Hi HR Peeps Any platform recommendations for recruitment video interviews for small business. It needs to be cost effective and simple. My client simply wants to be able to substitute their phone screen process with a video prescreen. Hireflix looks well priced for a small business but are there other platforms I should look into? Spark Hire and Vid Recruiter seem to be positioned for bigger organisations. TIA

Okay HR fam — this one’s a big deal and it’s already shaking up how employers handle annualised or “set-off” salaries. The Federal Court has recently ruled that you can’t rely on overpaying someone in one pay period to fix an underpayment in another — unless the award or the pay arrangement specifically allows it. This came out of the Woolworths and Coles case (Sept 2025), where the Court made it crystal clear: 💬 “An overpayment in pay period A cannot be used to excuse an underpayment in pay period B.” So, if you’ve been using an “above-award” salary to cover overtime or penalty rates across a longer period — that might no longer cut it. ⚖️ What the Court said: - Award entitlements have to be identifiable and paid within each pay period. - You can’t “pool” or “average out” wages unless the award allows it. - Section 323 of the Fair Work Act requires wages to be paid in the period they’re earned. 🚨 Why this matters: This decision ramps up the compliance burden for anyone using annualised salaries. It means employers must be able to prove — for every single pay period — that all entitlements were met. If they can’t? That’s where underpayments start adding up fast. For Woolies and Coles, remediation is estimated in the hundreds of millions. So now I’m curious — Do you think this decision will push more employers to ditch annualised salaries altogether? Or will it finally push businesses to get serious about payroll accuracy and record-keeping? Drop your thoughts below 👇 Would love to hear how your organisations or clients are approaching this after the ruling.

Hi HR Folks A question: what is your company’s approach to company-paid parental leave? Specifically: do you offer over-and-above (paid separately to gov’t Paid Parental Leave) or top-up (tops up the government payment to a higher rate)? If you offer either, how do you manage it in payroll especially if you are doing top ups ? Thank you.

Hi HR Loungers! We officially kicked off our very first monthly coffee catch-up today — and to prove it actually happened and wasn’t just me drinking a latte alone… here is a screenshot featuring the wonderful Kellie, who bravely became our founding attendee. 😂 We spent the hour talking about: - HR war stories & AI's role in Fair Work Claims - Fair Work claims — how we can continue to handle them in the wild - Contacts, resources, and things we’re all building right now It was genuinely such a good, honest, useful conversation — the exact vibe I hoped this community would have. What’s next? We’ll keep running these every month. If we grow from 1 person in October to 2 people in November… that is a 100% growth rate and I will claim it as a win. 😉 Before you jump on future calls, have a think about: ✅ What do you want to learn? ✅ What do you want to ask? ✅ What could you share with the group? We’ll always keep it round-table, not a lecture. A big shout-out to Kellie again for the BEST conversation that left me energised and excited. See you all next time!