Author: Joe Murphy

We’ve rolled out a new set of features in HR Command designed to make managing your workforce, or your clients’, simpler, faster and more defensible. Here’s what’s new: ✅ Candidate […]

On-demand replay: Australian workplaces are navigating a new layer of complexity. From the rapid integration of AI into day-to-day operations to the growing regulatory focus on psychosocial risk under WHS […]

What Is the Amendment? The Minns government has now legislated a major shift in work health and safety laws relating to the use of digital tools in the workplace and […]

ANZ HR Events Calendar 2026 | HR Command ANZ HR Events Calendar 2026 | HR Command All confirmed HR, L&D and people & culture events across Australia and New Zealand. […]

Direct from the Source: Navigating the New NSW Long Service Leave Guidance with NSW Industrial Relations With a piece of legislation as established as the Long Service Leave Act 1955, you […]

Ahhh Valentine’s Day.
That annual reminder that beneath your crisp business attire, you still have feelings. Questionable ones. Feelings that make people think a heart-shaped chocolate is a good idea in a professional setting.
It’s also the day when someone’s awkward lunch date turns out to be a colleague, someone sends a “cheeky” message they absolutely should not have sent, and HR quietly clears their calendar for next week.

Bereavement leave in Australia is more than a legal entitlement. It is a critical moment where workplace reasonableness and empathy must come together. This article explores how employers can respond compassionately and lawfully when employees experience loss, balancing operational needs with human understanding. We outline practical steps for managers, HR teams, and business owners to create supportive policies that respect grief, encourage open communication, and build a culture of genuine workplace empathy.

The Zac Lomax legal dispute highlights the risks hidden in employment contracts. Learn what Australian employers must know about restraint clauses.

A recent decision of the Fair Work Commission highlights the risks of treating emotional or ambiguous text messages as resignations. In this case, the Commission found that an employer acted prematurely by accepting a frustrated employee’s messages as a resignation without allowing time for clarification. The ruling reinforces that resignation requires clear intent, proper confirmation, and fair process — and that missteps can expose employers to dismissal claims.