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  • Workplace Wellness Isn’t What You Think with Author and Strategist Amy Green

    Workplace Wellness Isn’t What You Think with Author and Strategist Amy Green
    2026/07/14
    Hello and welcome to Episode 332 of The People Powered Business Podcast.Have you thrown money at wellbeing perks in your business, morning teas, a gym membership, maybe even a "wellness day," and still feel like your team is running on empty? You're not doing it wrong. You've just been sold the wrong fix, and you're definitely not alone.I keep hearing this from business owners I work with. They genuinely care about their people, they've ticked the boxes they were told to tick, and they're still watching staff disengage, burn out or walk out the door anyway.It's estimated Australian businesses spend around $64 million a year on wellbeing initiatives, and most of it goes towards treating symptoms rather than causes. So for this episode I sat down with workplace wellbeing strategist, speaker and author Amy Green. Amy's a former teacher and school leader who's spent the last decade working with schools, corporates and individual leaders, helping them properly rethink what keeps people well at work, rather than just papering over the cracks.We get into why burnout is so much more than being tired on a Friday afternoon, and why the perks-based approach to wellbeing (think ping pong tables and free coffee) misses what people actually need to thrive. Amy explains the difference between wellbeing that feels good for five minutes and the kind that sustains people long term, and why trust, autonomy and accountability all need to work together if you want a team that performs well and stays well, not one you're checking up on at 5.15pm on a Friday.She also shares a great example of how trust is actually built (hint: it's not by handing it over all at once, and it's not by micromanaging either), and why so many leaders confuse a lack of clarity for a lack of trust. We talk about the generational change happening in how people think about work and success, including a story about her eleven-year-old nephew's dream job that will make you think differently about what the next generation wants from work.We finish with a look at Amy's brand new book, The Wellness Paradox, which explores six paradoxes she sees playing out again and again in workplaces just like yours, including the paradox of success and why so many high achievers doing "all the right things" end up more exhausted, not less.In this episode we cover:What burnout actually is, and why it's not the same as feeling tired or overworkedWhy perks like massages, morning teas and gym memberships aren't fixing your team's wellbeing, and what willThe difference between wellbeing that feels good in the moment and wellbeing that actually sustains your teamHow trust, autonomy and accountability need to work together if you want your team to thrive without you watching over their shoulderWhy the old markers of success are being rejected by the next generation of workers, and what that means for how you leadTo connect with Amy:Amy’s website: https://amygreen.com.auLinkedIn: https://www.linkedin.com/in/amygreen/Instagram: https://www.instagram.com/amy_._green/To connect with Kristy-Lee:DM me on Instagram @kristy.lee.billettConnect with me on LinkedIn:https://www.linkedin.com/in/kristyleebillett/Email me at hello@peoplepoweredbusiness.com.auBook a 15-minute clarity call:https://calendly.com/kristyleebillett/chat What this episode coversThis episode unpacks why so many workplace wellbeing initiatives fail to reduce burnout, even when businesses are genuinely investing in them. Workplace wellbeing strategist Amy Green explains the real difference between quick-fix wellbeing perks and the conditions that actually sustain a team long term, and why trust, autonomy and accountability need to work together rather than in isolation. It's suited to business owners and leaders who want their wellbeing efforts to actually work, not just tick a box. Key insight from this episodeMost workplace wellbeing initiatives fail because they treat the symptom rather than the cause. Perks like massages, morning teas and gym memberships address short-term, feel-good wellbeing, but they do nothing to fix the underlying conditions, unclear expectations, low trust, lack of autonomy, that are actually driving burnout and disengagement. What you'll take awayUnderstand the real difference between burnout and everyday tiredness or overworkRecognise when a wellbeing initiative is addressing a symptom rather than the actual causeLearn how trust, autonomy and accountability work together to build a team that performs and stays wellSee how generational expectations of work and success are changing, and what that means for retentionGet a clear framework for rethinking what wellbeing actually looks like inside your own business
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    36 分
  • Why Friends and Family Are the Worst People to Ask About Your Team

    Why Friends and Family Are the Worst People to Ask About Your Team
    2026/08/04

    Hello and welcome to Episode 335 of The People Powered Business Podcast.

    You've had that conversation before. You vent about someone on your team to your partner, your mum or your best mate, and they say exactly what you want to hear: sack them, you deserve better than this, how dare they. It feels like support in the moment. It's actually some of the worst advice you can get.

