Three ways Aussie businesses can stay ahead of the changing IR laws

The past 18 months have been a whirlwind for Australian businesses, forced to adapt to rapidly evolving IR laws amid unprecedented profitability and talent retention challenges. 

Workplace legislation alone has changed three times in this time frame, spearheaded by the introduction of the ‘right to disconnect’ amendment. Businesses of all sizes are tying themselves into knots to remain compliant with laws that are moving too quickly for many to fully implement.

No longer can organisations afford to be reactive in this space, instead a forward-thinking approach is the only reliable solution for businesses seeking to avoid the hefty penalties and talent loss that are impacting Australian enterprises.

Whether you’re running a small business that’s running out of hands or a large enterprise struggling to have eyes over your whole operation, here are three ways to safeguard your company and always stay one step ahead of the game.

Stay informed

To be ahead of the game you must know the field you’re playing on. Regulatory bodies like the Fair Work Commission, the Australian Human Rights Commission, and the Fair Work Ombudsman have cheat sheets for your business in the form of newsletters and seminars. These should be a must for your HR person or team, no matter the size of your business. 

If your resources allow, seeking the advice of legal experts can also provide valuable insights into upcoming changes and their implications and will help you create your own process guide.

Fit audits into your calendar

Ensuring this is a scheduled practice for your organisation means that nothing slips between the cracks. Every six months should see time blocked out to run through the nitty-gritty of your practice, with additional audits for substantive law changes as they are introduced. 

Many look at this step as a time hole that takes manpower away from regular operations, however, more emphasis should be placed on the costs of not doing your due diligence. Regular audits are a small price to pay to ensure your business is avoiding the hefty penalties and potential talent loss of assuming all is well under the hood.

Tech is your friend

If your small business is an all-hands-on-deck operation or your large enterprise is spread far and wide, it’s natural to push back against the idea of introducing a new workflow tool and interrupting business as usual. While an onboarding process will be necessary, there are cost-effective compliance solutions right for businesses of all sizes waiting for those with the foresight to seek them out. Once implemented, you will see a return in time going back to you and your team with the peace of mind that everything is running above board. 

While keeping in front of workplace laws is enough to keep any business owner up at night, having a proactive approach means that you’re able to focus on what your business does best. Use this as an opportunity to open your ears to your team and invite them into the process of accommodating process changes as they come through. In a talent landscape where employees are wanting more from their employers, being proactive to regulations and involving them in these internal decisions goes a long way to make them feel valued and considered.

Often overlooked by organisations regardless of their size, attention to detail in this area not only covers your tracks but gives you an immense competitive advantage and a shortcut through the roadblocks that the less prepared in your industry can fall to. Changes won’t stop coming and it’s the businesses that embrace flexibility that will stand strong.

Stephen Duncan is head of people at The Access Group. 

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