In a major step to protect Australian workers, the federal government criminalised wage theft under the Fair Work Legislation Amendment Act 2023. From 1 January 2025, employers who knowingly underpay employees face penalties including fines up to $7.825 million or three times the amount underpaid. Individuals could also face up to 10 years in prison. This crackdown, driven by the growing concern that wage theft costs workers up to $1.5 billion annually, aims to create a culture of fairness and accountability in Australian workplaces. To explore how these changes are playing out, Colleen Deere, Acting Branch Manager at people2people in Perth, spoke with Antonino Meduri, Principal at AM Law & Partners. Their discussion shed light on what the new laws mean for businesses, the common pitfalls that still occur, and how organisations can proactively ensure compliance. "Employers now face serious criminal penalties for deliberate underpayments" Antonino explained the law's key shift: intentional wage theft is now a criminal offence. This applies to both direct entitlements like wages and leave, and indirect ones such as superannuation. Crucially, the law distinguishes between unintentional errors and knowing breaches. "Criminal conduct doesn’t happen when an employer is careless or even reckless. It happens when they knowingly underpay while being aware of their legal obligation to pay more," Antonino clarified. The legislation introduces four major components: criminalisation of wage theft, significant financial penalties, a self-reporting pathway that may prevent prosecution, and a voluntary code for small businesses. The self-reporting mechanism, in particular, offers a pathway for businesses that uncover underpayments and cooperate with the Fair Work Ombudsman to avoid criminal charges. Common Mistakes That Still Lead to Underpayment Claims While intentional wage theft garners the most attention, Antonino noted that most underpayments stem from avoidable errors rather than malice. He highlighted several frequent mistakes: Misclassifying employees : Many errors begin with incorrect award classification, especially in sectors like hospitality and aged care. "Failing to properly consider the legal obligations under the Fair Work Act can snowball into significant liabilities," Antonino warned. Incorrect penalty rates : Employers sometimes overlook weekend or holiday rates or fail to include casual loading during leave. Assuming salaried employees are always compliant : Even when a salary appears generous, if the employee's entitlements under the award are higher, the employer must make up the difference. Unpaid work : Trials or internships where the worker performs productive tasks must be paid, regardless of how the arrangement is labelled. What Good Compliance Looks Like in 2025 Antonino stressed the importance of prevention over reaction. "Good compliance is preventative and not reactive. It's about systems, transparency, and leadership," he said. Here are the key elements he advised businesses to adopt: Accurate classification and regular reviews : Ensure employees are correctly classified under the appropriate award and reassess annually. Pay audits : Regularly verify that pay matches the hours worked and entitlements due, especially for salaried staff. Strong record-keeping : Maintain detailed wage and time records for at least seven years. These not only ensure legal compliance but also serve as vital defence documents in case of claims. Training and accountability : Keep HR and payroll teams updated on legislative changes. Define clear roles for compliance oversight. Early response : If an error is discovered, fix it promptly, pay interest, and engage the Fair Work Ombudsman where necessary. Protecting Legal and Reputational Interests  Beyond compliance, Antonino offered advice on safeguarding a company’s legal and reputational standing: Embed compliance in governance : Treat wage compliance as a leadership issue, not just a payroll task. Independent audits : An external payroll or classification audit can uncover hidden risks before they escalate. Document everything : From employee classification to wage audits, detailed documentation forms the cornerstone of a legal defence. Clear response plans : Have strategies in place for backpay, media management, and engagement with regulators. Foster a culture of integrity : Encourage staff to raise concerns, protect whistleblowers, and promote wage compliance as a shared responsibility. Antonino concluded with a warning: non-compliance can not only invite legal consequences but also drain a business's time and resources. "Being proactive and transparent isn’t just about law—it’s good business." In summary, the new wage theft laws signal a strong shift towards accountability and fairness in Australia’s labour market. Businesses that embrace this change, investing in robust systems and a culture of compliance, will not only avoid legal trouble but build trust and resilience for the future.

