As another year draws to a close, many businesses are turning their attention to budgets, operational plans and business goals for the year ahead. But what about your people?
Your employees are central to the success of your business, and taking the time to review your HR practices now can help you start 2027 with greater clarity, confidence and direction.
Whether you have a small team or a growing workforce, there are a few important areas we encourage employers to consider as part of their planning for the year ahead.
1. Review Your Flexible Working Arrangements
Flexible working continues to be an important consideration for employers and employees, and recent changes to the Clerks – Private Sector Award 2020 provide a timely reminder to review existing arrangements.
From the first full pay period commencing on or after 26 October 2026, new provisions under the Clerks Award give employees a formal ability to request a working-from-home arrangement.
Under the new provisions, employees covered by the Award can make a written request outlining the days, number of days or pattern of days they would like to work from home. The provisions can also be used to formally document an existing working-from-home arrangement.
Importantly, the changes do not create an automatic entitlement to work from home, nor do they require employers to agree to every request. Rather, they provide a formal mechanism for employees and employers to consider and document working-from-home arrangements where agreement can be reached.
Where an arrangement is agreed, it must be recorded in writing and include the agreed working-from-home days or pattern, the location from which the employee will work, the commencement date and how the arrangement may be varied or ended.
The Award also allows employers and employees to agree to certain adjustments to working hours and break arrangements where this supports the agreed working-from-home arrangement.
These provisions operate alongside existing flexible working rights under the Fair Work Act 2009.
What should employers prioritise?
If your business already offers working from home, now is a good opportunity to review whether those arrangements are clearly documented, consistent and appropriate for your operational needs.
Consider whether your employees understand the expectations around availability, working hours, productivity, communication and workplace health and safety.
Flexibility can be a great way to support employees, but clear expectations are essential to making it work for everyone.
2. Make Performance Conversations a Regular Practice
One of the most common challenges we see is employers allowing performance concerns to continue for too long before addressing them.
Often, this isn’t because managers don’t care. They may be unsure how to approach the conversation, worried about upsetting an employee or simply hoping the situation will improve. Unfortunately, avoiding these conversations can create bigger challenges down the track.
The start of a new year is a great opportunity to revisit position descriptions, clarify expectations and establish regular opportunities for feedback.
Performance management shouldn’t only happen when something goes wrong. Employees benefit from knowing what they’re doing well, where they can improve and what success looks like in their role.
Our recommendation? Make regular check-ins part of your management approach rather than relying solely on annual performance reviews. A timely, respectful conversation can often prevent the need for a more formal process later.
3. Check That Your HR Foundations Are Still Fit for Purpose
As businesses grow and change, employment documentation and workplace practices don’t always keep pace.
Employment contracts may be outdated, position descriptions may no longer reflect what employees actually do, and policies may not have been reviewed for several years.
While these documents can sometimes feel like an administrative task, they provide important clarity and protection for both employers and employees.
As part of your planning for 2027, consider reviewing your employment contracts, applicable modern awards, employee classifications, pay rates, workplace policies and leave management practices.
It is also worth checking whether your managers understand their responsibilities when dealing with employee concerns, workplace complaints and requests for flexibility.
Getting these foundations right helps create consistency across your business and reduces the risk of misunderstandings or compliance issues.
4. Prioritise Employee Wellbeing and Workplace Culture
A positive workplace culture doesn’t happen by accident. It is shaped by the everyday behaviours, conversations and decisions of leaders and employees.
With businesses continuing to navigate operational pressures, changing employee expectations and the demands of managing busy teams, employee wellbeing should remain a priority.
This doesn’t necessarily mean introducing expensive wellbeing programs or significant new initiatives. Sometimes, the most meaningful improvements come from simple actions.
Checking in with employees, recognising good work, addressing inappropriate behaviour early and ensuring workloads are reasonable can all contribute to a healthier workplace.
Employers should also remain mindful of their obligations to identify and manage psychosocial hazards, including risks associated with excessive workloads, poor workplace relationships, bullying and inadequate support.
A useful question to ask is: Are we creating an environment where our employees feel comfortable raising concerns before they become bigger problems?
5. Invest in Your Leaders and Managers
Your managers play an important role in shaping the employee experience, but managing people doesn’t always come naturally.
Many employees are promoted into leadership positions because they’re technically excellent at their jobs, not necessarily because they’ve received training in how to manage people.
Yet they’re often expected to navigate difficult conversations, address performance concerns, manage conflict and make decisions that can carry significant employment risks.
Investing in your leaders doesn’t have to mean formal qualifications or lengthy training programs. It might involve providing practical guidance on having difficult conversations, improving communication, understanding employment obligations or knowing when to seek HR advice.
Giving managers the confidence and tools to manage their teams effectively can make a significant difference to workplace culture, employee retention and overall business performance.
Start the Year with a Clear People Plan
The beginning of a new year doesn’t need to mean introducing a long list of new policies, processes or initiatives.
Sometimes, it’s simply about taking a moment to consider what’s working well, what could be improved and where your business might benefit from additional support.
Perhaps your priority is reviewing existing flexible working arrangements. Maybe it’s addressing performance concerns that have been left unresolved, updating employment documentation or helping your managers feel more confident in their roles.
Whatever your focus, being proactive with your people practices is always easier than trying to resolve problems once they’ve escalated.
At Focus HR, we work alongside business owners and managers to make HR practical, approachable and relevant to their business.
Whether you need a review of your current HR practices, assistance with workplace changes or simply a sounding board to help you plan for the year ahead, our team is here to support you.
A little planning now can make a big difference to your people and your business in 2027.