In anticipation of the positive duty legislation, Akyra has been working with our clients since late 2022 to implement strategies that mitigate against their workforce not understanding what inappropriate behaviour in the workplace is and isn’t.
In today’s evolving workplace landscape, addressing and preventing sexual harassment claims is of paramount importance for employers. Embracing a proactive approach, employers must be ready to adapt to the amended framework, viewing it as an opportunity for preventative action rather than just reactive measures. By fostering a work environment built on respect and taking necessary steps to prevent harassment and discrimination, employers can safeguard their workforce and mitigate potential claims.
Between September 2021 and December 2022, Australia witnessed a transformative shift in its sexual framework through the enactment of three pivotal federal legislations. These legislations brought about new obligations for employers and extended protections for workers. Employers are now tasked with a positive duty to take reasonable measures to eliminate sex discrimination, sexual harassment, and hostile work environments in the workplace. Additionally, individuals are now safeguarded against adverse actions based on their gender identity, intersex status, or breastfeeding. The changes also introduced avenues for complaints through regulatory bodies like the Australian Human Rights Commission and Fair Work Commission. Stay informed on the latest developments that impact workplace dynamics in Australia.
As the minimum wage increases, employers face a myriad of challenges and considerations that can significantly impact their operations. From budgeting and cost management to employee morale and retention, the ripple effects of a wage hike are far-reaching.
Discover key changes to flexible work arrangements from June 2023, and understand your obligations as an employer in navigating this shift.
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.
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.
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.
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.
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.