All businesses who employ staff should have at least a few key HR Polices in place to support the workplace culture and ensure legislative compliance. This is particularly important given the changing industrial relations environment and upcoming changes occurring through the Fair Work Legislation Amendment (Closing Loopholes No. 2) Act 2023 which includes the employee right to disconnect.
HR policies support businesses by:
The type of HR policies a business may choose to implement will depend on a number of factors, such as how many employees you have, type of industry or business, and any particular issues or concerns facing the business. For example, a motor vehicle policy would be irrelevant where a business does not have company vehicles but would be seen as a critical policy where company vehicles are issued.
As a general rule, businesses should look to include at least the following minimum policies:
Other policies that may be relevant are:
Policies should be easy to understand with straight forward and clear terminology. They should allow some flexibility for managers and team leaders so that they can respond to issues in a suitable manner. Policies should comply with legal requirements and refer to legislation if relevant.
At a minimum a policy should include:
It is important to comply with your policies when dealing with employee issues. If policies are not followed and used in a consistent manner, particularly in relation to employee disciplinary issues, there could be potential serious consequences if a claim is raised by an employee.
CCIWA’s Employment Lifecycle Kit offers pro-forma Policies that are ready to use – please visit ww.cciwa.com, call the Employee Relations Advice Centre at CCIWA on 08 9365 7660 or email advice@cciwa.com to find out more.
Written By Eve Vasilas – Senior Employee Relations Adviser
CCIWA, Business Law WA and REEFWA has taken all reasonable care in preparing this document. The contents of this document do not constitute legal advice and should not be relied upon as such. Specific advice for your situation should be sought from CCIWA, Business Law WA or a professional adviser before any action is taken. Neither REEFWA, CCIWA nor Business Law WA accept responsibility for any claim that arises from any person acting or refraining from acting on the information contained in this document.
“REEFWA are an exceptional corporate body that provides real time advice, advocacy and detailed information on all industrial relations matters pertaining to our industry. They operate with professionalism and personal service. Beneficially for you, they have a broad range of highly experienced personnel that work in the industry and offer years of knowledge.”
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