Blog

Latest Blog Posts

What 8 things could you do to grow your brand today that doesn’t cost any money?

Do you want to grow your brand and your business, but you’re not ready to invest in additional support or services? Or are you a start up business with a budget appetite set to ‘FREE’ for now? Good news! There is plenty you can do yourself, NOW. Check out our top 8 actions below and get cracking! And remember, we’re only a phone call away (03) 9662 9900 if you have questions or need some assistance.

8 ways to grow your brand (right now, for free)

 

  • Audit your brand and social media strategy and your channels – what is your target audience? What channels does your target audience leverage? What does your presence look like? Does it appeal to that audience? If you’re not sure, ASK some loyal clients or friends in the demographic that you’re trying to reach to give you feedback.
  • Define your brand’s voice – creating a consistent style and personality will help you shine through the noise, and perhaps a bespoke hashtag to use with your posts. It’s also much easier to sit down with your team and brainstorm/workshop content ideas and put them in the calendar instead of trying quickly to come up with something last minute each week.
  • Create a content calendar – determine your frequency and then find a consistent time of the day/week to post when you have peak traffic (and so your followers can anticipate your posting rhythm).
  • Network within the network – Facebook and LinkedIn are great for this. There is very likely a number of groups out there that suit your business, but it may take a bit of searching and creativity to find them and request membership. And once you’re in, your job isn’t done – what are the rules for the group, how can you engage? Can you make a special offer exclusive to them or is direct marketing prohibited? If you’re not allowed to do that, then you need to make an effort to regularly and genuinely engage with the group to lift your brand’s profile.
  • Activate your biggest secret weapon – your people! Most of you are great businesses, so I can make the assumption that you consist of great people. These people can be your biggest advocates. They can also help you to ‘beat’ the social media platform’s algorithm. Ask your people to SHARE or at least comment on your posts to amplify your message – it can have exponential results!! (Also note that ‘likes’ don’t do a great deal so a comment or better yet a share is what you’re looking for).
  • Engage with influencers – now with this I don’t mean pay someone on Instagram to spruik your brand. Rather, find symbiotic individuals or companies that are considered thought leaders within your industry and begin to follow them, comment on their posts using your brand’s account, share their content to your company page, etc. You’ll be surprised how many people following them will also take notice of you if you add interesting and informed commentary.
  • Always respond to comments – positive or negative one of the most important things you can do is to respond to comments, and quickly. Many businesses get nervous about responding to negative posts, but have a think about negative reviews you’ve read – a professional, polite and constructive response often leaves the reader feeling more positively about the brand.
  • Review your results – which posts had the most reach? What was the topic, timing? Learn from your audience about what they like and want to see more of – or if you’re not sure you can do a survey or a poll and get more quantitative view.

And then once you are seeing results and have a little bit to invest in your marketing, you can consider inexpensive steps like social media ads or work to optimise your website for search. You can often get a much greater engagement, measurable results and increased return on investment than traditional advertising like print, radio or television (and typically less expensive than Google Ads).

Special offer: We are happy to offer FREE consultation including a tailored SEO report to help you better understand what opportunities you have. To take advantage, please fill in your details here and we will schedule your consultation.

Why your small business can’t afford not to have an HR audit!

An HR audit is a business’s way to check compliance with continuously changing rules and regulations, with regards to people risk within the business. It is a systematic and comprehensive insight into business practices to do with employees, everything from how you hire them, train them, pay them, manage them, exit them and how you collect, store and use their information. It looks at what policies, processes, practices and systems are currently in place, are they compliant with regulations, what are your gaps and risk exposures, as well as how to mitigate and correct, and identifies the blind spots your business didn’t know it was exposed to.

Basically, an HR audit is important to mitigate the business risk of being liable for what might be deemed unfair employment practices and ensure you are compliant with your obligations under Fair Work Australia.

Why you can’t afford not to have one!

There are so many rules and regulations when it comes to employees, their rights and protections. Changes often happen and businesses are not always aware or updates. Not being aware or changing with the updates is not a defensible excuse when it comes to the crunch. Legal issues and conflicts can be very costly and often are ruled in favour of an employee rather than the employer. So, an HR audit is a proactive and cost-effective way to protect a business from unnecessary legal process and costs.

An HR audit is also very helpful way to identify areas for improvement with regards to performance and efficiencies within the business.

Who should conduct an HR audit?

