Most HR and compliance issues don’t arrive as emergencies. They build gradually through small gaps in documentation, unclear processes, or changes in legislation that are easy to miss in the day-to-day running of a business. By the time a problem becomes visible, it often requires urgent action, external advice, and significant time and cost to resolve.

From 26 August 2025, the Right to Disconnect laws will apply to small business employers. These changes give employees the right to refuse unreasonable work-related contact outside their normal hours. This guide explains what the Right to Disconnect means, how “reasonable contact” is assessed, and the practical steps small businesses should take to prepare.

The Fair Work Ombudsman has announced a major inquiry into workplace compliance in the disability support services sector. The inquiry will examine wages, employment arrangements, and adherence to minimum employment standards, reflecting ongoing regulatory focus on the sector. For providers, the announcement highlights the importance of understanding current obligations and ensuring people and payroll practices align with applicable Awards and legislation.

From 1 July 2025, changes to the Australian Government Paid Parental Leave scheme will extend entitlements and introduce greater flexibility for families. The updates affect eligibility, the total number of paid leave days available, and how leave can be shared and taken concurrently. For employers, the changes highlight the importance of understanding how government-funded parental leave interacts with existing workplace policies, contracts, and National Employment Standards

Workplace Health and Safety compliance is a core obligation for Australian employers and is particularly important for organisations operating in the SCHADS sector. Beyond meeting legislative requirements, businesses must be able to demonstrate that they have taken all reasonably practicable steps to identify and manage risks. This resource outlines the importance of robust WHS documentation and practical tools to support due diligence, regulatory compliance, and safe service

Rostering is often treated as a routine administrative task, but outdated or poorly reviewed rosters can create compliance risks, underpayment exposure, and unnecessary operational costs. This resource highlights why regular roster audits are important, outlines common compliance and cost risks associated with “set and forget” rostering, and explains how a structured review can help ensure rosters align with award requirements, operational needs, and workforce capability.

A recent workplace harassment prosecution highlights the importance of maintaining up-to-date HR and Workplace Health and Safety policies, particularly in relation to psychosocial risks. The case reinforces employer obligations to provide a safe workplace and to have appropriate policies and procedures in place to prevent and respond to inappropriate conduct. This resource outlines why regular policy reviews are critical as regulatory expectations and enforcement continue to

From March 2025, Queensland businesses will be required to have a written sexual harassment prevention plan in place under Work Health and Safety laws. Sexual harassment and sex or gender-based harassment are recognised workplace hazards that must be proactively managed, like any other safety risk. This resource outlines what is changing, why the requirement matters, and the key elements employers must consider to meet their WHS obligations.