What is happening in the world of HR for small businesses?

Introducing Our New HR Services – Helping You Tackle People Challenges with Confidence

At Strawberry Seed Consulting, we understand that managing people isn’t always straightforward. Whether handling performance issues, navigating workplace change, or needing expert HR advice, we would like to introduce two services to provide you with practical, no-nonsense support when you need it most.

HR Coaching Call – Get Expert Advice, Fast

Feeling stuck on a tricky HR issue? Whether it’s a performance challenge, conflict, behavioural concern, or just needing a second opinion, our HR Coaching Call provides clear, independent advice to help you move forward confidently.

What’s Included?

• 1-hour private HR consultation to work through your issue
• Actionable recommendations & next steps tailored to your situation
• Follow-up email with key takeaways, templates, recommendations and talking points
• Confidential, practical, and straight to the point

With a fixed price of $250 + GST, you have the certainty of knowing your upfront costs and the reassurance that you now have a clear path forward.

Managing Change – Expert Support for Restructures & Redundancies

Restructuring your business? Managing redundancies? Making changes to your workforce can be challenging and legally complex, but we’re here to help you navigate the process correctly. Our Managing Change service ensures you follow the correct steps, communicate clearly, and minimise risks. Our set price options enable you to select the option that best suits your needs with no hidden costs.

Essentials Package – $400 + GST

• 1-hour consultation with an experienced HR professional
• Legal & practical advice on managing restructures and redundancies
• Step-by-step action plan to handle changes the right way
• Follow-up email with key takeaways & templates

Essentials Plus Package – $750 + GST

• Everything in Essentials, plus:
• Additional 1 hour of follow-up support to help with implementation
• Customisation of documentation and employee communications

Book a session today & get expert support for managing change.

No HR challenge is too big or too small – if you need practical, independent guidance, we’re here to help. Discounts may be applied to returning clients or members of affiliated organisations. Click here to book one of our new services, or contact our team for more details!

Reminder: Casual Conversion Requirements – Employee Choice Pathway

Casual employment rules changed on 26 August 2024, including new pathways to permanent employment that started on 26 February 2025.

As of 26 February 2025, casual employees working for an employer with 15 or more employees who have been engaged for a minimum of 6 months may be entitled to change to full or part-time employment upon providing written notice to their employer under the new employee choice pathway for casual conversion under the NES. An employer can only refuse the notice under certain circumstances, which must be explained to the employee in writing.

On 26 August 2025, this change will also apply to small businesses with less than 15 employees.

At a minimum, employers need to ensure that:

• You understand the legal definition of a casual and are correctly classifying employees
• You have a clear employment agreement that states that the employee is a casual and receives a casual loading
• You are providing new casual employees with the Casual Employment Information Statement from Fair Work
• You are regularly checking in to see if casual employees still meet the legal definition of a casual employee
• If you receive a written request from an employee and you do not want to convert them to permanent employment, you check the eligible reasons before saying no

If you are unsure of your obligations regarding your current casual employees or need assistance responding to a written request to change to permanent employment, don’t hesitate to contact our team.

New QLD Sexual Harassment Prevention Plan Requirements

Queensland businesses are required to have a sexual harassment prevention plan under the Work Health and Safety (Sexual Harassment) Amendment Regulation 2024 from 1 March 2025.

This regulation passed on 1 September 2024, reinforces that sexual harassment and gender-based harassment are workplace health and safety issues. The new Work Health and Safety (Sexual and Gender-Based Harassment) Code of Practice 2025 guides the management of these risks. QLD businesses that fail to comply could face higher financial penalties and damages if an employee makes a sexual harassment claim.

The new Code of Practice should be read alongside the existing Managing Psychosocial Hazards at Work Code of Practice, as sexual and gender-based harassment often coexists with other psychosocial hazards. When assessing risks to employees, customers, and the public, employers must consider how these hazards interact and take a holistic approach to workplace safety.

