Support with
Workplace Relations

Industrial relations are constantly evolving, making compliance challenging. Our experienced team will help you stay up-to-date with the changes to avoid costly repercussions.

  • Naveen Raghavan
    Naveen Raghavan

    Workplace Relations Consultant

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  • Saraswathy Varatharajullu
    Saraswathy Varatharajullu

    principal lawyer

    Read Bio
  • Zach Galea
    Zach Galea

    Human Capital Management Lead And Business Development Manager

    Read Bio

Areas of workplace relations

  • health-safety-ic Modern Award interpretation
  • discrimination-harassment-ic Employee entitlements
  • workplace-investigations-ic Enterprise Agreements
  • termination-redundancy-ic Discrimination and harassment
  • employee-contracts-agreements-ic Workplace health and safety
  • workplace-diversity-inclusion-ic Conflict resolution
  • workplace-training-development-ic Workplace Diversity and inclusion
  • performance-management-ic Termination and redundancy
  • industrial-action-strikes-ic Workplace training and development
  • workforce-planning-restructuring-ic Workplace investigations

Businesses we have supported

  • neca-logo
  • neca-edu-careers-logo
  • dia-logo
  • midsumma-logo

Benefits of working with Business Solutions Hub.

  • We are by your side every step of the way. A local team of workplace relations specialists who understand the pressures of small to medium sized business
  • We take the complexity out of workplace compliance and help you keep up to date with the constant changes
  • Stay compliant with best practice policies
  • Avoid expensive underpayment claims made by employees
  • Flexible delivery options, from simple telephone and email support to on-site consulting for more complex workplace issues
  • Access to a range of workplace relations resources through the Hub subscription to help you run your business

Workplace relations resources at your finger tips

To support your business, you can have access to a range of resources to help you manage your business with confidence and clarity

Workplace policy handbook

Workplace policies all in one place

Editable templates

Policies, contracts, position descriptions and more

Modern awards

Interpretation of wages and entitlements


Labour calculator and travel and fares calculator


Drafting, tailoring and implementation

Free Download

Keep up to date with the changes to Industrial Relations Laws 2023

Download our Guide download-ic

See what our customers say

"John is a great person to work with. He identified efficiently and effectively revenue and cost leakage and problems within the structure of our business He provided options and pathways through unique methods to rectify and reposition our company’s trajectory with manageable growth using realistic and organic timelines."
Adriano Acquaro

Auslink Working Solutions

"The Workplace Relations Consultant was able to sort out all the questions I had, and now we have a very clear direction of where we are heading with our HR issues."
Martine Poulain

Interior Fitout Association

"Well done to the team for putting this Employer Guide document together whilst dealing with the mayhem that we are all experiencing at present. Please pass on my sincere thanks on behalf of the industry to the whole team for their efforts, well done and much appreciated."
Jason Allen

Director, SKS Technologies

"Thank you for this information and all your hard work in keeping us informed of the most current Workplace information."
Isabelle Smith

WHS/HR Manager of Prime
Electrical & Data Services Pty Ltd

"Thank you so much for all this information. In such a challenging time, it’s so nice to be able to have your helpful advice so I can make the right decisions for our company and our employees."
Angela Sevoir

Accounts, RANS Electrical

"I had a browse through this platform, what a fabulous tool! The dashboard is very simple to navigate and will be a great platform for businesses that don’t already have a robust HR SharePoint or intranet dashboard internally."
Drew Monkhouse

General Manager, Equans


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.