HR Elements

𝗧𝗵𝗲 𝗙𝗮𝗶𝗿 𝗪𝗼𝗿𝗸 𝗖𝗼𝗺𝗺𝗶𝘀𝘀𝗶𝗼𝗻 𝗵𝗮𝘀 𝗽𝗿𝗼𝗽𝗼𝘀𝗲𝗱 𝗮 𝘄𝗼𝗿𝗸𝗶𝗻𝗴 𝗳𝗿𝗼𝗺 𝗵𝗼𝗺𝗲 𝗽𝗿𝗼𝘃𝗶𝘀𝗶𝗼𝗻 𝗳𝗼𝗿 𝘁𝗵𝗲 𝗖𝗹𝗲𝗿𝗸𝘀 𝗔𝘄𝗮𝗿𝗱 𝗮𝗻𝗱 𝗵𝗲𝗿𝗲'𝘀 𝘄𝗵𝗮𝘁 𝗲𝗺𝗽𝗹𝗼𝘆𝗲𝗿𝘀 𝗻𝗲𝗲𝗱 𝘁𝗼 𝗸𝗻𝗼𝘄.

A Full Bench of the Fair Work Commission has issued its decision in the Working from Home case (AM2024/34), widely seen as a test case, addressing whether employees should have a right to work from home under the Clerks Private Sector Award 2020.

The key outcome is that the Commission rejected the ACTU and ASU claim for a presumptive right to work from home, a right to request modelled on the National Employment Standards flexible working provisions, with a presumption in favour of approval. The Commission found that working from home arrangements are already widespread under the award and most requests are approved, so a presumptive entitlement wasn't warranted. Instead, FWC proposed a variation under the award allowing an employee to request, and an employer to agree to, a working from home arrangement, without any presumption either way.

Under the draft clause, an employee can make a written request specifying the day or days they propose to work from home, and if the employer agrees, the two can also agree to modify certain conditions, such as ordinary hours and the timing of rest and meal breaks, to suit the arrangement. Any agreement must be in writing, made without coercion, and kept as a time and wages record.

The Commission also noted it is possible the new clause could serve as a model for changes to other awards that apply to workforces where working from home is common, so this is worth watching even if your business sits outside the Clerks Award.

This is a draft determination rather than a final variation. Submissions on drafting issues are due by 17 September 2026, and the clause isn't yet in force, so the wording could still change before it's inserted into the award. Read the draft determination here:https://www.fwc.gov.au/documents/sites/am2024-34/am202434-draftdet-270826.pdf

Not sure how this impacts your organisation? Reach out to the HR Elements team. We're here to help you navigate these changes with confidence.

Zoe recently travelled to Brisbane for the Australian HR Institute (AHRI) Convention & Exhibition and came away with plenty to think about!

A few of Zoe's key takeaways:

𝟭. 𝗔𝗜 𝗶𝘀𝗻'𝘁 𝗷𝘂𝘀𝘁 𝗰𝗵𝗮𝗻𝗴𝗶𝗻𝗴 𝗵𝗼𝘄 𝘄𝗲 𝘄𝗼𝗿𝗸, 𝗿𝗮𝘁𝗵𝗲𝗿 𝗶𝘁'𝘀 𝗰𝗵𝗮𝗻𝗴𝗶𝗻𝗴 𝗵𝗼𝘄 𝘄𝗲 𝗹𝗲𝗮𝗿𝗻.
If we increasingly rely on AI to complete the basic tasks we once learned through doing, are we at risk of creating gaps in foundational skills across the workforce? It’s a reminder that capability development still matters even when technology can do the task for us.

𝟮. 𝗖𝗵𝗮𝗻𝗴𝗲 𝗱𝗼𝗲𝘀𝗻'𝘁 𝗮𝗹𝘄𝗮𝘆𝘀 𝗻𝗲𝗲𝗱 𝗮 𝗰𝗼𝗻𝘃𝗲𝗻𝘁𝗶𝗼𝗻𝗮𝗹 𝗮𝗽𝗽𝗿𝗼𝗮𝗰𝗵.
One of the ideas that stuck with Zoe was the value of counterintuitive thinking when approaching change. Sometimes looking at a problem differently can open up new ways to get people on board.

𝟯. 𝗧𝗿𝘂𝘀𝘁 𝗶𝘀 𝗺𝗼𝗿𝗲 𝗰𝗼𝗺𝗽𝗹𝗲𝘅 𝘁𝗵𝗮𝗻 𝘄𝗲 𝘁𝗵𝗶𝗻𝗸.
An activity around trust challenged her own assumptions about what it means to truly trust an organisation. Some of the things that can erode trust aren't always obvious. Some things that Zoe hadn't thought of as breaking trust include lack of direction, inaction and failing to follow through can all have an impact.

