Millie Peck

Australia’s rules for preventing psychosocial hazards at work mean that companies need to focus on their employees’ mental well-being more than ever. For managers, this is both a challenge and an opportunity to create a healthier, happier workplace. Understanding Psychosocial Hazards Psychosocial hazards are things at work that can cause mental or social harm. These […]

As we adapted to changing work dynamics in recent years, Australia took significant steps to enhance flexible work arrangements empowering employees seeking flexible arrangements. The Fair Work Legislation Amendment (Secure Jobs, Better Pay) Act 2022 introduces crucial amendments to requests for flexible work arrangements. These changes have introduced added complexity to reviewing requests, particularly where

The 2023 FIFA Women’s World Cup, held on home soil, saw an extraordinary display of resilience, determination, and teamwork from the Australian Matildas. The impact of their remarkable journey is still fresh in our memories as we watch this inspiring group of women prepare for their next major challenge – the 2024 Olympic Games. Their

Over the past six months, I have had increasingly regular client conversations about psychosocial hazards. Broadly defined as any hazard with potential to cause psychological harm, rapid technology advances and a seismic shift in the way we work has certainly intensified this. Arguably, these factors have also given rise to a new breed of psychosocial

With the end of financial year approaching, employee performance reviews are in full swing for many organisations. Performance reviews have long been a feature in the annual calendar of many businesses, intended to provide feedback, assess employee contributions and identify areas for improvement. However, it is not a fool-proof process, and if done poorly, the

It goes without saying that hybrid work arrangements are here to stay, with many organisations embracing them, across various industries and sectors, where possible and practicable. Having the privilege of working with many clients as an HR Consultant, it has become evident to me that while the hybrid world offers an array of benefits, it

As discussed in our recent post Positive duty to prevent sexual harassment – what do employers need to do?, the upcoming changes to the Anti-Discrimination and Human Rights Legislation Amendment (Respect at Work) Bill will impose a positive duty on employers to prevent sexual harassment in the workplace.   Prevention plan Part of Azuhr’s recommendations

As Human Resources & Employee Relations consultants we often get called upon to conduct independent workplace investigations into allegations of misconduct, bullying, discrimination, or sexual harassment. Organisations may choose to engage an external investigator in these circumstances for several reasons, rather than conduct the investigation internally. A failure to conduct the investigation in a timely

There’s a new ballgame in town. The changes to the Anti-Discrimination and Human Rights Legislation Amendment (Respect at Work) Bill impose a positive duty on employers to prevent sexual harassment in the workplace. While historically employers have always had an obligation to prevent sexual harassment by taking all reasonable steps – this shifts the focus

With the recent introduction of a bill to parliament, that if passed, will insert 10 days of paid family and domestic violence (FDV) leave into the NES, there have been a lot of conversations around FDV leave. While conversations about leave provisions are valuable, in the Domestic Violence Service Management insights paper – it is