Welcome to the Capital Human Resources Blog

This is where you’ll find expert tips, info about what we do, and occasional office gossip from the Capital Hr team!

We regularly share information which has helped our existing clients and which new clients should look out for. If you’re thinking of trying us out, you’ll be able to check out our blog to see some of the interesting cases, laws, and details we encounter as a bespoke firm. 

Below are some of our favourite posts so far. If you like the snippet below, read on! And be sure to check in regularly for new updates.

In today’s rapidly changing world, the role of managers and leaders is evolving like never before.

With the rise of artificial intelligence (AI) and the automation of routine tasks being taken over by machines, a focus is clearly developing that highlights one thing: managers WILL have a greater responsibility to lead and manage humans using Emotional Intelligence (EI).

In 2025, the Commission ruled in favour of a remote worker in the Philippines who successfully claimed unfair dismissal against Queensland law firm Doessel Group Pty Ltd.

Even though she worked offshore, she was still considered an employee under the Fair Work Act, not a contractor because the overall arrangement looked and operated like standard employment.

After the business ended her role by email, she lodged an unfair dismissal claim and won. The Commission awarded her $10,800 in compensation.

Small businesses (fewer than 15 employees) are generally exempt from paying statutory redundancy pay under the National Employment Standards (NES).

However, there are exceptions; certain Awards may require small businesses to pay redundancy pay, however the entitlement can be less beneficial compared to the NES.

In 1 December 2025, these Awards where updated to clarify how redundancy pay applies when workforce numbers drop below 15 employees due to insolvency or liquidation.

This change is to ensure that employees made redundant still receive redundancy pay under the NES.

Early 2026 brings increased focus on accountability and evidence, not just policies.

While [gender] WGEA reporting applies only to large employers, its flow‑on effect matters for SMEs competing for talent. Gender equality commitments, pay transparency and governance practices are becoming visible signals to candidates – even where formal reporting isn’t required.

At the same time, the Fair Work Commission’s proposed Ai disclosure requirements will affect how all employers handle disciplinary processes, terminations and disputes. SMEs relying on templates, tools or Ai‑assisted drafting will need to ensure evidence is accurate, verified and defensible.

For small businesses, this is less about technology and more about process discipline.