February 2026

New-Gender-Equality-Targets-for-Employers

WGEA Gender Equality Targets are Coming in 2026 – Here’s What Smart Employers Should Do Now

Compliance, Uncategorized /

If you employ 500+ people, you’ve probably already heard the headlines: WGEA gender equality targets are coming. But what’s worth paying attention to isn’t just the compliance requirement, it’s what these changes signal about where workplace expectations are heading in Australia. From 2026, employers captured under the legislation (known as Designated Relevant Employers) will be required to select and commit to three gender equality targets, with at least one being numeric. Employers […]

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Mental Health First Aid at Work: Learn how employers can manage psychosocial hazards, meet WHS obligations, and build a compliant workplace mental health strategy.

Mental Health First Aid at Work: A Practical Guide for Employers

Uncategorized /

Mental health in the workplace is no longer a “nice to have” conversation — it is a business-critical priority.  In a recent HR Bites webinar, I explored the role of Mental Health First Aid at Work within a broader workplace mental health strategy, and the practical steps employers can take to manage psychological risk, meet

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Modern Award default super fund changes and new Payday Super rules commencing 1 July 2026

Important Update: Changes to Default Superannuation Funds in Modern Awards and Payday Super Rules from 1 July 2026

Uncategorized /

Default Superannuation Funds in Modern Awards  The Fair Work Commission has recently updated the default superannuation fund clauses across a number of Modern Awards, correcting and amending fund names to ensure they accurately reflect current fund details. As referenced in our recent LinkedIn post, one example is the Architects Award, where clause 16.4 was varied

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Pregnancy, Restructures and Flexible Work Managing Risk Under the Fair Work Act

Pregnancy, Restructures and Flexible Work – Managing Risk Under the Fair Work Act

Uncategorized /

Workplaces are increasingly navigating complex situations where business change intersects with employee rights. One of the most sensitive scenarios occurs when an employee who is pregnant is affected by organisational change and requests adjustments to their work arrangements.  Handled well, these situations strengthen trust and demonstrate leadership maturity. Handled poorly, they can expose organisations to claims under the Fair Work Act 2009

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