MyHR Blog

When it comes to restructuring your business, there is a best-practice process you should follow.

Major change (or restructuring and reorganising) can be one of the most uncomfortable HR processes, but it’s also one of the most straightforward, if you do it well.

Many companies find they need to change the way they operate. It may be because they need to save money, be more efficient, or take advantage of new technology or business opportunities.

As businesses mature and grow, they need to create new roles and hire people to fill them. In many small to medium-sized organisations, this can happen organically in response to internal changes,

From time to time, we see restraint of trade clauses (also known as restriction of trade clauses) making headlines in the media, either because an employer seeks to enforce the clause or an

In some situations when an employee is ending employment, you can agree to pay them to stay at home during the notice period instead of having them come to work. This is commonly called “gardening

Interviewing an employee who is leaving the business is good practice, particularly if you are regularly losing good people or an employee’s resignation has come out of the blue. 

Taking care of the last part of an employee’s tenure may not seem as important as other stages of employment, but regardless of the reason for the person’s exit or how long they’ve been with you,

Ending a person’s employment can be a bit of a minefield. You know, disagreements, high emotions, unfair dismissal claims that can lead to conciliation or court cases - the sorts of things all

Having a team of high-performing employees is the goal for any organisation, and people typically want to be good at their job. But we all know that employee performance isn’t a static thing and can