Discover key changes to flexible work arrangements from June 2023, and understand your obligations as an employer in navigating this shift.
Work From Home
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.
You may have recently come across the term ‘quiet quitting’, which refers to when an employee does the absolute minimum at work in order to keep their job. While a range of factors can cause a worker to become a ‘quiet quitter’, the problem is actually one of employee disengagement which can have a major impact on your business.
Earlier this year, Fair Work Ombudsman (FWO) Sandra Parker announced the FWO’s key priorities for 2022-23. Looking ahead, the FWO will continue to focus on supporting workers and businesses impacted by the COVID-19 pandemic, as well as investigating and enforcing employer compliance in relation to wage entitlements and obligations to workers.
A recent investigation into sexual harassment in the workplace and positive duty compliance by employers highlights that many businesses may need to be more proactive in creating an environment that is more likely to actively discourage sexual harassment in the workplace.
When personal texting in the workplace becomes excessive, this can have a major impact on productivity. So when can texting in the workplace cross the line? And how should employers handle these situations?
With today being No Talk Day, we thought it was important to share some tips from Beyond Blue on how to start a conversation about mental health. In the latest Akyra blog, we outline these tips on how you can ask, listen and support someone who may be suffering from anxiety or depression.
You’ve read why employers should care about the financial wellbeing of their workforce in our previous blog, and now you’re ready to act and take the next step? You’ve come to the right place.
When employees behave poorly in a work-related setting, there can be severe consequences for both the employer and the worker – e.g. dismissal for the employee and/or reputational damage for the employer. However, under the concept of vicarious liability, as an employer, you may also face consequences due to the actions or behaviour of an employee.