Our Services
Ignite HR & Employment Law can help your business thrive, and reach all your goals.
Employment Law
Employee & Industrial Relations
Human Resources
Industry Accreditation
Small Business Support
Our Services
Ignite HR & Employment Law can help your business thrive, and reach all your goals.
Employment Law
Employee & Industrial Relations
Human Resources
Industry Accreditation
Small Business Support
Workplace Advice Line
A montly Subscription that offers expert Human Resources and Employment Law advice to make informed decisions and take the right actions in your business.
Our workplace advice line offer:
Phone, email & zoom support when you need it.
Problem solve everyday Human Resources and Employee Relation issues quickly and efficiently.
Contracts, Position Descriptions, letters and policy templates tailored for your industry.
Fair work Compliance including pay rates.
Monthly workplace updates on legislation and case law
Ignite HR & Employment Law
A Holistic Approach To All Things People, Culture & Law.
As consultants, our job is to understand your organisation's biggest and most valuable asset, your people.
Every person, organisation, and matter is different, and we aim to respond to our client's needs by providing highly specialised and tailored solutions that are prioritised, practical, and in line with your strategic goals.
We begin our partnership by asking curious questions that unpack your pain points and discuss your ideal outcomes and goals. We then work collaboratively to create a customised plan to achieve these outcomes, with key deliverables to ensure that we are kicking goals.
Our approach is to provide our clients with a light at the end of the tunnel by building strong connections through delivering clear communication, sharing expertise and knowledge, and ensuring our client's are comfortable.
Employment Contracts & Handbook
Drafting and preparing contracts is an essential function of a business to form a solid workforce foundation that complies with awards and employment standards.
We work collaboratively with clients to create contracts that are tailored to specific sectors that are within current legislation and industry norms.
Provider Disability Support
We have worked closely with disability providers as an HR outsourcing partner as our team is well versed with the Fair Work Act, National Employment Standards, and industry-specific regulations.
Managing a diverse workforce that operates under specific awards and/or enterprise agreements, and that are involved in the National Disability Insurance Scheme can be complex at times, which is why our team is here to help.
Aged Care Support
We understand that running an aged care facility requires great output from management to provide high quality healthcare services to residents and manage teams.
As an HR outsourcing provider, we ensure that your organization is up to date with the latest Fair work and industry trends, that it continues to comply with all relevant laws and regulations and assist with mitigating potential risks.
Small Businesses & Startup Support
Owning a small business or employing people in a start up and don't know where to start? Our Small Business Start up pack provides the following:
Phone, email & zoom support when you need it.
Problem solve everyday Human Resources and Employee Relation issues quickly and efficiently.
Contracts, Position Descriptions, letters and policy templates tailored for your industry.
Fair work Compliance including pay rates.
Monthly workplace updates on legislation and case law
NOT SURE AND WOULD LIKE TO TALK THE wORPLACE ADVICE LINE THROUGH WITH OUR TEAM?
employment & workplace Law
Our expert team of lawyers and specialists to assist you with your sensitive and challenging issues.
Employee or Employer?
We're here to resolve your workplace matters.
Do you need an employment lawyer to advise, support, assist, or represent yourself or your organisation with a legal matter?
From representation at the Fair Work Commission to supporting and resolving complex workplace issues, our approach to resolving legal matters is our point of difference.
With Karen Ansen at the helm, our expertise, diligence, and commitment to our clients make us the option for supporting all your employment law needs. We are uniquely dedicated to our clients and operate with approachability at our core. We won't bamboozle you with jargon, and you can always contact us directly to discuss your concerns.
Engaging with us is easy and you can be assured that you are in the safe hands of highly specialised and credentialed legal practitioners that are committed to not just your matter, but your overall well-being.
Employment & Workplace Law Serivces
Fair Work Commission Matters
There may be times when a matter between an employer and an employee cannot be resolved internally by an organisation, and this may be escalated by the employee to the Fair Work Commission.
