Linq HR - Blogs (Information) #Employee BenefitsLinq HR - Blogs (Information) #Employee Benefitshttps://www.linqhr.com/blogs/tag/employee-benefitsTue, 31 Mar 2026 18:21:02 +1100http://zoho.com/sites/<![CDATA[EOFY HR & Payroll Essentials for Australian Businesses]]>https://www.linqhr.com/blogs/post/eofy-hr-payroll-essentials-for-australian-businessesAs 30 June approaches, its the perfect time for Australian companies to ensure their Human Resources and payroll processes are compliant, accurate, and up to date.]]>
As 30 June approaches, its the perfect time for Australian companies to ensure their Human Resources and payroll processes are compliant, accurate, and up to date. 

Accurate HR processes and payroll data are the minimum standard required to build and maintain trust with your workforce.

Here is an End of Financial Year summary of key actions you need on your checklist, from payment deadlines through to performance reviews.

1. Payroll Reconciliation & Finalisation
  • Reconcile payroll transactions: Cross check wages, allowances, bonuses, deductions, tax withholdings and superannuation contributions for the full year. Identify and rectify discrepancies now, not later (Billzy, 2024; Pay Cat, 2025).
  • Finalise Single Touch Payroll (STP) : Lodge the STP finalisation declaration with the ATO by 14 July (or the relevant deadline for your lodgement category) (Pay Cat, 2025).
  • Generate payment summaries (if required) : For employees not reported via STP (such as terminated staff), issue appropriate payment summaries by 14 July (Pay Cat, 2025).

2. Superannuation Obligations
  • Super guarantee compliance: Ensure all super contributions for the financial year are paid and reported. Payments must be made by 28 June to count for the year (Billzy, 2024).
  • Update superannuation rates: The super guarantee (SG) rate will increase to 12% on 1 July 2025. The 12% rate will need to be applied for all salary and wages paid to eligible workers on and after 1 July. This is even if some or all of the pay period it relates to is before 1 July. This is the final scheduled increase. (ATO, 2025)

3. Awards, Minimum Wage & Classification Updates
  • Apply award rate updates: Review Fair Work Commission determinations for your industry , incorporate any award and classification changes or minimum wage increases effective from 1 July (Employment Hero, 2025; HRM Online, 2024).
  • Update HR systems: Ensure salary histories, award conditions, pay rates and processes are current before the new financial year (Employment Hero, 2025; Pay Cat, 2025).

4. Employee Data & Records Management
  • Verify employee records: Confirm all staff details—names, addresses, Tax File Numbers, super fund ABNs/USIs, visa status are accurate in HR/payroll systems (Pay Cat, 2025; Liquid HR, 2024).
  • Assess leave and other entitlements: Reconcile annual leave, long service leave, bonuses, FBTed benefits, salary sacrifice and other accruals (Employment Hero, 2025).
  • Close employee records: Finalise details for staff who departed during the year, ensuring proper treatment under STP & TFN legislation (Employment Hero, 2025).

5. HR Policy, Compliance & Documentation
  • Review HR policies: Audit and update workplace policies and procedures (e.g. workplace safety, expense policies, leave, discipline, termination) to reflect legislative changes (HRM Online, 2024; Liquid HR, 2024).
  • Renew agreements and contracts: Issue revised policies, agreements or contracts for the new year, and have them acknowledged or signed off digitally, if possible. (Employment Hero, 2025).
  • Enterprise Agreements : Start planning for Enterprise Agreement bargaining including notifying employees if an Enterprise Bargaining agreement is coming due for renewal.
  • Performance reviews & planning: Finalise annual performance assessments, set development goals and calibrate for FY26 (Liquid HR, 2024; Employment Hero, 2025).

