Your people and culture checklist

 

2023 and 2024 saw rapid and wide-ranging changes to the employment relations landscape, thanks to the Closing Loopholes laws, with legislative change set to continue into 2025. To help your organisation stay ahead and ensure compliance, we’ve identified some key focus areas to address this year.

 

Prevent Payroll Non-Compliance

In January 2025, the long-awaited wage theft penalties came into effect, introducing the risk of imprisonment and significant fines for non-compliance – making it more critical than ever to meet the requirements. 

• Conduct an audit of your payroll practices to check you are operating in line with the new legislation.

 

Invest in Organisational Culture

Poor leadership practices and workplace culture are among the most common psychosocial risks in organisations. At Azuhr, there has been a noticeable increase in workplace investigation requests from our clients, highlighting the risks of unresolved cultural issues. Investing in strong leadership and a healthy workplace culture is not just beneficial but essential in mitigating these risks and maintaining a productive, compliant, and engaged workforce.

• Conduct a culture review to assess team behaviours, mitigate risks, and enhance workplace culture.
• Deploy an Engagement Survey to get valuable data-driven insights to strengthen culture, boost retention, and drive performance.

 

Conduct a Training Needs Analysis

“Hiring freeze” seems to be the CEO catch phrase for 2025. With limited hiring budget and headcount, the majority of future skills will have to be taught not bought. Among the key skills are digital literacy, ability to use AI, change management and cultural awareness – all of which are highly teachable.

• Perform a training needs analysis to identify skill gaps, prioritise development, and plan a targeted training calendar.

 

Build an AI-ready workforce

AI isn’t just coming – it’s here. Increasing use of AI at work is being adopted as a way to manage  rising costs, with companies now incorporating AI-usage targets into their KPIs. While AI can offer efficiency and innovation, its integration also poses potential risks, which can undermine employee trust, create legal and ethical challenges, and disrupt workplace culture.

• Update your policy suite and ‘Ways of Working’ to integrate AI, ensuring your workforce is using and benefitting from the AI tools safely and effectively.

 

Understand psychosocial hazards

Psychosocial hazards can be difficult to navigate and understand, as their impact on employees’ mental health may not always be immediately visible. Robust risk assessments, clear controls, and ongoing support systems are essential in identifying these hazards and ensuring a healthier, more productive workplace. By addressing psychosocial risks, organisations can enhance employee well-being, reduce absenteeism, and foster a positive work environment.

• Review your current controls and risk assessments to ensure they are effectively identifying psychosocial hazards and addressing emerging risks.
• Check you have clear channels of communication for your workforce to raise concerns in a safe environment.
• Train your leaders to identify and address potential risks early, provide appropriate support, and model positive behaviours that promote mental well-being.

 

Prevent Sexual Harassment

Following the landmark Respect@Work report, Australian employers are now required to take proactive steps to eliminate sexual harassment, sex discrimination, and other unlawful conduct, rather than simply reacting after an incident has occurred. Preventing sexual harassment is essential for fostering a safe and respectful workplace.

• Deploy regular training to your workforce to raise awareness of appropriate behaviour and the effects of inappropriate conduct.
• Ensure you have a robust complaints handling process.
• Review your policies and existing measures to ensure they are clear, effective, and aligned with current best practices and legal requirements.
• Consider your additional responsibilities if you have operations in Queensland.

 

Develop an Industrial Relations Strategy

If there’s one thing that the recent Qantas and the recent Sydney Trains disruption has taught us, it’s that you can never be too prepared for enterprise agreement bargaining. At Azuhr, we have noticed an increase in our support of larger clients to build out their industrial relations strategy.

• Review your industrial relations strategy to align with the changes to industrial relations law and reflect best practice.

 

If you would like HR advice, training or support to ensure you are ready to tackle 2025, please contact us at Azuhr.com or on 1300 909 819.

 

Peitra Moffat	Gabrielle Puzey
Managing Director Azuhr [email protected]	HR Consultant Azuhr [email protected]