Not only is the employment landscape in Australia one of the most complex in the world, but it is also going through the biggest changes since the Fair Work Act was introduced in 2009. There are numerous policy, procedural, cultural and other concerns that all Australian businesses need to attend to in order to ensure they are and remain compliant.
Non-compliance presents significant economic and reputational risk to the employer and can have major consequences for employees, their families and communities. As such it is more important than ever to remain vigilant. Here are a few key areas that all workplaces should consider now.
Workplace code of conduct, policies and procedures
The flurry of recent changes in employment legislation, including Respect@Work and changes related to flexible work practices and psychosocial safety, all have had a significant impact on organisations’ policies and procedures. All workplaces need to review their policies and procedures to ensure they remain compliant.
But it’s not enough for policies to simply be compliant. They must also play a role in establishing the organisation’s underlying principles and strategic direction. For example, employers should ask themselves:
- Do your employees read and understand your policies?
- Are your policies clear or do they create ambiguity?
- Do they use inclusive language?
- Do they reflect the organisation’s values and culture?
Workplace behaviour training
In other words, having a policy is not sufficient by itself. Employees and managers need to understand what is expected from them, and how to comply with the policies. As such it is worth considering providing regular training to employees on any new or existing policies and procedures, or on respectful workplace behaviour, in alignment with your organisational values.
Kinds of training you might consider include:
- Bullying, harassment and discrimination
- Sexual harassment and sexism at work
- Cultural reset
- New policy rollout
As part of our suite of workplace relations services, Bayside Group can develop fully customised training modules based on your organisational needs. We will consult with you to understand your organisation’s aspects, culture, needs and concerns, provide a proposal and deliver tailormade training to address these.
Wage theft reforms
Individuals such as directors and HR managers could face imprisonment and penalties up to $825,000 per breach under wage theft reforms being currently considered by the Federal Government. These changes would follow similar legislation already in force in Victoria and Queensland. Getting it right has never been more important.
The consequences of wage theft extend far beyond the financial, however. It also impacts on morale, employee engagement and retention, and can seriously damage an organisation’s reputation. It is therefore essential to have checks and balances in place. A spot check or audit by an external consultant can be a good place to start.
Do I need external help?
It's true that not every organisation needs, or has the resources for, a full-time capability to manage the range and complexity of workplace relations issues that may occur. In such cases, it is worth considering whether an external consultant or even a short-term or long-term secondment for professional HR support might be beneficial.
Bayside Group’s expert workplace relations team offers a range of employer compliance and workplace relations consulting services with flexible delivery − from simple telephone queries to on-site or off-site services for more complex employee issues. We can also provide onsite or remote secondments of professional HR and IR support, for short-term assignments or long-term projects.
Given the complexity of Australia’s employment laws and the significant recent and upcoming changes, it’s more important than ever that all workplaces take steps to ensure they are compliant. If you’re unsure about any of the above, call us on 03 9864 6000 today to find out how we can help.
