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Work Christmas parties provide a well-earned opportunity to have fun with your staff and celebrate your achievements. But employers beware: Christmas parties are a WHS minefield. Employers are responsible for minimising risks at work functions by: Establishing and regularly reviewing your policies and procedures, including your prevention and response to WHS risks and managing serious workplace incidents. Ensuring ahead of time that your staff know the workplace guidelines and expectations around behaviour and alcohol consumption, including reviewing your code of conduct. Checking the venue for safety hazards and COVIDSafe compliance. Limiting the amount of alcohol being served and ensuring your staff are not intoxicated. Providing suitable transport to ensure everyone gets home safely. Christmas should be a happy time, not a time to worry about unplanned workplace claims To mitigate risk, plan ahead. Here are the main factors to consider: The Christmas Party is still a “work activity” Even if it is held at an off-site venue or outside of normal work hours, your Christmas party is still legally considered a workplace. Remind your employees that appropriate workplace code of conduct still applies. Their behaviour needs to follow the same professional standards as usual. Alcohol exacerbates the Work Health & Safety risks Do you have a policy on alcohol consumption at work functions? The potential risks of drunken injurious accidents and sexual harassment are more likely to be an issue if your employees drink too much. In a 2015 case where an employee was fired for workplace bullying and sexual harassment at a work Christmas party, the Fair Work Commission found that the worker was unfairly dismissed because the employer supplied unlimited amounts of free alcohol[1]. This costly outcome highlights the need for employers to be vigilant about risk mitigation when planning a work function. Accidents happen — check for safety hazards Alcohol can impair people’s judgment and reaction times, so take extra care to ensure there are no potential hazards that may cause a trip, slip, or fall. If your Christmas party is being held at an off-site venue, inspect the premises ahead of time and make any potential risk areas out of bounds. It is also a good idea to confirm that the venue has Public Liability insurance. 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, following the principles of procedural fairness. In some cases, hiring an experienced and independent workplace investigator is the best option. Read Five reasons to engage an independent workplace investigator > 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. 1. http://www.smh.com.au/business/workplace-relations/employee-who-abused-bosses-was-unfairly-dismissed-20150630-gi1kic.html

1 in 5 Australians are affected by mental illness, and workplace stress is now widely recognised as a major workplace health and safety risk factor. Under various employment-based legislation, employers have a positive duty to manage the risk of psychosocial hazards and ensure that the working environment does not cause psychological or physical injury or worsen an existing condition. Psychosocial hazards are anything in the design or management of work that can affect an employee's mental health. Employers and managers play a crucial role in promoting a mentally healthy workplace and shedding some light on mental health issues that may be affecting colleagues at work. Your teams will naturally look to you for leadership and support, so it is important to know what support resources are available and how to discuss mental health with your staff. Here are 5 management tips promoting a mentally healthy workplace: 1. Conduct a Respect@Work + Psychological Safety Risk Assessment – Take a WHS risk management approach to ensuring your workplace is equipped to manage the risk of psychosocial hazards in the workplace, including but not limited to bullying, discrimination, workplace sexual harassment and victimisation. 2. Educate and have tools ready – Review your organisation's mentally healthy workplace policy, learn about the signs and symptoms of work related stress and mental illness, provide training to your managers, and remind staff about the available support resources, such as an employee assistance program or contact officer. Read Tools for workplace wellness > 3. Ask if everything is OK and listen – Look out for warning signs that something is off, such as mood, lateness, or a drop in performance; then act promptly and kindly to see if that person needs any support. 4. Arrange a workplace adjustment – For a staff member who is struggling, you can work together to negotiate a temporary adjustment of their role or workload, to help them get through their rough patch. Reasonable adjustments are changes to a job role or workplace that help someone with a mental health condition to keep working, or return to the workplace if they've taken time off. 5. Lead by example and keep the conversation alive – Encourage respectful behaviour by speaking out against gossip; demonstrate healthy work habits, such as taking regular breaks and “switching off” of work emails after hour. Reduce stigma and create a culture of support by discussing workplace wellbeing regularly, in meetings, newsletters and policy reviews. A positive, healthy workplace culture 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. If you or someone you know is in need of immediate assistance, call Lifeline on 13 11 14. Do you have the proper skills and resources to foster the culture of your organisation? WorkPlacePLUS provides integrated human resource services, including tools for workplace wellness to help you foster a mentally healthy workplace. For more information, please contact us today.

