The Federal Government is proposing to set limitations on fixed-term contracts.
Concerns have been expressed about the misuse of fixed term contracts in particular where it is seen to extend the probationary period or where a contract continues to be extended.
While there are situations where fixed term contracts are being improperly used, there are also many organisations that rely on fixed term contracts due to nature of their business and funding which do not allow for longer term employment engagements to be considered or justified. Charitable organisations (where fixed term contracts are linked to funding grants) and contracts that are fixed to align with commercial contracts are two key examples.
It is anticipated that the Government may introduce legislation limiting the number of consecutive fixed term contracts that an employer can offer for the same role. For example, contracts may be limited to 24 months’ total duration, subject to some exceptions for specific scenarios that might be negotiated once the reforms are tabled.
It is not yet clear what consideration will be given to maximum term contracts. These contract arrangements vary from fixed term arrangements as they permit either party to terminate the contract early with notice where a true fixed term contract is not able to be terminated prematurely with notice.
If you need any assistance, do not hesitate to get in touch on 1300 1 OUR HR (68 747)
In the current climate giving an additional week’s personal leave upfront may just get the candidate across the line.
What we know right now is that Covid will likely hit every business in the near future and employees know they will need personal leave to cover when they need time off work due to illness.
Thinking outside the box is not a new thing for business, but the speed and regularity of having to do so is moving more quickly than ever, in line with the rapid changes of the epidemic this weary world now faces.
As we begin the New Year facing such enormous staff shortages, what can business do that may have an impact on a candidate moving to your business? Personal Leave is an important entitlement that so many of us have appreciated over the years. We feel secure knowing if we get sick, or we need to care for our loved ones, we will have our accrued personal leave we can rely upon. This is leave that we accrue over time, and after 12 months we have accrued 10 days personal leave, which continues to accumulate year to year. It instils confidence knowing there is accrued leave waiting for you just in case you need it.
Now with the rapidly increased rates of Covid and the sweeping likelihood of getting it we know we are going to need our personal leave. However, what happens when you start a new job and have no accrued leave to fall back on? You start afresh, and you commence accruing leave all over again. It starts to beg the question for employees, “Why would I leave this job knowing I have accrued personal leave in my current role and to start a new job and I will have no sick leave to rely upon when I get sick with Covid?” Which with the current rates, is very likely?
What if you could offer them some of that security? The idea of offering 5 days personal leave upfront to your new starter may just make a difference to them coming to work for you. It may be the difference between a ‘No’ or a ‘Yes’ when you offer employment to your candidate. For someone on a base of 60K per year, it represents just over $1150 for the week.
Quite simply, you provide a type of insurance to the employee, a bit of a safety net that may help them to cross the line and accept a role with you.
Employing people right now is exceedingly difficult and we all know that. Thinking about innovative ideas to help you secure staff is something you cannot afford not to do.
As the New Year is now upon us Our HR Team will continue to look at ways, we can make positive contributions for your business.