduct. 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.

The findings of the Australian Human Rights Commission’s 2018 National workplace sexual harassment survey expose the enormity of the problem, with one in three people having experienced sexual harassment at work in the last five years. The survey findings also confirm that most workplace sexual harassment is perpetrated by a male, over an extended time period, causing significant negative mental health issues to victims. It is important to add that workplace sexual harassment is just one of many indications of workplace bullying and harassment. Bullying is defined as persistent and repeated negative behaviour directed towards another person in the workplace, or group of persons, that creates a risk to health and safety. This may include sexual harassment or any number of negative behaviours such as repeated teasing, intimidation or psychological harassment, hazing, deliberate exclusion, pushing, shoving, tripping, grabbing, threatening or attacking. Workplace bullying and harassment is both a safety and cultural issue that requires a proactive approach to change, starting at the leadership level. Organisational leaders have both a moral and legal obligation to ensure that everyone feels safe at work. In 2014, new workplace bullying laws formed part of the Fair Work Act 2009, directly placing obligation and liability on the employer and directors, who can be held personally liable if they fail to provide a workplace free from bullying and harassment. Code of conduct, comprehensive risk control and proper staff training and support are all important elements that leaders need to put in motion, to not only demonstrate their commitment but, more importantly, to influence real cultural change and a safer workplace. A number of progressive leaders are incorporating various tools to better understand the cultural climate within their organisations, such as regular cultural surveys. Leadership needs to put their finger on the pulse of their organisation to understand any issues that may be affecting their staff. A workplace cultural review is a proactive process that reveals the team culture and any factors that are impacting employee engagement. Independent cultural reviews facilitated confidentially by WorkPlacePLUS can provide you with an objective assessment of the culture, behaviours, attitudes and level of engagement in your organisation, and offer feedback, recommendations and opportunities to improve engagement, productivity and safety in the workplace. Workplace bullying and harassment is serious and can be complex. Engaging an external experienced workplace investigator will remove the perceived biases and ensure procedural fairness. Workplace investigations must be conducted professionally from the interview stage through to the final report. This strengthens the findings, in case they are challenged by the staff member, union or court system. WorkPlacePLUS provides full investigation services of the highest standard, which are able to meet your obligations under various legislation such as Fair Work Act and Work, Health & Safety, while you continue on with business as usual. Our HR consultants are also registered private investigators. For more information, please contact us today.

Workplace stress has become widely recognised as a major workplace health and safety risk factor. It can have a negative ripple effect throughout an organisation, potentially causing harm to employees, hindering business operations and fuelling a toxic workplace culture. Leaders and managers play a central role in mitigating the risks of workplace stress and promoting a mentally healthy workplace. Under various legislation, employers are also legally responsible for ensuring that the working environment does not cause psychological or physical injury or worsen an existing condition. Employers can be held personally liable for failing to provide a safe workplace. Prevention and early intervention are crucial. Cultural reviews and professional training and development programs can inform, educate and support leadership to identify and address work-related psychosocial hazards, such as: work-related stress unreasonable job demands and low role clarity poor management and inadequate support poor workplace communication and relationships poor organisational change management workplace bullying and harassment violence, trauma or abuse If you or someone you know is in need of immediate assistance, click here for 24/7 crisis services within Australia. With the right support, leaders and managers can cultivate a positive, healthy workplace culture that promotes mental wellbeing and brings out the best in people’s morale and productivity. Research also shows that a mentally healthy workplace can, on average, result in a positive return on investment. WorkPlacePLUS provides a range of support services to help you mitigate the risks of workplace stress and promote a mentally healthy workplace. These include cultural reviews, training and development programs, organisational change, workplace investigations, employee assistance programs and more. For more information, please contact us today.