During the challenges of the pandemic and beyond, we’ve seen a surge in claims of work-related stress. More than ever, it is important for employers to support employee wellbeing and promote a healthy workplace culture. WorkPlacePLUS offers practical tools and strategies to enhance your existing workplace wellness program or customise a new one. Choose from our range of flexible options: Employee Assistance Program (EAP) – Our independent EAP supports senior managers, business owners and employees through confidential counselling and education, delivered conveniently via telehealth and teleconferencing. ⚡️NEW⚡️ "Wellbeing Day" Onsite Chats – As a component of your workplace wellbeing program, our lead EAP consultant can attend your workplace for a day, to facilitate 1:1 informal "RUOK?" discussions with your staff. Mentally Healthy Workplaces – This training and development program delivered by WorkPlacePLUS empowers leaders and supervisors to mitigate the risks of workplace stress and promote a mentally healthy workplace. Included are discussions on legislative requirements, risks, prevention, intervention and support. Mental Health Policy – Comply with workplace health and safety laws and provide clear guidance to managers and staff by developing a workplace mental health policy, which will include your strategy for prevention, intervention and recovery. Respect@Work + Psychological Safety Risk Assessments – Take a WHS risk management approach to ensuring your workplace is equipped to manage the risk of psychosocial hazards in the workplace, including but not limited to bullying, discrimination, workplace sexual harassment and victimisation. Staff Wellbeing Survey – Assess the needs of your employees with a confidential survey, facilitated independently by WorkPlacePLUS. This is a good first step in determining which wellbeing tools are best suited to your specific workplace. Facilitated Group Discussions – Communication is key to workplace wellbeing. Stay connected, reduce stigma and build a culture of peer-support by discussing mental health in a safe setting. Our facilitators are experienced in mediation and counselling. Flexible Working Arrangements, Workplace Adjustments & Health Leave – WorkPlacePLUS can advise you on providing leave or adjusting an employee’s role, workload or roster to help them meet certain mental, physical or personal needs. Reward & Recognition – Celebrating and valuing your staff for their efforts is a proven strategy for boosting positivity and helping to protect your team from burnout. WorkPlacePLUS can assist with succession planning and developing a recognition program that fits your business model. Routine Health Checks – Health screening can save lives by assisting in the prevention and early detection of health issues such as heart disease and diabetes. WorkPlacePLUS can coordinate onsite health checks for your employees. Workplace wellness programs provide important benefits to both your staff and your business, from improved health and performance outcomes to decreased absenteeism and claims. For more information, please contact us today.

