Your all-in-one HR toolkit — built for busy Australian small businesses.
When you’re managing your team, the last thing you need is to waste time googling “Fair Work templates” or wondering if you’ve got the latest version of an award or the correct pay rates.
The My HR Partner HR Hub gives you everything you need to manage your people confidently — all in one easy, trusted place.
WHY YOU WILL LOVE IT
You get your time back.
Instead of spending hours Googling, second-guessing or starting from scratch, you have instant access to practical HR toolkits, templates, checklists and guides that are ready to use when you need them.
You feel confident you’re doing things right.
Everything inside the HR Hub is kept up to date with Fair Work requirements, Awards and legislation changes, so you can make decisions knowing your business is protected.
You feel calmer and more in control.
When an HR issue pops up, you know exactly where to go and what to do next — no panic, no overwhelm, just clear, step-by-step guidance.
You’re supported by a real HR expert.
You’re not left to figure things out alone. You can get HR questions answered by email, tap into live Q&A sessions, webinars and masterclasses with Karen Hillen — an HR partner who understands the realities of running a small business and supports you with practical, down-to-earth advice.
Why go searching the web for HR
answers, when you can save time and
money with all your HR resources in
one convenient place.
With the My HR Partner HR Hub,
you can access a wide range of tools
and resources to make managing your
HR responsibilities easier than
ever before.
Discover exactly how to respond
to HR challenges in your business with
our HR Hub Membership. You’ll have
access to our invaluable resources 24/7
and the opportunity to tap into
support from Karen via our Q&A
sessions, master classes & webinars.
RECRUITMENT
PAYROLL & COMPLIANCE
LEAVE
EMPLOYEE PERFORMANCE
ENDING EMPLOYMENT
HEALTH & SAFETY
WHAT YOU GET INSIDE THE HR HUB
You have everything you need to manage your people with confidence.
All the key Award links, pay guides and Fair Work statements are in one place, so you’re not hunting for answers or relying on outdated information.
You save time and avoid costly mistakes.
Ready-to-use templates and checklists guide you through recruitment, onboarding, payroll, leave, compliance, performance management, ending employment and workplace safety — step by step.
You get clear answers, fast.
Easy-to-read info sheets and quick-reference guides explain HR topics in plain English, without the legal jargon or overwhelm.
You’re supported when you need it.
If you’re unsure or just want reassurance you’re on the right track, email support is there to give you a clear nudge in the right direction.
You never miss important guidance.
You can watch every member-only webinar and Q&A session on demand, so you get practical advice when it suits you — not just when it’s live.
Our HR Hub Membership also
includes up to date links to awards,
award pay guides, Fair Work Information Statement, Casual Employment
Information Statement, and much more.
Plus, our templates, checklists, and
info sheets cover a range of subjects
to help you manage your team effectively
in areas such as recruitment, payroll
and compliance, leave, employee
performance, ending employment,
and health and safety.
Our Membership offers access
to the resources you need to manage
your team effectively.
WHAT IS INCLUDED IN THE HR HUB?
Quarterly subscription inclusion
Direct email HR advice providing quick & easy solutions for straightforward HR questions - a convenient way to get timely expert guidance on matters that aren't too complex. (Limits apply)
Over 60 tookits, templates & checklists to help you with payroll & compliance, leave, termination of employment, managing performance, recruitment and health & safety.
Yearly subscription inclusion
Also includes Employee Onboarding Hub - send your contracts and policies online and also integrates with Xero so employee details can be uploaded directly from the information entered by the employee.
WHAT QUESTIONS CAN I ASK IN THE Q&A SESSIONS?
You can ask any HR related questions that need a general answer. If the question is too indepth or is very specific to your business, you may need to book in for one of our discounted HR calls.
WHAT IS THE EMPLOYEE ONBOARDING HUB?
The Employee Onboarding Hub is a platform where you can send your employees their employment contract and they enter all of their details including their payroll information such as their bank account details, Tax File Number declaration and their Superannuation account details.
It integrates with Xero, MYOB and Deputy so it saves you time on data entry.
You can also save employees’ certificates, licences and set reminders for expiry dates.
ARE THE Q&A SESSIONS RECORDED?
No, the Q&A sessions aren't recorded.
HOW DO I GET THE DISCOUNTED HR CALLS, EMPLOYMENT CONTRACTS AND HR POLICIES?
You can order your discounted documents with your special member’s link.