Highly credentialed in this area, we provide support, advice, and representation for employers or employees at the Fair Work Commission. From lodging documents, to providing expert counsel, to appearing at the tribunal, we ensure that your experience with the Fair Work Commission is guided, strategic, and as stress-free as possible at each step of the claim.
We have proven success in optimising workplace outcomes for our clients at the Fair Work Commission and can lead, support, or assist with;
Unfair dismissal claims
General protections claims, which cover the rights of employees to:
- the correct pay, leave, and other National Employment Standard entitlements
- take time off work if unwell or injured
- not be discriminated against under Anti-Discrimination legislation
- make a grievance or complaint about workplace conditions
- be Union members, and take part in Union activity
- the benefit of Awards, Enterprise Agreements, or other Industrial instruments.
Get in touch to discuss how we can help your business today
Employment Contracts
Employment contracts form a solid foundation for employment within an organisation. A well-written employment contract provides clear rights, obligations, and expectations to both parties, which mitigates risk and provides security and protection to the business, both during and after the employment of an individual.
Expertly crafted, we can assist you or your organisation with:
- Drafting, updating, or reviewing existing employment contracts for permanent, casual, or fixed-term employees
- Advising on specific clauses, and if these clauses are effective, legally compliant, and mitigate potential risk
- Undertaking an audit of the classification structure within the employment contract, and advising if this is correct, or requires change including payroll information.
We are dedicated to working collaboratively with our clients, and we provide a range of options to create a tailored employment contract that works best for you and your organisation. Committed to providing current and best practice advice, you can be assured that our contracts align with current legislation and industry norms.
Do you utilise Contractors?
Thee have been recent changes regarding independent contractors versus employees, and how their employment relationships differs. We provide tailored contracts regarding contractors in a multitude of industries that are compliant, and specific to your needs.
Restraint of Trade & Confidentiality
Competitive advantage for workplaces often lies within the trademarks, trade secrets, or intellectual property. A well-designed and implemented restraint of trade clause is a highly recommended option to include in your employment contracts. Carefully fitted restraint clauses are a way to clearly communicate what’s important to an organisation and clearly step out and identifies the obligations an employee should know if they decide to move on.
Get in touch to discuss how we can help your business today
Employer Advice Line
Understanding and navigating the world of employment law can be overwhelming. When something goes awry, you want to speak with someone that can unravel and explain your obligations from a legal and ethical perspective.
We provide ongoing legal support and advice, that you can access when you need it most. Our advice is jargon-free and road-mapped so you understand what is required each step of the way to deliver successful outcomes.
Get in touch to discuss how we can help your business today
Employment & Workplace Law FAQ's
What is the Fair Work Commission?
The Fair Work Commission is an independent workplace relations tribunal that maintains workplace rights and obligations.
What is Unfair Dismissal?
Unfair dismissal is when the dismissal of an employee is deemed to be harsh, unjust, or unreasonable.
Who is covered for Unfair Dismissal?
The criteria to be covered for Unfair Dismissal is:
• Claimant employed by a national system employer (this is most employers)
• Have worked for the minimum employment period (12 months for small businesses, 6 months for all other employers
• Earn less than the high-income threshold
• Work regular and systematic hours before dismissal and believe this would continue (casuals only)
• High-income earners are covered under Unfair Dismissal if an Award or Enterprise Agreement covers their employment
How long do I have to apply for Unfair Dismissal?
Employees have 21 days to lodge an Unfair Dismissal claim.
What are the steps in an Unfair Dismissal Case?
1. Lodge an application - this needs to be done within the 21-day time period
2. The Fair Work Commission will review the application - they will consider if the dismissal was harsh, unjust, or unreasonable
3. The Fair Work Commission will notify the Employer who will need to respond to the claim if they object to the dismissal. The Employer is required to send the Claimant their response.
4. The claim will go to Conciliation - the Fair Work Commission will act as a neutral third party to try to resolve the matter.
5. If the matter is not resolved at Conciliation, the claim will be heard by the Fair Work Commission at a conference or hearing where the outcome will be determined.
