Peace of Mind HR On-Demand
Your HR manager, without the payroll cost.
Running a business means juggling people, policies, and problems you didn’t plan for.
One tricky HR issue can eat hours of your time and cause sleepless nights.
That’s where My HR Partner’s Peace of Mind HR On-Demand service helps you.
We become your virtual HR Manager — someone who knows your business, understands your people, and is just a call or email away when you need trusted guidance.
No call centres. No waiting in line. Just real support from someone who gets it.
Why businesses love Peace of Mind HR On-Demand
The same expert, every time. You’ll speak with the same HR professional who already knows your team, culture, and policies, making every conversation faster, clearer, and more effective.
Confidence, not confusion. With expert HR advice on tap, you can stop second-guessing decisions and act with certainty.
Time back in your day. We handle compliance, contracts, and trickier people matters, freeing you to focus on running and growing your business.
Affordable peace of mind. Get the value of a full-time HR manager without the overhead — just $600 per month (inc. GST) for businesses with up to 30 employees.
Peace of Mind
HR On-Demand
One of the most significant advantages
of partnering with My HR Partner is the
ability to speak to the same person every time, as opposed to a call centre or generic phone advisory service. Your HR expert will be familiar with your business and policies, making the process more efficient and effective.
What’s included
You’ll have ongoing access to:
Up to 4 hours of tailored HR support each month — by phone or email, whenever you need it.
A dedicated HR partner who responds quickly and proactively helps you avoid issues before they escalate or deal with them quickly
Our Employee Onboarding System, to get new starters set up and settled with ease.
Templates, checklists and resources to keep you compliant and consistent.
Full access to the My HR Partner HR Hub — your online library of tools, videos, webinars, and Q&A sessions.
No more panic calls.
No scrambling through the Fair Work website to check the rules.
Just confidence that your HR is handled and your people are supported the right way.
When challenges come up, you’ll have a trusted HR expert ready to guide you through, so you can lead with calm and clarity.
Join Peace of Mind HR On-Demand
You don’t have to do HR alone.
Let us take the worry off your plate so you can focus on what really matters.
Choosing Peace of Mind HR on Demand provides you with the assurance of having a dedicated HR partner who will attend to your HR needs and concerns. With a monthly package price of $800, (including GST) for businesses with up to 30 employees, you can enjoy the benefits of having a reliable HR partner without the high cost of a full-time HR manager.
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