As 2025 unfolds, work-life balance has firmly secured its place as the top priority for job seekers across Australia and New Zealand. According to people2people's latest Employment and Salary Report, flexibility is no longer a bonus; it’s a baseline expectation. With 78% of organisations offering flexible hours and 69% supporting remote work options, businesses that fail to adapt risk losing out on top talent. This cultural shift is driven by a desire for autonomy and trust. Employees today seek the ability to tailor their work around their personal lives, not the other way around. Kaajal Khelawan, HR Manager and Operations Lead, puts it succinctly: "Work-life balance has become such an imperative thing for all employees. They want independence. They want to be trusted."  "Flexibility is no longer a benefit. It’s an expectation." That said, physical offices still have a place—but their purpose is changing. As Khelawan explains, "There definitely is a place for in-office models, but their role has changed. It should be focused on collaboration and culture building." Rather than simply housing employees, offices are becoming hubs for engagement and connection. Juma Mrisho, Talent Acquisition Business Partner, highlights other rising trends in employee benefits. Beyond flexibility, mental health and wellbeing initiatives are increasingly valued, as are financial wellness tools, career development opportunities, and progressive leave types like grandparent leave and menopause support. Mrisho adds, "There’s growing interest in purpose-driven benefits that really reflect personal values." Meanwhile, traditional perks like snacks and Friday socials, while still appreciated, are no longer enough on their own. Employees today are seeking a more personalised experience at work. This move towards customisation over gimmicks signals a new era in HR strategy. "One size doesn't fit all anymore," says Khelawan. "There is an understanding that not everything can be tailored to an individual, but going with the status quo is probably not the best course of action either." For businesses struggling to keep pace with these evolving expectations, outsourcing HR support can offer much-needed clarity and agility. Conducting anonymous surveys can help uncover what employees truly value, from reasons for staying to the motivations behind exits. Khelawan explains, "We work with a number of different clients. We have access to market benchmarks, scalable benefit programs, and we can help tailor strategies to attract and retain talent without the overhead of a full HR function." Mrisho agrees, adding that external HR support offers the flexibility and insights needed to remain competitive, particularly in uncertain markets. As work-life balance becomes the cornerstone of employee satisfaction in 2025, it’s clear that understanding and adapting to these new expectations is no longer optional—it’s essential. Businesses that respond proactively will be best positioned to attract, retain, and support top talent in the year ahead.

In today's dynamic work environment, flexibility is paramount. As the needs and expectations of the modern workforce continue to evolve, employers are increasingly adopting adaptable work arrangements to meet diverse needs and enhance productivity. In this blog post, we'll explore the significance of adaptable work arrangements and how they address the evolving demands of today's workforce while optimizing for search engine visibility.

In today's rapidly evolving landscape, automation is reshaping industries and transforming the way we work. While automation offers numerous benefits, including increased efficiency and productivity, it also presents challenges and uncertainties for the workforce. Understanding the opportunities and challenges of automation on employment is crucial for individuals and organizations alike as we navigate the future of work.

Discover how workplace flexibility is shaping the future of work in Australia as we head into 2025. With 37% of Australians still working from home and employees increasingly valuing flexible arrangements, businesses must adapt to retain top talent. This blog delves into the insights shared by Mary Savova and Steph Croker on maintaining productivity, inclusivity, and adapting hybrid models to meet evolving expectations. Learn key strategies for balancing flexibility with team cohesion to stay competitive. Are you ready to explore how these trends can help your business thrive in 2025?

Artificial intelligence (AI) is transforming the future of work in Australia, creating both challenges and opportunities. With 80% of Australian executives optimistic about AI's impact on productivity, industries are seeing a mix of job displacement and new high-skilled roles. Key skills such as AI literacy, digital proficiency, and cybersecurity are becoming vital, while routine tasks are increasingly automated. To thrive, workers must embrace AI as a partner and develop adaptable, human-centric skills. How will these AI-driven changes shape your career in 2025?

The Australian HR market is transforming as we approach 2025, with evolving employee expectations for flexibility, wellbeing, and personal values reshaping talent demand. Sectors like technology, healthcare, and finance remain highly competitive, driving up salary expectations and flexible work demands. In this market update, People2People experts discuss creative retention strategies, including investing in employee development, internal mobility, and wellbeing programs. Learn how organisations can navigate economic pressures while meeting employee needs to stay ahead. Ready to find out how your company can thrive in the competitive Australian HR market of 2025?

Australia's talent shortage is reaching a critical point as we approach 2025, with industries like healthcare, education, construction, and logistics facing significant skills gaps. Despite a 20% decline in job ads, competition remains fierce, with 175 applications per role. Employers must adapt by focusing on upskilling, skilled migration, internal promotions, and employee retention to thrive. Flexible employment models may also be key to addressing immediate staffing needs. How will businesses overcome these challenges to ensure success in 2025, and what strategies are most effective in bridging the skills gap?

