The Federal Government has issued an outcomes paper confirming the commitment to grow wages, productivity and reduce barriers to employment and workplace advancement.

The paper outlines immediate actions as well as commitments to consult and implement additional actions. The paper highlights areas where businesses should be proactive and prepared for a changing workplace relations landscape.

Businesses may understandably be anxious or uncertain. Importantly, the Victorian Chamber’s Workplace Relations and Health, Safety and Wellbeing team have identified positive steps businesses can take now. These include:

#1: Review pay and conditions

Gender pay equity and wage theft criminalisation are issues businesses must be aware of. These all start with compliance: ensure staff position descriptions reflect the role; classify the position in line with an applicable award or enterprise agreement; align the same or similar roles to ensure consistency and pay equity; audit wage information; and develop frameworks to address problem areas and/or safeguard future compliance.

The criminalisation of wage theft isn’t new for Victorian business. However, it’s a reminder of the Wage Inspectorate’s role and recent publicised prosecutions. Compliance can be tough, but if it’s approached in a sensible and practical way it can be achieved.

For more information on how to tackle compliance, read our five tips to get on top of HR compliance.

#2: Increase access to employment and job security

The Jobs and Skills Summit outcomes paper highlights a push to amend the Fair Work Act 2009 (Cth) to strengthen access to flexibility, unpaid parental leave, as well as developing a carer-friendly workplace framework. Businesses can take steps now to assess and review their internal policies – particularly those that relate to flexible working arrangements and parental leave.

The paper also raises the issue of limiting fixed-term contracts and introducing a new objective test to determine who is a ‘casual’ worker.

This, together with the current labor shortage, is a reminder that now is the time to consider the workforce of the future and understand existing skills and capabilities – and gaps. This will help finesse recruitment strategies and cement learning and development plans. It can also help understand the make-up of the workforce, including how many casual employees are on the books, how many times have fixed-term contracts rolled over, and what procedures are in place to review ongoing casual and fixed-term arrangements.

If you are looking to renew or implement policies, VCCI employer members are reminded they have free access to our library of tools and templates via the Member Portal. Call our Workplace Relations Advice Line on (03) 8662 5222.

#3: Stop sexual harassment and empower your staff

The Federal Government has committed to implement the outstanding Respect@Work recommendations. Once implemented, regulators will be able to take action against businesses and individuals before an incident or risk occurs. This means if a business isn’t taking steps to proactively manage risks, they could be investigated and even prosecuted. Businesses can and should act now to assess, review, control and mitigate sexual harassment risks in the workplace.

VCCI Consultants have a simple practical program to help businesses proactively manage sexual harassments risks, demonstrate a commitment to creating a safe workplace, and empower staff to call out poor behaviour and risks. To learn more about the upcoming changes and actions to take read our article on mitigating sexual harassment in the workplace or call the Workplace Relations Advice Line on (03) 8662 5222.

#4: Get ready to bargain

Enterprise bargaining has been a hot topic of discussion. The Federal Government has made a commitment to consult with business and employee groups to understand how the system can be changed to enable smaller businesses access.

The Workplace Relations team negotiated over 20 agreements last year and continues to assist businesses. They have first-hand experience and insights to ensure you are prepared.

Taking time to understand industry trends and devise a strategy is a vital first step as is building a team to drive the negotiation. Whether you need assistance in the preparation, negotiation or approval process, our Workplace Relations Consultants and Advisors are on hand to help.

#5: Build and maintain a mentally healthy workplace

The duty to protect staff physical and mental wellbeing isn’t new. Businesses need to act now.

To support staff who are working remotely, in an office or on a hybrid model, businesses must proactively manage the mental health of staff and leaders.

Businesses need to manage mental health risks in the same way they manage physical risks. Managing mental health risks starts with an audit and includes several steps, including ongoing monitoring.

The Health, Safety and Wellbeing team has a comprehensive program available to help businesses assess, review, mitigate, and act now to prevent risks to mental health. For more information call (03) 8662 5222 or email hsw@victorianchamber.com.au.

How we can help

The Victorian Chamber has a team of Workplace Relations and Health, Safety and Wellbeing Advisors and Consultants. The team has an impressive background and a wealth of experience putting them in the best position to support your business. For more information on how VCCI can support your business or to access our consulting services call us today on (03) 8662 5222.