Mandatory COVID-19 vaccination is becoming the norm for a growing number of Australian workplaces. This creates a new suite of HR considerations for employers, including development and/or review of a vaccination policy. Employers should seek tailored employment relations advice before issuing any vaccine mandate. 3 key actions for employers to consider: 1. Develop a vaccination policy. This will need to include your processes for managing various refusal scenarios, such as for medical/health reasons or for ideological/political reasons, and any potential employment pathways, options or outcomes. Your vaccination policy will also need to cover how you will manage record-keeping and privacy. 2. Consult with your employees. Under WHS laws, employers who are making changes to the workplace to help slow the spread of COVID-19 must consult their workers. Your communication plan should include information about the COVID-19 vaccine, why a mandate may be reasonable and necessary in your workplace, and how you plan to implement your vaccination policy. You also need to give your staff ample opportunity to ask questions and discuss any concerns. Read 4 key strategies for managing workplace change > 3. Keep records. As most healthcare, aged care and disability workers are already required to receive the flu vaccine, employers will be familiar with the importance of keeping accurate and up-to-date staff vaccination records. You will need to consider your privacy policy in relation to these vaccination records, including how you will handle any client or patient requests for proof of vaccination. Read Privacy in the workplace > A tailored vaccination policy is the appropriate way for employers to establish their approach to COVID-19 vaccination and provide clear guidance to your staff on the measures taken to reduce the work health and safety risks relating to infectious diseases such as influenza and COVID-19. Your vaccination policy will usually be a component of your existing infection control policy. It could be a stand-alone document, or it could be linked to other relevant workplace literature e.g. other policies, employment contracts or Enterprise Bargaining Agreements. Your vaccination policy should include: ✏️ Information about your organisation’s vaccination program and implementation plan ✏️ How you will manage communications, record-keeping and privacy ✏️ Your processes for managing scenarios whereby an employee chooses not to be vaccinated ✏️ Employer and employee rights and responsibilities Workplace policies and procedures help shape the work culture and mitigate business risk by outlining clear expectations and providing a consistent approach to managing workplace issues. It is important to provide employees with regular opportunities to review the workplace policies and procedures, especially when changes or updates are implemented. Read The must-have policies for your workplace > Employers planning to mandate COVID-19 vaccination in their workplace should also review their recruitment and onboarding processes to ensure you include the mandatory vaccination of staff (includes contractor, agency staff, volunteers, anyone who attends the workplace) as a condition of employment. For more information and tailored advice, please contact us today.

Workplace change is usually motivated by either a need to adapt, for example to meet new regulatory requirements, to weather the economic climate, or by a proactive vision to evolve and improve. External challenges like the COVID-19 pandemic can have a dramatic impact on a business, resulting in the need to make changes to your business model, such as restructuring or introducing new technology and processes, all of which will have an impact on your employees. We often see clients diving right into implementing workplace change when, all of a sudden, the “change management” conversation crops up as an afterthought with inadequate planning. Factoring change management in too late can cause: a rough transition a lack of advocacy a vague “change” vision overall resistance workplace conflict, and decreased sustainability of the change required There is also the risk of claims and penalties against the employer. Before you dive into any hiring or firing of staff, always review your employment obligations! Regardless of the type of workplace change, having an effective change management strategy not only helps employees adapt, but it can also create stronger bonds between you and your employees by ‘taking them on the journey with you’. Here are 4 key strategies for managing workplace change: 1. Create a “Change Impact Statement” - This will be an important resource for decision-making and communications throughout the process. 2. Communication & Consultation - It is important to consult your key stakeholders by listening to their feelings and ideas, and identifying any personal impact. You also need a good communication plan to supports the change process. This builds trust and will help your staff adapt. 3. Support - The impact of workplace change on the mental health of your employees cannot be underestimated. It's important to make a range of support options available to your staff, such as a contact officer or Employee Assistance Program (EAP). 4. Review - Done well, reviews and self-assessments of your change management strategy will promote continuous improvement of your processes and culture. 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. If you are in a leadership role, you may be susceptible to work-related stress and burnout. It is important not to neglect your own wellbeing. Research shows that waiting too long to address health issues puts you at further risk of developing severe health complications. Here are three key reminders to help protect yourself from burnout: 1. Maintain boundaries – This includes taking breaks and structuring time for resilience boosters such as sleep, nutrition and exercise. 2. Recognise the warning signs – Work-related stress or burnout can manifest in the following ways: • Headaches, tiredness, sleeplessness, slow reactions, shortness of breath. • Difficulty in decision-making, forgetfulness, lack of concentration. • Irritability, excessive worrying, feelings of worthlessness, anxiety, defensiveness, anger, mood swings. • Reduced performance, social withdrawal, impulsive behaviour, increased alcohol and nicotine consumption. • Compassion fatigue - where you lose the emotional capacity to care about others. 3. Seek support – If you’re not okay, it’s important to speak up and 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. Free community resources are also available nationally, such as Lifeline (13 11 14) or Beyond Blue (1300 22 4636). Read R U OK at work? > For more information or tailored leadership support, please contact us today.