What are the potential remedies for an Unfair Dismissal claim?
• Reinstatement to the Employees position
• Compensation (maximum 26 weeks wages)
What is the difference between an Unfair Dismissal and General Protections claim?
A general protections claim covers employees for exercising a workplace right regardless of income or tenure. There is no limit for compensation, unlike an Unfair Dismissal claim.
Why do I need an employment contract?
Employment Contracts set out the terms and conditions of employment, to clearly articulate the employment relationship. An employment contract in writing limits the risk of any confusion, or misunderstanding.
Does an employment contract need to be in writing?
Technically no, however, a written contract details the specific terms and conditions that bind the employment relationship. This provides clarity for both parties and strengthens any dispute that may arise.
Do I need an expert to draft my employment contracts?
There are many employment contract templates available through a number of avenues, however, a tailored employment contract captures information that is specific to your organisation and ensures that you are addressing all the right criteria to set the foundation for employment under binding legislation.
Do the National Employment Standards apply to me if I have an employment contract?
Yes - an employment contract cannot offer terms or conditions that are less than the National Employment Standards.
Workplace & Industrial relations
Over 20 years of experience advising and supporting individuals and organisations.
We're here to expertly advise & support your workplace.
Do you need an expert to assist, develop, manage or execute a matter relating to industrial or workplace relations in your organisation?
Engaging with us as a third-party provider for your employee, workplace, or industrial relations matter minimises and mitigates internal bias, pressure, and risk for your organisation as we operate independently, without the distraction or bias-introducing operational context.
With decades of experience in this area, we provide support in all things "relations" including Enterprise Agreements, workplace investigations, performance management, conflict resolution, terminations, and transfer of business.
Uniquely positioned, we utilise both employment lawyers and human resources professionals to provide tailored solutions for our clients and operate within the legal framework and intertwine best-practice HR to deliver outstanding results.
Workplace & Industrial Relations Serivces
Enterprise Agreements: Interpretation, Negotiation, Bargaining & Union Relationship Management
Enterprise Agreements are a great way to align operational requirements, with unique employment terms and conditions. Providing a consolidated document that covers employees from several Awards can reduce confusion, and allow internal stakeholders to understand their employment obligations easily. Enterprise Agreements can offer greater flexibility, consistency, and certainty for both parties which may reduce or mitigate the risk of disputes.
Ignite hold a strong background in supporting organisations to interpret, and understand the effect and obligations of existing agreements, and when these agreements have expired, working collaboratively to develop, support, and implement the new agreement from review, to approval at the Fair Work Commission.
Get in touch to discuss how we can help your business today.
Workplace Investigations
When a workplace matter requires investigation, it is crucial that it is undertaken in an independent, impartial and timely manner. When investigations are not actively managed, this can significantly impact the culture and operations of an organisation which may include increased absenteeism, turnover, worker’s compensation or Fair Work Commission claims.
Matters that are required to be investigated are often complicated and highly personal, with bias often acknowledged as a real problem. Internal parties may lack the experience, time, and knowledge to undertake a robust and comprehensive workplace investigation. This is where you throw the ball in our court.
Ignite undertakes comprehensive workplace investigations to resolve complex workplace matters and provides practical solutions to mitigate future risks. We understand the law in relation to managing and resolving these issues, with particular skill in resolving matters concerning allegations of bullying, harassment, discrimination, or misconduct.
Our investigators will:
1. Unpack the matter through scoping and discussion to deeply understand the allegations and context of the issue.
2. Address the complaint in a timely and procedurally fair manner, ensuring all communication is clear, all relevant parties are interviewed, and evidence is gathered and reviewed in a consistent manner.
3. Deliver a comprehensive report, outlining the findings, and providing recommendations in line with internal and external policies, procedures, and governing law.
4. Reduce future risk by recommending practical strategies to support the employee and organisation.
Get in touch to discuss how we can help your business today.
