Compliance, GRC & HR Blog

Quick Answer: A performance management system can empower employees in six practical ways: goals they help set and can see, feedback from more than one source, engagement surveys that actually change something, learning and development plans tied to real progression, improvement plans run fairly, and reviews that are a conversation rather than a verdict. Empowerment […]

Quick Answer: Almost every Australian organisation needs some form of GRC training in your organisation, but not the same amount and not for the same reasons. The honest test is not whether you are large enough. It is whether you could show, today, that the people making decisions about governance, risk and compliance were equipped […]

Quick Answer: The five components of workplace compliance training that decide whether it works are leadership and culture, training people will actually complete, coverage of the right topics for the right roles, accessibility for every worker including shift and field staff, and technology that produces a record. The fifth is the one most often treated […]

Quick Answer: The compliance risks in Australia that changed in 2026 are led by two that both commenced on 1 July 2026: Payday Super, which requires employers to pay superannuation at the same time as salary and wages, and AML/CTF Tranche 2, which brings lawyers, accountants, conveyancers, real estate professionals and precious metals dealers under […]

Quick Answer: To mitigate the risk of non-compliance, work through seven steps: recognise where your real exposure sits, accept that the law applies regardless of your size or location, build training and policies as your reasonable steps defence, apply the ‘your honour’ test to decisions, make sure people can identify, report and resolve incidents, hold […]

Quick Answer: Managing work health and safety risks as a supervisor means working through four steps: identify the hazards, assess the risks, control the risks, and review the controls. What changes for a supervisor is not the method but the position. Supervisors are almost never officers under the work health and safety laws, so they […]

Quick Answer: The risks when working alone fall into four groups: an injury or medical event with nobody to help, violence or aggression with no backup, environmental and travel hazards away from a fixed site, and psychosocial harm from isolation itself. The fourth is the one most often missed, and it carries the same work […]

Quick Answer: A working alone risk assessment identifies where a worker could be left without help, and what you have put in place so they can get it. Australian employers have a specific duty here: regulation 48 of the model work health and safety regulations requires a person conducting a business or undertaking to manage […]

Quick Answer: Occupational violence and aggression covers any incident where a worker is abused, threatened or assaulted in circumstances arising from their work, including from clients, patients, customers and members of the public. It is a psychosocial hazard, which means it carries the same duty as a physical one and the hierarchy of control applies. […]

Quick Answer: Continuous risk monitoring means watching your risks and controls between formal reviews, so that a change is detected when it happens rather than at the next assessment. It is not the same as continuous risk assessment, which re-rates the risk. Monitoring watches for the trigger. For Australian organisations it is also a legal […]