6. Reporting & Strategic Planning
  • ATO reporting: Lodge PAYG withholding and taxable payments annual reports where applicable, plus complete STP finalisation (Pay Cat, 2025; Billzy, 2024).
  • WGEA snapshot: Prepare employee data for the Workplace Gender Equality Agency (WGEA) report, including workforce composition, classifications, remuneration and leave (Employment Hero, 2025).
  • Workforce planning: Analyse hiring trends, staffing needs and organisational structure for the upcoming year (Employment Hero, 2025; Liquid HR, 2024).

Your End-of-Year Action Plan

FocusActionDeadline
Payroll reconciliationCross check all payroll elements30 June
STP finalisationLodge year end STP declaration14 July
Payment summariesIssue where STP not applicable14 July
Super guaranteePay and report super28 June
Award/minimum wageApply updates effective 1 JulyBefore 1 July
Employee recordsVerify TFNs, visas, leave balances30 June
HR policies & docsReview and distribute updatesBefore 1 July
Performance reviews Complete and set goals30 June
WGEA & ATO reportingPrepare lodgements/reportsATO/WGEA due
Workforce planningPlan hires & budget for FY26Pre‑July


Why These Steps Matter

These tasks are more than deadlines as they support:
  • Compliance & risk management: Avoid penalties with accurate STP, super and tax lodgements.
  • Employee trust & transparency: Timely summaries, leave balances, and clear policies foster positive culture.
  • Strategic agility: Performance reviews, workforce planning and award updates position you ahead of FY26.
  • Organisational readiness: Clean data ensures smooth audits, loans, insurances and financial decision making.

Final Tips for a Smooth EOFY
  • Start early: Begin reconciliations and policy reviews across April–June (Employment Hero, 2025).
  • Use checklists/tools: Build your own tailored end of year checklist so no important deadlines or activities are missed.
  • Engage specialists: Collaborate with payroll or HR consultants, or tax agents, to verify compliance (Billzy, 2024).
 
EOFY is more than finalising finances, it’s about powering your HR operations into the next year. By reconciling payroll, updating classifications, refreshing policies, reporting accurately, and planning strategically, your business will enter FY26 ready and resilient.

📩 Contact Linq HR today to explore tailored support for your employee relations and workplace management.

      🌐 Visit: www.linqhr.com

📞 Call: 1300234566

References

Aurion. 2025. EOFY Payroll 2025 Checklist. Available at: https://aurion.com/eofy-checklist](https://aurion.com/eofy-checklist) 


Billzy. 2024. End of Financial Year Payroll Guide for Businesses in Australia 2024.  Available at: https://www.billize.ai/learn/end-of-financial-year-payroll-guide-australia-2024 

Employment Hero. 2025. HR Platform: End of Financial Year (EOFY) Tasks. Available at: https://help.employmenthero.com/hc/en-au/articles/12658026755599-HR-Platform-End-of-Financial-Year-EOFY-Tasks 

HRM Online. 2024. HR’s Guide to Preparing for the EOFY. ] Available at: https://www.hrmonline.com.au/section/featured/hrs-guide-to-preparing-for-the-eofy/ 

Liquid HR. 2024. HR Considerations for End of Financial Year. Available at: https://liquidhr.com.au/hr-considerations-for-end-of-financial-year/

Pay Cat. 2025. End of Financial Year Tips and Tricks for More Efficient Payroll. Available at: https://www.paycat.com.au/blog/end-of-financial-year-tips 

Payroller. 2023. EOFY Checklist: Key End of Financial Year Tasks for SMBs. Available at: https://payroller.com.au/end-of-financial-year/eofy-checklist/ 
]]>Thu, 19 Jun 2025 10:56:39 +1000<![CDATA[Major Changes to Employee Relations Legislation in Australia (2022–2024): Impacts on Workforce and Productivity]]>https://www.linqhr.com/blogs/post/major-changes-to-employee-relations-legislation-in-australia-2022–2024-impacts-on-workforce-and-prodOver the past three years, Australia has witnessed substantial reforms to employee relations legislation, reshaping the employer and employee dynamic.]]>

Over the past three years, Australia has witnessed substantial reforms to employee relations legislation, reshaping the employer and employee dynamic. 