    I keep seeing this play out with the business owners I work with, and honestly, I live it too. My partner vents to me about his work day most nights, and I'm probably not the best person to give him advice because all I want is for him to feel better. That's completely normal. When your team is driving you mad, you can't exactly vent to your team about your team, so you turn to the people closest to you instead.

    But here's the problem. Those people are emotionally invested in you, not in your business, and their advice is shaped entirely by that. It's not dishonesty. It's protection. It feels good in the moment, but it doesn't get you any closer to actually solving the problem. And that distinction matters more than you'd think.

    In this episode, I explain why friends and family will always prioritise your feelings over your business, and why that can keep you stuck in the same team problem for months without ever moving toward a decision.

    I talk about the five types of people every business owner needs around them, a framework from a previous guest, Loretta Hart, including the cheerleader role your loved ones play, and why that's not the same as having someone who can give you sound, unbiased advice.

    I also cover what useful feedback actually looks like: someone who asks clarifying questions instead of just agreeing, someone who can spot the pattern behind the incident because they know your business well enough, and someone who understands what's legal as well as what feels fair, not just what seems reasonable. Plus, I share a pattern I see over and over in businesses that reach around seven staff, when things that used to work stop working and owners start to feel like they're losing their grip on the team, insight you can only get from someone who's worked with hundreds of businesses at every stage of growth.

    If you've ever followed advice from someone who loves you and ended up in hot water, or just stuck exactly where you started, this episode is for you.

    In this episode we cover:

    • Why the people closest to you are emotionally invested in you, not your business
    • The difference between advice that protects your feelings and advice that solves the problem
    • Why venting to friends and family can keep you stuck in the same cycle for months
    • What useful, unbiased feedback about your team actually looks like
    • Why an external advisor can spot patterns in your team that you're too close to see

    Links & Resources:

    💬 DM Kristy-Lee on Instagram @kristy.lee.billett

    Connect with me on LinkedIn: https://www.linkedin.com/in/kristyleebillett/

    Email me at hello@peoplepoweredbusiness.com.au

    Book a 15-minute clarity call: https://calendly.com/kristyleebillett/chat

    What this episode covers

    This episode looks at why the people closest to a business owner, partners, parents and close friends, are usually the wrong people to ask for advice about a struggling team member. It explains the difference between emotional support and useful business advice, and why loyalty to a person can work against sound decision-making about a team. Business owners managing staff will learn what genuinely useful feedback looks like and where to find it.

    Key insight from this episode

    Friends and family are not lying when they tell a business owner to fire a difficult team member, they are protecting them. Their advice is shaped by loyalty to the person, not knowledge of the business, which means it is rarely grounded in the full picture, the relevant employment law, or what will actually solve the problem.

    What you'll take away

    • Recognise why advice from loved ones is emotionally driven rather than business-focused
    • Understand the difference between a cheerleader and an advisor, and why a business needs both
    • Identify the signs of being stuck in a validation loop instead of moving toward a decision
    • Know what to look for in a genuinely useful, unbiased source of team advice
    • Understand the legal risk of acting on well-meaning but unqualified advice about staff
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    17 分
  • 3 Ways Your Desire to Be Liked Is Driving Down Performance

