Linq HR - Blogs (Information) #employee disputeLinq HR - Blogs (Information) #employee disputehttps://www.linqhr.com/blogs/tag/employee-disputeFri, 10 Apr 2026 18:33:57 +1000http://zoho.com/sites/<![CDATA[Industrial Disputes in Australia: Trends and Impacts]]>https://www.linqhr.com/blogs/post/working-days-lost-due-to-industrial-action-fluctuatingFluctuations in the number of working days lost due to industrial action can signify broader economic and workplace trends.]]>

Over the past decade, Australia has experienced fluctuations in the number of working days lost due to industrial action. In the early 2010s, industrial disputes were at near record lows, with 57 disputes occurring in 2014, resulting in 1.6 working days lost per thousand employees (The Guardian, 2015).


However, recent data indicates an upward trend. In the December quarter of 2024, there were 69 disputes, involving 25,200 employees and resulting in 53,800 working days lost. Throughout the entire year of 2024, Australia experienced 194 disputes, leading to a total of 139,100 working days lost (ABS, 2024). This increase is significant when compared to previous years. For instance, during the first nine months of 2017, there were only 106 disputes nationwide, marking a record low for the postwar era (The Australia Institute, 2017).


Fluctuations in the number of working days lost due to industrial action can signify broader economic and workplace trends. Higher levels of industrial action may indicate dissatisfaction among workers regarding wages, job security, or working conditions. Conversely, periods of low industrial activity might reflect strong employer-employee relationships, successful negotiations, or restrictive regulations on industrial action (The Australia Institute, 2017). These variations provide insight into the evolving landscape of workplace relations and economic conditions.


Unions argue that industrial action is a necessary tool to advocate for fair wages, improved working conditions, and job security. They emphasise that strikes are often a last resort after prolonged negotiations fail to yield satisfactory outcomes. For example, healthcare workers in New South Wales have recently engaged in industrial action over staffing ratios and wage increases, citing concerns about excessive workloads and employee wellbeing (Sydney Morning Herald, 2023).


Conversely, employers express concerns about the economic impact of increased industrial action. They argue that frequent strikes disrupt business operations and confidence, lead to financial losses, and can harm Australia’s reputation as a stable environment for investment. Many businesses believe that ongoing industrial action can strain employer-employee relationships and impact productivity. 


Employees often find themselves caught in the middle. While many support industrial action as a means to secure better conditions, others worry about the financial impact of lost wages and the long term stability of their employment.


In conclusion, while industrial action remains a critical tool for employees and unions to voice concerns, it also presents challenges for businesses and the broader economy. A balanced approach, fostering open dialogue and mutual understanding, is essential to address the underlying issues and mitigate the need for industrial action.


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


References:

]]>Thu, 13 Mar 2025 09:34:43 +1100<![CDATA[Navigating Employee Relations: Conciliatory vs Combative Approaches]]>https://www.linqhr.com/blogs/post/navigating-employee-relations-conciliatory-vs-combative-approaches-to-union-engagementIn the intricate landscape of employee relations, the approach towards unions and the workforce holds significant sway over organisational climate and productivity.]]>
In the often intricate landscape of employee relations, the approach towards unions and the workforce holds significant sway over organisational climate and productivity. 

The debate between adopting a conciliatory or combative stance is central to shaping these relationships. 

A conciliatory approach, characterised by collaboration, mutual respect, and open communication, seeks to build trust and foster a positive working environment. By addressing grievances and negotiating in good faith, organisations can encourage dialogue and cooperation, leading to innovative solutions beneficial to both employer and employees (Kochan, Katz & McKersie, 1986). This method often results in lower turnover rates, increased job satisfaction, and enhanced productivity, while preventing costly disputes and strikes, thus ensuring business continuity (Budd, 2004).

Conversely, a combative approach, marked by rigorous negotiation tactics and a firm stance on organisational policies or even lock outs, can assert management's authority and maintain control over operational decisions. However, this method may also lead to increased tension and conflict, resulting in a polarised workforce where distrust and dissatisfaction prevail (Lewin, 2001). Such an environment can hinder communication, reduce morale, and ultimately impact organisational performance in the short or long term. 