Performance Management, Conflict Resolution & Mediation
Performance management often refers to the management of an underperforming employee through a formal process. However, performance management extends far beyond formal meetings and performance improvement plans. We can assist with formal performance management, informal performance management, and performance frameworks.
We support, facilitate or lead the performance management process to resolve complex issues before they escalate. Highly experienced in this area, we are flexible and adjust our approach as needed, always considering the bigger picture of the issue and ensuring procedural fairness.
We lead or mentor management through mediation or termination procedures to minimise legal risk and preserve the workplace relationship as best as practicable.
Get in touch to discuss how we can help your business today.
Termination, Restructure, or Redundancy
Unfortunately, there may be times when terminating an individual's employment may be the best or only option for your organisation. There is a myriad of reasons why termination may be required, and undertaking this process in a legally compliant and human-centred manner is crucial for achieving the best outcome and response from the employee.
We provide end-to-end support, facilitation, or management of the termination, redundancy, or restructuring process through:
1. Adhering to the Fair Work Act, and other governing legislation
2. Delivering clear, written communication
3. Facilitating meetings with affected parties
4. Providing advice on notice periods and termination payments
5. Upskilling Managers on understanding and undertaking termination processes.
Get in touch to discuss how we can help your business today.
Transfer of business
When a transfer of business occurs, it is imperative that it is proactively managed and that the change does not cause disruption to the workplace. Mismanaging a transfer of business can increase turnover, reduce productivity or see a significant change in the culture.
We provide support and advice regarding the transfer of business including:
• Entitlements including personal, parental, and annual leave, requests for flexible working arrangements, and long service leave
• Redundancy, termination and unfair dismissal
• Award Interpretation and salary calculations
• National Employment Standards (NES)
• All other employment-related issues
Get in touch to discuss how we can help your business today.
Workplace & Industrial Relations FAQ's
What is an Enterprise Agreement?
Enterprise Agreements are customised industrial instruments that are made between employers, employees, and unions that govern the terms and conditions of employment for an organisation.
There are three different types of Enterprise agreements:
• A single enterprise agreement is an agreement between one Employer and its employees.
• A multi-enterprise agreement covers more than one organisation in a certain industry.
• A greenfield agreement covers a genuine new business, project, or activity where the employer has not hired any employees to complete the task at the time of drafting.
Why would I need an Enterprise Agreement?
Enterprise Agreements offer a number of benefits for both the employer and the employee.
For the employer, enterprise agreements can be used to integrate efficient practice into the workplace by outlining a consistent rate of pay and allowances across the business or outlining the hours of work.
Enterprise agreements also allow for greater protection for businesses against industrial action and lower the risk of disputes, particularly if unions are involved throughout the bargaining process.
Employees benefit from an enterprise agreement as it provides clarity, and reduces confusion around conditions of employment (which are often greater than the National Employment Standards or Modern Award, and provides increased bargaining power when the enterprise agreement is in the negotiation stage.
How long does an Enterprise Agreement last?
All Enterprise Agreements must contain an expiration clause that requires the enterprise agreement to nominally expire within 4 years of the Fair Work Commission approving the agreement.
What does an Enterprise Agreement include?
Although Enterprise Agreements can be flexible to suit the needs of an organisation and its employees, there are a number of clauses that must be contained in the Agreement.
Every Enterprise Agreement must contain a nominal expiry date clause, dispute resolution clause, flexibility, and consultation clause.
It is important to remember that throughout the negotiation and drafting process that the terms of the Enterprise Agreement must always be better than the ones provided in the employee’s applicable Modern Award or the National Employment Standards.
What is a redundancy?
Redundancy is the process when employers terminate one or more employees due to a “business” related reason. Redundancy does not include termination due to a breach of contract or serious misconduct.
There are several reasons why a business may need to make someone redundant. These reasons include:
• An economic recession affecting the organisation
• Termination of business or job title
• The role was linked with a funded project
• Relocation of business
What is a genuine redundancy?
