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

New Fair Work changes are now live

Changes to Casuals

Changes to casual employment were introduced on 26th August 2024, and employers must be aware of them. They include a new definition of casual employment, new guidelines around when to provide the Casual Employment Information Sheet, and a new process for casual employees converting their employment to a permanent position.

Our HR Coordinator, Chloe Knott, has provided a fantastic summary for employers in her latest article for Strawberry Seed, Upcoming Changes to Casual Employment.

Casual Employment Information Sheet

The Casual Employment Information Sheet contains information about employment conditions and must be given by the employer to all new casual employees. The latest version can be found here. Please make sure you are using this most recent version.

There are new requirements for providing this document to casual employees, depending on the size of your business.

If employed by a small business, a casual employee will need the Casual Employment Information Sheet to be provided to them

• before they start their role or as soon as possible after starting and
• after 12 months of employment.

If the casual is employed by a business that is not considered a small business (more than 15 employees), the document should be provided:

• before they start their casual position or as soon as possible after starting
• after six months of employment
• at 12 months of employment, and
• every 12 months of employment after that

Right to Disconnect

Employees in businesses with over 15 employees now have the right to refuse to monitor, read or respond to contact (or attempted contact) from an employer or third party outside their usual working hours unless the refusal is unreasonable.

There are several factors to consider when determining if the refusal is unreasonable or not, including,

• why and how contact was made,
• how disruptive the contact was,
• the nature and responsibility level of the employee’s role,
• whether the employee has any family or caring responsibilities and
• whether the employee receives compensation for remaining available to perform work or working outside their additional hours.

An employer cannot adversely act against employees for exercising their right to disconnect.

What should employers know?

Employers must ensure that their current workplace practices comply with these new laws. For many, there will be little or no impact. For others, it may significantly change how they set team expectations. Here are a few things to consider:

• Is there a risk that your current work practices will not meet the expectations of the Right to Disconnect? If so, what changes will you need to make? For example, do you have processes in your business where only one person knows the password or how to fix something? Address this now.
• Have you implemented a policy that addresses your business’s specific needs?
• Have you trained your management team to understand these new requirements?
• Have you discussed what may be considered a ‘reasonable request’ with your employees?

This is new, and everyone will need time to adapt to the changes. Contact the Strawberry Seed team if you need assistance implementing changes from Right to Disconnect in your workplace.

Christmas is coming up fast…

How is it that we are already thinking about Christmas? It seems a little early, but it is just over three months, so now is the time to start planning. Ask yourself these questions:

When are the public holidays?

Is the Christmas season a busy time of year? If so, consider what days you will trade and when you will close. It is worth budgeting the costs of this now so you can give your employees plenty of notice of expectations across the holiday season.

Christmas Day and Boxing Day are not the only public holidays to consider. Depending on your state, additional days may apply over the next few months. Think about them in advance to ensure they don’t take you by surprise. While you are at it, remember that January has a few to consider, too.

Will you shut down over the Christmas break?

You must start planning now, even if you will only reduce days or staffing levels. If you plan to shut down for a period, get in early and advise your employees of the dates now.

If you have employees who will not have enough leave, make a plan. Some Awards contain requirements that need to be met, so don’t be taken by surprise.

Will anyone be taking annual leave?

Remind your team to get in early to book time off during the summer season. Some people are very organized and book well in advance, while others wait until the last minute. Advise your team to consider their intended leave now, reminding them that the earlier they get in their request, the more likely they will be approved.

These are just a few ideas. For more tips, check out our article “5 ways for your business to be HR ready for Christmas.”

Upcoming Training and Development

September Free Webinar – Improving Team Communication

Our next free webinar will be held this Wednesday, 18th September 2024, at 7.30 pm.

Effective team communication is crucial for the success and productivity of any organisation. However, many employers only realise its importance when faced with challenges that could have been avoided with better communication strategies.

Please join Imelda Lee, HR Advisor at Strawberry Seed Consulting, for an insightful webinar where she will address some of the common questions and provide practical advice on enhancing team communications. During this session, we will cover:

• Why is effective communication important in teams?
• What are the key elements of successful team communication?
• How can we encourage open and honest dialogue within the team?
• What tools and technologies can support better communication?

Bookings can be made here, and please feel free to pass this on to other business owners. Don’t worry if you can’t attend on the night. You will receive a recording to watch at your convenience.

In October, join us for the next in our 101 webinar series. This series is designed to explore the nuts and bolts of managing employees in specific industries, allowing us to explore the details that matter. Please join our Principal HR Advisor, Helen Dodd, as she explains what hospitality businesses, including restaurants, wineries, and distilleries, need to know about HR and employment.

Click here to book.

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 in-house MHFA training for many clients since 2021.

We have a public Blended Face-to-Face workplace course scheduled in Melbourne on the 17th of October, 2024.

This blended online course comprises two components. The first component is an online self-paced eLearning course, and the second component is delivered in an in-person instructor-led session over four hours.

Here are the details, dates, and booking information for the upcoming sessions. Discount codes are available for HR Package clients.

In 2025, we will have several options for attending public and private in-house Mental Health First Aid training and Refresher courses available. For more information on MHFA, contact mhfa@strawberryseed.com.au.

Last Public Leadership Training Workshops for 2024

One of our popular HR services is developing and delivering customised in-house leadership training for our clients. However, we realise that not all small businesses are large enough to have a session independently.