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, […]
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.
Most small businesses don’t think of after-hours contact as a compliance issue.
It’s usually practical. Familiar. Done to stay on top of work, keep clients happy, or make the next day easier. A quick message in the evening. A task posted in a group chat. An email sent ‘so it’s there in the morning’. Individually, these actions seem harmless. Collectively, they can tell a very different story… especially under the Right to Disconnect.
The Right to Disconnect is one of those workplace reforms that sounds straightforward on the surface – until you try to apply it in a real small business.
From 26 August 2025, small business employers are required to comply with the Right to Disconnect.
Much of the public conversation has focused on employee wellbeing and work-life balance. Those outcomes matter.
But for small businesses, the more pressing issue is often simpler – and riskier:
Would the way you and your managers actually communicate stand up to scrutiny if it were questioned?
That’s the real shift this reform brings
For many small and medium businesses, psychosocial hazards still feel like a newer, fuzzier side of workplace health and safety. Something that sits somewhere between HR, people management and […]