Author name: Abbey Fouche

How board decisions, leadership behaviours and unclear people systems can quietly create compliance, culture and operational risk. Strong leadership is one of the most effective ways to reduce HR risk. Not because leaders need to know every award clause, policy requirement or Fair Work process by heart, but because the tone set by boards, executives […]

What Australian businesses need to know (and do) before super payments move to every pay cycle. From 1 July 2026, superannuation payments will shift from quarterly to Payday Super, meaning contributions must be made at the same time as wages. For many small to medium businesses, especially those managing payroll in-house, this change isn’t just

Practical HR systems for pubs, clubs, restaurants and hotels juggling fast-paced operations and complex compliance. Hospitality is one of Australia’s most rewarding (and riskiest) industries when it comes to HR compliance. With junior and casual heavy workforces, high turnover, multiple awards and constant operational pressure, HR is often pushed down the priority list. Not because

Understanding “Positive Duty”, workplace behaviours, and what prevention really looks like in practice.   Sexual harassment remains one of the most significant compliance and cultural risks for Australian employers. In recent years, claims have increased across multiple industries, particularly where power imbalances, customer interaction, or informal workplace cultures exist. With the introduction of the “Positive

Start the year compliant, confident, and ready for whatever 2026 brings.   A new year brings fresh opportunities but it also brings new compliance risks if your HR foundations aren’t solid. January is the ideal time for Australian businesses to reset, review, and ensure their people practices are aligned with current Fair Work obligations. Whether