WHAT OTHER RESOURCES ARE IN THE HR HUB?
Webinars, Master Classes & Q& A Sessions
Links to: Awards ~ Award pay guides ~ Fair Work Information Statement ~ Casual Employment Information Statement ~ & more
Templates, checklists and Info Sheets to give you information about a range of subjects to help you manage your
team in relation to:
Recruitment ~ Payroll & Compliance ~ Leave ~ Employee Performance ~ Ending Employment ~ Health & Safety
Our Latest Blog Post
Planning Employee Leave for the Year
Planning Employee Annual Leave for the Year
Managing employee annual leave is one of the most important aspects of running a successful business. Proper leave planning ensures your team stays motivated and productive while also keeping your business operations running smoothly. If you’re searching for the best HR advice in Australia, we’ve got you covered! Here’s how you can proactively plan employee leave for the year ahead while staying compliant with Fair Work requirements.
Why Planning Employee Leave is Essential
1. Avoid Staffing Shortages
Last-minute leave requests can leave your team short staffed, impacting customer service and overall productivity. Having a clear leave plan ensures coverage and minimises disruptions.
2. Boost Employee Wellbeing
Employees who take regular breaks are more engaged, productive, and less likely to burn out. Encouraging planned leave ensures your team gets the rest they need.
3. Stay Compliant with your Award and the National Employment Standards
Employers in Australia are legally required to provide annual leave entitlements as outlined in the National Employment Standards (NES). Proper planning ensures you’re meeting these obligations. It’s good to check that your leave accruals are correctly set up in your payroll system.
Best HR Advice for Planning Leave
Here’s how to approach annual leave planning to benefit both your business and your team:
1. Create a Leave Calendar
Use a shared leave calendar to map out public holidays, peak work periods, and any known commitments. This visibility helps employees choose dates that don’t clash with critical business operations. This could be on a White Board that is easily accessible to everyone or it could be an electronic version.
2. Communicate Policies Early
Clearly outline your leave policies in your HR policy handbook, including notice periods, entitlements, peak periods where leave may be restricted, and how to submit requests. Transparency avoids misunderstandings.
4. Plan for the Christmas/New Year shutdown
If your business shuts down over the Christmas/New Year period, make sure that you advise your employees in writing with the appropriate notice. Your Award will state the notice that is required.
Make sure that you plan and ensure that your employees will have enough leave to cover the shutdown period. For example, if an employee applies for leave that will result in them not having enough leave for the shutdown period, then you could make an agreement with them that you will approve the leave, but they agree in writing that they will take unpaid leave during the Christmas/New Year period. They will still be entitled to the public holidays during the Christmas/New Year period.
Or you may want to allow an employee to take annual leave in advance if they don’t have enough leave for this period. Again, make sure you have an agreement in writing that if they leave before they accrue the leave that they agree to repay the monetary value of the leave taken in advance.
5. Plan for your busy periods
Identify your busiest times of the year and plan staffing accordingly. For example, if you’re in retail, avoid approving leave during peak shopping seasons.
6. Be Fair and Consistent
Ensure leave approvals are based on a clear, fair process. Avoid favouritism and give all employees equal opportunities to take time off. If you have a policy that says only a certain number of employees can be on leave at the same time, apply that policy fairly.
Tools to Simplify Leave Management
•HR Software: Use tools like cloud based HR systems, cloud based rostering systems to track and manage leave requests.
•Spreadsheets: A well-organised leave spreadsheet can be a cost-effective option for smaller teams.
•Automated Alerts: Run regular leave balance reports and set up reminders for employees with high leave balances to encourage them to book time off.
Understanding Australian Leave Entitlements
Under Australian workplace laws, employees are entitled to:
4 weeks of paid annual leave per year for full-time employees
4 weeks of paid annual leave per year pro-rata for part-time employees, based on their contracted part time hours
Annual leave loading for specific awards or agreements.
It’s essential to stay updated on your industry’s award conditions in relation to leave loading and any other Fair Work Act requirements to remain compliant.
Final Thoughts
Planning employee leave for the year is about balance—ensuring your team has the time to recharge while keeping your business running smoothly. By following this HR advice, you’ll create a win-win for your employees and your bottom line.
If you’re struggling with leave planning or other HR challenges, consider partnering with us at My HR Partner. We specialise in simplifying people management for businesses across Australia. Let us take the stress out of HR so you can focus on growing your business.