    3 Ways Your Desire to Be Liked Is Driving Down Performance
    2026/08/18
    Hello and welcome to Episode 337 of The People Powered Business Podcast.Have you softened a deadline because you didn't want to be the bad guy? Let a piece of work that wasn't good enough slide because pulling someone up on it felt like an uncomfortable conversation you'd rather avoid? Said yes to something you really wanted to say no to, just to keep the peace? None of those moments feel like a big deal on their own. But they're all quietly costing you performance, and there's one thing running through every single one of them: wanting to be liked by your team.I've been circling a similar theme on the podcast over the last few weeks, and there's a reason for that. I'm celebrating 20 years in business this year, and reflecting on two decades of working with business owners, a handful of truths keep coming back to me. One of the biggest is this: so many of us are chasing being liked by our team, almost wanting to treat them like family, and in the process we miss the thing that actually matters more, which is earning their respect. You can have both. But you can also have a team that likes you and walks all over you because they don't respect you, and if I had to choose, I'm choosing respect every time, because that's the thing that actually drives performance.In this episode I'm breaking down three specific ways your desire to be liked might be quietly driving your team's performance down: letting the small stuff slide, slowing your decision-making down to keep everyone comfortable, and what happens when your best people start noticing the pattern. I also get into what actually earns respect, because it's not about being cold, ruthless or hard-nosed, and why more than ever respect isn't something that comes automatically with the job title. It has to be earned.In this episode we cover:Why letting small things slide, like late starts, missed details or average work, quietly resets what your team believes is an acceptable standardHow defaulting to decisions by committee to avoid pushback slows you down and rarely produces the right call for the businessWhat your best people notice when you let things slide, and why it's often the fastest way to lose themThe real difference between being liked and being respected, and why respect is what actually drives performanceA simple reframe to shift your focus from being liked to earning respect, without losing your warmth as a leaderLinks & Resources:💬 DM Kristy-Lee on Instagram @kristy.lee.billettConnect with me on LinkedIn: https://www.linkedin.com/in/kristyleebillett/Email me at hello@peoplepoweredbusiness.com.auBook a 15-minute clarity call: https://calendly.com/kristyleebillett/chatWhat this episode coversMany small business owners default to wanting their team to like them, sometimes treating their team like family, without realising that likeability and respect are not the same thing, and only one of them actually drives performance. This episode breaks down three specific ways the desire to be liked quietly erodes a team's output: tolerating small lapses in standards, slowing decision-making to seek consensus, and losing top performers who notice the double standard. It's for business owners who sense their team could be performing at a higher level and want to understand what's actually holding that back.Key insight from this episodeBeing liked is a bonus. Being respected is the job. A leader who lets small things slide or makes decisions to please everyone isn't being kind, they're quietly teaching their team that the standard is negotiable. Respect, not likeability, is what gets a team to follow through, trust a leader's judgement, and perform at their best.What you'll take awayRecognise how tolerating minor lapses, like late starts or under-par work, resets the standard the whole team performs toUnderstand why seeking consensus or approval before making a decision usually produces a weaker outcome for the businessSee why top performers are often the first to disengage or leave when standards are applied inconsistentlyLearn what actually earns a team's respect, honesty, consistency and clear decisions, as distinct from being likedApply a simple reframe to prioritise respect over likeability without losing warmth as a leader
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    15 分
  • Changing Your Mind Doesn't Make You a Weak Leader

    Changing Your Mind Doesn't Make You a Weak Leader
    2026/08/11
    Hello and welcome to Episode 336 of The People Powered Business Podcast.You made a call to your team on Monday. By Thursday, new information landed and you knew the original decision wasn't right anymore, but instead of fixing it, you sat on it for two days. You're worried that changing your mind will make you look weak, indecisive, like your team won't take you seriously next time you make a call. That fear is exactly what keeps business owners stuck on the wrong course for far longer than they should be, and it's costing more than anyone realises.I keep seeing this play out with the business owners I work with, and it shows up two ways. Some get so paralysed by the fear of looking indecisive that they stay on a path they know is wrong, and it ends up costing the business money. Others swing hard the other way, changing direction every other week until their team stops bothering to follow through on anything, because why would they, if the goalposts are going to move again by Friday. I recently worked with a team where the fallout of this landed on my desk: a team member escalated a complaint because what was right one day was wrong the next, with no explanation given in between, and she genuinely couldn't do her job under those conditions. This year I'm celebrating twenty years in business, and this is one of the truths I keep coming back to when I reflect on what I know for certain after two decades of doing this work.In this episode I explain the real difference between flip-flopping and adapting, because your team can tell which one you're doing, even if you never say it out loud. I walk through why refusing to reverse a bad decision just to look consistent is an ego problem, not good leadership, and why updating your view when the facts change is actually discernment, not indecision. I also share the exact process for changing direction without losing your team's confidence, including the one habit that undermines it every time: over-apologising. It feels like humility, but to your team it sounds like uncertainty, like there's room to argue the decision back. And because not every complaint means you got it wrong, I cover how to know when the right move is holding the line instead.In this episode we cover:The real difference between flip-flopping and adapting, and why your team can tell which one you're doingWhy changing your mind when the facts change is a sign of strength, not weaknessThe specific habits, like reversing a decision without explanation, that make a team lose faith in a leaderA simple, direct process for changing course without losing your team's confidenceHow to tell when a complaint means you got it wrong, and when it means you should hold the lineLinks & Resources:💬 DM Kristy-Lee on Instagram @kristy.lee.billettConnect with me on LinkedIn: https://www.linkedin.com/in/kristyleebillett/Email me at hello@peoplepoweredbusiness.com.auBook a 15-minute clarity call: https://calendly.com/kristyleebillett/chat What this episode coversThis episode looks at the difference between adapting a decision and flip-flopping on one, and why business owners often confuse the two. It explains why refusing to change a bad decision in order to appear consistent damages a team more than admitting the call was wrong, and sets out a simple process for changing direction without losing a team's trust. Business owners who feel stuck at the thought of reversing a decision will find a clear framework for when to change course and when to hold firm. Key insight from this episodeChanging a decision is not what damages a team's trust in a leader, the pattern behind the change is. A leader who reverses course under pressure with no explanation teaches their team that pushback works better than good judgement, while a leader who names the change, gives the real reason, and keeps it brief keeps their team's confidence intact. What you'll take awayRecognise the difference between flip-flopping and adapting to new informationUnderstand why sticking with a wrong decision to appear consistent is a bigger risk to a business than admitting itLearn a simple, direct process for communicating a change of direction without losing team trustIdentify the specific habits, including over-apologising, that undermine a leader's authority when changing courseKnow when to hold a decision firm rather than reversing it under pressure
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    16 分
  • The Game Has Changed - So Am I

