Fair Work enquiries now make up more than a quarter of all HR support calls. BrightHR has launched a tool to address it
The July 1 changes to minimum wages, superannuation and modern award classifications are now in effect, and for many Australian small businesses the compliance pressure that built ahead of the deadline has not eased with its arrival.
BrightHR data shows that Fair Work Act and award-related queries now make up 27% of all client calls to the platform, a figure that has remained consistent over the past three months and shows no signs of dropping as businesses work through the practical implications of the new rates and rules.BrightHR has responded by launching its Fair Work Act Navigator, a feature within its existing HR platform that brings together modern award breakdowns including pay rates, classifications and entitlements, compliance documentation, e-learning resources, and tools to identify missing or incomplete employee records.Mollie Eckersley, Associate Director of Operations at BrightHR, said the compliance environment facing small businesses has rarely been more demanding. “Between changes to workplace laws, modern awards and employee entitlements, many employers are finding it harder than ever to stay on top of their obligations,” she said.Eckersley also flagged a concern that has surfaced across the compliance landscape more broadly, the growing use of AI for employment law guidance without adequate verification. “We’re seeing more businesses and employees turn to AI and online sources for workplace information. AI can be a powerful tool, but it isn’t a substitute for accurate, specialist advice. Employers still need to verify information, apply it correctly to their circumstances, and ensure their processes comply with workplace laws.”The Fair Work Commission has itself flagged the rise of AI-assisted workplace claims as a broader issue for employers, adding weight to the concern that accessible information is not always reliable information.Eckersley framed the cost of getting it wrong in direct terms. “Underpayments, record-keeping failures, and incorrect employment practices can lead to disputes, regulatory scrutiny, and substantial financial consequences. For many SMEs, prevention is far less costly than trying to fix a problem after it occurs.”For small businesses now operating under the new award rates and Payday Super obligations, having a reliable, centralised source of compliance information is more than a convenience. It is a risk management decision.The Fair Work Act Navigator is available now to existing BrightHR clients in Australia.