It is often best to outsource an HR audit to an objective HR professional, who knows the legislation, what should be in place, and can quickly and easily spot your risk exposure. HR Professionals can both recommend how to fix it and support your business to do so.

So how often should an audit be conducted?

A full and comprehensive HR audit should be conducted initially. Following this, annual mini-checks that allow for course correction. It may seem overwhelming when you don’t know where to start or what to look for, but this is something that can be quickly and easily done with the right support!

At Businessary, we’ve found that it is often the small to medium businesses that are the most exposed and the least informed are these people risks. Often without contracts and polices in place, varying pay rates not consistent with minimum requirements, and no clear guidance on what to do if you need to discipline an employee, and let’s be honest… questionable filing system. It is such an easy predicament to find your business in. Most small business owners wear many hats and are spread very thin and without proper advice or support, you would not know these silent hazards your business faces.

We are passionate about helping small businesses protect what is important to them: their business, their people and their reputation.

If you are concerned about your employment practices, please give us a call! An HR audit is very affordable and something all small businesses need to protect themselves!

Call us on 03 9662 9900 or contact us for a no obligation quote to get your business protected!

Talent Acquisition Teams: Build your own Employee Value Proposition/Employer Brand | Part 1

Starting your Employee Value Proposition (EVP) and Employer Brand

TA pals, I get it, you keep hearing about EVP and employer brand and how important it is that you do something about it. As a TA leader or consultant, it’s your problem to solve right? You attend events like the one I presented at with LiveHire last week, you leave feeling motivated and then once you’re back at your desk that feeling of not knowing where or how to begin eventually stops you from starting. I’ve been there.

There are some magnificent employer branding examples of massive banks, tech giants and big brand car/grog manufacturers, all of whom have gazillions of dollars in budget. These are inspiring but ultimately feel out of reach for you and your business.  These are five things you should do to have a crack at creating your EVP and EB strategy and get your data.

5 steps towards building your EVP and employer brand

  1. Be clear why you are embarking on this journey. There might be one or many reasons however you’ve got a better chance to get business support if you’re clear. If any of the following is causing you a headache then having a simple, authentic EVP can help:
    • Your employer brand has little recognition outside of your industry and you need to diversify the gene pool
    • You have a competitor that you compete for talent with and they seem to do a better job
    • The talent you’re hiring is in short supply
    • Talent doesn’t stay with you and are leaving within 12 months; they’re coming on board and the job isn’t what they expected
    • There are too many reasons to list and this is a short post. 😊
  2. Creating your EVP and EB strategy is a not your problem to solve alone. Get your leaders on board. Try and get your most senior leader of the business invested in this; give them reasons why it’s important and stand firm that your efforts will land less well if you don’t have their backing.
  3. Plan, plan, plan. I’ve learned this the hard way in in-house roles. Build a simple, realistic and compelling business case, build a comms plan and share widely why you’re doing this and what your business will get out of it. Once you have the backing, hold everyone (including yourself) accountable for the part they’ll play.
  4. You’ve got to ask your people what they think. This isn’t a desktop exercise or a HR thing, if you don’t ask your current people what they think then I wouldn’t bother. If you can, bring someone external to your organisation to do your focus groups; I learned this was the best thing I did when I was Head of TA. Someone external doesn’t have preconceived notions about the business and can often unearth more. I’d also recommend interviewing your executive team 1:1, it’s a great way to not only hear them but to ask for help in the next phase of the process. Ask your CFO for someone to crunch the numbers, your CIO to help with the website/tech stuff and your CMO……well, we’ll talk about our marketing and communications pals next week!
  5. Focus group data is brilliant. I recommend you synthesise this with exit/engagement and if possible external candidate feedback. Sort it into pillars, themes or whatever works to help your marketing team or agency get creative.

If you reckon you can do this bit stay tuned for next week’s blog that will give you some guidance on how to turn your data into something real.  Or if you’d like to chat to me on how we can help you then give me a buzz on 0422 211 297 or email me at [email protected].

Jason Burns, Head of Talent Acquisition & Employer Branding, Businessary

recruitment, businessary, melbourne, talent acquisition, head hunter, employer brand, employee value proposition

Need other HR Advice?

Contact us for a free 30 minute consultation.

International Women’s Day – Through the Eyes of a Managing Director and New Mum

It’s the night before my deadline and my marketing manager has asked me for this article for the last 5 days! Checking my phone this morning I see a ultrasound of my now 10 month old son and am reminded of the stark difference in my life 12 months on.