    The Game Has Changed - So Am I
    2026/06/23

    Hello and welcome to Episode 329 of The People Powered Business Podcast.

    Have you ever felt like you're drowning in information but still not sure what action to take when it comes to managing your team? Maybe you've downloaded templates, Googled answers, asked AI for help and still found yourself second-guessing whether you're doing the right thing. If that sounds familiar, you're not alone. The reality is that managing people in business has become more complex, not less, and many business owners are feeling overwhelmed by the sheer volume of information available.

    In this episode, I'm taking you behind the scenes of my own business and sharing a significant change that's happening inside People Powered HR. As I celebrate 20 years in business, I've been reflecting on one thing that has remained true throughout every stage of growth and change: when the game changes, we need to change with it. I've seen this happen before, from launching my recruitment business in 2006, to moving into HR consulting after the introduction of the Fair Work Act, and then creating People Powered HR in 2020. Now, I can see another shift happening in what small business owners need most.

    The biggest insight? Information is no longer the problem. Business owners can access information from Google, Fair Work and AI in seconds. The challenge now is knowing what applies to your business, your team and your situation. I share why generic templates and DIY approaches are no longer enough, where AI can help and where it can create risk, and why personalised support is becoming more valuable than ever. I also reveal how People Powered HR is evolving from an information-based membership into a more tailored, implementation-focused support model that helps business owners take action on the right priorities for their business.

    In this episode we cover:

    • Why having more information doesn't automatically lead to better people management decisions

    • The biggest changes impacting small business owners and HR compliance in 2026

    • Where AI can support business owners and where it can create costly mistakes

    • Why generic templates are no longer enough for effective people management

    • How the new People Powered HR model will provide more tailored support and implementation guidance

    Join People Powered HR: https://www.peoplepoweredbusiness.com.au/pphr

    To connect with Kristy-Lee:

    DM me on Instagram @kristy.lee.billett

    Connect with me on LinkedIn:

    https://www.linkedin.com/in/kristyleebillett/

    Email me at hello@peoplepoweredbusiness.com.au

    Book a 15-minute clarity call:

    https://calendly.com/kristyleebillett/chat

    What this episode covers

    Small business owners have more access to information than ever before, but that doesn't necessarily make managing people easier. This episode explores why the real challenge in today's business environment is knowing what applies to a specific business situation and taking the right action with confidence.

    As technology, AI and workplace compliance requirements continue to evolve, business owners need more than templates and information. They need practical guidance, prioritisation and support that helps them implement the right solutions for their team and business.

    Key insight from this episode

    The biggest challenge facing business owners today isn't a lack of information. It's the ability to interpret that information, apply it correctly to their business and confidently take action. As AI and online resources become more accessible, personalised support and expert guidance become even more valuable, not less.

    What you'll take away

    • Understand why access to information is no longer the biggest obstacle to managing people effectively

    • Recognise the limitations of generic templates and one-size-fits-all HR solutions

    • Learn where AI can be useful and where relying on it can create risk for your business

    • Gain clarity on how to prioritise people management actions based on your business's specific needs

    • Understand why tailored implementation support can help create better business outcomes than information alone
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    18 分
  • Payday Super – Everything You Need to Know with Laura Elkaslassy

