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Compliance is a big issue. Why? 

Fair Work Ombudsman estimated 29,000 instances of non-compliance reported

Within this, the types of non-compliance are varied, from underpayment of wages, mismanagement of fatigue, unpaid training and extensive overtime hours being administered without the related penalty rates being applied.

Why do businesses struggle with compliance?

Lack of formal processes or inadequate technology is causing the oversight of regulations.  Complex Australian laws and how they are applied in different industries are factors.

Decisions are often being made outside of the HR arena or without an HR team to consult

Workers who’re fatigued can put themselves in danger and those without current qualifications and training to undertake the job at hand can leave a business exposed to large fines.

Employee mental and physical wellbeing in creating work/life balance to protect employees. The benefits of this go beyond complying with workplace regulations but can increase engagement and productivity, lead to greater job satisfaction and build stronger retention rates.

For it to become innate to a company it must be governed by workplace policies and workforce management practices which ensure employees are treated fairly.

How can business owners prevent compliance issues arising?

Automating workflows is part of the compliance discussion it assists organisations with compliance as well as employee wellbeing practices. Technology automates workforce management tasks, such as scheduling time and attendance, to ensure employees aren’t worked to exhaustion or without relevant qualifications. For this reason, it mitigates the risk, and costs, of non-compliance. EzHrPay helps organisations gain greater visibility across their business to ensure their employees are operating in a safe environment and to help them remain compliant with current Australian labour laws.

Cases being investigated are often related to issues such as overtime hours, fatigue management, adequate safety equipment and training, wages and expired or non-existent qualification documents. These types of requirements are often more relevant to shift workers, in industries such as retail, healthcare, manufacturing, construction, logistics, transportation, and hospitality.

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