Need help with your HR? Contact us today for expert support tailored to your needs!
We provide HR advice and support. We have trusted partners to assist with any employment law issues
outside of our scope.
More info
Get HR Advice from our HR expert
Our Latest Blog Post
Planning Employee Leave for the Year
Planning Employee Annual Leave for the Year
Managing employee annual leave is one of the most important aspects of running a successful business. Proper leave planning ensures your team stays motivated and productive while also keeping your business operations running smoothly. If you’re searching for the best HR advice in Australia, we’ve got you covered! Here’s how you can proactively plan employee leave for the year ahead while staying compliant with Fair Work requirements.
Why Planning Employee Leave is Essential
1. Avoid Staffing Shortages
Last-minute leave requests can leave your team short staffed, impacting customer service and overall productivity. Having a clear leave plan ensures coverage and minimises disruptions.
2. Boost Employee Wellbeing
Employees who take regular breaks are more engaged, productive, and less likely to burn out. Encouraging planned leave ensures your team gets the rest they need.
3. Stay Compliant with your Award and the National Employment Standards
Employers in Australia are legally required to provide annual leave entitlements as outlined in the National Employment Standards (NES). Proper planning ensures you’re meeting these obligations. It’s good to check that your leave accruals are correctly set up in your payroll system.
Best HR Advice for Planning Leave
Here’s how to approach annual leave planning to benefit both your business and your team:
1. Create a Leave Calendar
Use a shared leave calendar to map out public holidays, peak work periods, and any known commitments. This visibility helps employees choose dates that don’t clash with critical business operations. This could be on a White Board that is easily accessible to everyone or it could be an electronic version.
2. Communicate Policies Early
Clearly outline your leave policies in your HR policy handbook, including notice periods, entitlements, peak periods where leave may be restricted, and how to submit requests. Transparency avoids misunderstandings.
4. Plan for the Christmas/New Year shutdown
If your business shuts down over the Christmas/New Year period, make sure that you advise your employees in writing with the appropriate notice. Your Award will state the notice that is required.
Make sure that you plan and ensure that your employees will have enough leave to cover the shutdown period. For example, if an employee applies for leave that will result in them not having enough leave for the shutdown period, then you could make an agreement with them that you will approve the leave, but they agree in writing that they will take unpaid leave during the Christmas/New Year period. They will still be entitled to the public holidays during the Christmas/New Year period.
Or you may want to allow an employee to take annual leave in advance if they don’t have enough leave for this period. Again, make sure you have an agreement in writing that if they leave before they accrue the leave that they agree to repay the monetary value of the leave taken in advance.
5. Plan for your busy periods
Identify your busiest times of the year and plan staffing accordingly. For example, if you’re in retail, avoid approving leave during peak shopping seasons.
6. Be Fair and Consistent
Ensure leave approvals are based on a clear, fair process. Avoid favouritism and give all employees equal opportunities to take time off. If you have a policy that says only a certain number of employees can be on leave at the same time, apply that policy fairly.
Tools to Simplify Leave Management
•HR Software: Use tools like cloud based HR systems, cloud based rostering systems to track and manage leave requests.
•Spreadsheets: A well-organised leave spreadsheet can be a cost-effective option for smaller teams.
•Automated Alerts: Run regular leave balance reports and set up reminders for employees with high leave balances to encourage them to book time off.
Understanding Australian Leave Entitlements
Under Australian workplace laws, employees are entitled to:
4 weeks of paid annual leave per year for full-time employees
4 weeks of paid annual leave per year pro-rata for part-time employees, based on their contracted part time hours
Annual leave loading for specific awards or agreements.
It’s essential to stay updated on your industry’s award conditions in relation to leave loading and any other Fair Work Act requirements to remain compliant.
Final Thoughts
Planning employee leave for the year is about balance—ensuring your team has the time to recharge while keeping your business running smoothly. By following this HR advice, you’ll create a win-win for your employees and your bottom line.
If you’re struggling with leave planning or other HR challenges, consider partnering with us at My HR Partner. We specialise in simplifying people management for businesses across Australia. Let us take the stress out of HR so you can focus on growing your business.
Need help with your HR? Contact us today for expert support tailored to your needs!
We provide HR advice and support.
We have trusted partners to assist with
any employment law issues outside
of our scope.
More info
PO Box 1079
Coolangatta QLD 4225
ABN 30 644 527 015
Get HR Advice from our HR expert