The Fair Work Amendment (Paid Family and Domestic Violence Leave) Bill 2022 has introduced a new National Employment Standard (NES): 10 days paid family and domestic violence leave in each 12-months period for all full-time, part-time and casual employees.
This entitlement will replace the current 5 days unpaid family and domestic violence leave as of 1 February 2023 (for businesses with 15 or more employees) and as of 1 August 2023 (for small businesses with less than 15 employees).
You are not required to issue new employment contract to reflect this change. However, we recommend putting in place a Family Domestic Violence Leave Policy or updating your current Leave Policy to ensure clear expectations and process.
It’s Monday morning, I grab a coffee and get to my desk full of anticipation as I open my email, SEEK and LinkedIn Recruiter and various other social media accounts and recruitment platforms. I spent the week prior working on the job adverts making sure they accurately reflect the company’s culture, sharing them on social media, talking to the team and other clients about the vacancies and thinking intensely about where the ideal candidate may be currently working, what else do they do outside of work and which channels could get me to them.
After the past 2 years, I am no longer surprised to find 2 unsuitable applicants sitting in SEEK, 1 request from more information and 2 rejections saying that the salary is too low out of the dozens of candidates I approached.
I look at industry networks and associations, career pages, competitor websites and visa sponsorships. I commit to cover every centimetre of the internet.
I make a list of “giveaways” to present to my client:
I make another list with recent market statistics and what these mean for my client:
Competition is though, it’s a candidate market (still!).
An admin role is not just an admin role and $50k salaries are off the table, off the market – just off!
Salary growth will continue to pick up.
Surely you can put up with a couple of “s” missing and an Italian accent for that candidate with that Degree you really wanted and a salary expectation lower than your budget!
Then I get on the phone with that one person who wanted more information about the role. And the conversation goes pretty much like this: