As the dust from the festive season settles and we all wait in line for the rollercoaster that 2026 is already shaping up to no doubt be, there are a few things we can do to get ahead of the curve.
These may be the perfect activities to satisfy idle hands and make sure your business is ready for 2026. (These are also terrific items to cross off your list in December, so keep this list handy, because December will be here soon enough!)
At the end of this article, you’ll find a handy checklist to help you review your compliance. However, below, we have outlined a few items that you may want to prioritise.
- Signed contracts for all employees
It is a good practice to regularly check that you have current and signed contracts for all employees. Role changes, flexibility agreements and so forth have the uncanny ability to slip through the cracks of competing priorities, and will pop up at the most inopportune moments.
- Review your policies, procedures, employee handbook and code of conduct
While it is not a strict requirement that these documents be reviewed yearly, reviewing them regularly and ensuring that they are accessible to employees (or better yet, have been sighted by employees) means that you are in a much better position should you need to rely on them. You’ll be assured that they are accurate and fit-for-purpose, and that a misbehaving employee cannot try to get out of following them.
- Consider the implementation of a Sexual Harassment and Sex or Gender-based Prevention Plan (Prevention Plan)
If your business has a site in Queensland, since 1 March 2025, a new legal requirement has mandated that all businesses comply with Respect at Work legislation by upholding a ‘positive duty’ to prevent workplace sexual harassment. Statistical evidence suggests that one in three people have experienced sexual harassment in Australia’s workforce in the past five years.
Irrespective of the risk or prevalence – or how good or bad an employer perceives their workplace culture to be – the fact is that all businesses must now have a prevention plan in place. The absence of a Prevention Plan can expose your business to fines of up to $29,000 – even where no harassment has occurred – specifically: $9,679 for any or all of: failing to prepare the plan; failing to implement the plan; and failing to review the plan.
It’s the law and IRiQ can assist!
- Complete and accurate information, addresses, next of kin, emergency contacts etc
The only constant is change, and in that case, it pays to ensure that change is captured and recorded accurately.
- Accurate and up to date position descriptions for each role
Business needs and the requirements of roles may change naturally, and quite quickly depending on your business and/or industry. Changes can often outpace your ability to update your position descriptions. Similar to policies and procedures mentioned above, if you want to be able to rely on these documents, it pays to ensure that they are as accurate as possible. As a bonus, once you’ve updated your position descriptions, an updated Organisation Chart is very simple to create!
- Review that each role is appropriately classified as you compare it to the PD and what your requirements are
Once you’ve updated your PDs, or at least ensured that they align with what you require from the role, you are in a great position to review the classifications that have been applied to the roles.
- Does your remuneration make sense?
Similar to reviewing the classifications, this is a good opportunity to review the remuneration levels set for the various roles in your organization. Appropriately set remuneration levels allow you to ensure you attract and retain a strong workforce.
- Conduct an employee survey
This is a great opportunity to review what your employees thought you did well in 2025, and what you could do better in 2026.
- Review training compliance
Mandatory training compliance can feel like another Sisyphean task that never actually gets completed. But, this is a great opportunity to prioritise getting training out of the way.
- Don’t hesitate to seek help navigating workplace compliance
These suggestions are by no means exhaustive, nor are they in any particular order. If you find yourself needing a bit more assistance, IRiQ Law can support your business in navigating compliance challenges, whether it’s policies, contracts, prevention plans, or classification reviews.
Start 2026 with confidence.
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