Tools & practices

Industrial relations isn’t just about legislation—it’s about navigating human relationships through change. From managing Drayton’s 1997 restructure to building Yancoal’s workforce and creating CleanCo’s unified culture, the key has been balancing technical excellence with human understanding. After fifty years, the lesson is clear: trust, respect, and genuine dialogue remain fundamental.

Picture Australia, 2005. John Howard’s government had just won control of both houses, and everything we knew about workplace relations was about to change. WorkChoices wasn’t just another law—it was a revolution that divided the nation. Some saw it as the dawn of workplace flexibility; others viewed it as an attack on workers’ rights. Either way, Australian workplaces would never be the same.

Remember 2009? As Australia shook off the GFC, something revolutionary happened in our workplaces. The Fair Work Act arrived, bringing a fresh approach to workplace relations. Gone were the complex rules of old, replaced by clear standards everyone could understand. It wasn’t just new laws—it was a complete rethink of how Aussies work together.

The Workplace Relations Act 1996 wasn’t just another law—it was the catalyst that transformed Australian workplaces forever. Gone were the days of phone book-sized awards and rigid rules about tea breaks. Instead, we entered an era where employers and employees could have real conversations about how to work together. It changed not just what we did, but how we thought.

Imagine Australian workplaces where your pay was set by a distant tribunal, down to the last detail—even what you’d earn for working in the rain. Then came the 1990s revolution: enterprise bargaining. Suddenly, workplaces could negotiate their own deals, marking a profound shift from the old “one-size-fits-all” approach to a new era of flexibility.

Before the Sex Discrimination Act 1984, Australian workplaces were a different world. Women could be legally paid less than men, job ads boldly stated “males only,” and pregnancy meant possible dismissal. Then, with one pioneering piece of legislation, everything changed. The Act didn’t just alter workplace rules—it revolutionised how we think about equality, fairness, and opportunity.

In today’s tight labour market, effective retention strategies require a sophisticated approach to total rewards that goes well beyond base salary. While competitive pay remains crucial, successful organisations recognise that modern retention demands a holistic approach combining meaningful benefits, clear career progression, and recognition programmes—all tailored to diverse workforce needs and expectations.

In today’s dynamic business environment, executive compensation isn’t just about competitive salaries—it’s about creating a comprehensive package that drives performance, ensures retention, and aligns with organisational goals. Modern remuneration strategies must balance market competitiveness, performance alignment, risk management, and stakeholder expectations while adapting to emerging trends in corporate governance.

The new right to disconnect legislation in Australia empowers employees to refuse work-related contact outside of hours unless reasonable. For employers, it’s more than compliance—it’s about fostering a balanced work environment. Review your policies, communicate clearly, and set expectations to enhance employee wellbeing, engagement, and productivity. Prioritise work-life balance to drive success.

Recent changes to Australia’s Fair Work Act have reshaped casual employment rules. The 2024 updates introduce an “employee choice pathway” for casual conversion, allowing eligible employees to initiate the process after 6 months (12 for small businesses). Employers must respond within 21 days, and new dispute resolution mechanisms are in place. The definition of casual employment now emphasises practical reality over contract terms.

Discover the key changes introduced by the Fair Work Legislation Amendment (Secure Jobs, Better Pay) Act 2022 and what they mean for Australian employers. Learn how to ensure compliance with new rules on pay equity, job security, enterprise bargaining, and workplace policies to foster a fair and legally compliant work environment.

Prepare for Success in Enterprise Bargaining

Before starting enterprise bargaining, evaluate its feasibility for your organisation. Engage key stakeholders early to align interests, define clear roles and responsibilities within your team, and conduct a thorough needs assessment. Anticipate potential conflicts by reviewing past data and preparing evidence to address objections confidently.