Rising mental stress claims and preventing workplace harassment A key message from the Respect@Work: National Inquiry into Sexual Harassment in Australian Workplaces is that “workplace sexual harassment is prevalent and pervasive” yet most people who experience sexual harassment never report it. Another key message is the need to shift from a reactive, complaints-based approach, to one which requires positive actions from employers and board members, with a focus on prevention. Employers should already be familiar with prevention and risk mitigation in the context of work, health and safety (WHS). In recent years, Safe Work Australia has upped its focus on the prevention of workplace bullying and harassment, including sexual harassment, as known risk factors to psychosocial health and safety in the workplace. One way to measure the psychosocial health and safety status of Australian workplaces is to measure the prevalence of accepted workers’ compensation claims caused by mental stress. Such claims indicate that an employee has been exposed to one of a range of stressors e.g. harassment or bullying, traumatic events or unreasonable work pressure, that has caused an injury or disease. Safe Work Australia recently published the 6th annual Psychosocial health and safety and bullying in Australian workplaces statement, which identifies data trends in accepted workers’ compensation claims arising from mental stress, and specifically those arising from workplace bullying and harassment. Overall, the data shows that mental stress claims are rising. As mental stress claims rise, so does the cost to Australian employers through: lost productivity staff turnover negative impact on workplace culture resources associated with responding to complaints, litigation and workers’ compensation reputational damage There are a number of preventative measures employers can take to manage the risk of workplace sexual harassment and meet their work health and safety duties. For example: 1. Create a safe physical and online work environment 2. Create a positive and respectful workplace culture 3. Provide information and training on preventing sexual harassment 4. Communicate with your workers 5. Implement safe work systems and procedures 6. Implement workplace policies 7. Manage and address unwanted or inappropriate behaviour early 8. Quickly investigate and respond to reports of sexual harassment 9. Encourage workers to report any sexual harassment 10. Provide safe, supportive reporting pathways Employers should communicate with their workers throughout each step of the risk management process. It is worth noting that as of 1 July 2021, new legislation in Victoria enables workers and volunteers who suffer from a work-related mental injury to access "provisional payments" for early treatment and support while they await the outcome of their claim. The new law requires employers and workers comp agents to act faster if a worker or volunteer submits a mental injury claim. Read more > Following recommendations by the Respect@Work report, the Australian Institute of Company Directors (AICD) commissioned the Clayton Utz Report to provide a practical roadmap of the relevant board-level and legal considerations for effectively responding to workplace sexual harassment. Read Do the board members understand your staff culture? > The Clayton Utz Report provides a Framework for Prevention with recommendations and practical strategies for boards, based on Respect@Works’s Seven domains of prevention and response strategy: 1. Leadership 2. Risk assessment and transparency 3. Culture 4. Knowledge 5. Support 6. Reporting 7. Measuring When assessing risk, the Framework recommends that “regular and transparent reports should be provided by business units to the Board, senior leaders and external stakeholders in relation to sexual harassment complaints or concerns and the actions undertaken by the organisation in response. In this context, it is incumbent on the Board to ask questions of management regarding the nature and prevalence of sexual harassment in the workplace and ensure that workplace sexual harassment reporting features regularly on the Board agenda.” The Clayton Utz Report contains several practical case studies and advises that “board members have a responsibility to take action against sexual harassment, including not to tacitly condone misconduct due to an individual's seniority or their importance to the financial stability of the organisation” and that “leaders should be visible and proactive in their efforts to address sexual harassment, challenge inappropriate conduct and celebrate positive behaviour in the workplace.” Boards and leadership teams play a crucial role in steering the workplace culture and mitigating serious incidents that ultimately lead to rising work-related mental stress claims. For more information or tailored support, please contact us today.

