Keeping Up with Legislative Changes

For HR and recruitment teams, keeping up to date with changing legislation is a constant challenge. With new regulations being introduced frequently, it’s not just about knowing what has changed—it’s about making sure every single person in the organisation is informed, trained, and compliant. It’s a multifaceted process that requires diligent coordination, from updating learning modules to ensuring that every employee, from front-line workers to upper management, is aware of the changes.

Imagine the scope of this responsibility: legislation is amended or passed, HR teams must quickly grasp its implications, assess how it affects different roles, and ensure every team member is updated. Learning materials need to be revised or built from scratch, training sessions must be arranged, and completion of these sessions needs to be tracked meticulously. The risks of missing a step can be significant—from fines for non-compliance to fostering a workplace environment that could be open to disputes or legal action.

But the responsibility doesn’t stop there. HR must ensure that the entire workforce understands their rights and responsibilities under the new laws. This means providing not only the tools to learn but also ensuring there’s a system in place that tracks who has been updated, who needs follow-ups, and whether the training is making a difference. Managing the rollout of these updates is a time-consuming task, and with multiple roles and varying responsibilities, ensuring everyone is up to speed can feel like a never-ending treadmill.

WorkPro's Experience: Supporting HR Through Legislative Changes Since 2007

At WorkPro, we hear these stories every day. Our clients are constantly sharing their frustrations around staying current with regulatory changes, especially when it comes to workforce compliance. Since 2007, we’ve committed ourselves to supporting HR and recruitment teams through the ever-changing landscape of employment laws. We understand the burden HR teams face—worrying if everyone in the organisation has received the necessary training, the pressure of updating learning modules with little time to spare, and the immense challenge of tracking who has completed training, especially in larger organisations.

For nearly two decades, we’ve made it our mission to make this process easier. We’ve seen the strain HR departments endure and have built our platform to simplify workforce compliance. Whenever there’s a regulatory change, we’re here to support them—updating eLearning modules, rolling out tailored content, and ensuring that every update is not just another task on their to-do list but a seamless, stress-free part of their compliance strategy. Our long-standing relationships with HR professionals have given us deep insight into their needs, allowing us to develop solutions that directly address the pain points of compliance and regulation.

When new legislation, like the recent ‘Closing Loopholes’ laws, emerges, we take immediate action. Our team listens to industry feedback, monitors regulatory updates closely, and acts swiftly to ensure our clients are always one step ahead. It’s not just about keeping track of updates—it’s about ensuring HR teams can deliver these updates efficiently and with confidence, knowing their workforce is trained, compliant, and protected.

The Latest Legislation: Respect@Work and More

The Respect@Work laws, along with other legislative changes introduced under the ‘Closing Loopholes’ legislation, represent a significant shift in how Australian workplaces approach sexual harassment, discrimination, and workforce fairness. These changes are designed to ensure that all employees—whether they’re gig economy workers, casual staff, or permanent employees—have the right to a safe and respectful workplace.

So, where do these changes stand today? The Respect@Work amendments place a positive duty on employers to actively eliminate sexual harassment, discrimination, and hostile work environments. It’s no longer enough to react to issues; employers must now take proactive steps to foster a culture of safety, fairness, and respect.

Alongside the Respect@Work updates, there are new provisions for gig economy employees, protections against sham contracting, pathways for casual employees to transition to permanent roles, and the introduction of the Right to Disconnect—granting employees the right to ignore work communications outside of their working hours unless it’s unreasonable.

For HR and recruitment teams, keeping track of all these changes and ensuring employees are updated can be overwhelming—but that’s where WorkPro comes in.