Constructive Legal Solutions
When you need legal advice, you may feel anxious or apprehensive about a situation that you do not fully understand or find intimidating.
That is why it is important to connect with people who have the depth and knowledge of legal matters to put your mind at ease.
Our Legal team have the acumen to listen first, and then demonstrate their experience and knowledge in formulating a solution for your situation.
Your legal team deal with complex commercial matters everyday. They are responsive, approachable and offer constructive legal advice, without all the jargon.
We view our clients’ issues holistically, always delivering expert guidance and specialised pragmatic and proactive solutions.
We also understand the importance of managing costs. For your peace of mind and cost certainty, we provide a fixed-fee model for a majority of our legal services and competitive hourly rates for others.
Our portal for long term support
The Business Solutions Hub provides a range of resources to help you manage your business with confidence and clarity.
Suite of manuals and handbooks
Processes and policies all in one place
Editable employment contracts
On demand and simple to use
Policies, contracts, position descriptions and more
We simplify the process for you
Get the basics right
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Our team has experience working within a number of industries, sectors and businesses including startups, in growth phase, or those looking to consolidate for exit.
Construction & trades
Hospitality & tourism
Frequently asked questions
Have questions? We are here to help.
Unpaid parental leave is dependent on how long the employee has worked for you and whether their partner is also taking parental leave from their employer.
If the employee has been with you for at least 12 months at the expected date of birth of the baby, they are untitled to take up to 12 months off on unpaid parental leave. If their partner is also taking parental leave, up to 8 weeks can be taken at the same time. This 8 weeks is known as ‘concurrent leave’.
An employee can assess paid parental leave if they pass the primary carer test, work test and income test. The employee can apply to the Department of Human Services (Centrelink) for payments during this time. If they would like, you can also pay their accrued annual leave to cover some of the leave period. Note: sick and carers leave cannot be paid during this time.
There are additional changes to paid parental leave that are coming through a Bill that was passed in March 2023.
These changes will come into effect and apply to employees who have babies on or after 1 July 2023.
Parental Leave Pay and Dad & partner pay will be combined into a single 20-week pool of leave from 1 July 2023. Both parents can decide how they want the leave taken and how they will split it amongst themselves. The leave must be used within 2 years of birth/adoption.
Instead of just a single income threshold, there will now be a household income threshold of $350,000 for households to be able to access this leave.
Business Solutions Hub is by your side. Subscribe today and keep up to date with changes as they arise.
Current legislation allows employees such as those dealing with caring responsibilities, disabilities or over 55, to request flexible work arrangements after 12 months of continuous service (excl. casuals).
The following key amendments are to deter refusals and encourage genuine discussions between employer and the employee:
- Amend procedure to include new requirements for employers to genuinely try to reach agreement.
- New requirements for employers to provide detailed reasons for refusal plus information on alternative arrangements.
- New dispute resolution processes, such as mandatory arbitration (including orders from the Fair Work Commission to the employer to grant the request or make other changes to accommodate the employee’s circumstances).
- Extended application of current civil penalties to breaches.
These changes expand the operation to enable an employee who is experiencing family and domestic violence to also access Flexible Workplace Arrangements.
These changes around Flexible Workplace Arrangement only come into effect on 6 June 2023. This gives businesses time to prepare. In the next few months you should be reviewing your current practices for considering and responding to requests for Flexible Workplace Arrangements and include updating or implementing policies or procedures on Flexible Workplace Arrangements to ensure they align with the new changes.