In a major step to protect Australian workers, the federal government criminalised wage theft under the Fair Work Legislation Amendment Act 2023. From 1 January 2025, employers who knowingly underpay employees face penalties including fines up to $7.825 million or three times the amount underpaid. Individuals could also face up to 10 years in prison. This crackdown, driven by the growing concern that wage theft costs workers up to $1.5 billion annually, aims to create a culture of fairness and accountability in Australian workplaces. To explore how these changes are playing out, Colleen Deere, Acting Branch Manager at people2people in Perth, spoke with Antonino Meduri, Principal at AM Law & Partners. Their discussion shed light on what the new laws mean for businesses, the common pitfalls that still occur, and how organisations can proactively ensure compliance. "Employers now face serious criminal penalties for deliberate underpayments" Antonino explained the law's key shift: intentional wage theft is now a criminal offence. This applies to both direct entitlements like wages and leave, and indirect ones such as superannuation. Crucially, the law distinguishes between unintentional errors and knowing breaches. "Criminal conduct doesn’t happen when an employer is careless or even reckless. It happens when they knowingly underpay while being aware of their legal obligation to pay more," Antonino clarified. The legislation introduces four major components: criminalisation of wage theft, significant financial penalties, a self-reporting pathway that may prevent prosecution, and a voluntary code for small businesses. The self-reporting mechanism, in particular, offers a pathway for businesses that uncover underpayments and cooperate with the Fair Work Ombudsman to avoid criminal charges. Common Mistakes That Still Lead to Underpayment Claims While intentional wage theft garners the most attention, Antonino noted that most underpayments stem from avoidable errors rather than malice. He highlighted several frequent mistakes: Misclassifying employees : Many errors begin with incorrect award classification, especially in sectors like hospitality and aged care. "Failing to properly consider the legal obligations under the Fair Work Act can snowball into significant liabilities," Antonino warned. Incorrect penalty rates : Employers sometimes overlook weekend or holiday rates or fail to include casual loading during leave. Assuming salaried employees are always compliant : Even when a salary appears generous, if the employee's entitlements under the award are higher, the employer must make up the difference. Unpaid work : Trials or internships where the worker performs productive tasks must be paid, regardless of how the arrangement is labelled. What Good Compliance Looks Like in 2025 Antonino stressed the importance of prevention over reaction. "Good compliance is preventative and not reactive. It's about systems, transparency, and leadership," he said. Here are the key elements he advised businesses to adopt: Accurate classification and regular reviews : Ensure employees are correctly classified under the appropriate award and reassess annually. Pay audits : Regularly verify that pay matches the hours worked and entitlements due, especially for salaried staff. Strong record-keeping : Maintain detailed wage and time records for at least seven years. These not only ensure legal compliance but also serve as vital defence documents in case of claims. Training and accountability : Keep HR and payroll teams updated on legislative changes. Define clear roles for compliance oversight. Early response : If an error is discovered, fix it promptly, pay interest, and engage the Fair Work Ombudsman where necessary. Protecting Legal and Reputational Interests  Beyond compliance, Antonino offered advice on safeguarding a company’s legal and reputational standing: Embed compliance in governance : Treat wage compliance as a leadership issue, not just a payroll task. Independent audits : An external payroll or classification audit can uncover hidden risks before they escalate. Document everything : From employee classification to wage audits, detailed documentation forms the cornerstone of a legal defence. Clear response plans : Have strategies in place for backpay, media management, and engagement with regulators. Foster a culture of integrity : Encourage staff to raise concerns, protect whistleblowers, and promote wage compliance as a shared responsibility. Antonino concluded with a warning: non-compliance can not only invite legal consequences but also drain a business's time and resources. "Being proactive and transparent isn’t just about law—it’s good business." In summary, the new wage theft laws signal a strong shift towards accountability and fairness in Australia’s labour market. Businesses that embrace this change, investing in robust systems and a culture of compliance, will not only avoid legal trouble but build trust and resilience for the future.

