Record Keeping
Running a business is busy enough without the added stress of complex compliance rules. But one area that can’t be
Resources
This is your hub for practical resources on all things people and culture. From compliance guides to leadership tools, you’ll find content designed to make managing your team simpler, clearer, and more effective.
Mastering Apprenticeships
Apprenticeships are a cornerstone of Australia’s vocational education and training (VET) system, offering a structured pathway for individuals to gain
Flexibility That Works
Perhaps the most prominent post-COVID workplace trend has been flexibility. From four-day weeks to hybrid rosters and working from home,
Performance Reviews
For many employees and managers, the phrase ‘performance review’ often sparks an eye-roll or sense of ‘here we go again.’
Managing Workplace Conflict
When you hear the word conflict, what happens in your body? Do you feel your jaw clench? Your shoulders tighten? Do
Workplace Investigations
No business owner wants to deal with workplace grievances, but the reality is they happen in every industry. From bullying
AI That Empowers People
Artificial intelligence (AI) is one of the most talked-about workplace trends right now. From ChatGPT to predictive analytics, AI tools
Loaded Rates
For many Australian business owners, paying people is one of the most time-consuming and stressful parts of running a company.
Why Policies Fail
The push and pull between what’s written and what’s practiced, and why inconsistency can damage culture more than having no
Small Business Dismissals
Cut through the myths and understand what you must (and must not) do when ending employment under the Small Business
Probation Done Properly
Why most businesses misuse probation and how to run it strategically, fairly, and in a way that protects your business.
Managing Misconduct
How to address behaviour issues without escalating risk, breaching procedure, or damaging culture. Every workplace experiences moments where behaviour crosses
Can I dismiss an employee for poor performance?
Yes, but only if you’ve followed a fair process. This means setting clear expectations, giving feedback, providing a genuine opportunity to improve, and documenting every step. Terminations that skip this process often get overturned at the Fair Work Commission.
How should I handle repeated absenteeism?
Start by identifying whether the absences are authorised (such as sick leave) or unauthorised. If absences are excessive or patterns emerge, meet with the employee, document the discussion, and explore underlying causes. If the issue persists, you may escalate to formal warnings or a performance management process.
What is the difference between misconduct and poor performance?
Poor performance relates to not meeting role expectations (e.g. quality or output), while misconduct involves breaches of behaviour or conduct standards (e.g. theft, harassment, safety breaches). The processes differ: misconduct often triggers disciplinary action, while poor performance requires a performance improvement process.
Do I have to give warnings before termination?
Not legally in every case, but warnings are a key part of showing procedural fairness. For performance issues, written warnings are best practice. For serious misconduct (e.g. theft, assault), you may move to termination without prior warnings — but only after a fair investigation.
How should I manage an employee who refuses lawful and reasonable directions?
Failure to follow lawful and reasonable directions may amount to misconduct. Employers should meet with the employee, clarify expectations, and document the refusal. If it continues, disciplinary action (including termination) may be justified, but ensure you follow due process.
What are the risks of terminating an employee without following process?
Rushing to termination without a fair process exposes you to unfair dismissal, general protections, or discrimination claims. Even if the substantive reason is valid, skipping procedural fairness can make the dismissal unlawful. The result being a claim that could cost up to 6 months of the employees wages (more if the dismissal deemed to be discriminatory). Taking the time to follow process protects both the business and its culture.