Home Digital Marketing A Business Owner’s Guide To Managing Australian Workplace Requirements

A Business Owner’s Guide To Managing Australian Workplace Requirements

A Business Owner’s Guide To Managing Australian Workplace Requirements

Following fair work requirements, protects both you and your employees. It provides a framework for expectations ahead of time. So whether it’s a desire to change working hours or a need for personal leave, understanding workplace requirements will put you in good stead when managing interactions, scheduling, and day-to-day operations. 

Thanks to technology, handling business admin, managing rosters, and receive notifications from your employees can all be taken care of with the right business software. So you don’t have to sweat the small stuff or hire additional managers or office staff to monitor workers or handle their needs. Tech tools such as award compliance software can also be used to ensure that key award calculations are automated and that you stay up-to-date with chancing fair work rules so you are always one step ahead. 

Continue reading to get up to speed with all the possibilities and legalities involved in meeting Australian workplace requirements so that work can be a positive experience for everyone. 

Fair Work Requirements

All businesses and industries in Australia are bound at the very least, by National Employment Standards (NES) and the Minimum Wage act. Included are the minimum lengths an employee can expect on holiday and leave for various reasons. The standards vary between part and full-time employees vs. casual workers, so make sure you know what those differences are. As the modern workforce is expanding its definition to include the ever-growing number of gig economy and remote workers, make sure what your obligations are ahead of time. 


The type of working contract the employee has with you, and if they have been with you for 12 months or more, they have a right to change their work contract should you both expect them to continue working for your business. 

Some exceptions to the 12-month clause must be considered regardless of how long the employee has been with you. These include if the person is a parent, aged over 55, disabled, a carer, or supporting a family member with complex issues. In some cases, specific periods of leave are dedicated to these areas if you feel they may be worth exploring. It’s worth connecting with them personally to find out what would work best, as sometimes even small adjustments to their schedule or duties could be the difference between them staying or leaving your company. With so many options available regarding work contracts, ensure all your employees receive a copy of the Fair Work Information Statement, all relevant employment information about their agreement, and any company expectations, if necessary, to help avoid future issues and confusion.

Work Style

For those in specific job roles, it may not be easy to offer contracts or benefits experienced by employees who often automatically have more freedom in their work. For example, allowing employees flexible hours ensures the job gets done without having to set rigid parameters that hinder performance and workplace collaboration. Micromanagement and the lack of interest in understanding individual needs can lead to lower job satisfaction and employee retention. 

Simple changes like letting employees notify you via an app when they wish to do overtime or putting their shift preferences in their staff profile can help you quickly manage and schedule. While learning small aspects about your employees that may come in useful later on allows you to build rapport and understanding, making it easier to work with them. 

Allowing job sharing is another way that work style can benefit your business in the long run. It may sound counterintuitive to have two people assigned to one job, but for management roles, this can often have a ripple effect where it increases the managers’ productivity which in turn benefits teams and employees. It’s also a savvy way to keep on valuable employees who may otherwise have to leave due to other commitments that can’t fit into a traditional work setup. 

Employer Protections

Fair work requirements are as much for you as for employees. In the event of serious employee misconduct, disputes, firing, or redundancy, the same legislation outlines a road map for how you and management can approach these situations. You can get free training and personal development for your staff from the Fair Work Ombudsman. Fair work approaches also allow your business to build a positive culture that will help small businesses attract quality hires and keep them, which is often a significant factor in propelling growth and expansion. 

Stay Ahead Of The Game And Up-To-Date Moving Forward

Regularly reviewing your policies and processes will help you assess the need for change and customisation in your business. As most industries offer awards and specific benefits to employees to improve and incentivise their work lives, it’s possible to provide your staff even more options and opportunities than you realise at minimal effort and expense to you – if at all. So it’s worth considering the long-term picture when you think about who works for your company. With the right approach to managing Australi workplace requirements, you can ensure that you remain above board and compliant moving forward.