I have been reflecting on when enterprise bargaining is an appropriate strategy for clients and when other options may better suit their business objectives. What I have increasingly noticed over the last few years is that where clients do not already have an Enterprise Agreement in place, they are reluctant to go down that path and prefer to look at innovative ways to achieve their objectives. The reasons for this reluctance are many and varied, so I won’t bore you by listing them.
Interestingly, I am also noticing that even those clients who have a history of enterprise bargaining are now looking to alternatives to recognise and reward individuals or groups and drive productivity and flexibility outside of the confines of an Enterprise Agreement. Increasingly, we are being called upon by employers to develop innovative ways for them to achieve the flexibility and productivity they need to boost their business, without the need for a formal Enterprise Agreement.
All improvements in flexibility and productivity need to occur within a legally compliant framework, however enterprise bargaining is not the only available option. Achieving improvement in flexibility and productivity is eminently doable with a little innovative and creative thinking mixed with a comprehensive understanding of employment law. One without the other is a recipe for disaster. So, before you decide on the next step in boosting your business, take a moment to consider if you can achieve your objectives in more than one way, and if so, which is best for your business and your employees. It may be an Enterprise Agreement or it may be something different. If you would like some assistance in exploring your options please contact me on Cheryl-Anne.Laird@mazars.com.au or 3218 3014.
Please note that this publication is intended to provide a general summary and should not be relied upon as a substitute for personal advice.
