COURSE OVERVIEW:

Welcome to the Ensuring Compliance in Human Resource Management course. This program has been developed to equip you with the knowledge, capability and confidence to meet the extensive legal, ethical and procedural requirements that govern workforce management in Australia.

Compliance is fundamental to building a safe, fair and high-performing workplace. This course begins by outlining the legislative and regulatory frameworks that shape HR practice, including employment law, industrial relations systems, anti-discrimination legislation and privacy obligations. Learners examine the importance of compliance for organisational risk management, workforce wellbeing, cultural integrity and overall governance. The introduction also highlights the roles and responsibilities of HR professionals, managers and executives, and explores how ethical HR practice strengthens trust, accountability and organisational reputation.

A strong foundation in employment law and industrial relations is essential for compliant HR management. This section examines the Fair Work Act 2009, National Employment Standards and the application of modern awards, enterprise agreements and lawful employment contracts. Learners explore obligations relating to union right-of-entry, accurate job classifications, lawful workplace transfers and redeployment to ensure transparent and fair employment practices.

Recruitment, hiring and onboarding practices must meet strict compliance requirements. This section outlines lawful recruitment advertising, equal-opportunity hiring, VEVO work-rights verification, compliant onboarding processes, documentation requirements and procedural fairness in selection and promotion. Learners examine how transparent recruitment systems reduce legal risk and support equitable workforce development.

Anti-discrimination, equal opportunity and workplace behaviour obligations form a critical aspect of HR compliance. This section explores compliance with harassment, bullying and discrimination laws; the importance of fair and accessible grievance processes; lawful investigation procedures; ethical conduct standards; conflict-of-interest management; and the application of whistleblower protections where required.

Accurate and secure HR record-keeping is fundamental to regulatory compliance. This section covers employee files, contracts, performance records, investigation documentation and the lawful storage, retention and destruction of HR materials. Learners examine privacy obligations under the Privacy Act 1988 and Australian Privacy Principles, secure HR information systems and confidentiality requirements for sensitive HR processes.

Compliance with working hours, rostering and leave entitlements is essential to workforce wellbeing and legal integrity. This section examines obligations relating to working hours, breaks, fatigue management, flexible work requests, annual leave, personal leave, family violence leave, parental leave and long-service leave. Learners explore the documentation and reporting processes that support accurate compliance.

Payroll, superannuation and entitlement compliance underpin the financial integrity of employment. This section outlines obligations for payroll accuracy, lawful deductions, PAYG reporting, payroll tax, the superannuation guarantee, allowances and entitlements during employment transitions and exit. Learners examine how HR and payroll teams work collaboratively to maintain lawful payment systems.

Performance management, conduct management and termination processes present significant compliance risks. This section explores defensible performance management systems, lawful disciplinary processes, probation requirements, termination and redundancy laws, notice obligations and accurate separation documentation. Learners develop an understanding of how procedural fairness supports ethical and legally sound HR outcomes.

HR compliance also intersects with workplace health and safety. This section examines WHS training integration, workers compensation obligations, injury-management systems, return-to-work procedures and consultation requirements during safety-related workplace changes. Psychological safety, wellbeing support and mental health considerations are also explored as part of holistic HR compliance.

Training and professional development obligations are essential to maintaining workforce capability. This section outlines mandatory training requirements, training record management, competency assessments, CPD compliance for specialist roles and ensuring equitable access to development opportunities. Learners explore how capability frameworks strengthen organisational performance.

Governance, audits and HR accountability processes ensure that HR functions remain transparent and compliant. This section explores internal audits, risk assessments, policy reviews, gender pay gap reporting requirements and communication obligations with regulators and employees. Learners examine how proactive governance supports organisational readiness and reduces compliance breaches.

Finally, the course emphasises ethical HR practice and continuous improvement. This section examines how HR teams uphold fairness, transparency, procedural justice and equity in all workforce decisions. Learners explore strategies to enhance employee engagement, strengthen organisational culture and build systems for ongoing HR compliance improvement as legislation and industry standards evolve.

By the end of this course, you will be equipped with the frameworks, knowledge and practical competencies required to deliver compliant, ethical and forward-focused HR management that supports workforce wellbeing, organisational governance and long-term operational success.

Each section is complemented with examples to illustrate the concepts and techniques discussed.