While many changes focus on fairness and employee protections, several reforms offer some potential improvements through workforce stability, clarity, and modernised workplace practices, but none perhaps go directly towards assisting the core commercial requirements of business to make ongoing productivity improvements to compete globally and improve our overall longer term standard of living.


1. Secure Jobs, Better Pay Act 2022

The Secure Jobs, Better Pay Act introduced major reforms to the Fair Work Act 2009. These include enabling multi employer bargaining in low paid sectors, strengthening rights to flexible work, banning pay secrecy clauses, and placing a positive duty on employers to prevent sexual harassment. By fostering inclusive workplaces and improving job security, these reforms aim to reduce turnover and increase employee engagement. (Fair Work Ombudsman, 2023a).


2. Paid Family and Domestic Violence Leave

From February 2023 (for large employers) and August 2023 (for small businesses), employees gained access to 10 days of paid family and domestic violence leave. By supporting employees during personal crises, this reform may reduce unplanned absenteeism and enhance employee well being. (Fair Work Ombudsman, 2023b).


3. Closing Loopholes Acts 2023 and 2024

These amendments tackle wage theft, regulate labour hire arrangements to ensure pay equity, and clarify the definition of casual employment. Notably, the introduction of a "same job, same pay" framework aims at providing clarity for employers and reduce legal ambiguity, which can otherwise result in workplace disputes and inefficiencies (Fair Work Commission, 2024a).


4. Right to Disconnect (2024)

From 2024, employees gained the right to refuse unreasonable after hours work communications. Though initially seen as a restriction, this change could perhaps support productivity by protecting employee rest time and reducing burnout—key factors in maintaining long term workforce performance (Fair Work Commission, 2024b).


Productivity Implications for Employers

While some changes present compliance costs, others may improve workforce stability, clarity in employment relationships, and employee satisfaction. These are essential components of a productive and resilient business model. For example, a well rested and engaged workforce may tend to report fewer errors and deliver more consistent performance outcomes. Whether all these reforms will result in any real future core productivity improvements then only time will tell by our standard of living improving correspondingly.


📩 Contact us today to explore tailored support for your employee relations and workplace management

                   🌐 Visit: www.linqhr.com

📞 Call: 1300234566


References


]]>Thu, 24 Apr 2025 13:18:41 +1000<![CDATA[Benefits and Risks of Not Using Professional HR Advice for SMEs]]>https://www.linqhr.com/blogs/post/benefits-and-risks-of-not-using-professional-human-resources-advice-for-smesWhile larger organisations typically have dedicated HR teams, many SMEs attempt to handle HR matters internally, often underestimating the value of professional HR advice. This can result in missed benefits and expose the business to considerable risks.]]>
Small to Medium Enterprises (SMEs) face unique challenges in managing Human Resources (HR). 

While larger organisations typically have dedicated HR teams, many SMEs attempt to handle HR matters internally, often underestimating the value of professional HR advice. This can result in missed benefits and expose the business to considerable risks.

One major benefit of engaging professional HR services is ensuring compliance with complex and evolving employment laws. Without professional guidance, SMEs may unintentionally violate regulations, leading to legal disputes and costly penalties (Compton, 2017). This is particularly relevant within Australia due to the high level of complexity in workplace laws Nationally and across States. HR advisors help businesses remain compliant, reducing these risks.

Professional HR ensures employees are properly compensated and that cost-effective employee benefits are provided. These benefits, which don’t necessarily have to be expensive—such as flexible working arrangements or wellness programs—play a critical role in improving employee retention and engagement (Ulrich & Brockbank, 2017).

Professional HR advisors excel in identifying and selecting the best providers for payroll, recruitment, and training services. They ensure SMEs do not overpay for these services and that they are delivered to the required HR standards. This saves the business money while guaranteeing that outsourced functions meet operational and compliance needs.