Determining the appropriate approach necessitates considering the specific context and dynamics of the organisation. Factors such as industry, organisational culture, being subject to improper claims or adverse actions, economics, the need to improve workplace flexibility or radically remove costs to compete or survive, an aggressive union stance, and workforce nature should guide this decision. While a conciliatory approach generally promotes a more sustainable and positive relationship, there may be situations where a firm stance is necessary to protect the organisation's interests (Sisson & Marginson, 2002). 

Ultimately, a balanced approach incorporating elements of both strategies may prove most effective. By being flexible and adaptable, organisations can navigate the complexities of employee relations, ensuring a productive and harmonious workplace while safeguarding their strategic objectives. An effective HR function can professionally guide the company in the right approach knowing the views of leaders, unions, employees, legal frameworks and even public perception.

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

References:
Budd, J. W. (2004). Employment with a Human Face: Balancing Efficiency, Equity, and Voice. Cornell University Press.
Kochan, T. A., Katz, H. C., & McKersie, R. B. (1986). The Transformation of American Industrial Relations. Basic Books.
Lewin, D. (2001). IR and HR Perspectives on Workplace Conflict: What Can Each Learn from the Other? Human Resource Management Review, 11(4), 453-485.
Sisson, K., & Marginson, P. (2002). Co-ordinated Bargaining: A Process for Our Times? British Journal of Industrial Relations, 40(2), 197-220.
]]>Thu, 24 Oct 2024 13:05:59 +1100<![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[Workforce Management needs to be on every Company's Strategic Agenda]]>https://www.linqhr.com/blogs/post/workforce-management-needs-to-be-on-every-company-s-strategic-agendaThere have been many significant workplace related legal changes which will directly affect almost every employer and employee across Australia.]]>

Recently, and with more on the way, there have been many significant workplace related legal changes which will directly affect almost every employer and employee across Australia.


Some of these changes move responsibility firmly to the employer ensuring compliance, and in some cases having to prove themselves right after receiving accusations of doing wrong.


Even though many of the changes are mostly blanket across the country, practically it will have varying impacts and consequences by industry, employer size and the type of employee culture which already exists across your operations.


Those companies who can strategically deal with these changes should be able to excel as an Employer of Choice in the eyes of employees and the public, navigate and avoid expensive claims including for items not directly under your control but within your responsibilities under legislation, make compliance an everyday activity so it doesn’t distract from managing and growing your business, and prepare against the usual higher level of employee claims which can occur  if the employment market conditions soften.


Some items which can be considered for your Company Strategic Agenda should include;

  1. Ensuring your HR or People & Culture teams and leadership are familiar with changes and key elements across all workplace legislations including Respect at Work, Secure Jobs and Better Pay, Multi-Employer Bargaining, Adverse Action Claims, Paid Family and Domestic Violence, Modern Slavery, Gender Affirmation Policy, BOOT Test, Wages Underpayment, Independent Contractors, Whistleblower Complaint, Data Privacy, Safety/Industrial Manslaughter Laws, and Psychosocial Risks.

  2. Stress testing potential impacts of these workplace legislations on future business strategy and making adjustments before signing off on implementation plans. Budget in scenarios for future salary, benefit and workplace compliance increases.

  3. Implementing new Policies and Procedures or adjusting existing to capture changes in legislation or recent decisions. Changes must be clearly communicated to key stakeholders including employees where they need to know.

  4. Monitoring employee and leadership behaviours, contract and customer interactions and behaviours as well (important under Sex Discrimination Act for example)

  5. Collecting and storing workplace information such as results of workplace surveys, results of investigations into complaints, employee reporting structures, company support programs and compliance related training initiatives.

  6. Know how to respond to emerging practices such as an industry based wages increase request if approached by a Union representative or if bargaining is initiated by an individual employee.