A genuine redundancy is defined by section 389 of the Fair Work Act as:
1. The person’s employer no longer required the person’s job to be performed by anyone because of changes in the operational requirements of the employer’s enterprise; and
2. The employer has complied with any obligation in a modern award or enterprise agreement that applied to the employment to consult about the redundancy.
If the employee could have reasonably redeployed within the employer enterprise or another associated entity then the redundancy could be considered as not genuine.
Why do I need to consult with my employees regarding major workplace changes?
Employers should look to consult with their employees about any major workplace changes to help create a genuine exchange of information to reach the best solution for all parties involved. In doing so, it allows employees to feel valued in the organisation as well as create a richer culture. However, there are circumstances where employer must legally consult their employees.
One of these circumstances is when the employee’s modern award or enterprise agreement contains a “consultation clause”. These clauses require the employer to consult with their employees or their representatives if there is a major change in the roster or ordinary hours of work, or the employer intends to make major changes to the workplace.
To satisfy the consultation clause, the employer must ensure that they provide employees and their representatives with the information regarding the proposed change to allow the employees to provide feedback and commentary. After the consultation, if the employer is not able to accommodate the feedback, it is advised that their reasoning is provided to the employee in writing.
Human Resources
Consultants that are passionate about your people & culture function.
We're here to get the best out of your people
Do you need an HR professional to support develop, manage or implement best-practice people and culture frameworks? Or do you need assistance to run your day-to-day people operations?
Many organisations begin their business journey believing that they do not require support or assistance with their people and culture function. However, it generally doesn't take long before discovering that people are multi-layered and complicated characters and that a one-size-fits-all approach to people just doesn't work.
This is where we step in.
We create tailored, people-centred HR solutions for your organisation. From the fundamental building blocks of HR to a phone-a-friend partnership, we offer end-to-end support to ensure you're actively working to create and foster high-performing and engaged teams that are legally compliant, with best practice in mind.
When required
Advisory Support
We provide support on an as-needed basis, in what we call our "business as usual". These are the day-to-day organisational and operational issues that arise where you quickly need an answer, or to fact-check to follow best-practice and maintain compliance. This might include Industrial Instrument interpretation, employee correspondence, compliance requirements and/or employee documentation.
We provide this service in a way that supports your needs whether that be over the phone, email, or a coffee.
Transformational
Projects & Frameworks
Projects and frameworks encompass services that set the foundation for your people and culture function or enable and implement change that is best practice, and compliant under legislation.
From employee engagement, to workforce planning to redundancies, we work with you to efficiently and effectively deliver projects that support and grow your organisation, in line with your strategic and operational objectives.
Transactional
Top-Up Services
Our top-up service is a monthly retainer where our expert consultants deliver human resources services to your organisation. We support the day-to-day people and culture function, and actively work as part of your team to deliver a spectrum of people and culture services.
Working collaboratively, this option is a tailored approach to what your organisation needs, which may be a combination of tactical and strategic services. You name the mix, and we deliver. It's that easy.
Human Resources - Our Capability
Advisory Services
We understand that no two situations are the same and that your people strategy needs to align with organisational goals.
We provide strategic advice and guidance on complex issues to ensure you meet your objectives and remain competitive in an ever-changing market.
Reach out via the Workplace Advice Line › Click here
Get in touch to discuss how we can support your business.
Compliance & Governance
Many industries that we service are highly regulated so it is important to us that you meet your compliance and governance obligations.
Our services in this area may include drafting and implementing employment contracts, policies, and procedures, conducting salary and payroll audits, and aligning the Award or Industrial Instrument to your organisation.
Get in touch to discuss how we can support your business.
Recruitment & Onboarding
Your people are your greatest asset. Ensuring you are recruiting and retaining high-performing employees is key to an organisation's success.
We provide support with end-to-end recruitment frameworks to ensure you are recruiting the right people for the right roles including salary benchmarking, job design, employee value proposition, and psychometric testing to ensure you are attracting and retaining the top talent in your industry.
Get in touch to discuss how we can support your business.