Let’s not dwell on my age, but to say I’m in my 40s and have lived a long and fortunate life of holidays, sleep-ins and independence up until 12 months ago and to say that it’s been an adjustment is an understatement!

Within the workplace, not having children until now has been a double edged sword. On the one hand I was free to attend all those late night networking events, schmooze clients at functions without worrying about bedtimes and routines, free to be promoted because I didn’t have the “challenge of a family” and cheaper than my male counterparts because as one CEO explained to me, I “didn’t have a family to support!” On the other hand, when inevitably asked if I had children and responded “no” I would be looked at with pity, or told “maybe one day!” or just assuming I didn’t want children at all. Most people being none the wiser to the 10 years of IVF!

Having watched friends and colleagues come and go with having children, I was convinced of two things – one, I wasn’t going to be surprised at the changes that my son would bring to my life, I was all over it! And two, I wouldn’t really change that much – I would still hold onto me, my identify and would not talk about my son incessantly!

You will need to ask my friends and colleagues if I have fully succeeded in the second! (Editor’s note: half the time, yes, haha). But as for the first, I could not have been more wrong – I have been equally parts pleasantly surprised and side swiped by the changes he has bought to my life.

Given it’s International Women’s Day, I want to share what I have learnt 12 months on and what this day means to me now.

‘Having it all’ is a huge myth

You can’t have it all but you can have choices, and it is up to you to decide what that looks like for you, even if it changes day to day, week to week or even hour to hour! The reality is that if you have a child you have an extra new very important (very noisy, stinky and luckily very cute) factor in your life.

You’re no longer just balancing your work life and your personal life. You have someone that completely needs and depends on you. But you also have yourself to consider, making (sometimes just a little) time to do the things that are important to you outside of work and/or child. And in my case I still have a business to run, and the buck stops with me so taking a year of parental leave just wasn’t the right option for me. So what that looks like is sometimes finishing emails inside the playpen or ballpit. And delegating things out to my team and trusting that while it may not be perfect, they will do a good enough job and always the right thing by our clients. It’s taking turns with my partner to allow for ‘self care’ (and yes that phrase is a little vomit inducing but it is true). For my partner that means a good session of gardening. For me it’s dinner with friends. At some point we also plan to have a date night! It’s not easy to make these things happen but it’s so important.

So you can kind of have it all, but not all at once, and you need to make choices on what’s right for you.

Mums have your back

There is a secret undercover mothers support network that I never knew existed until I gave birth. You hear and read about mums being ‘judgy’ towards each other and competitive about whose baby is ‘advanced’ (ugh, has there ever been a more pretentious way to talk about a child?!) but I have to say that this has not been my experience.

One of my other mum friends checked in with me nearly every day when I first had my child. Another of my colleagues told me what I needed to know without sugar-coating it at all which can sometimes be a little confronting but I’d rather have someone tell me how it really is than find out absolutely everything the hard way.

There are now online networks of business women who are also mothers supporting each other, giving advice and even business referrals as we’ve built a strong level of trust bonding over hilarious epic fails with diapers and stories of sleep success. Side note: I’ve never been as obsessed with sleep as I am now. I track it, measure it, I think I even dream about sleep while I’m sleeping.

You certainly don’t need to be a mum to be an amazing woman

Stop making assumptions about women and their desire to have or not have children! Some, like me, secretly struggle for years and don’t need to reminded that they’ve been unsuccessful – I was made redundant the day after I was told I would never have children and couldn’t say anything because of the secrecy surrounding unsuccessful pregnancies.

I’ve also found that you don’t have to be a mum to support other mums. It’s ok to not want children and it doesn’t mean someone doesn’t care about your kids or should be left out of a conversation or looked at differently – my strongest supporter doesn’t have children and has had my back and understood me every day the last 12 months!

These days I would say there is no appropriate way to ask someone about their procreation plans or otherwise. If you’re close with someone it can sometimes be ok to ask a friend if they have a view on having kids or not, but making a joke out of it or pressuring someone can be extremely hurtful. Honestly, the best thing to do is wait to be told. And if no one offers you an insight, the message you might (read: should) take from that is that it’s none of your business.

