HR Help for Employees

Explore the key 2023 updates to Australian fixed-term contracts and their implications for businesses, including compliance tips and new rules with Revolution Consulting Group.

Stay on top of the latest changes to paid parental leave in Australia. Learn about key provisions and how your organisation can better support parents balancing work and family life.

What's changed? Amendments to the Sex Discrimination Act introducing a positive duty on all employers to take “reasonable and proportionate measures” to eliminate unlawful sex discrimination, including sexual harassment, as far as possible, commenced on 13 December 2022 . What is required by employers under the positive duty? Employers must proactively take reasonable and proportionate measures to prevent sexual harassment in the workplace. Examples of these include: Updating and/or implementing policies and procedures; Providing regular staff training and education; Monitoring employees’ use of email and computer systems; and Providing appropriate support. Where should we start? As a minimum, we recommend ALL businesses have clear policies and procedures relating to sexual harassment, provide some basic training to staff to help minimise your risk and ensure you have some external support in place such as an Employee Assistant Program or third party provider which complaints can be escalated to for investigation. Need more assistance? If you’re not sure where to start or need some advice on how to practically implement these legislation changes in your business, please send us an email or book a time to chat - CHAT NOW !