The Fair Work Act 2009 requires all employers to keep certain personal information about employees in their employee records. Most organisations also collect and store personal data about their clientele. Any personal information collected in your workplace must be kept secure. A data breach could trigger a range of serious consequences for your organisation and the individuals involved. Do your staff know how to handle personal information? PRIVACY IN THE WORKPLACE is a workplace training and development program designed to educate managers, supervisors and staff on how to manage employee and client records and how to mitigate the risk of a data breach. Included are discussions on Australian privacy laws, your organisation’s privacy and confidentiality policy, employer/employee obligations, and the proper handling of personal information. Throughout this interactive training session, participants will engage in reflective practice, applying their learning to real situations in the workplace, with the benefit of feedback and support from our experienced facilitator. Learning Outcomes Participants will learn: What is privacy and personal information? The applicable privacy laws and industry guidelines Your organisation’s privacy and confidentiality policy Best practice tips and processes for handling and protecting personal information How clients or employees can access or correct their own personal information How to handle a privacy or data breach How to handle common privacy hotspots in your organisation Topics covered 1. Principles of Privacy & Industry Guidelines 2. Managing Privacy in Your Organisation 3. Employer & Employee Obligations 4. Troubleshooting Privacy & Confidentiality Scenarios For more information or to book your training, please contact us today. ► Discover more training programs... >

On 1 July 2021, it became a crime for an employer in Victoria to: deliberately underpay employees dishonestly withhold wages, superannuation or other employee entitlements falsify employee entitlement records to gain a financial advantage avoid keeping employee entitlement records to gain a financial advantage These crimes are punishable by a fine of up to $218,088 or up to 10 years’ jail for individuals and a fine of up to $1,090,440 for companies. The offences apply to employers and to ‘officers’ of that employer. Which roles are considered ‘officers’ depends on the entity type of the employer, but it generally applies to roles that have significant decision-making responsibilities within a business, such as: directors office holders partners people who may make substantial business decisions on behalf of the employer Wage theft offences involve deliberate and dishonest conduct. Honest mistakes made by employers who exercise due diligence in paying wages and entitlements are not considered wage theft. Employers must provide their employees with at least the minimum pay and conditions outlined in the relevant award, workplace agreement, contract of employment or legislation and keep employee entitlement records. Victoria’s wage theft laws don’t impose new record-keeping obligations on employers. Various pieces of legislation already require employers to keep employee entitlement records, including about allowances, annual leave and long service leave. The wage theft laws make it a crime to deliberately falsify these records or fail to keep them to gain a financial advantage or prevent the exposure of a financial advantage. Download the Wage theft - employer fact sheet > If you have underpaid an employee, you should fix this as soon as possible. For more information or tailored assistance, please contact us today.

Cardiovascular diseases, mental illness, suicide, cancer, back pain and diabetes are some of the top diseases and health burdens affecting men in Australia, according to the Health of Australian Males report by the AIHW. Men who wait too long to address health issues are at further risk of developing severe health complications. Employers can support the health and wellbeing of their staff by promoting a healthy workplace culture and offering routine health assessments. Routine health checks also help to reduce absenteeism and support an aging workforce. 10 tips for supporting men’s health in the workplace: Review your Workplace Health & Safety protocols Offer routine employee health checks Provide educational resources and training programs Promote physical activity to counteract sedentary behaviour at work Encourage employees to take proper breaks and get some fresh air and movement Provide healthy snacks e.g. fruit Offer wellness days or health leave so employees can manage their own health needs Offer an Employee Assistance Program Provide additional support to your aging workforce Offer health checks to employees who are exiting the business Read Tools for workplace wellness > Workplace stress in particular is now widely recognised as a major workplace health and safety risk factor. Leaders and managers play a central role in mitigating the risks of workplace stress and promoting a healthy workplace. Read 5 management tips for promoting a mentally healthy workplace > WorkPlacePLUS offers a number of support services to help you promote a healthy workplace. For more information, please contact us today.