𝟰. 𝗘𝘃𝗲𝗻 𝘀𝗼𝘂𝗻𝗱 𝗰𝗮𝗻 𝗶𝗻𝗳𝗹𝘂𝗲𝗻𝗰𝗲 𝗵𝗼𝘄 𝘄𝗲 𝗳𝗲𝗲𝗹.
One of the more unexpected learnings was the impact sound can have on the nervous system, including reducing cortisol, increasing relaxation and helping build connection.

Four very different takeaways, but all a good reminder of how much people, capability, technology and the way we work together continue to evolve.

A great few days of learning, reflection and connecting with others across the HR profession. 💙

𝗠𝗲𝗻𝘁𝗮𝗹 𝗵𝗲𝗮𝗹𝘁𝗵 𝗳𝗶𝗿𝘀𝘁 𝗮𝗶𝗱 𝘀𝗸𝗶𝗹𝗹𝘀 𝗻𝗲𝗲𝗱 𝗿𝗲𝗳𝗿𝗲𝘀𝗵𝗶𝗻𝗴 𝘁𝗼𝗼 💚

MHFAiders are required to complete a refresher course to renew their accreditation for another three years. It's also a chance to refresh your knowledge, awareness and skills so you stay confident and ready to support your team when it matters most.

If you completed your original MHFA course a few years back, our refresher course is a chance to revisit the fundamentals and build on them with the latest guidance. It's just four hours but the impact lasts well beyond that.

📅 When: Friday 4 September 2026 | 12:30pm to 4:30pm
📍 Where: Council House, 27 St Georges Terrace, Perth
💰 Investment: $270+GST (discount applies for HRE Alumni)

Spaces are limited. Book your spot now via https://hrelements.com.au/mental-health-first-aid/ or send us a message at [email protected] to secure your seat.

𝗧𝗼𝗱𝗮𝘆 𝘄𝗲 𝘄𝗲𝗮𝗿 𝗷𝗲𝗮𝗻𝘀 𝗳𝗼𝗿 𝗴𝗲𝗻𝗲𝘀! 👖💙

We're taking part in Jeans for Genes Day, supporting the Children's Medical Research Institute's work into treatments and cures for children's genetic diseases.

This year, we're getting behind Anna Pitman's fundraiser, 𝟭𝟬𝟬 𝗦𝗸𝗶𝗽𝘀 𝗳𝗼𝗿 𝗔𝗱𝗲𝗹𝗶𝗻𝗲. Adeline lives with CDKL5 Deficiency Disorder, a rare neurological condition that causes severe epilepsy and developmental challenges. Like many families impacted by rare diseases, the hope is that ongoing research leads to better treatments, greater understanding and brighter futures for children like Adeline.

If you're able to, we'd like to encourage you to join the skipping challenge or donate to help push Adeline's fundraiser towards its $50,000 goal: https://fundraise.jeansforgenes.org.au/fundraisers/100skipsforadeline

Every contribution, big or small, makes a difference. 💙

𝗪𝗼𝗿𝗸 𝗼𝘂𝘁𝘀𝗶𝗱𝗲 𝗿𝗼𝘀𝘁𝗲𝗿𝗲𝗱 𝗵𝗼𝘂𝗿𝘀 𝗶𝘀 𝘀𝘁𝗶𝗹𝗹 𝘄𝗼𝗿𝗸

Aldi has agreed to a proposed settlement worth around $55 million to resolve a class action brought by the Shop Distributive and Allied Employees Association (SDA). The case affects approximately 32,000 current and former employees across Aldi's store and warehouse divisions.

The claim centred on alleged unpaid work performed before shifts officially started and after they finished, duties that employees say were required but not rostered or paid.

𝗪𝗵𝗮𝘁'𝘀 𝗯𝗲𝗲𝗻 𝗽𝗿𝗼𝗽𝗼𝘀𝗲𝗱: Aldi has already paid around $28.9 million to affected workers. Under the proposed settlement, a further $26.3 million will be paid, along with interest and a contribution towards legal costs, bringing the total to roughly $55 million. The settlement is subject to Federal Court approval and involves no admission of wrongdoing by Aldi.

