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?
An Employee Assistance Program (EAP) is a workplace-based program that provides employees with a range of services designed to support their well-being and address personal and work-related issues that may affect their job performance, health, and overall quality of life. An EAP is usually offered as part of the overall benefits package and is intended to help employees cope with a variety of issues, including stress, anxiety, depression, substance abuse, financial problems, legal issues, and relationship problems.
Salary benchmarking is a useful tool to add to your salary review process to ensure your business remains competitive in the market. The data from salary benchmarking will help to retain your team members by ensuring salary is paid at a competitive market rate and helps to ensure the team is paid equitably.
There have been changes to the Workplace Sexual Harassment laws from the 6 March 2023 where the new provisions expand protections to the Fair Work Act (cth) 2009 prohibiting and/or banning sexual harassment in connection with work including in the workplace.
Attracting and retaining employees is important for businesses, especially within the current recruitment market. Employees are requesting flexibility and businesses need to consider this to remain competitive.
Here is our guide on the important steps to take when creating individual flexibility arrangements for your employees:
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