Read our blog for the latest industry updates and news.
The festive season is a time for relaxation, reflection, and celebration after a year of hard work; however, with these celebrations now upon us, it’s time to pause and consider measures that ensure work events remain safe and enjoyable for everyone.
In a post-COVID world, the issue of properly evaluating and responding to Flexible Working Arrangements (FWA) has been increasingly in the spotlight as working from home became a necessity for most of 2020 and 2021, followed more recently by a push to get employees “back to the office”. Small businesses need to understand the benefits of accepting such arrangements and how to implement them (or refuse them) fairly and properly.
As the business world evolves, one constant remains: the need for motivated employees. Employee motivation is the engine that drives productivity, innovation, and growth but in a post-pandemic world many employees report feeling burnt out and exhausted – impacting their motivation.
For many businesses, casual employment has been favoured for its flexibility and lower administrative burden however, the Australian Government has recently announced planned reforms to make it easier for some casual workers to convert to permanent employment if they choose.
Managers who want to stay relevant in their jobs and employable in the future need to enhance their soft skills. Research shows that soft skills are underpinned by emotional intelligence and include things like motivating and engaging team members, facilitating and maintaining a mentally healthy workplace culture, and adapting behaviour to best suit the situation and people involved.
On 10 September 2021, the Sex Discrimination and Fair Work (Respect at Work) Amendment Act 2021 (Respect at Work amendments) took effect. The changes to the Fair Work Act