HR professionals ensure that the company’s HR policies and procedures are specifically tailored and balances its operations and employee needs. Generic policies may not be effective or relevant to a business's specific requirements, whereas customised policies developed by HR professionals help enhance efficiency and mitigate employment related risks.

HR professionals can identify leadership development and training needs, allowing businesses to upskill employees and foster internal growth. This contributes to a more professional, engaged, and productive workforce, improving overall business performance.

Conversely, managing HR without professional assistance introduces risks. Inefficient recruitment processes can lead to mismatched hires, increased turnover, and higher recruitment costs (Cascio, 2018). Additionally, internal conflicts can escalate without expert mediation, and poorly developed HR policies can expose the company to compliance risks and demotivate staff.

In conclusion, while SMEs may try to save costs by managing HR internally, the long term risks such as breaches of workplace laws, overpaying for services, ineffective policies, and poor employee engagement, often outweigh the savings. Professional HR advice ensures legal compliance, financial efficiency, the right balance between operational and employee needs, operational success, and setting the business up for sustainable growth.

Linq HR are Australian Employment and Workplace Specialists assisting organisations and employees be their best at work. Ph 1300234566.

References
Cascio, W. F. (2018). *Managing human resources*. McGraw-Hill Education.
Compton, R. L. (2017). *Human resource management*. Cengage Learning Australia.
Ulrich, D., & Brockbank, W. (2017). *The HR value proposition*. Harvard Business Review Press.
]]>Fri, 04 Oct 2024 11:09:14 +1000<![CDATA[Reviewing Existing Human Resources Vendors as Business Goals Change]]>https://www.linqhr.com/blogs/post/reviewing-existing-human-resources-vendors-as-business-goals-changeAs businesses evolve, so do their HR/People needs. Ensuring that your HR vendors align with your changing business goals is crucial for maintaining efficiency and achieving desired outcomes.]]>
As businesses evolve, so do their HR/People needs. Ensuring that your HR vendors align with your changing business goals is crucial for maintaining efficiency and achieving desired outcomes. 

Here's a guide on how to review your existing HR vendors;

1. Assess Current and Future Business Goals
Begin by clearly defining your current and future business goals. Understand how these goals impact your HR needs. For example, if your company is expanding globally, you might need vendors with international reach and experience. Sharing any changed goals with vendors gives them a chance to plan ahead and respond.

2. Evaluate Vendor Performance
Assess the performance of your existing vendors. Consider factors such as:
- Service Quality: Are they meeting the service levels agreed upon in the contract or as agreed?
- Responsiveness: How quickly and effectively do they respond to your needs and issues?
- Expertise: Do they have the necessary expertise to support your evolving HR requirements?

3. Cost Analysis
Review the costs associated with each vendor. Ensure that their services provide value for money. Compare the costs with industry standards and assess whether they align with your budget and financial goals.

4. Technology and Innovation
Evaluate the technology and innovation capabilities of your vendors. Are they leveraging the latest HR technologies? Do they offer innovative solutions that can enhance your HR processes and support your business goals?

5. Scalability and Flexibility
Consider the scalability and flexibility of your vendors. Can they scale their services to match your growth? Are they flexible enough to adapt to changing business needs?

6. Compliance and Risk Management
Ensure that your vendors comply with all relevant laws and regulations. Assess their risk management practices to ensure they can handle potential risks effectively. This is especially important if your business operates in multiple jurisdictions with varying legal requirements.

7. Vendor Relationship
Evaluate the strength of your relationship with each vendor. A strong, collaborative relationship can lead to better service and more effective problem solving. Assess the level of communication, transparency, and mutual trust.

8. Feedback from Internal Stakeholders
Gather feedback from internal stakeholders who interact with the vendors regularly. Their insights can provide valuable information about the vendors' performance and areas for improvement.