Organisational Development
Organisational development can often fall to the wayside if you do not have the people or resource power to design, deliver and implement the programs required.
We deliver a range of solutions to enable your organisation to get the best out of your workforce including change management strategies, team building, mandatory training, workforce planning, and organisational structure and design.
Get in touch to discuss how we can support your business.
HR Technology
Implementing the right IT systems to increase efficiency and effectiveness in your people and culture function can be tricky to get right.
We scope, recommend and implement Human Resources Information Systems to enhance your people and culture function to reduce time, effort and sources required for HR compliance.
Get in touch to discuss how we can support your business.
Worker's Compensation (RTW)
Organisations often need to make complex legal, commercial and ethical choices when it comes to the management of ill and injured workers.
We are able to advise and manage difficult claims to ensure that your workforce is back at work and doing well quickly. If required, this can be escalated to our employment law team to ensure that risk is mitigated and your organisation is making legally compliant and informed decisions.
Human Resources top-up services
What is it?
Our top-up offering is a set monthly retainer where our expert consultants deliver tactical human resources services to your organisation. We support the day-to-day human resources function, and actively work as part of your team to deliver a range of people and culture services to keep your operational wheels turning. This might look like:
• Day-to-day business as usual
• General recruitment and hiring
• Onboarding and training
• Performance reviews
• Remuneration and benefit
When would I need it?
There are a number of reasons why looking to a third party is a viable option for your organisation. Internal parties are often time-poor and may lack the required knowledge or skills to efficiently and effectively deliver best-practice and compliant human resources.
The benefits of using this service include:
• Accessing contemporary and specialist knowledge that may not be available through internal resources
• Provides an accessible resource that can be scaled up or down as needed, sticking to your budget
• Saves time and energy by freeing up your internal resources - allowing your business to do what it does best.
How does it work?
We believe that any positive working relationship begins with an aligned partnership. We want to ensure that we are the right fit for you, and your organisation, and begin our conversation through a discovery call. In this call (which can
be in-person or virtually), we will run through a bit about us, and more about you to explore if we're your perfect match.
After this call, we will move to a "spark" strategy session. In this session, we unpack and identify where you're excelling, and where you might need some assistance in your people and culture function. We provide a report at the conclusion of the session which provides clear and practical steps to elevate your people function.
If you need help as soon as possible, we dive head first into the people function by working with internal relations.
Why is it so important?
Your people and culture function is the lifeblood of your business. Getting it right reaps rewards that accelerate growth, nurture culture, and drive innovation. Getting it wrong can be devastating and expose risk in all areas of the organisation.
Human Resources - projects & frameworks
What is it?
HR Projects encompass services that enable and implement change, or build foundational best-practice human resources practices within your organisation. From employee engagement to workforce planning to redundancies, we work with you to efficiently and effectively deliver projects that support your organisation. We are dedicated to working collaboratively, and adapting our approach as needed, which may include flying solo or working with internal resources to achieve the best outcomes.
When would I need it?
Often, there are limited resources, skills, and time to effectively implement change or build resources into organisations. Engaging with Ignite ensures that you are aligning the needs and wants from a strategic perspective, and delivering within the time frames required with the support and input from experts.
How does it work?
Our projects and frameworks look different for each client, however, we always begin with a scoping "spark session" to uncover the current climate, and what approach to take during the project. This session dives into your expectations, time frames, and budget to ensure that we are delivering what you need, and where you need it.
From the session, we derive a project plan clearly outlining the steps we need to take to meet the deliverables and conduct periodic meetings to debrief where we are tracking in regard to the plan and any wins or blocks that may be present to keep you informed and to collaborate effectively.
Projects and frameworks may include:
• HR Health Checks - an assessment of your current people and culture function
• Enterprise Agreements
• Redundancies or restructure - consultation for major change
• Transfer of business
• Cultural change projects
• Recruitment and onboarding frameworks - selection and sourcing strategy, employee value proposition
• Performance review design and implementation
• Role clarity, job design, and organisational structure
• Engagement and culture pulse check
• Workforce planning and
• Accreditation or audit readiness
Why is it so important?