Each time that COVID-19 restrictions ease, businesses look forward to the loosening of some workplace practices. However, workplaces must take important preparatory measures before their staff return. In every industry, employers and other duty holders must ensure that they are providing a COVIDSafe workplace and meeting their duties under Work Health & Safety (WHS) laws. Best practice WHS protocols include: Doing a risk assessment of the workplace. Carefully planning and designing your work systems and physical environment to mitigate WHS risks and hazards (read about the principles of good work design >); Speaking with your team members about the WHS risks and any significant changes being made in the workplace; Ensuring you have a good emergency plan in place; Providing communication, assistance, resources, and support to employees who may be impacted by work-related hazards or incidents, ensuring that resources are provided in different languages depending on the specific needs of your employees. All states & territories now require or encourage workplaces to have some form of a COVIDSafe Plan (or similar). Read more > Even if your workplace already has previously conducted a risk assessment, employers and duty holders preparing to reopen should do a new risk assessment and implement updated control measures to address the risks before your staff return to the workplace. Having effective internal controls in place is key to effectively managing your exposure to risk. This means implementing the right policies, procedures and systems. Key considerations: ▶︎ Preventing and responding to an outbreak – who’s in charge? – What is your role as the employer or the employee? What are the obligations of first aiders and WHS officers? Do you have the right resources? ▶︎ Infection Control – What prevention and control measures will you implement, including hygiene and physical distancing? Will you be taking people’s temperatures or providing protective / cleaning supplies? How will you monitor COVID-19 vaccination? What extra measures will you take to protect vulnerable employees? Read more > ▶︎ Mandatory COVID-19 Vaccinations – Do you have workplace policies and procedures to address the mandatory vaccination of all staff including permanent and casual employees, contractors, specialists and visitors? How will you manage record keeping and privacy considerations? How will you handle mandatory vaccination requirements for clients and customers? Read more > ▶︎ Physical Distancing – what does social distancing mean in your workplace? Do you need to reconfigure your work site, stagger working hours and lunch breaks, or ask some employees to work remotely? ▶︎ Leave & Flexible Working Arrangements - What are your policies around accessing leave entitlements and workplace adjustments? Are you discussing these with your staff? Read more > ▶︎ Communication & Training - It is important to provide staff with regular updates and seek feedback on issues around returning to work. Employers must ensure that new information, policies, procedures and processes about COVID-19 are communicated clearly to workers and that processes are being followed. Employers must also provide instruction and training to workers on things they need to do to help manage the risk of COVID-19 spreading in the workplace. Read Facing staff challenges with confidence > ▶︎ Reporting COVID-19 exposure - What is the employee’s obligation to report an exposure to COVID-19 or a close contact? Your WHS policy should include a requirement for employees to report COVID-19 exposure. Do you need to notify the WHS authority in your jurisdiction when you become aware a worker has received a confirmed COVID-19 diagnosis? ▶︎ Contact Tracing - What form of contact tracing are you implementing in your workplace? A reminder that employees are obliged to advise their employer immediately if they have any exposure to COVID-19. ▶︎ Mental Health & Wellbeing – How will you routinely check in with your staff to see if they are okay? Staff should be given access to an Employee Assistance Program if they are concerned about anything, such as job security, workplace stress or other health hazards. Employers should also take additional steps to minimise workplace stress. Read more > ▶︎ Illness, Privacy & Anti-Discrimination – What is your privacy policy around staff reporting illness? Do you have measures in place to prevent discrimination towards unwell employees? Personal information and cultural considerations should always be treated carefully. When your business or organisation is ready to welcome staff back, WorkPlacePLUS is here to help. For support in implementing workplace changes and effective internal controls, 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.