9. Benchmark Against Competitors
Benchmark your vendors against those used by your competitors. This can provide insights into whether you are getting the best value and services available in the market.

10. Future Development
Ensure that your vendors are future proof. Assess their ability to stay ahead of industry trends and their plans for future development. This ensures they can support your business not just now, but in the future as well.

Conclusion
Regularly reviewing your HR vendors, either as a HR team or with your Purchasing function,  is essential as business goals change. By conducting a thorough assessment of their performance, cost, technology, scalability, compliance, relationships, and future readiness, you can ensure that your vendors are aligned with your evolving business needs. This strategic approach will help your organisation maintain efficiency, competitiveness, and achieve its goals effectively. 

Linq HR are specialists in the search and selection of HR industry vendors. Ph 1300234566.

]]>Wed, 10 Jul 2024 15:24:39 +1000<![CDATA[What is the Role and Benefits of a Human Resources Broker?]]>https://www.linqhr.com/blogs/post/what-is-the-role-and-benefits-of-a-human-resources-broker A Human Resources Broker (HRB) acts as an intermediary between businesses se ]]>
A Human Resources Broker (HRB) acts as an intermediary between businesses seeking HR services and products, and the providers of these services and products. This role is particularly valuable in navigating the complex and diverse HR marketplace, ensuring that companies can access the best possible solutions tailored to their specific needs. Here are the key roles and benefits of a HR Broker:

Role of a HR Broker

Needs Assessment - They conduct thorough assessments of a company's HR needs, considering factors like company size, industry, existing HR practices, and strategic objectives. This ensures a deep understanding of what the business requires to enhance its HR functions.

Market Expertise - HR Brokers possess extensive knowledge of the HR services market, including the latest tools, technologies, and best practices. They are adept at identifying trends and innovations that can benefit their clients.

Provider Vetting - They undertake the vetting of potential HR service providers, evaluating their capabilities, track record, pricing, and compatibility with the client’s needs and organisational culture. This saves companies a significant amount of time and resources.

Customised Solutions - HR brokers tailor solutions to match the unique requirements of each business. They understand that no two companies are the same and that customisation is key to addressing specific challenges and goals.

Negotiation and Implementation Support  - Brokers negotiate terms with service providers on behalf of their clients, often securing more favourable terms and pricing. They may also assist with the implementation process, ensuring a smooth transition and integration of new services or products.

Benefits of a HR Broker

Cost Efficiency - By leveraging their knowledge and relationships, HR Brokers can secure cost-effective solutions for businesses, often negotiating better rates than companies could achieve on their own.

Time Savings - Outsourcing the search and vetting process to a HR Broker frees up company resources and allows businesses to focus on their core activities, rather than spending time navigating the vast HR services market.

Access to Expertise - Brokers provide access to a wider range of expertise and innovative solutions that a company might not have been aware of or had access to on its own.

Risk Mitigation - Through thorough vetting and due diligence, HR Brokers reduce the risk associated with selecting an unsuitable HR service provider. They ensure that providers are reputable, compliant with relevant legislation, and capable of delivering high-quality services.

Strategic Partnership - A HR Broker can become a strategic partner, offering ongoing advice and support to ensure the HR services and products continue to meet the evolving needs of the business.

Enhanced Flexibility - Companies can benefit from more flexible HR solutions that can be scaled up or down as needed, thanks to the broker's understanding of various service providers' offerings.

A HR Broker plays a pivotal role in enhancing a company's HR functions by providing expert advice, access to quality services and products, and tailored solutions that meet specific business needs. This partnership can lead to significant improvements in efficiency, performance, and employee satisfaction.

Choosing Linq HR, Australia's first HR Broker, offers businesses the advantages of pioneering expertise, an established provider network, a reputation for trust and reliability, leadership in innovation, and a deep commitment to understanding and meeting the needs of Australian businesses. These benefits collectively ensure that clients receive unparalleled HR support that is tailored, efficient, and compliant with Australian standards. 

