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.
Loaded Rates
Understand the pros and cons of providing staff with a "rolled up rate" instead of paying base plus allowances and overtime separately.
AI Empowerment
The AI buzzword, how to effectively capitalise on the opportunity whilst taking staff on the journey and avoiding blowback.
Workplace Investigations
Follow these steps to avoid the common pitfalls when a grievance or workplace dispute arises.
Conflict Management
Learn how to turn workplace tension into progress by addressing conflict early, fairly, and constructively before it becomes a cultural or compliance risk.
Performance Reviews
Move beyond the annual box-ticking exercise and discover how meaningful review conversations can unlock growth, engagement, and accountability across your team.
Flexibility That Works
The push for flexible work isn't going anywhere, discover how you can take advantage of this push to find win-wins for your operation and workforce.
Mastering Apprenticeships
Explore how hiring and supporting apprentices can build long-term capability in your business while shaping the next generation of skilled workers.
Record-Keeping
Understand your Fair Work record-keeping obligations and how simple systems can protect your business, prevent disputes, and keep compliance effortless.
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.