Projects and frameworks often require a high level of both human resources advisory and technical skill sets to build and execute processes and procedures that are compliant with legislation and industry standards. Ensuring that the boxes are ticked from this perspective, and aligns with your organisation is key to creating a workforce that is high performing and engaged.
Employee or Employer?
We're here to resolve your workplace matters.
Our team of experienced Human Resources professionals are here to help you navigate the complex world of employment law, compliance, and best practices. Whether you have questions about hiring, employee relations, compensation, benefits, or anything in between, we have the expertise to provide you with the answers you need.
Our team are available to provide guidance and support to employers like you. With our expert advice, you can feel confident in your decision-making and ensure that your workplace is a positive and productive environment.
Our Workplace Advice Line provides timely and practical solutions to your Human Resources challenges, so you can focus on growing your busines
Accreditation
Experts supporting your organisation to meet industry standards.
Our experts are here to support your organisation to shine.
Our experts are here to support yoDo you need a team of experts to support and assist your organisation to prepare and meet accreditation standards?
Accreditation in the health, aged, or disability industries can often be an overwhelming time for providers, including internal resources. Striking the right balance between the day-to-day operations, and actively working on prepping for accreditation can be difficult due to time constraints, lack of resources, and lack of experienced employees to aid in this journey.
We work with a highly experienced team of industry experts to audit, plan, manage and undertake accreditation and compliance work to ensure that your organisation is in the best place to meet, and exceed the standards in your industryur organisation to shine.
Accreditation & Compliance Services
Aged Care
Aged Care providers are governed by quality standards set by the Aged Care Quality and Safety Commission. These standards need to be met during the accreditation process for the Aged Care providers to continue delivering their services.
We specialise in providing support, guidance, and advice to Aged Care providers to meet their compliance needs. With over a century (yes, 100 years) of combined experience, we profoundly understand the unique challenges faced by providers and offer a holistic service through engaging industry specialists to address each standard, both from a clinical and non-clinical perspective.
Our approach is based on collaboration and building capability with internal resources to enable upskilling and understanding of the accreditation process in the future. We tailor our approach for each provider, understanding that needs vary from one organisation to the next and that people differ in their styles in undertaking and executing tasks.
We work with collaboration at the heart of these projects and deliver project management services to ensure that the plan maintains momentum and provide ongoing feedback for continuous quality improvement.
Get in touch to discuss how we can support your business.
Disability & NDIS
Many Disability Support providers receive funding under the National Disability Insurance Scheme (NDIS). This scheme is governed by a set of standards and quality indicators as outlined by the NDIS Quality and Safeguards Commission. Unlike Aged Care where a single quality agency is responsible for providing accreditation services, NDIS audit services are provided by private auditing companies.
We work with organisations to comply with the NDIS standards and quality indicators to ensure they can continue to provide services to participants. We begin with a discovery phase and outline human resources and employment law gaps in the framework. Working closely with clients, we provide a detailed list of work to be undertaken and take an approach that meets the resourcing and budgetary needs of providers.
Get in touch to discuss how we can support your business.
Our approach
Scope
We send our specialist onsite to undertake an audit against the Standards. From this site visit, we produce a detailed report outlining the current state of the organisation against these standards.
Plan
From this report, we derive a project plan, and outline practical steps to achieve compliance gaps with a risk assessment attached to prioritise and address urgent issues.
Execute
We lead the project, ensuring that internal or external stakeholders are assigned to tasks, with key milestones to be met during the process. We work with internal stakeholders to achieve these objectives to allow for professional development and growth.
Wrap Up
At the close of the project, we close out the project through sending our specialist onsite once again to conduct an audit to ensure there are no stones unturned or any compliance needs unmet.
Lets Start A Conversation
How Can We Help You Succeed?
Ignite HR & Employment Law is a team of passionate people, culture, and law experts that deliver practical, contemporary, and customised solutions and advice.
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