As 2025 unfolds, work-life balance has firmly secured its place as the top priority for job seekers across Australia and New Zealand. According to people2people's latest Employment and Salary Report, flexibility is no longer a bonus; it’s a baseline expectation. With 78% of organisations offering flexible hours and 69% supporting remote work options, businesses that fail to adapt risk losing out on top talent. This cultural shift is driven by a desire for autonomy and trust. Employees today seek the ability to tailor their work around their personal lives, not the other way around. Kaajal Khelawan, HR Manager and Operations Lead, puts it succinctly: "Work-life balance has become such an imperative thing for all employees. They want independence. They want to be trusted."  "Flexibility is no longer a benefit. It’s an expectation." That said, physical offices still have a place—but their purpose is changing. As Khelawan explains, "There definitely is a place for in-office models, but their role has changed. It should be focused on collaboration and culture building." Rather than simply housing employees, offices are becoming hubs for engagement and connection. Juma Mrisho, Talent Acquisition Business Partner, highlights other rising trends in employee benefits. Beyond flexibility, mental health and wellbeing initiatives are increasingly valued, as are financial wellness tools, career development opportunities, and progressive leave types like grandparent leave and menopause support. Mrisho adds, "There’s growing interest in purpose-driven benefits that really reflect personal values." Meanwhile, traditional perks like snacks and Friday socials, while still appreciated, are no longer enough on their own. Employees today are seeking a more personalised experience at work. This move towards customisation over gimmicks signals a new era in HR strategy. "One size doesn't fit all anymore," says Khelawan. "There is an understanding that not everything can be tailored to an individual, but going with the status quo is probably not the best course of action either." For businesses struggling to keep pace with these evolving expectations, outsourcing HR support can offer much-needed clarity and agility. Conducting anonymous surveys can help uncover what employees truly value, from reasons for staying to the motivations behind exits. Khelawan explains, "We work with a number of different clients. We have access to market benchmarks, scalable benefit programs, and we can help tailor strategies to attract and retain talent without the overhead of a full HR function." Mrisho agrees, adding that external HR support offers the flexibility and insights needed to remain competitive, particularly in uncertain markets. As work-life balance becomes the cornerstone of employee satisfaction in 2025, it’s clear that understanding and adapting to these new expectations is no longer optional—it’s essential. Businesses that respond proactively will be best positioned to attract, retain, and support top talent in the year ahead.

In an employment market defined by transparency and shifting priorities, counteroffers are losing their appeal. Data from 2024 reveals that while 63% of employers increased salaries to fill roles, 57% chose not to make counteroffers to resigning employees—a five percent rise from the previous year. This trend marks a broader shift towards proactive retention and long-term engagement over reactive responses. Kaajal Khelawan, HR Manager and Operations Lead, explains, "Employers are shifting away from making reactive offers and focusing more on proactive retention." Rather than scrambling to retain staff once they hand in their resignation, more businesses are investing in the experience and growth of their current teams. "If an employee has chosen to leave, you need to let them go." Khelawan is direct about the limitations of counteroffers. "They don't work. They're a band-aid solution," she says. Most employees who accept counteroffers end up leaving within six to twelve months anyway. More critically, such offers can lead to pay inequality, damaging morale and creating internal tension when colleagues learn about unequal compensation. With growing emphasis on pay transparency, businesses are increasingly aware of how last-minute salary hikes may erode trust. As organisations strive to ensure fairness in pay structures, counteroffers become a liability rather than a lifeline. Juma Mrisho, Talent Acquisition Business Partner, agrees. He links the decline in counteroffers to deeper structural shifts: "Reactive offers are seen as a short-term fix that doesn't acknowledge the deeper issue within an organisation." He notes that companies are now prioritising long-term strategies such as employee engagement, leadership development, and cultural alignment. Mrisho also challenges the assumption that salary alone is the reason people resign. "The idea that a salary increase will solve the issue of someone leaving is a misconception. People are also leaving due to cultural or leadership issues. A counteroffer won’t fix that." The trend is clear: businesses are becoming more strategic with pay and retention. Rather than relying on quick fixes, they are creating environments where employees feel valued, supported, and motivated to stay. Khelawan concludes, "The goal is to create workplaces where employees don't want to leave, rather than scrambling to keep them once they've resigned." As we look ahead, the decline in counteroffers suggests that employers across Australia and New Zealand are embracing a more considered, people-first approach to talent management—one that values foresight over quick fixes and stability over short-term wins.