    Payday Super – Everything You Need to Know with Laura Elkaslassy
    2026/06/16
    Hello and welcome to episode 328 of The People Powered Business Podcast.Are you hearing about Payday Super everywhere right now and wondering what it actually means for your business?If managing payroll already feels like one more thing on a never-ending list of jobs, the thought of another compliance change might have you feeling like you're putting out fires before they've even started.I keep seeing business owners feeling overwhelmed by this change because, while we've known it was coming for some time, many people still aren't sure what practical steps they need to take. That's exactly why I invited accountant and business coach Laura Elkaslassy onto the podcast. There is a lot of noise around Payday Super, but what small business owners really need is clear, practical information about what's changing, what they need to do now, and how to avoid getting caught out.Laura Elkaslassy is a Director at Think Big Financial Group. She is also a Profit First Professional, Cash Flow Specialist, Money Strategist and SAPEPAA Certified Adviser. Laura’s mission is to ensure entrepreneurs and small business owners understand what is happening in their business for two powerful reasons. So that they can pay themselves, build a sustainable business, and make a profit. So simple, so important, and yet so often overlooked.As a Profit Pioneer, she thrives on guiding and teaching business owners to implement innovative, practical and outcome driven strategies that are at the forefront of money management and growth initiatives for business.Laura breaks down exactly how Payday Super will work, what the new payment timeframes mean, and why getting your systems sorted now is so important. We also talk about the potential impact on cashflow, the challenges for businesses that pay staff weekly or fortnightly, and the role your bookkeeper can play in helping you get prepared.One of the most valuable insights from this conversation is that while the change may feel like an added burden, it could actually create better cashflow habits and reduce the risk of large quarterly super bills catching businesses off guard. If you've been meaning to get your head around Payday Super but haven't quite found the time, this conversation will help you understand exactly what you need to focus on before the changes take effect.In this episode we cover: What Payday Super is and how it changes the way superannuation must be paid The new seven-day payment requirement and what business owners need to know Why accurate payroll systems and employee super details matter more than ever The cashflow challenges businesses may face during the transition period How bookkeepers, BAS agents and payroll experts can help you prepare To connect with Laura:Book a discovery call: https://thinkbig.as.me/discoverycallContact Them: https://www.thinkbigfg.com.au/contact/Think Big Financial Group Payday Super Blogs: https://www.thinkbigfg.com.au/blog/To connect with Kristy-Lee:DM me on Instagram @kristy.lee.billettConnect with me on LinkedIn:https://www.linkedin.com/in/kristyleebillett/Email me at hello@peoplepoweredbusiness.com.auBook a 15-minute clarity call:https://calendly.com/kristyleebillett/chat What this episode coversPayday Super is one of the biggest payroll compliance changes facing Australian small businesses, yet many business owners are still unclear about what it means in practice. This episode explains the new requirements, the impact on payroll processes and cashflow, and the steps businesses can take now to prepare for the transition with confidence.Key insight from this episodeThe biggest challenge with Payday Super is not necessarily the new payment requirement itself, but ensuring systems, processes and cashflow are set up to support it. Businesses that build super payments into their regular payroll process are likely to find compliance easier and reduce the risk of penalties and missed obligations.What you'll take awayUnderstand how the new Payday Super requirements change employer obligationsIdentify potential risks in current payroll and superannuation processesRecognise the cashflow impacts that may arise during the transition periodKnow who to speak to for practical support and implementation adviceLearn simple ways to build super payments into existing payroll workflows
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    22 分
  • The Bigger The Team, The Lonelier The Job

    The Bigger The Team, The Lonelier The Job
    2026/07/28

    Hello and welcome to Episode 334 of The People Powered Business Podcast.

    You built a team so you'd have back-up. So why does it feel like the bigger that team gets, the fewer people you've actually got to talk to?

    I keep hearing versions of this from the business owners I work with: they've grown a team, they're doing well by every outside measure, and yet somewhere along the way they started feeling more isolated, not less. Nobody warned them this would happen, and most of them assumed it was just them.

    After 20 years of watching business owners build teams, I can tell you it isn't. It's part of the job.

    In this episode I unpack why growing a team and feeling lonelier as the boss happen at exactly the same rate, and why that's actually a sign you're doing something right, not wrong. I talk about why your team, no matter how great they are, can't be the ones you offload your hardest decisions onto, and why the same self-reliance that got your business off the ground might now be the thing keeping you isolated. Then I get into what genuinely helps, because staying lonely isn't the only option.

