Enterprise Bargaining is a form of change management. It is strategic, not tactical, and about how much the rise in wages is over the next three years. These sessions (the longer working with your Enterprise Agreement) start at the long-term change you wish to develop through bargaining to align your business with its future needs.

We will provide you with examples, templates and guidance notes to help navigate the tricky world of psychological hazards.

Workplace law is eloquent in creating organisational clarity in how to best manage and align behaviours with the purpose and values of your organisation.

Employment, workers’ compensation, discrimination, surveillance, industrial relations, contract and privacy law are all drawn into a meaningful and eloquent armoury of tools for preventing and managing ill-health and promoting good health within an organisation.

Perhaps the most difficult part of managing people is understanding what drives complex conduct and performance issues. This interactive session examines what drives good performance, examines complex behaviours, the complexity of mental health, and offers simple pathways to prevent and manage risk legally, sensitively and generously.

When a serious incident occurs, most organisations don’t have a practised, thoughtful, deliberate, and wellbeing-based method of managing it. The result is psychological, cultural, reputational, productivity, and quality damage, along with prosecutions that could land you in gaol.

A bespoke court drama that engages your employees examining people and safety risk in your organisation. The lessons you learn will never be forgotten.

We are living in a time of dramatic change. This is reflected in a need for new skills, products and services, and novel challenges about how and when people work. Too often the pace of change outstrips the capacity and structure of an organisation.

Workplace law imposes legal obligations on the leaders and decision makers within an organisation. This session explains clearly what those obligations are, who is responsible, the risks of breach, how to manage them, and what is the appropriate reporting and decision-making infrastructure for the executive and board of an organisation.

Workplace investigations are required where an employee breaches the legal and business requirements governing conduct.