Implementing a Sexual and Gender-Based Harassment Prevention Plan

A genuine plan should be drafted in collaboration with a PCBU’s designated safety staff, or at least “officers” with due diligence obligations under the Work Health and Safety Act 2011 (Qld) (WHS Act). When implementing control measures, PCBUs must consider:

• Worker characteristics, including age, gender, sex, sexual orientation, and disability.
• Workplace characteristics include an environment, culture, or work system in which unacceptable or inappropriate behaviour is, or may be permitted, a lack of diversity in the workplace generally or in particular decision-making positions, and other matters that may affect a person’s behaviour toward a worker.

The Explanatory Note to the Regulation Women highlights workers who have protected attributes (under the Anti-Discrimination Act 1991 (Qld)). These include workers who may have limited work experience, LGBTQIA+ workers, Aboriginal or Torres Strait Islander workers, workers with a disability, and migrant workers who are at particular risk of experiencing sexual harassment.

At a minimum, the prevention plan must:

• Be in writing
• State each identified risk
• Identify the control measures to manage each risk.
• Identify relevant individuals (age, gender, disability) and workplace characteristics the PCBU considers when determining the control measures.
• Describe the consultation process undertaken
• Set out the procedure for dealing with complaints
• Expressed in a way that is readily accessible and understandable by workers.

It is also essential that the PCBU take reasonable steps to ensure workers are made aware of the prevention plan, how to access it, and review the plan as soon as practicable if:

• A report of sexual harassment or sex or gender-based harassment is made.
• A health and safety committee or a worker’s health and safety representative requests a plan review.
• Otherwise, review the plan every three years.

Employers could be fined for failing to prepare and implement a prevention plan or for failing to take reasonable steps to ensure their employees are aware of the plan and how to access it.

Need help implementing a prevention plan for your workplace? The Strawberry Seed team can help.

Upcoming Training and Development.

Free March Webinar – Supporting Neurodivergence in the Workplace

In our next free webinar, small business owners and managers will gain valuable insights into fostering an inclusive and supportive work environment for neurodivergent employees. By understanding neurodiversity and implementing practical strategies, businesses can unlock the strengths of all employees while ensuring compliance with workplace requirements.

Key takeaways include:

• Understanding Neurodiversity: Haylea Hodges, Psychologist | Autistic ADHDer | Director of Be Seen Psychology, will provide insight into neurodivergence, helping build awareness and develop supportive approaches for neurodivergent employees.
• HR Considerations: Carli Saw, Autistic ADHDer | Director of Strawberry Seed, will explore legal responsibilities, managing reasonable adjustments, and navigating disclosure in the workplace.
• Encouraging Inclusive Thinking: Discover ways to embrace diverse working styles and implement creative solutions that benefit employees and business outcomes.

We understand small business people have busy days, so we have scheduled this session for the evening (so you can enjoy it with a quiet glass of wine or cup of tea if you wish)!

Click here to register for this webinar on Wednesday, 26th March 2025, at 7.30 pm. If you cannot attend, register to receive a webinar recording via email after the session.

Leadership Training Workshops

Our public Leadership Training Workshop is designed to bring together people managers from the small business community to share their experiences and develop their knowledge and skills to be better leaders. This workshop aims to ensure leaders get the most out of their people, improve productivity and reduce organisational risk.

Mental Health First Aid

Mental Health First Aid training teaches practical first aid skills to help a team member or co-worker experiencing mental health issues. We’ll teach you how to approach someone struggling, ask the right questions and assist them in accessing professional help. In 2023, we delivered 13 courses nationwide, educating 128 people on Mental Health First Aid, including the whole team at Strawberry Seed.

Our Principal HR Advisor and Mental Health First Aid Instructor, Frances Orr, is an accredited MHFA trainer who has delivered public and in-house MHFA training for many clients since 2021. In 2025, we will have several options for attending public and private in-house Mental Health First Aid training and Refresher courses available.

Visit our Upcoming Training page for dates and details on how to book. For more information on MHFA, contact mhfa@strawberryseed.com.au.

Online Leadership Program

Our new online program, Lead with Impact: Grow Your Leadership Skills, launched in February 2025 and was a sellout! Due to popular demand, we will run a second course in 2025. Please keep your eyes on our socials or email us at info@strawberryseed.com.au if you want to be among the first to know the next launch date!