Workplace flexibility is a crucial factor in driving strong organisational performance and encouraging employee retention.

In today’s workplace climate, considering how to best approach flexibility is critical to ensuring long-term employee wellbeing and operational success for the business.

Striking up a conversation with a Gen Z physiotherapist recently, Simon Kerrigan APAM was startled to learn that the physio was ready to change workplaces less than six months after joining the business.

The maximum number of weekly hours an employee can perform is 38 hours according to the National Employment Standards (NES).

For part-time employees, their maximum is typically based on the lesser of either 38 hours or their own normal ordinary hours.

New graduates can be a boon to a practice, bringing with them new energy and a keen drive to learn.

However, beginning a new professional career can also be an incredibly overwhelming experience and it’s important that employers make new graduates’ entry into the workplace as smooth as possible.

In the 18 months since it began, Paediatric Pain Care SA has been working to change children’s lived experiences of pain through a gold standard model of care. 

It is common to pay staff according to the minimum hourly rate under a modern award, plus any additional award entitlements the employee should receive.

In order to retain and motivate its high-quality physiotherapist and administration workforce, the management team at Active Rehabilitation Physiotherapy knew it had to act.

A redundancy, while sometimes a confronting topic, can often be important for a business to remain operationally viable.

Employers have a range of legal obligations to consider throughout the redundancy process and these help ensure that a procedurally fair and respectful process is provided to staff while minimising business exposure.

Recently, the hiring landscape has shifted favourably for practice owners.

We are starting to see a higher percentage of physiotherapy graduates enter the private sector instead of the public health system (Wells et al 2021).

This is a welcome and much needed shift from the hiring drought we all experienced in previous years.

Continuing professional development (CPD) and training opportunities are of significant benefit to employees, ensuring that their knowledge and skills remain up to date and allowing them to grow as practitioners.