As we move further into 2025, the employment landscape across Australia and New Zealand continues to evolve, with fresh data revealing notable shifts in both employer and job seeker sentiment. With unemployment holding steady and underemployment dropping to its lowest level since August 2008, the job market is showing signs of resilience despite broader economic uncertainties. Australia's job posting index remains 52% above the pre-pandemic baseline, a clear indication that demand for talent remains strong. While there has been a modest slowdown in employment growth, vacancies remain high, with over 328,000 job openings recorded earlier this year—a 4.5% decline from late 2024 but still 44.5% above February 2020 levels. At the same time, the hiring confidence index has dipped slightly to 63%, reflecting a small drop in employers' optimism about finding suitable candidates. On the flip side, job seeker confidence has also declined, dropping eight percentage points to 54%. This cautious optimism, shared by both sides of the hiring equation, paints a picture of a market that is adjusting to new realities rather than retreating. "Unemployment remains steady, but underemployment is at a historic low." Kaajal Khelawan, HR Manager and Operations Lead, highlights the significance of the underemployment drop. "That means more people are working as many hours as they want, which is a great sign," she notes. This indicates an improving match between worker availability and employer demand. Juma Mrisho, Talent Acquisition Business Partner, points to ongoing strength in job listings. "Job vacancies are still significantly elevated compared to pre-COVID levels," he explains, reinforcing the view that despite shifting conditions, opportunities remain abundant for job seekers. Suhini Wijayasinghe, Head of HR Solutions, adds perspective on job seeker behaviour. "Nationwide, seventy-four percent of job seekers are actively looking for new opportunities, while twenty-two percent are passive but open to the right role," she says. The numbers show a highly mobile workforce, with only one percent hesitant to move and just three percent inactive.  While employer confidence has softened slightly, the fact that three-quarters of job seekers are actively engaged suggests the market remains dynamic. Businesses that are clear, fast-moving, and transparent in their recruitment practices are likely to continue attracting top talent. For both Australia and New Zealand, the focus in 2025 appears to be on alignment—matching available roles with the right candidates at the right time. With underemployment falling, job ads still elevated, and a mobile workforce, there is much to be optimistic about. The key challenge lies in bridging the gap between employer expectations and job seeker needs in an evolving employment market.

In an era of rapid technological transformation, Australian financial services are at the forefront of integrating artificial intelligence (AI) and automation. A recent KPMG report revealed that 76% of financial companies in the country are already utilising or implementing AI technologies, underlining a significant trend across the industry. This wave of digital change is not just a competitive advantage but a necessity for those wishing to remain relevant in an increasingly tech-driven market. As companies accelerate their AI adoption, the question arises: what happens to those who fail to keep pace? To explore this pressing topic, Nicole Consterdine, Recruitment Consultant at people2people, sat down with Nick Beaugeard, Co-Founder and CEO of World of Workflows, to discuss the opportunities, challenges, and misconceptions surrounding AI in the accounting and finance sector. "Any sufficiently advanced technology is indistinguishable from magic" Nick opened the conversation with a key insight: many still perceive AI as an enigmatic force, partly because of its complexity and partly due to the media's portrayal. "The fundamental misconception of AI is nobody really understands the technology," he explained, quoting Arthur C. Clarke's famous adage. This mystique, he added, often leads to inflated expectations, followed by disappointment when AI doesn't live up to the hype. Nick highlighted what he termed the "trough of disillusionment," a common stage where users, excited by AI's initial capabilities, overestimate its broader potential. "You think it can take your job and then you use it and it’s a bit rubbish," he said, noting that this disillusionment mirrors past tech rollouts like Excel and Xero. Still, he emphasised that AI should be seen not as a job-stealer, but as a tool to improve efficiency and performance. Hyper-personalisation: The Biggest Opportunity Among the many use cases for AI, hyper-personalisation stands out for Nick. He illustrated this with an example from accounting practice: "Most accountants in practice manage about a thousand taxpaying entities each. That’s an awful lot of very different organisations... you're trying to communicate with." AI's ability to tailor content for individual clients can revolutionise client communication, moving beyond generic newsletters to highly customised updates. By integrating personal client data into CRM systems and leveraging AI to generate personalised communications, firms can significantly enhance engagement and relevance. Nick believes this approach offers the "biggest bang for your buck" for businesses looking to modernise their customer experience. Barriers to Adoption: Risk Aversion and Technical Constraints Despite the potential, adoption has been slower in some areas. Nick pointed out that finance and accounting professionals tend to be risk-averse by nature. Moreover, they are accustomed to deterministic systems, where inputs reliably produce the same outputs—a stark contrast to AI's non-deterministic nature. "Imagine if you went to an Excel spreadsheet and put in three and came back a day later and it was five," he joked. This unpredictability, while a strength in some AI applications, poses a challenge in fields requiring precision. However, Nick remains optimistic. He believes the real tipping point will come as AI becomes embedded in everyday tools. "If you hadn’t moved to the cloud, because cloud is the enabler for AI, you’re going to be missing out," he warned. Platforms like Xero and Salesforce are already integrating AI functionalities, making it easier for firms to access these technologies without building custom models. Evolving Roles: More Clients, Better Service Looking ahead, Nick sees the role of accountants evolving rather than diminishing. "Like you now don’t do manual ledgers and manual trial balances, there’s a bunch of things that you’ll do which will be automated," he explained. This shift allows professionals to focus on high-value advisory work, while AI handles routine tasks. He also pointed to developments in the legal industry, where similar conversations are taking place about pricing and ethical standards. As AI drives efficiency, billing practices may shift towards value-based pricing, challenging traditional models. The Long-Term Outlook: More Work, Not Less  When asked whether AI will lead to job losses in accounting, Nick looked to history for reassurance. "When the Industrial Revolution happened... that didn’t create less jobs, that created more," he said. AI may reduce the need for certain tasks, but it will also create demand for new skills and services, particularly in growing economies. While regulatory bodies like the tax office may automate compliance work, the complexity of tax law and individual circumstances ensures that accountants will remain indispensable. As Nick put it, "There’s lots of space for delivering those services because people want to maximise their return and income." In conclusion, AI is set to transform Australia's accounting and finance landscape, not by replacing professionals, but by enhancing their capabilities and broadening their reach. As adoption accelerates, those prepared to embrace change will find themselves well-positioned for future success.

