Preparing for an NDIS audit? Discover why organisational knowledge, leadership capability and workforce resilience are just as important as compliance documentation. I recently sat down with the owner of […]
As NDIS providers grow, hidden workforce risks emerge. Discover why relying on a handful of high performers may threaten your organisation’s future. I was having coffee with the owner […]
Fifteen years ago, Margaret Goody founded AKYRA with a simple belief… businesses perform at their best when their people do. Since then, we’ve witnessed significant shifts in workplace relations, […]
Discover why workforce retention, leadership and workforce stability are the real keys to improving participant outcomes, reducing turnover and building a sustainable organisation. Should it be about keeping workers […]
Learn when employee absence becomes abandonment of employment, the legal risks of getting it wrong, and the steps employers should take to protect their organisation. It’s a familiar scenario. […]
Learn why payroll isn’t the real source of wage compliance risk. Discover how Australian SMEs can identify hidden payroll risks, improve governance and protect their business from costly compliance […]
Understand how Australia’s wage theft laws affect SMEs. Learn where payroll compliance risks really exist, what regulators are looking for, and how your business can reduce exposure before problems […]
Managing personal leave is not just about accepting medical certificates. This article explains how employers can apply notice and evidence requirements fairly, assess digital and retrospective certificates, and manage attendance patterns while staying aligned with Fair Work obligations.
Online medical certificates are now a common part of workplace leave management, but they are not always straightforward for employers to assess. This article explores how to balance accessibility, trust and accountability when reviewing personal leave evidence under the Fair Work Act.
The Woolworths Fair Work case is a timely reminder that part-time employment is not automatically flexible. Employers still need to get the fundamentals right, including guaranteed hours, agreed work patterns, roster changes, overtime and employee consent. Here’s what the decision means in practice, and where businesses may need to tighten their processes.