ways2work - Employers
Rights, responsibilities and entitlements
As the competition for good staff increases, many employers are looking for ways to make their enterprise more attractive to potential workers. There is a large pool of stable, dedicated workers who would be interested in working in a family friendly workplace. Businesses with family or carer friendly practices enjoy a competitive advantage over businesses which do not have such practices because of increased staff morale. They also tend to retain staff, which saves recruitment and training costs.
In some cases, businesses may need to review their work practices to ensure that they are not discouraging workers with parental, family or carer responsibilities from applying for jobs or from remaining with the business. In other cases, a particular business practice may even turn out to be unlawful, even though there may have been no intention to discriminate against those with parental, family or carer responsibilities. This section sets out some factors which employers and other hirers of labour need to take into account in order to attract and retain such workers and ensure that business practices are family friendly.
Rights, responsibilities and entilements gives you:
- What are parental, carer or family responsibilities?
- Discrimination
- Sexual harassment
- Victimisation, encouraging discrimination or sexual harassment
- Vicarious liability for discrimination, sexual harassment and similar behaviour
- Occupational health and safety
- Important entitlements for workers with parental, family or carer responsibilities
- Creating optimum working conditions for workers with parental, family or carer responsibilities
- Parental and adoption leave
- Further information
Publications
Family Responisbilities - Guidelines for Employers and Employees, produced by Industrial Relations Victoria and the Victorian Equal Opportunity and Human Rights Commission.
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