For further information call 1300234566.
]]>Wed, 13 Mar 2024 10:15:17 +1100<![CDATA[Unravelling the Challenges: Why Expats Return Home Early from Overseas Assignments]]>https://www.linqhr.com/blogs/post/unravelling-the-challenges-why-expats-return-home-early-from-overseas-assignmentsHR Leader in their article regarding Why Expats Return Home Early from Overseas Assignments point out some very relevant points those considering an overseas assignment should consider.]]>

HR Leader in their article Why Expats Return Home Early from Overseas Assignments point out some very relevant points for those considering an overseas assignment should consider. Having experienced numerous overseas assignments across the globe these points all resonate. Here is a summary of those points outlined by HR Leader:


In the fast-paced global business landscape, the allure of international assignments can be captivating for professionals seeking career growth. However, a significant number of expatriates find themselves returning home earlier than expected, prompting an exploration into the underlying reasons behind these failed assignments.


Understanding the Dynamics: International assignments often promise exciting opportunities for personal and professional development. However, a multitude of factors can contribute to their premature termination. The story sheds light on the various challenges faced by expats, unravelling the complexities that lead to their early return.


Cultural Misalignment: One prominent factor identified in the article is the struggle with cultural differences. Expatriates may encounter difficulties in adapting to a new cultural milieu, impacting their ability to integrate into both professional and social spheres. This misalignment can result in a sense of isolation, ultimately influencing the decision to cut short the assignment.


Professional Support and Integration: The level of professional support provided to expats plays a crucial role in their success overseas. Organisations that invest in comprehensive onboarding programs, language training, and cultural orientation are more likely to witness successful international assignments. The article emphasises the importance of proactive measures by employers to facilitate a smoother transition for their employees.


Family Considerations: Family dynamics are a pivotal factor in an expat's decision-making process. The story explores how family-related challenges, such as spousal dissatisfaction, children's adjustment issues, and overall family well-being, contribute to the premature termination of assignments. Employers are encouraged to address family concerns as part of their support structure.


Strategies for Success: While challenges are inevitable, the article concludes with insights on strategies that organisations can adopt to enhance the success of international assignments. This includes continuous communication, mentorship programs, and fostering a supportive work environment.


In summary, the story delves into the complex web of factors contributing to the early return of expatriates from overseas assignments. By understanding these challenges, employers can proactively implement measures to create an environment conducive to the success of international assignments, and potential assignees can anticipate the challenges which could be faced during an assignment.


Read the full article here and share with your HR/People department and anyone you know who may be considering an overseas assignment  https://www.hrleader.com.au/business/25040-failed-assignments-why-do-so-many-expats-come-home-early 


Linq HR are Australian Employment and Workplace Specialists assisting organisations and employees be their best at work. Ph 1300234566


]]>Wed, 14 Feb 2024 09:52:42 +1100<![CDATA[Top 3 Challenges Faced by HR Teams When Sourcing New Vendors]]>https://www.linqhr.com/blogs/post/top-3-challenges-faced-by-hr-teams-when-sourcing-new-vendorsWith the upcoming Government’s jobs and skills summit its probably as good a time as ever to think about our employee’s leave entitlements and their purpose.]]>
The rapid growth of the HR tech and outsourcing industry means there are many options to choose from. The HR tech market’s growth for instance, is projected to grow from $24 billion in 2021 to $35 billion in 2028.

Unfortunately, an ever-expanding HR marketplace doesn’t make things easier when it comes to choosing the right vendor.

Whether you’re hiring external recruiters or looking for the best HCM system, the process of identifying and screening vendors is challenging, and can be a major distraction from the everyday responsibilities of HR.

Top Vendor Sourcing Challenges for HR Professionals

Although HR can readily define the company’s needs, successfully identifying and engaging vendors remains a challenge.