    In this episode we cover:

    • Why growing your team and feeling more isolated happen at the same rate, and why that's normal
    • Why nobody warns you about this (hint: it looks like success from the outside)
    • Why your team can't be your sounding board for the big decisions, even the ones you trust most
    • How the instinct that built your business might be the same one keeping you isolated as it grows
    • What actually helps when you're feeling like you've got no one to talk to

    Links & Resources:

    💬 DM Kristy-Lee on Instagram @kristy.lee.billett

    Connect with me on LinkedIn: https://www.linkedin.com/in/kristyleebillett/

    Email me at hello@peoplepoweredbusiness.com.au

    Book a 15-minute clarity call: https://calendly.com/kristyleebillett/chat

    What this episode covers

    This episode explains why business owners tend to feel more isolated as their team grows, even as the business becomes more successful. It's for anyone managing a team who has started to feel like there's no one left to talk to about the harder calls, and it breaks down why that isolation happens and what to do about it.

    Key insight from this episode

    Growing a team and feeling lonelier as the boss happen at the same rate, and that isn't a personal failing. It's a normal, predictable part of running a business, largely because it looks like success from the outside, so nobody thinks to warn you about it.

    What you'll take away

    • Understanding why more staff means more decisions and more responsibility, not less
    • Recognising why team members, even trusted ones, can't be a confidant for business decisions that affect their own employment
    • Identifying whether self-reliance, the instinct that built the business, is now driving isolation instead of solving it
    • Knowing the difference between a normal part of leadership and a problem that needs outside support
    • Clarity on what kind of external support actually closes the gap, rather than adding another task to the list
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    17 分
  • What the Recent Wage Review Announcement from Fair Work Means for Your Business

    What the Recent Wage Review Announcement from Fair Work Means for Your Business
    2026/06/09

    Hello and welcome to Episode 327 of The People Powered Business Podcast.

    Have you opened the latest wage review announcement and immediately wondered what it means for your payroll, your cash flow and your compliance obligations? If you're already feeling the squeeze of rising business costs, the latest Fair Work Commission decision may have you doing some quick calculations and asking what happens next. Based on the Fair Work Commission's annual wage review decision, significant increases are coming into effect from 1 July 2026, and every employer needs to be prepared.

    I wanted to jump on the podcast this week with a timely compliance update because this is one of those changes that impacts a huge number of Australian businesses. Every year, the Fair Work Commission reviews the National Minimum Wage and award minimum rates of pay, taking into account economic conditions, inflation and submissions from unions and employer groups. This year's decision reflects ongoing cost of living pressures and rising inflation, making it one of the more significant wage increases we've seen in recent years.

    In this episode, I break down exactly what the 2026 wage review decision means, including the increase to the National Minimum Wage and the separate increase to award minimum rates. I also explain who is most affected, what employers need to do before 1 July, and the common areas where businesses can accidentally fall short of their obligations. We also look ahead at upcoming Fair Work changes, including gender undervaluation reviews and major award updates that could have a significant impact on sectors like allied health, disability services and community care. If you employ staff under modern awards, this is one update you don't want to miss.

    In this episode we cover:

    • What the Fair Work Commission's 2026 National Wage Review decision means for employers
    • The new National Minimum Wage and award wage increases taking effect from 1 July 2026
    • How inflation and economic conditions influenced this year's decision
    • Why you should review annualised wage agreements, flexibility agreements and allowances now
    • Upcoming Fair Work changes affecting healthcare, disability services and other female-dominated industries

    Links & Resources:

    Join People Powered HR:

    https://www.peoplepoweredbusiness.com.au/pphr

    DM me on Instagram @kristy.lee.billett

    Connect with me on LinkedIn:

    https://www.linkedin.com/in/kristyleebillett/

    Email me at hello@peoplepoweredbusiness.com.au

    Book a 15-minute clarity call:

    https://calendly.com/kristyleebillett/chat

    What this episode covers

    The 2026 Fair Work Commission wage review decision brings significant increases to both the National Minimum Wage and award minimum rates of pay. For small business owners employing staff under modern awards, understanding these changes is essential to remain compliant and avoid costly underpayment issues. This episode explains what has changed, who is affected and what actions employers need to take before 1 July 2026.

    Key insight from this episode

    Wage increases are only part of the compliance picture. Businesses also need to review annualised wage arrangements, flexibility agreements and employee allowances to ensure employees remain better off overall and that payroll practices continue to meet Fair Work requirements after the new rates take effect.

    What you'll take away

    • Understand the new National Minimum Wage and award wage increases effective from 1 July 2026
    • Identify whether your workforce is likely to be affected by the updated award rates
    • Know which payroll, allowance and wage agreement reviews should be completed before implementation
    • Recognise the compliance risks associated with failing to update employee pay correctly
    • Gain awareness of upcoming Fair Work changes affecting healthcare, disability and community service sectors
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    14 分