MyHR Blog

It’s been a busy year for workplace and industrial relations. We’ve had numerous changes to employment law under Anthony Albanese’s Labor government, and there are plenty more scheduled for 2024.

When it comes to ending an employment relationship, getting it wrong can put you at risk of employee claims of unfair dismissal and breaching general protections.

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,

Employers can no longer employ a person on a fixed-term contract that is longer than 2 years (including extensions) or extend a fixed-term contract more than once.

If you usually shut your business down over Christmas-New Year or you’re thinking about it for the first time, doing it properly is important.

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. 

We’ve been hearing a lot from clients who want to bring all their employees back into the office to improve productivity and collaboration, and to create a more cohesive work culture.

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

It happens. After all the care you spent recruiting someone bright and talented, sometimes they just don’t hit the high marks you expect of them.