Baby on board(room)

The boardroom has evolved, but not everywhere and not for everyone.  I am fortunate to have the flexibility to work when it works for me and my family. However, during December I needed to attend two key meetings with two different business leaders and had to bring my son. Both could not have been more supportive, at 8 months my son was in some very prominent boardrooms and I was greeted with genuine care and flexibility – as the male CEO stated “I want to have an important conversation with you and we can do that equally as well with your son sitting next to you!”

How refreshing!

But let’s be real – this won’t be possible for everyone – the receptionist can’t bring her child to work and some women will need to go back to work sooner than they want and don’t currently have the choices that I do in the workplace, but change will occur as more men and women see new possibilities and innovative ways to approach flexibility.

Some businesses are getting it very right, others are a million miles behind – my partner has an extremely progressive (by Australian standards!) workplace that has allowed her to use her paid primary carer support one day a week over a 12 month period instead of all in one block. This is invaluable as it allows me to work in the office one day a week, and her to spend one day a week with our son in these formative first 12 months.

Unfortunately, our HR division gets too many of the other phone calls – male leaders wanting advice on how to get rid of that pesky maternity leave or wanting to know why you can’t ask a woman in an interview when she plans to have kids (in case you’re wondering why this is unfortunate it’s important to note that it’s illegal).

Female leaders are creating their own ‘next step up’

When will the corporate world wake up and wonder why so many leading women are leaving to start their own business or work in small business? These women have realised that some of the top corporate jobs are actually $hit jobs. They’re not set up for success, the expectations of availability are obscene and therefore the likelihood of flexibility is dismal. Instead, many have taken their enviable experience and made it available to other business as a consultant, or joined a smaller firm on a part time basis. Indeed, my own business consists of a few people that fit this bill so I’ve directly benefitted from this movement! But this shouldn’t have to be the only option if you want career progression AND a life.

Leaders would be well placed to remember that their business is made of men and women, young and young-at-heart, mums and dads, families of all types and combinations, people going through personal or mental health challenges, parents tired from a sick child the night before, and employees without children but with other caring responsibilities. It sounds too simplistic but I believe leaders need to stop thinking of the ‘company’ and start thinking of the business as ‘family.’  I bet if your leader is considering the needs of a ‘family member’ they will be more empathic than a faceless company.

Balance for better

This year’s International Women’s Day theme is #BalanceForBetter. It’s about each of us, regardless what gender you are, asking ourselves how we can get closer to a more gender-balanced world. How we can celebrate women’s achievements. Raise awareness against bias – don’t be a silent bystander. Take action for equality.

Every year we have the opportunity to learn more and get better at this. At Businessary we’re passionately committed to living these values. Even if we’re doing it from a children’s ballpit.

-Annabel Rees, Businessary Managing Director and Lincoln’s mum (not usually in that order)

 

Businessary bolsters team with top talent acquisition and employer branding leader

Melbourne, Australia: Businessary is pleased to announce recruitment and employer branding leader Jason Burns has joined the team as the Head of Talent Acquisition & Employer Branding.

After nearly four years since inception, Businessary has well and truly established itself as a preferred provider of business advisory, marketing and HR services. With more than ten years of talent acquisition experience gained both locally and overseas, Burns’ appointment bolsters Businessary’s capability in the HR advisory space.

“Attracting top talent through a strong EVP and getting it right when it comes to recruitment strategy and process is a frequent pain point for business leaders. Being able to offer our clients these services backed by someone of Jason’s calibre is a huge coup for our business,” said Businessary Managing Director Annabel Rees.

Previously, Burns headed up Talent Acquisition for REA Group, and was the Head of Recruitment for Gallagher Australia. Most recently, he’s been providing ad hoc consulting services to a select group of businesses. Renowned for his ability to understand different industries and businesses and translate that into a compelling offer for candidates, Burns is passionate about ‘making great companies ace at talent acquisition.’

“I’ve worked with Annabel and the team in previous roles and I know the exceptional level of services they provide and quality of clients that the business attracts. I’ve got a reinvigorated energy and empathy for the challenges that come with building an employee brand and internal recruitment and joining Businessary gives me the opportunity to apply my skills and expertise,” emphasised Burns.

“The competition for talent is cutthroat, and if you’re not being proactive in this space you’re going to miss out on some great candidates.”

For all media enquiries please contact:

Melissa Montang, Head of Marketing and Communications at Businessary
+61 431 251 339
[email protected]

—————————————————– ENDS—————————————————–

About Businessary

After holding numerous high level corporate roles and successfully transforming the performance of many organisations, Businessary Founder, Managing Director and CEO Annabel Rees recognised that she could make a real difference by providing business expertise previously only available to large businesses to small and medium businesses.

