The 2025 HR Check-Up: 5 Big Requirements That Could Impact Your Business

It’s hard to believe we’re already heading toward the end of 2025. But here’s the thing. Many of the HR and workplace changes that landed this year and previously weren’t just “new rules for the future.” They’re already here, and I’m still seeing businesses caught out simply because they don’t realise what’s changed.

I see it all the time: business owners trying their best to do the right thing, but missing key requirements because no one’s explained the risks in plain English.

That’s where I step in. I keep it simple, practical, and tailored to your business — and I’ll get you to compliance without the headache.

Here are the five big HR requirements of 2025 that could still trip you up.

1. The Right to Disconnect

This one’s been making headlines. Employees now have the legal right to say “no” to unreasonable calls, texts or emails outside of their usual hours.

Why it matters: If your managers are in the habit of late-night messages, you could end up with a formal complaint.

🔥 My tip: Set expectations. Emergencies are fine, but routine updates can wait until tomorrow.

2. Respect@Work and Positive Duty

It’s no longer enough to say “we don’t tolerate harassment” — the law now says you have to take proactive steps to stamp it out.

Why it matters: If something goes wrong, regulators will ask what you did to prevent it, not just how you responded.

🔥 My tip: Combine your bullying, harassment, and discrimination policies into one Respect@Work policy, and back it up with training. A dusty PDF in the bottom drawer won’t cut it. Respect@Work Policies are my specialty!!

3. Casual Employment & Conversion

The rules around casuals have shifted. Staff who work regular hours may be entitled to ask for permanent roles, and you need a process to handle that.

Why it matters: Ignoring requests or mishandling requests could land you in hot water with the Fair Work Commission.

🔥 My tip: Check your casual contracts and get up to speed with your obligations.

4. Same Job, Same Pay (Labour Hire Laws)

If you bring in labour hire workers, you may need to pay them the same as your directly employed staff doing the same role.

Why it matters: Industries like hospitality, construction and healthcare are already seeing union pressure here.

🔥 My tip: Let's audit your arrangements now — don’t wait for a complaint to find out you’re out of step.

5. Psychological Safety & WHS

Workplace safety isn’t just about hard hats and hi-vis anymore. Stress, burnout, and poor culture are now classed as safety risks too.

Why it matters: Regulators are looking for action plans, not lip service.

🔥 My tip: Keep it practical. Regular check-ins, realistic workloads, and a culture where people feel safe to speak up will take you a long way.

Final Word - HR Requirements

The rules are changing, and staying across them can feel like a full-time job. I see businesses who try so hard to do the right thing but still end up non-compliant, simply because they didn’t know. And it’s tough seeing that.

Intent to do the right thing should be enough, but sadly, it’s not. The good news is, that’s what we’re all about at People Assured Partners: peace of mind for business owners, and workplaces where people thrive.

We keep it simple, practical, and tailored to your business, and we'll get you to compliance without the headache.

0489 202 572 - hr@peopleassured.com.au