A strong safety culture is critical to reducing risk and promoting wellbeing in Australian workplaces. With 40% of workers exposed to moderate to high psychosocial risks, organisations must move beyond basic compliance to foster environments where employees feel genuinely safe and supported. In this blog, people2people’s Leanne Lazarus speaks with legal and safety experts Jonathan Mamaril and Nettie Herselman on how businesses can embed safety-first thinking into their culture. Discover practical tips for leadership, internal compliance, and strategic planning to build a resilient, engaged workforce. Is your organisation doing enough to protect both the physical and psychological safety of its people?

With 68% of Australian workers worried about potential redundancies, job security is now a top priority—especially in tech sectors across NSW and WA. In this blog, people2people’s Mark Green explores how employee preferences have shifted from salary-driven goals to long-term stability. As uncertainty grows, businesses must adapt by fostering transparent communication and building trust. We also share essential tips for leaders navigating redundancy conversations with empathy and strategy. Want to know how to retain top talent and protect your employer brand during uncertain times? Discover how to support your workforce and strengthen loyalty in today’s cautious job market.

As return-to-office mandates rise across Australia, many leaders face the challenge of balancing productivity with employee preferences. In this blog, Mark Green from people2people and Maja Paleka from MPC unpack the drivers behind these mandates, their impact on engagement and retention, and why forcing full-time office returns may backfire. With hybrid work models proving effective for many, forward-thinking businesses are seizing this moment to attract top talent and build trust-based cultures. We also share practical tips for leaders navigating this shift in 2025. Wondering how to future-proof your workplace without losing your best people? Read on to find out more.

Millennials are now leading teams made up of both older and younger generations—but how do they bridge the gap between Baby Boomer values and Gen Z expectations? In this blog, we explore leadership in a multigenerational workforce with insights from Ramp Fitness co-founder Matthew Papalo. From building scalable systems to fostering community and wellbeing, discover how modern leaders are adapting to new workplace demands. If you're a millennial manager (or aspire to be one), this is your guide to leading with resilience, empathy, and innovation. Want to know the key to staying ahead of the curve in 2025 and beyond?