Employing all the diverse knowledge, experience and expertise gathered over many years consulting and leading businesses in the corporate realm, the team at Businessary provides a range of business advisory solutions to help organisations find a clear path to business success.  A trusted advisor that supports businesses to meet their business challenges to optimise business performance.

Our expertise lies in:

Businessary solutions range from online toolkits through to bespoke consulting solutions.

Maternity Leave – Burden or Mutual Benefit?

The most common types of questions we get on the topic of maternity/parental leave are around whether an employee can be made redundant whilst on maternity leave, and what the employer’s rights are when it comes to an employee returning from maternity leave and requesting flexibility to their working arrangements.

If we dig a little deeper into the underlying concerns managers have when they want to explore these questions, it is often the unknown as to the productivity and commitment of the employee upon their return.

Promoting flexibility and supporting parents back into the workplace isn’t just your responsibility and obligation, it’s an important part of your people management strategy. Done well, it can also be an opportunity to truly demonstrate your integrity in the modern workplace and can be a real point of difference for companies who get it right.

The challenge for managers when faced with a returning employee or request to change previous arrangements is to think bigger picture and flexibly themselves, as it is often a case in which actions speak louder than words and they start to question if the role is really needed.

So, what are the facts when it comes to parental leave and flexibility?

With regards to what an employer is permitted to do within legislation, an employer can make an employee on parental leave redundant if the redundancy is genuine and the correct process is followed.  Furthermore, there is no requirement for an employer to agree to a request for flexible working arrangements, therefore, an employer can also refuse a flexible working request provided the refusal is based on reasonable business ground.

Businessary HR Manager Lauren McCleery comments “While the legislation allows for redundancies of employees on parental leave, I’ve found that in most cases when talking through the situation and the business needs with the manager, a redundancy and refusal of flexible working would not be genuine, and in some cases fabricated – leaving the business open to risk.”

Are you missing an opportunity? Viewing parental leave as an HR tool

Returning parents to the workforce and allowing increased flexibility can be an opportunity for employers.  Employees returning are often more motivated, productive and better able to juggle demands because they are very conscious of time restraints and being as efficient as possible.  This is something that can be utilised and fostered by managers and will ensure greater engagement, loyalty and performance for the business! It also helps ensure that you don’t lose the investment you’ve made in that employee, and the valuable intellectual property they’ve developed within their role. It can cost 1.5 – 2.5 times an employee’s salary to replace them if they leave because of the money spent on recruitment, retraining and inducting people into your business. And in specialist roles, where skills are hard to find, these costs are significantly higher.

Parental leave and flexibility makes business sense (and cents)

A study done by the Australian Human Resources Institute (AHRI) found that paid parental leave schemes give medium to large employers an advantage and can actually help cut costs and deliver a better result to your bottom line. This may be due to reduced turnover/recruitment costs,.

On the flip side, employees that are not supported, refused flexibility and potentially terminated upon return not only send a person back out into the job market with a negative experience of the business, but also sends a negative message throughout the business for employees that remain, that may potentially be in that exact situation in the future.

Taking it up a level – prepare for the future workforce

Embracing parental leave, carer’s leave and flexibility arrangements can be more than an engagement and retention tool. It can also help to attract the best available talent and work to normalise caregiving – making it okay for single people, men, senior executives, anyone really, to take a block of time off or make flexible arrangements to care for an ailing family member or new child. Some countries and companies have begun to mandate parental leave for both men and women, which helps level the playing field for men and women at both home and work.

In a recent Forbes article, author Shelley Zalis noted ‘It’s unfortunate because we’re losing our best leaders to caregiving, yet caregiving qualities make the best leaders today.’

Do you want to talk to an HR Manager about your specific business situation? Get 30 Min Free HR Advice by calling (03) 9662 9900.

Another win for equality!

The Fair Work Ombudsman recently announced its successful litigation against an employer for racial discrimination against employees.

The employer had been treating two Malaysian employees differently to Australian staff in the form of underpayment of wages, as well as requiring them to perform additional work hours but failing to record them. This different treatment had resulted in over $28,000 in underpayment of wages.

This was the first time Fair Work had taken legal action against an employer for racial discrimination against employees, and the successful litigation saw both the company and the owner operator receive penalties totalling more than $200,000.