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









]]>Tue, 06 Dec 2022 10:04:01 +1100<![CDATA[Is Employee Relations in Australia still within its Teenage Years?]]>https://www.linqhr.com/blogs/post/ER-in-AustraliaThe Industrial Landscape in Australia is complex and perhaps failing to achieve the objective of harmoniously balancing productivity gains with workers rights.]]>
The Industrial Landscape in Australia is complex and perhaps failing to achieve the objective of harmoniously balancing productivity gains with workers rights. 

Teenagers are often cited as a group who can lack direction, experience an imbalanced perception between what is important for their future compared to that which seems important right now, have a lack of cooperation or willingness to learn automatically from those with prior experience. They are influenced by many people and organisations ranging from schools and teachers,  parents and family members, sporting coaches, their peer group - all offering their perspectives on right and wrong, moving norms of society, and social media. But their goal is often simple - reach a level of education and find a job.

In some similar ways Employee Relations as a group in Australia has a wide mix of influences ranging from layers of Government, a booming workplace lawyering industry, trade unions at many levels, complex workplace rules and legislation, Tribunals and other Specialist Workplace Government Departments, social changes from different generations across the workplace, educational and training organisations, the News networks and of course employees and business itself. 

So how could the Australian Employee Relations landscape be viewed as still being within its teenage years? One item which stands out in common is the level of complexity with both. When either party or influence lacks moving in a similar direction towards a common goal then each can scramble to increase their voice, preferences and control. This can lead to higher levels of complexity as each has their needs met.

There should only be one common purpose of all those involved within the Australian Employee Relations landscape, and that should include the continuous improvement of overall productivity so the entire country can benefit for years to come. This at least would make it easier for the next generations of our teenagers whose life is probably always going to be naturally complex anyhow.

Linq HR specialise in Human Resources Career and Vendor Selection. Ph 1300234566.

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]]>Thu, 01 Sep 2022 13:35:25 +1000<![CDATA[Insights into using Australian Employment Lawyers]]>https://www.linqhr.com/blogs/post/Insights-into-using-Employment-LawyersInsight into using Employment Lawyers]]>

Employment Lawyers specialise in providing advice on employment and workplace matters.


They can work for companies, governments, unions, employees and contractors.


For companies they often assist in developing employee contracts and agreements, defending employee unfair dismissal and discrimination claims, prevention of underpayments, union defence, HR policies and practices, and Award interpretation.


They can assist with workplace legislation such as The Fair Work Act, National Employment Standards, State and Federal discrimination and Disability laws,  Workplace Health and Safety, and Workplace gender equality. 


They can represent you at a number of levels including Tribunals, and State and Federal Courts. 


Employment Law Barristers can assist Employment Lawyers with more complex legal cases.


Effective Employment Lawyers have the ability to develop a clear understanding of your employment issue and support you towards the best possible outcome.


Cost between lawyers can vary so it is important to find one which best fits your budget and which has the right level of expertise for your matter.


If your looking for the right Employment Lawyer for your company then Linq HR can help. Call 1300234566.



]]>Tue, 06 Apr 2021 16:00:00 +1000<![CDATA[Resolving Employee Unfair Dismissal Claims]]>https://www.linqhr.com/blogs/post/Resolving-Employee-Employee-Unfair-Dismissal-ClaimsResolving Employee Unfair Dismissal Claims]]>

Certain people that worked for your business could claim unfair dismissal believing they have possibly been terminated in a harsh, unjust, or unreasonable manner.


Australian laws relating to unfair dismissal are constantly evolving, complex and time consuming to understand and follow.


So it may be necessary to seek the assistance of a Lawyer or Paid Agent skilled in unfair dismissal defence.


Early assistance can help you understand your company's legal position and recommend a path towards resolution.


The best way to resolve unfair dismissal claims is through resolution together with the former employee but this is not always successful.


The next step could involve a formal tribunal hearing and decision.


If you need assistance finding the right representation to help you defend an unfair dismissal claim against your company then Linq HR can help. Call us at 130234566.

 






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