Here are some of the top challenges which have the biggest business impact.

1. Lost Hours Identifying Vendors

Researching different vendors takes a lot of time and effort. It could take you days or even weeks going through vendor websites and brochures comparing product features. 

There’s also the time spent researching customer reviews on websites like G2, searching for market providers which match your industry needs or geographical spread or asking for recommendations from colleagues.

While there are no shortcuts to this—unless you outsource the process, the biggest issue here is that this time could be spent on critical HR activities such as employer branding and identifying workplace training needs.

2. Challenges Conducting Vendor Analysis

After filtering your initial list of potential vendors, it’s time to assess their suitability. Ultimately, qualifying HR vendors comes down to vetting them on the basis of factors like:

Service Quality – can they provide the service better than what you can deliver internally? Are their services truly best in class? Do they maintain high service levels?

Track record and consistent delivery – does the vendor deliver consistently across different companies and industries seamlessly?  Can you verify their track record with current clients?

HR Expertise – is their sales focus stronger than their HR knowledge? Do they have strong HR processes supporting their services? Do they stay current with or lead in HR expertise?

Value -  does the vendor provide overall value? Will your Line Managers and Finance be satisfied with the value of services being purchased? Will the vendor provide the expected impact? Will employees ultimately benefit?

3. Finalising Contracts and Vendor Engagement

Negotiating HR vendor contracts is arguably the most challenging part of the process due to the cost-related risks involved. Keen on maximising revenue, vendors can lead you into signing contracts which make the Total Cost of Ownership (TCO) or charges for underutilised services way higher than it should have been.

As a general rule, if you don’t have a skilled negotiator in your team, make sure you involve Finance. Even if Finance isn’t skilled in negotiations, they can easily spot loopholes and clauses which have the potential of leading to unnecessary costs.

When preparing to engage the new vendor its important to agree on expectations upfront before work starts. Ideally this would be in the form of measurable performance standards or at least an agreed description of outcomes expected over the first 3-12 months. Ensure the vendor has all the necessary information and access to staff in your organisation they need to start successfully.

Do You Need Help Sourcing New HR Vendors?

Using our experience in the HR marketplace we can save you valuable time finding the right HR vendor for your organisation.

If you’re searching for a new HR vendor, just reach out to us by calling 1300234566 or filling this enquiry form.


]]>Tue, 30 Aug 2022 08:00:00 +1000<![CDATA[Maybe its time to Rethink the Modern Day mix of Employee Leave Entitlements?]]>https://www.linqhr.com/blogs/post/employee-leave-entitlementsWith the upcoming Government’s jobs and skills summit its probably as good a time as ever to think about our employee’s leave entitlements and their purpose.]]>
Given the recent Australian Government’s jobs and skills summit its probably as good a time as ever to think about our employee’s leave entitlements and their purpose.

When I first started in Employee Relations my mentor (long time Employee Relations specialist) told me I needed to understand the fundamentals behind each leave type. Being a bit younger back then the whole story of Long Service Leave (LSL) originally being set around the time it took for a holiday break, including a ship ride to visit the UK or Europe, wasn’t that interesting to be honest.  LSL seemed just as distant as getting access one day to my locked up preserved superannuation.

Then there was the reason for casuals. Paid a premium to offset the benefits received by permanent employees as their employment ended each time they finished work on a particular day. 

Today new types of leave are steadily emerging or already available including Family Violence leave, Life Leave, Gender Affirmation Leave, Grandparents Leave, and even Pawternity Leave to support our furry friends. These all have real intentions and reasons behind why they exist.

From a HR/People perspective so many leave entitlements can be difficult to manage. It can be confusing for supervision as well.  

Leave entitlements in total seem to be gradually increasing. Although I understand they are only entitlements and not all fully granted without a need to take. Is this making employment potentially more expensive or is it a talent attraction for those forward thinking companies? Should the old leave types like Long Service Leave be replaced with more contemporary and relevant leave types to recognise today's employee and company needs?