This was an important win for equality for employees. There has been significant focus over previous years on ensuring that employees are receiving minimum entitlements from employees, however this win will highlight the importance of ensuring minimum provisions are provided, and for employers to be aware that they are held accountable for treating all workers fairly!

Concerned your business may have workplace discrimination and unconscious bias?  Give us a call on (03) 9662 9900to discuss and get you back on the right track!

New financial year – new minimum wage

It’s that time of year again! Fair Work has announced a 3.5% increase to the minimum wage.

That means that come 1 July 2018, all Modern Award minimum base rates of pay will increase by 3.5%, and the national minimum wage will increase to $719.20 per week.

The Fair Work Ombudsman office is currently working to update all the online pay guides for each Award which will be available in due time.   However, now is the time to prepare your business for pay changes to be processed in the first full pay cycle in the new financial year.

Not sure where to start? Need help interpreting an Award or your employees pay rates?  Contact us!

7 Steps to Setting Up Your Google My Business (GMB) Page

First, let’s talk about what a Google My Business page is.

A Google My Business (GMB) page is simply a business listing that shows up in Google when your customers search for your business name e.g. “Businessary” or when they search for services that you provide within your local area e.g. “Human Resource Consulting”.

Your GMB page will display relevant information like your address, trading hours and phone number as well as a place for customer reviews, questions and suggestions.

If you’re an online business owner, have a physical store or operate within a service area as a mobile agent you should be using Google My Business to help promote your business and attract new customers. It’s not only a free platform, but it will also help your business to show up in front of potential customers when they are searching on Google for a product or service you offer.

You can also use GMB to engage with your current and potential customers and prospects and gain further exposure by posting regular updates and information they need to make a purchase decision. You can send customers directly to your website through a post, blog or “marketing hook” to learn more about information or special offers. If you would like to start engaging with your customers you can download a FREE content plan here to help you get started.

But for now, let’s get back to setting up your GMB page first.

 7 Easy Steps to Setting up your Google Business Page!

 

Start by signing up to Google Business via this link https://business.google.com/

1. Sign into your Google Account OR Sign up if you don’t already have one

Just click on the green start now button if you already have a Google account OR select sign in if you don’t already have an account with Google.

2. Enter your business name – click next

3. Enter your full business address – click next

Google will need this information to be accurate when they sent you the verification postcard (which you will read about in steps 6 and 7)

4. Select your business category – click next

5. Enter your business phone number and website address – click next

If you don’t have a website you don’t need to enter one but if you would like to enquire about one click here

6. Request a postcard verification – click continue

Google will now post you a postcard to the address you provided earlier in about 5-10 business days. Keep an eye out for this in your mailbox.

7. Verify your business on Google

Once you receive the postcard you will need to log back into your Google My Business account here go to your listing and enter the 6-digit code to activate your listing. Your listing will only go live on Google once you have verified your listing.

Get assistance in setting up your Google My Business site

**NEW SERVICE** Don’t have the time or patience to set up your own GMB? Let Businessary take care of it for you for just $99+GST! We can take the hassle out of it for you.

If you need to talk to a marketing consultant to help you with setting up your listing give us a call today on (03) 9662 9900 or claim 30 mins of FREE marketing advice.

Long Service Leave Act Changes Have Been Made 15th May

Victoria: Exciting new Long Service Leave changes for parents taking parental leave and employees reaching 7 years of continuous employment! 

New changes just passed on 15 May 2018 in the Upper House of the Victorian Parliament mean that employees will have greater flexibility and access to Long Service Leave (LSL) sooner under the new legislation.

Changes include:

  • Employees will be allowed to take Long Service Leave (LSL) after 7 years of continuous employment (pro rata) instead of 10 years;
  • Parents taking up to 52 weeks of unpaid parental leave will have their leave included when calculating continuous employment for LSL accrual;
  • And employees will have more flexibility in how they can take their long service leave.

Employers need to ensure that you review and update relevant policies and practices so that you’re correctly accruing and administrating long service leave.

Changes come into effect on 1 November 2018, unless proclaimed earlier, so now is the time to prepare!

Give us a call on 03 9662 9900 if you would like to discuss how these changes affect your business and how to prepare. Remember we also offer up to 30 minutes of FREE HR advice on your first call!  Speak to an HR Consultant today

Talk To An HR Manager Today