Protect your business by outsourcing your HR services.
Running a small business in Australia means wearing many hats and, HR is often one of the hardest to manage. Without the right policies, even a single workplace issue can escalate into disputes, Fair Work claims, or costly legal fees.
That’s why every business, no matter the size, should have clear HR policies in place. They protect your business, provide consistency for staff, and demonstrate compliance with Australian workplace laws.
1. Bullying and Harassment Policy
Why you need it
Workplace bullying and harassment claims are one of the fastest-growing risks for employers. The Fair Work Commission can issue stop-bullying orders, and businesses can be fined under Work Health and Safety laws if they don’t act.
What to include
- Definition of bullying and harassment (including sexual harassment)
- Reporting process for employees
- How complaints will be investigated
- Consequences for breaching the policy
How our outsourced HR services can assist
We help you implement a clear and compliant bullying and harassment policy that aligns with current Fair Work and WHS legislation. Our consultants can conduct independent investigations, provide impartial advice, and guide you through the correct process to resolve issues early — preventing them from escalating into formal claims or disputes.
2. Code of Conduct
Why you need it
A code of conduct sets behavioural standards. It helps managers deal with misconduct consistently and gives employees clarity on what’s expected.
What to include
- Professional behaviour at work and online
- Respectful workplace standards
- Use of company property and technology
- Conflict of interest guidance
How our outsourced HR services can assist
We work with you to develop a tailored code of conduct that reflects your company culture and complies with workplace legislation. Our team can also train your managers on how to apply it consistently, ensuring fair treatment and reducing the risk of conflict, misconduct, or employee grievances.
3. Leave and Absence Policy
Why you need it
Confusion around personal leave, annual leave, and carer’s responsibilities often leads to disputes. A clear policy ensures compliance with the National Employment Standards (NES).
What to include
- Types of leave available under the Fair Work Act
- Notice and evidence requirements (e.g. medical certificates)
- How leave is requested and approved
- Managing excessive or unauthorised absence
How our outsourced HR services can assist
We ensure your leave and absence policies are compliant with the Fair Work Act and tailored to your business operations. Our consultants provide clear guidance on employee entitlements, help you manage complex leave situations, and ensure accurate record-keeping — protecting your business from potential claims or compliance breaches.
4. Disciplinary and Termination Policy
Why you need it
Procedural fairness is critical. Mishandling a disciplinary process can result in an unfair dismissal claim, even if the misconduct was valid.
What to include
- Step-by-step disciplinary process
- The right for an employee to bring a support person
- Escalation from warnings to termination
- Clear documentation and record-keeping requirements
How our outsourced HR services can assist
We provide expert guidance through each step of the disciplinary and termination process to ensure full compliance with employment law and procedural fairness. Our independent HR support helps you make well-documented, objective decisions that reduce the risk of unfair dismissal claims and protect your business reputation.
5. Work Health and Safety (WHS) Policy
Why you need it
Every employer has a legal duty to provide a safe workplace. A WHS policy shows how risks are identified, managed, and reported.
What to include
- Roles and responsibilities for managers and employees (see article on Directors’ WHS responsibilities)
- Risk assessment and hazard reporting procedures
- Emergency procedures
- Mental health and wellbeing considerations
How our outsourced HR services can assist
We can review your WHS policy, identify compliance gaps, and help implement effective systems that support a safe workplace. Our team assists with risk assessments, reporting frameworks, and training so you can meet your legal obligations while protecting both your employees and your business from avoidable harm or penalties.
6. Equal Employment Opportunity (EEO) Policy
Why you need it
Discrimination and equal opportunity issues can expose businesses to significant legal and reputational risks. An EEO policy reinforces your commitment to fairness and inclusion.
What to include
- Statement of zero tolerance for discrimination
- Guidelines on recruitment and promotion
- Training and awareness commitments
- Complaint handling process
How our outsourced HR services can assist
We help you create and maintain a workplace culture built on equality, fairness, and respect. Our consultants develop EEO policies that comply with Australian anti-discrimination laws and provide practical tools for fair recruitment, promotion, and complaint handling — reducing the risk of legal action and strengthening team morale.
Why HR Consultants are more cost effective than employment lawyers
Employment lawyers often charge high hourly rates for reactive advice once a workplace issue has been escalated. HR consultants provide:
- Proactive risk prevention through policies and training
- Practical support for implementing and managing policies
- Cost-effective expertise at a fraction of the price of legal services
Final Thoughts
Having clear HR policies isn’t just about ticking a compliance box — it’s about protecting your business, your people, and your reputation.
If you’re a small business owner and don’t know where to start, engaging an experienced HR consultant can save you time, money, and unnecessary legal risk.
Need advice?
For a complimentary workplace investigations procedural fairness consultancy discussion, contact David directly.
David Haydon
Workplace Investigations Consultant
Disclaimer. This article provides general information only and is not intended as legal advice. Every workplace matter is different, and employers should seek professional advice tailored to their circumstances. ER Focus is not a law firm. Where legal advice is required, we work with trusted employment lawyers and can assist in making referrals.