Employers who want to promote themselves as a values-based organisation risk employee disengagement and reputational damage if they then don’t then live up to their promises. Employees choose to join or leave an organisation for a myriad of reasons, and a lack of authenticity on the part of the organisation or individual members of the leadership team is a significant contributor. Employee expectations have been changing for many years, and it is no longer sufficient

A recent decision of the Fair Work Commission (FWC) highlights the importance of accurately documenting the redundancy processes, including any alternative offers of employment. In the case before the FWC, the employer had followed what on the surface appeared to be a sound process, including engaging in consultation with the effected employee regarding alternative roles that could be made available. During the consultation process, the employee indicated clearly that the roles being discussed were not

There is never a time when it is appropriate to terminate the employment of an employee without giving them natural justice.  Even where it appears that there is nothing the employee might be able to say that would change the situation, you are required to give them the benefit of a fair process. That is, at the very least, you must give them an opportunity to explain and you must genuinely consider what they tell

Unfortunately, there is no stock answer to this question.  Being stressed by the process or the potential consequence of not improving performance is certainly not sufficient enough reason to stop a performance management process. However, it is a red flag that you should ensure the employee has support through the process such as access to an EAP. To decide if you should stop the process or not, ask yourself the following questions: Does the person

People are the best asset to a business, therefore attracting, recruiting and retaining the right people is critical to business success. This is easy to say but often very difficult to achieve. However, the challenge becomes more manageable if employers take the time, prior to commencing a recruitment process, to clearly define the skills and competencies which are required for the vacant position.   Recruitment which is focussed on the clearly identified skills and competencies is