This case is a reminder that if staff are required to complete tasks outside their rostered hours, whether its pre-start routines, safety checks, handover notes or closing procedures, that time is still work and it still needs to be compensated.

A few things worth checking in your business:
• Are employees completing any tasks before clocking on or after clocking off?
• Is this time actually being paid?

Not sure if your rostering and pay practices are compliant? Reach out to the HR Elements team, we're here to help you get it right.

𝗡𝗲𝘄 𝗲𝗺𝗽𝗹𝗼𝘆𝗲𝗲 𝗼𝗻𝗯𝗼𝗮𝗿𝗱𝗶𝗻𝗴: 𝘄𝗵𝘆 𝘁𝗵𝗲 𝗳𝗶𝗿𝘀𝘁 𝗱𝗮𝘆𝘀 𝗺𝗮𝘁𝘁𝗲𝗿 𝗺𝗼𝗿𝗲 𝘁𝗵𝗮𝗻 𝗺𝗼𝘀𝘁 𝗲𝗺𝗽𝗹𝗼𝘆𝗲𝗿𝘀 𝗿𝗲𝗮𝗹𝗶𝘀𝗲.

Some businesses put real effort into recruitment and then let onboarding happen by accident. A rushed first day, a scattered induction and no real check ins until something goes wrong. By the time issues surface, the new hire has often already mentally checked out.

The businesses that get retention right tend to treat onboarding as a structured process rather than a single event. It's about being intentional with the first few weeks so new starters feel confident, clear on expectations and genuinely part of the team.

We've put together a simple checklist to help you structure the first days of employment.

𝗦𝘄𝗶𝗽𝗲 𝘁𝗵𝗿𝗼𝘂𝗴𝗵 𝘁𝗼 𝘀𝗲𝗲 𝗶𝘁 𝗶𝗻 𝗮𝗰𝘁𝗶𝗼𝗻.

Want help building an onboarding process tailored to your business? Get in touch with the HR Elements team.

𝗧𝗿𝗮𝗶𝗻𝗶𝗻𝗴 𝗮𝗻𝗱 𝗱𝗲𝘃𝗲𝗹𝗼𝗽𝗺𝗲𝗻𝘁: 𝗶𝗻𝘃𝗲𝘀𝘁𝗶𝗻𝗴 𝗶𝗻 𝘆𝗼𝘂𝗿 𝗽𝗲𝗼𝗽𝗹𝗲 𝗽𝗮𝘆𝘀 𝗼𝗳𝗳.

It's easy for training to slip down the priority list when things get busy. But businesses that treat development as optional often pay for it in other ways, through higher turnover, skill gaps and disengaged teams.

Here's why it's worth the investment:

𝗦𝘁𝗿𝗼𝗻𝗴𝗲𝗿 𝗿𝗲𝘁𝗲𝗻𝘁𝗶𝗼𝗻: People stay where they can see a future. Training shows your team you're invested in their growth, not just their output.

𝗕𝘂𝗶𝗹𝘁-𝗶𝗻 𝗰𝗮𝗽𝗮𝗯𝗶𝗹𝗶𝘁𝘆: Upskilled teams handle change better. Fewer gaps when someone leaves or steps into a new role.

𝗕𝗲𝘁𝘁𝗲𝗿 𝗲𝗻𝗴𝗮𝗴𝗲𝗺𝗲𝗻𝘁: Supported employees show up differently. It shapes morale, motivation and how people work together.

𝗥𝗲𝗱𝘂𝗰𝗲𝗱 𝗿𝗶𝘀𝗸: In some industries, training isn't optional. Staying compliant protects your business as much as your people.

𝗧𝗵𝗲 𝗯𝘂𝘀𝗶𝗻𝗲𝘀𝘀𝗲𝘀 𝘁𝗵𝗮𝘁 𝗴𝗲𝘁 𝘁𝗵𝗶𝘀 𝗿𝗶𝗴𝗵𝘁 𝗱𝗼𝗻'𝘁 𝘁𝗿𝗲𝗮𝘁 𝘁𝗿𝗮𝗶𝗻𝗶𝗻𝗴 𝗮𝘀 𝗮 𝗼𝗻𝗲-𝗼𝗳𝗳. They embed learning and development into the way they operate, building a culture of continuous improvement that helps their people, processes and business adapt, grow and perform.

At HRE, we offer practical, tailored training and development solutions to help organisations build capability and support long-term success.

To explore our full range of training programs and see how we can support your team, visit https://hrelements.com.au/training-and-development/ or book a 30-min consultation with us at https://hrelements.com.au/book-free-consultation/