In today’s rapidly evolving Australian workplace, Employment Relations (ER) and Industrial Relations (IR) issues are no longer the sole domain of HR.
Managers are now expected to manage:
- Performance and conduct issues
- Complaints of bullying and harassment
- Workplace investigations
- Probation reviews and disciplinary actions
Without the right ER/IR training, managers can make costly missteps — exposing themselves and their organisation to claims, Fair Work applications, and reputational damage.
Why ER/IR Training for Managers Is Business-Critical
Too many businesses assume their managers can “learn as they go.” But that approach risks:
- Unfair dismissal claims
- Stop Bullying Orders
- Breach of Fair Work Act obligations
- Loss of team trust and culture
Training line managers in ER/IR gives them the tools to:
- Identify and resolve issues early
- Manage performance lawfully
- Conduct proper probation and misconduct meetings
- Understand what constitutes reasonable management action
What’s Changed in Workplace Conduct Laws?
Australia has seen a major shift in:
- Bullying and sexual harassment laws
- Workplace psychological safety standards
- Vicarious liability of managers under the Fair Work Act
Managers are often first responders when conduct issues arise — yet many lack formal training in:
- Procedural fairness
- Investigation principles
- Documentation and defensible decisions
Without training, managers can escalate a situation — or unintentionally become the subject of a complaint themselves.
Real-World Example: Mismanaged Performance Meetings
At ER Focus, we’ve worked with many Australian businesses navigating preventable claims.
One case involved a manager who ran a performance meeting solo, without HR. The meeting became confrontational and lacked documentation. The employee later lodged a Stop Bullying Order application with the Fair Work Commission (FWC).
The result?
- Negative media attention
- Distracted leadership
- Formal investigation
This could have been avoided with proper ER/IR training for managers.
The Importance of Understanding “Reasonable Management Action”
Many managers are unaware that performance management and feedback must meet the test of reasonable management action under the Fair Work Act 2009.
What that means:
- Action must be lawful, documented, and procedurally fair
- Tone and timing matter
- Feedback must be clear, not personal
- Failure to meet this standard is often the tipping point in:
- Bullying claims
- Adverse action applications
- Unfair dismissal cases
What Should ER/IR Training for Managers Cover?
Effective ER/IR training for line managers should include:
- Legal overview of ER/IR obligations under Australian law
- How to identify and respond to workplace bullying or harassment
- Running compliant performance and disciplinary meetings
- Handling probation reviews and underperformance
- Procedural fairness and investigation principles
- Understanding “reasonable management action”
- De-escalating conflict and documentation best practice
What Happens When You Don’t Train Your Managers?
- Unfair dismissal or stop bullying claims
- Mishandled performance management
- Inconsistent decisions across teams
- Legal and reputational risks
- Low employee trust and retention
Ready to Protect Your Business?
At ER Focus, we specialise in delivering practical, manager-focused ER/IR training that’s legally sound and easy to apply. Whether you’re a business owner, HR leader, or operational manager, we’ll equip your leaders with the tools they need to lead with confidence — and compliance.
What You Get:
Customisable in-house or online delivery
Role-play and real scenarios
Legal insights explained simply
Guidance on Fair Work compliance
Book ER/IR training for your managers today with David Haydon at ER Focus.
Contact ER Focus or email david@erfocus.com.au
Disclaimer
This article is for general information purposes only and does not constitute legal advice. For tailored support on HR compliance and ER/IR training, contact ER Focus or consult with a qualified employment law expert.