Introducing an unlimited annual leave policy to employees should be done in a clear and transparent manner taking into consideration the minimum requirements of the relevant award. This is a significant change and requires careful consideration and planning for any employer.
If implemented correctly, this is a great benefit to retain the current team and attract new people as well as demonstrating the trust you have for your employees.
As part of the secure jobs and better pay Fair Work Act (cth) amendments changes to flexible work take effect from the 6 June 2023. The scope of employees will widen to who can request for flexible working arrangements to:
From 1 May 2023, many awards will have updated rules on taking annual leave during a shutdown.
According to the Human Capital Management Institute, companies that invested one dollar per employee into wellbeing initiatives outperformed their competitors and experienced a 12% gain in productivity. The 9-day fortnight is one of the latest wellbeing initiatives gaining popularity and may soon be the difference between keeping and losing the best performing staff.
As a mental health and overall productivity-enhancer, it’s hard to argue that we wouldn’t all be better off if we worked less. Recruitment and training costs reduce too, with less turnover of staff and fewer sick days taken.
I know I should be having annual reviews with my team, but if I do won’t they all just ask for more money? This is a question we often get asked as HR professionals. If you conduct an annual review, does it set in mind of your team that they will receive a salary increase? Based on our experience, yes, this can be the case. So, if pay increases are not on the agenda, should you bother to do annual reviews at all?
Need Help with Your HR?