Feeling stuck in your job? You’re not alone—60% of workers are staying in roles longer than they’d like due to financial concerns and fear of instability. Yet, 66% believe a career change could make them happier. In this blog, people2people’s Aiden Boast unpacks recent data revealing why so many professionals are hesitant to move on, despite growing demand for skills-based hiring and flexible work options. Learn practical tips for overcoming career stagnation, leveraging your transferable skills, and taking the first steps toward a more fulfilling role. Could now be the perfect time to rethink your career path? Read more to find out.

AI is rapidly transforming HR and recruitment, with 68% of HR leaders already integrating AI tools into their hiring processes. From automating admin tasks to enhancing candidate engagement, AI is helping HR teams work smarter, not harder. In this blog, people2people’s Aiden Boast speaks with The People Perspective author Nicole Ashe about how AI can streamline workflows, reduce bias, and empower recruiters to focus on human connection. Learn practical strategies to embrace AI, avoid common pitfalls, and stay competitive in a changing market. Is your HR team ready to harness the full potential of AI? Read more to find out.

The job market is shifting, with 55% of employers and 67% of employees believing experience holds more value than a degree. As industries evolve and AI reshapes job demands, businesses now prioritise practical skills, adaptability, and hands-on expertise over formal education. 76% of employers are investing in learning and development to train hires on the job, making skills-first hiring the new norm. Job seekers must showcase experience, while employers should expand their talent pipelines. Are degrees becoming less relevant in today’s workforce, or do they still hold an advantage? Read our latest blog to find out.

Legal Landscape of 2025: Trends Shaping Australia's Future As 2025 approaches, the legal market in Australia is poised for significant transformation. With shifts in technology, evolving client expectations, and demographic changes shaping the landscape, professionals in the field must stay ahead of these trends to remain competitive. Recent statistics suggest that Australia's legal sector is experiencing an increased demand for specialisations such as wills and estates, attributed to the ageing population and intergenerational wealth transfers. Moreover, advancements in technology, such as artificial intelligence and online transaction platforms, are reshaping how legal services are delivered, requiring practitioners to adapt quickly. The legal industry has always been a reflection of societal and technological changes, and today is no exception. The rise of digital tools, increasing client awareness, and global economic shifts have placed new demands on legal professionals. As Australia enters a period of rapid economic recovery post-COVID-19, legal practitioners face the dual challenge of integrating technological advancements while navigating an evolving market shaped by demographic shifts and increased regulation. Understanding these trends is essential for those looking to thrive in the legal market of 2025. “People often turn to platforms like ChatGPT for legal information, but this poses risks, as the advice isn’t tailored to individual circumstances." In a recent Australia Market Update, Colleen Deere, people2people Perth Legal Team Leader, and Manuela Kacomanolis, Wills and Estates Solicitor at DFG Legal, shared their insights into the challenges and opportunities shaping Australia's legal landscape. Their discussion covered technological advancements, shifting client behaviours, and the growing importance of estate planning in the modern legal environment. Manuela Kacomanolis highlighted key changes in Australia’s legal market over the past year, noting the increasing reliance on digital processes. “Since August 2023, Australia has moved away from issuing paper titles, transitioning entirely to online systems through platforms like PEXA,” she explained. This shift, which streamlines transactions involving property, such as survivorship applications and transfers, marks a significant departure from traditional methods. “These online processes not only expedite transactions but also ensure a more accurate reflection of property titles,” she added. However, these advancements come with challenges. One of the most pressing issues, according to Manuela, is the growing dependence on AI for legal advice. “People often turn to platforms like ChatGPT for legal information, but this poses risks, as the advice isn’t tailored to individual circumstances,” she noted. This underscores the importance of seeking professional legal advice to avoid costly errors. Another significant challenge identified by Manuela is the issue of poorly prepared or entirely absent wills, especially within blended families. “In cases of intestate estates or poorly drafted DIY wills, disputes between step-parents and stepchildren can become highly contentious,” she explained. Manuela highlighted that addressing these issues early by consulting professionals can save families considerable financial and emotional stress. Colleen, people2people Perth Legal Team Leader, echoed these sentiments while also shedding light on another technological shift within the industry. “The rise of teleconferencing has created new opportunities for accessibility,” she noted. “Clients can now engage with their solicitors from the comfort of their homes, removing barriers such as travel or intimidation often associated with formal office visits.” This innovation not only broadens access to legal services but also fosters a client-centred approach that prioritises convenience and comfort. Adding to this, Colleen also pointed out the growing emphasis on educating clients about the legal implications of technological advancements, particularly in property law. “Clients often express concerns about the move to digital titles, but by guiding them through these processes, we ensure they feel confident in these transitions,” she said. Such proactive education helps mitigate apprehensions and underscores the importance of transparent communication in the legal industry. Navigating the Legal Landscape For those in the legal field or seeking legal services, the following strategies can help navigate the current market: Embrace Technology : Leveraging online platforms and digital tools can streamline processes and enhance efficiency. Ensure you understand the capabilities and limitations of these tools to use them effectively. Invest in Professional Advice : While AI tools can provide general information, nothing replaces the expertise of a qualified solicitor. Engaging with professionals can prevent costly mistakes and ensure tailored advice. Prioritise Estate Planning : Whether creating or updating a will, work with a professional to ensure it meets legal requirements and accurately reflects your intentions. Adapt to Client Needs : Teleconferencing and other flexible options are here to stay. Embrace these innovations to make legal services more accessible and client-friendly. Stay Educated : Keeping up with industry trends, such as changes in property law and technological advancements, is essential for both clients and practitioners. As the legal market across Australia continues to evolve, adapting to these changes while maintaining a commitment to quality service will be key. By embracing technology, prioritising professional advice, and focusing on client needs, legal professionals can navigate these challenges and seize the opportunities that lie ahead.

