In recent months, we have talked about the changes to the Fair Work Act. But what do these changes really mean to your business?
1. You need to be proactive
In other words, you need to plan and adjust your budgets and/or business model to accommodate the Fair Work changes before they become enacted.
For example, at the end of last year, changes were introduced in the area of workplace sexual harassment. That means you can’t wait until there is a problem. You need to be able to demonstrate you have done your best, as a business, to inform and educate your staff on what’s expected.
2. Changes to flexible working arrangements and fixed term contracts are on their way
Now is the time to review your policies and procedures when considering flexible working requests as well as ensuring all employment contacts and workplace agreements are up to date. Otherwise, you may not be compliant in time.
Interpreting the Fair Work Act, implementing these widespread changes and sourcing appropriate staff training programs are time consuming – especially when you and your leadership team are already busy running the business.
That’s why we provide as needed or on-going outsourced HR services. It means you can look after your business while we help you retain high performing staff and remain compliant.
We’re here to help!
For help to implement the changes to the Fair Work Act, get in touch with End2end Business Solutions on 02 8977 4002