Human Resources

Does your workplace have clear policies and procedures?

Fee Pricing

Practical & Realistic



If you have employees or contractors in your business, you are bound by employment related legislation. Effective human resource (“HR”) management is the proactive and strategic management of people. It requires an understanding of employment law from commencing employment through to ending employment. Affording employees and contractors procedural fairness through every stage of employment requires balancing the needs of the business with employment law obligations.

Employers and HR teams are often required to manage people related matters without the necessary skill or knowledge.

Familiar with the evolving industrial relations landscape, NS8 Group offers a unique human resources model to balance the obligations of employers and cost to the business. By working with employers, NS8 Group will develop proactive and robust HR processes to assist with employment law matters.

What we offer


Redundancy management


On site HR management


Performance management guidance


Award interpretation


Injury management


Bullying, Harassment and Discrimination Policies


Termination of employment


Labour hire management


Employment relationship guidance – casuals, full time, part time, subcontractor management

Employment Contracts & Workplace Policies

Having professionally written contracts and policies in place from the start of the employment relationship is key to setting the boundaries and standards you expect in your workplace, protecting your interests and workforce, and minimising your risks in the event of a dispute.

Contractor Vs Employee

Understanding whether a worker is an employee, or a contractor is the first step in any engagement and getting it wrong can be disastrous and awfully expensive. Knowing the difference impacts on superannuation, workers compensation and leave entitlements, as well as obligations to pay payroll tax. It is important to know the difference and engage and pay your workers the right way.

Restraint of Trade Clauses, Confidentiality & Intellectual Property

Through expert drafting and litigation when needed, we help our clients protect their assets, intellectual property interests and customers from past, current, and future employees, from their very first day on the job until well after they leave.

Bullying, Harassment & Discrimination

What interview questions can you ask a candidate? Is this a good reason to demote or dismiss an employee? What do you do when an ill or injured employee cannot perform their job anymore? What do you do when employees complain of bullying, discrimination, or sexual harassment?

Policies, Procedures and systems

HR policies, processes and systems provide employees with guidance, standards and expectations in behaviour. Equally, it assists supervisors and managers to deal with a variety of employment related matters. Equipped with HR policies and procedures is the first step towards ‘best practice’ human resource management. The next and critical step to minimise employment law risk is to understand legal obligations in addition to policies, processes and systems.
This issue was brought to light by Commissioner Jennifer Hunt in the following matter;

Kevin Boyle v BHP Coal Pty Ltd (2020) FWC 1080 (4 March 2020)
“In my view{BHP} expects its employees to abide by its numerous policies but its own senior management have a complete lack of knowledge as to the application of the Fair Play Guidelines, a policy of (its own) creation” “The hypocrisy is astounding and unacceptable”.

Why choose NS8 Group?

We can help. We provide expert advice to employees and employers in all matters relating to employment separation and prosecuting dismissal claims.

Call our Team today. We will help you with your workplace questions.


Fixed Fees.


Plain Speak.


Legal Advice.


We take care of everything.


We will represent you at the conciliation conference.

Small business: Consultation requirement

Andrew McCouaig v Colliers International (SA) Pty Ltd T/A Colliers International [2019] FWC 1517 (8 March 2019)

Deputy President Anderson in the above matter described the role of a HR department as the;

“Proper role of a human resources department is to sit between impulsive managers baying for dismissal and the obligation of an employer to ensure procedural fairness”


What is involved in the recruitment process?

The recruitment process entails attracting, screening and selecting qualified people for a specific job.

What is the difference between a contractor and an employee?

The difference between a contractor and an employee is not always clear cut. Under Australian employment law, the relationship between you and your employee is a contract of service, but the relationship between you and an independent contractor is a contract for service. The differences can be subtle, but important.
An employee usually works full-time, part-time or casually and has to work as the employer directs them. A contractor usually works the hours required to do a task and has more control over the way they work. But even these factors are not enough to decide whether someone is an employee or contractor.

Do I Have to Pay my Contractors’ Super?

While some contractors make their own super contributions, this is not always the case. The good news is there are ways to find out if a contractor must be paid super.

Under the Superannuation Guarantee (Administration) Act 1992 (Cth) a contractor is entitled to superannuation contributions if they work under a contract that is “wholly or principally for the labour of the person”.

What Is Annual Leave?

Annual leave, or holiday pay, is leave which allows employees to take time off work while being paid. The minimum annual leave comes from the National Employment Standards (NES), though some employers are able to give employees more leave if they wish.

How do I get help?

Contact NS8 Group to discuss your situation today.