Change fatigue is a growing challenge, with 44% of HR leaders citing it as their top organisational barrier for 2025. Constant shifts in strategy and technology leave employees feeling overwhelmed, disengaged, and resistant to change, impacting productivity and morale. Leaders play a crucial role in managing change effectively through clear communication, structured planning, and prioritising employee well-being. By recognising change fatigue and implementing proactive strategies, businesses can foster resilience and adaptability. How can leaders turn change fatigue into change success and keep their teams engaged? Read our latest blog to find out.

Women in law are breaking barriers, yet leadership roles remain largely male-dominated. While female law graduates outnumber men, challenges like pay gaps, career setbacks after maternity leave, and unconscious bias persist. Confidence, mentorship, and structural change are key to closing the gap. Legal professionals must advocate for pay transparency, flexible work options, and diversity in leadership. How can women navigate these obstacles and position themselves for success in the legal sector? Read on to uncover expert insights and strategies to drive change and build a more inclusive future in law!

Australia’s job market is shifting, with unemployment rising slightly to 4.1% but workforce participation reaching a record 67.3%. While public-sector jobs dominate new employment opportunities, private-sector hiring remains uneven across states. Economic uncertainty, cost-of-living pressures, and the upcoming election are influencing hiring trends. Job seekers must adapt by upskilling, diversifying job options, and leveraging flexible work arrangements. Employers, in turn, need strategic workforce planning to navigate these changes. What will these trends mean for your career or business in 2025? Read on to explore expert insights and key strategies.

Australia’s HR landscape is evolving rapidly, with upskilling, AI integration, and shifting employer-employee dynamics set to shape 2025. A recent survey found that 45% of HR leaders prioritise upskilling and reskilling, highlighting the need for continuous workforce development. AI adoption is moving from novelty to necessity, requiring businesses to strategically implement technology while retaining human value. Meanwhile, job applications are rising, but participation remains inconsistent as cost-of-living concerns drive workers to seek flexibility. How can businesses and job seekers stay ahead in this changing environment? Read on to uncover key insights and strategies.

Australia’s job market is shifting, with 67% of employees considering a job change due to pay, flexibility, and job satisfaction concerns. As businesses compete for talent, is it time to rethink work structures? With only 51% of workers feeling fairly paid and nearly half wanting more flexibility, the four-day workweek debate is back in focus. Could fewer hours improve productivity and engagement? Ben Wheeler, Queensland Managing Director at people2people, shares insights on what’s driving this shift and how businesses can adapt.

The four-day workweek is gaining momentum in Australia as businesses seek ways to improve productivity, employee well-being, and retention. Global trials have shown success, with companies reporting increased efficiency and better work-life balance. In a recent discussion, people2people Queensland Managing Director Ben Wheeler and Thrive Nation’s Work Revolution Architect Christian Miran explored the benefits, challenges, and myths surrounding the model. They highlighted how businesses can implement this shift strategically without losing productivity. Could this be the key to a more sustainable and effective workforce in Australia?