Employers often seek external HR providers to assist in the management their workforce. However, if the provider’s values do not align with the employer’s values, it can have disastrous consequences.
Posts by Paul Mitchell:
With many major changes to industrial relations and employment law over the past few months, it’s incredibly important for you and your business to ensure you have a clear understanding of new legislation – and that any affected policies, procedures or contracts are updated accordingly.
Are you ready for the biggest shift in the Australian job market this year? According to a recent LinkedIn survey, 3 in 5 Australians are considering quitting their current job in 2023.
A recent string of surprise visits by the Fair Work Ombudsman (FWO) to a number of farms and labour hire companies throughout Victoria highlights the need for businesses to ensure they are strictly complying with their obligations to employees, including the correct payment of wages.
At Akyra, we strongly believe in the importance of giving back to the community. That’s why each year, our team collectively chooses a charity partner to whom we donate 1% of our monthly turnover. As we begin the new year, we’re very excited to announce our new 2023 charity of choice and shine a spotlight on last year’s charity of choice.
With recent changes to the Fair Work Act that came into effect on 7 December 2022, Australian employers can no longer prohibit employees from disclosing their pay and workplace conditions to others.
In this week’s Akyra blog, we provide an explainer on Modern Awards – and clear up some common misconceptions amongst employers.
For those who are not already aware, the Australian Government recently passed legislation to amend the Fair Work Act and introduce paid family and domestic violence leave for all Australian workers.
Sexual harassment and discrimination in the workplace: new legislation means new obligations for employers
With the recent passage of the Respect at Work Bill, all Australian employers now have a positive duty to prevent sexual harassment in the workplace. This means employers are now obligated to proactively prevent harassment and discrimination – rather than merely reacting to it.
As we examined in a previous Akyra blog, employee surveys (e.g. Akyra’s HR SnapShot) can provide valuable insights into the experiences, needs and concerns of employees. This week, we take a look at the potential costs and consequences of ignoring employee feedback from survey findings and discuss the importance of regularly collecting and acting on this information.