LEARNING OUTCOMES:

By the end of this course, you will be able to understand the following topics:

Introduction to Compliance Requirements in Human Resource Management

• Overview of legislative and regulatory frameworks governing HR in Australia
• Importance of HR compliance for organisational risk, culture, and workforce wellbeing
• Key regulators, oversight bodies, and employment law authorities
• Roles and responsibilities of HR professionals, managers, and executives
• Relationship between HR compliance, organisational governance, and ethical practice

Employment Law, Industrial Relations, and Foundational HR Compliance

• Compliance with the Fair Work Act 2009 and National Employment Standards (NES)
• Adherence to modern awards, enterprise agreements, and lawful contracts
• Meeting industrial relations obligations, including union right-of-entry rules
• Ensuring accurate job descriptions and lawful employment classifications
• Managing employee transfers, redeployment, and secondments lawfully

Recruitment, Hiring, and Onboarding Compliance

• Ensuring lawful recruitment practices, advertising, and equal-opportunity hiring
• Verifying work rights through VEVO and appropriate documentation
• Ensuring compliant onboarding and induction procedures
• Maintaining procedural fairness and transparency in hiring decisions
• Ensuring recruitment and promotion decisions are properly documented

Anti-Discrimination, Equal Opportunity, and Workplace Behaviour Compliance

• Ensuring compliance with anti-discrimination, harassment, and bullying laws
• Providing accessible grievance, complaint, and dispute-resolution procedures
• Ensuring lawful handling of workplace misconduct and investigations
• Maintaining conflict-of-interest disclosures and ethical conduct standards
• Ensuring compliance with whistleblower protection legislation where applicable

HR Record-Keeping, Privacy, and Information Security

• Maintaining compliant employee files, contracts, performance documents, and records
• Ensuring privacy and confidentiality under the Privacy Act 1988 and the APPs
• Implementing secure HR information systems and access controls
• Ensuring lawful storage, retention, and destruction of HR documentation
• Ensuring confidentiality of investigation, disciplinary, and whistleblower records

Working Hours, Rostering, and Leave Compliance

• Ensuring compliant working hours, breaks, and fatigue management practices
• Managing flexible work requests in line with NES requirements
• Ensuring accurate leave entitlements including annual, personal, carers, family violence, and parental leave
• Ensuring accurate reporting for long-service leave under state/territory legislation
• Maintaining documentation supporting working hours, allowances, and shift conditions

Payroll, Superannuation, and Employee Entitlement Compliance

• Ensuring payroll accuracy relating to awards, classifications, and allowances
• Maintaining compliant payroll information flow between HR and payroll systems
• Ensuring PAYG, payroll tax, and other statutory deductions are correct
• Ensuring superannuation guarantee (SG) payments are compliant and timely
• Ensuring compliance with employee entitlements during onboarding, employment, and exit

Performance Management, Conduct, and Termination Compliance

• Ensuring accurate and defensible performance management processes
• Maintaining lawful disciplinary procedures consistent with procedural fairness
• Managing probation periods and performance reviews in line with legislation
• Ensuring compliant termination, redundancy, notice, and separation requirements
• Providing lawful documentation such as termination letters and final pay details

Workplace Health & Safety and Injury Management Alignment

• Ensuring WHS training requirements are integrated into HR processes
• Complying with workers compensation laws and claims handling requirements
• Maintaining compliant return-to-work and injury-management procedures
• Ensuring consultation obligations during WHS-related workplace changes
• Supporting psychological safety and wellbeing considerations in the HR function

Training, Professional Development, and Workforce Capability Compliance

• Ensuring mandatory staff training requirements are met
• Maintaining training records, certifications, and competency tracking
• Overseeing compliance with CPD and qualification requirements for HR and specialist roles
• Ensuring fair and transparent access to training and development opportunities
• Managing skills updates and workforce capability frameworks

Governance, Audits, and Organisational HR Accountability

• Conducting HR governance reviews and maintaining policy compliance
• Ensuring internal HR audits and risk assessments occur regularly
• Maintaining data reporting obligations such as gender pay gap reporting (where required)
• Ensuring HR policy updates reflect changes in law and industry standards
• Ensuring transparent communication with employees and relevant authorities

Ethical HR Practice, Culture, and Continuous Improvement

• Ensuring ethical HR decision-making aligned with professional practice standards
• Maintaining employee engagement processes that uphold fairness and equity
• Embedding procedural fairness into all HR actions and communications
• Ensuring HR contributes to organisational culture, trust, and accountability
• Promoting continuous improvement in HR compliance, policy, and practice

COURSE DURATION:

The typical duration of this course is approximately 2-3 hours to complete. Your enrolment is Valid for 12 Months. Start anytime and study at your own pace.

COURSE REQUIREMENTS:

You must have access to a computer or any mobile device with Adobe Acrobat Reader (free PDF Viewer) installed, to complete this course.

COURSE DELIVERY:

Purchase and download course content.

ASSESSMENT:

A simple 10-question true or false quiz with Unlimited Submission Attempts.

CERTIFICATION:

Upon course completion, you will receive a customised digital “Certificate of Completion”.