Whatever the answer ends up being, it won't be decided anytime soon but I think we are at the start of a journey towards redefining the modern day mix of leave entitlements for a changing workforce.

Linq HR are specialists in HR Consulting, Career and Vendor Selection. Ph 1300234566.


]]>Wed, 03 Aug 2022 13:52:25 +1000<![CDATA[Why are my Employees Constantly being Headhunted?]]>https://www.linqhr.com/blogs/post/employee-leave-entitlements1With the upcoming Government’s jobs and skills summit its probably as good a time as ever to think about our employee’s leave entitlements and their purpose.]]>

As a manager and leader of people you constantly have multiple things to focus on. 


It can be busy and distracting at the same time depending on your challenges and workload.


Your employees seem happy and performing okay. No real issues have been raised.


Then you are shocked when they start to resign. Particularly when your best employees leave first.


Here are a few questions to consider to prevent your employees from being tempted by a Headhunter;


Leadership Style - are you approachable, do you set achievable targets, do you let employees bring their best selves to work. Do employees respect or just tolerate you as their leader?


Engagement -  is there a high level of employee engagement? This is the level of enthusiasm and connection employees have with the organisation. High levels of engagement make it difficult for employees to be headhunted as their commitment to stay is high.


Employer Value Proposition (EVP) - Your EVP is the culmination of all your company's offerings in things such as compensation and career development which balances out what an employee brings to you. Is your EVP in balance with employee expectations?


Mobility - are employees able to transfer across the organisation in support of their career growth? Or do they have to leave to move ahead.


Performance - Is  non-performance actively managed so that employee contributions are evenly distributed based on effort, skills and abilities?


Flexibility - are employees who can effectively do their roles remotely allowed the opportunity and trusted to work away from the traditional workplace? 


Corporate Social Responsibility (CSR) - Does your company operate in the best interests of society and the environment and its efforts are genuine and visible. 


Addressing these questions will help your employees be less tempted in moving when approached by a Headhunter. Particularly your best talent.


Linq HR are specialists in HR Consulting, Career and Vendor Selection.


]]>Wed, 03 Aug 2022 13:52:25 +1000<![CDATA[Is your Superannuation really that Super?]]>https://www.linqhr.com/blogs/post/is-your-superannuation-really-that-superIts never too late to check on the performance of your Superannuation.]]>

When was the last time you checked on the performance of your Superannuation?


The Australian Governments Prudential Regulation Authority (APRA) recently released the results from their first superannuation performance review1.


They have reported Superannuation assets now sit at a record $3.3 trillion2. Over time the superannuation industry has become large and complex and important to many peoples retirement.


APRA found  13 superannuation funds which failed their performance testing with over 1 million people in these funds affected. Each of these funds are required to notify their members of this result.


This should be a reminder that it is important for employees to regularly check their superannuation performances and for anybody found in an underperforming fund to start researching and consider switching.


With many people feeling superannuation is too complex to understand annual statements can often be ignored. This is understandable but over time this can be costly. 


According to the Productivity Commission, the gains from switching from one of the worst-performing funds to the best performing funds could boost the average worker's retirement balance by $660,000. Its review in 2019 found that a 0.5 percentage point difference in fees can cost a typical full-time worker about 12 per cent of their balance – or $100,000 – by the time they retire3.


So when was the last time you checked on your super? Its never too late.


Since everyone's situation is different, it's recommended you seek independent financial advice about super matters specific to your circumstances.

2.Australian Prudential Regulation Authority (APRA), Quarterly superannuation performance, statistics highlights, June 2021 (released 24 August 2021), p3 https://www.apra.gov.au/sites/default/files/2021-08/Quarterly%20superannuation%20performance%20statistics%20highlights%20-%20June%202021.pdf



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