Flexible work hours have significant health and wellbeing results.
This is because they contribute to a healthy work-life balance, which makes employees happier, less stressed, and less susceptible to burnout. They're also easier to implement than ever, due to the rise of remote working.
Like all corporate initiatives, a periodic review and re-education keeps them fresh and relevant. Some examples of flexible work hour policies include:
Condensed work weeks
Working from home (on select days or full time)
Fully customised work hours
Partially customised work hours
Flexible holiday and/or personal days
Taking care of your employees' wellbeing is incredibly important and every organisation should make wellbeing a core element of their HR strategy. Helping your teams to take care of their mental health is a great step towards enhancing their overall wellbeing, and reducing absenteeism at the same time.
When people are happy and healthy at work they're more productive and take fewer sick days. Furthermore, with an increasing number of people taking time off to recover from stress, anxiety, and depression, prioritising your teams' health and happiness has never been more important.
WRK+ has put together a selection of monthly wellbeing initiatives to encourage wellbeing a part of everyday conversations. Follow us on our socials or sign up below for monthly wellbeing inspiration and ideas.
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As artificial intelligence rapidly reshapes our professional landscape, a critical question emerges for organisations worldwide: What defines the thriving workplace of tomorrow? The answer, increasingly evident, lies not solely in technological advancement, but in the profound prioritisation of people and the cultures they cultivate.
While AI revolutionises industries, automating processes and redefining tasks, true competitive advantage will stem from an organisation's capacity to genuinely support, engage, and empower its workforce. Paradoxically, as technology advances, the future of work becomes more distinctly human.
For much of the past two years, business have become accustomed to operating in a state of uncertainty.
Inflation has squeezed margins. Customers have become more cautious with their spending. Artificial Intelligence is rewriting jobs faster than organisations can redefine them. Across Australia, businesses are being asked to deliver more with less while navigating an environment that feels increasingly unpredictable.
AI is undoubtedly changing how work gets done. It is improving productivity, streamlining operations, and reshaping roles across almost every function. Using AI as a blanket justification for workforce reduction - without clarity about broader financial pressures, strategy shifts, or organisational design choices - risks eroding trust faster than any efficiency gains can compensate for.
The End of Financial Year is only six weeks away. This time of the year is a natural milestone for reflection and recalibration. While it’s a time for closing out the books, it’s also the perfect opportunity to conduct a Workforce Audit to ensure your team is energised and ready for the challenges of the year ahead.
At WRK+, our research into high-performing workplaces shows that the best organisations treat the end of the financial year as a launchpad for their people. Conducting a Workforce Audit is about ensuring your team’s structure, engagement, and development are aligned with your future goals.
Too many organisations are still talking about the wrong things when they talk about culture. Perks have become the headline, however they are not what people are really looking for.
What people want runs deeper: a culture where they’re respected, heard, developed, and treated fairly.
These aren’t buzzwords. They’re the foundations that separate good organisations from truly exceptional ones - and the difference between workplaces where people simply function, and those where they truly flourish.
In an era of relentless social media, the distance that once softened the impact of world events has largely disappeared. Employees are no longer passively informed, but rather are constantly immersed, scrolling through real-time footage, live updates, and an unending stream of opinion and outrage. We may feel more informed than ever, but the cost is a near-constant state of anxiety. Unaddressed, that anxiety shows up in productivity, focus, and how connected people feel to their work and their teams.
In today's hyperconnected business environment, cybersecurity is frequently regarded as the exclusive domain of IT departments. As the nature of work continues to evolve, however, this perspective is increasingly difficult to sustain. Cybersecurity is a shared organisational responsibility, and one of its most underappreciated partners is Human Resources. From onboarding and training to managing insider threats and shaping company culture, HR plays an indispensable role in safeguarding an organisation's digital and human assets.
Leaders: if engagement is down, it’s not because people suddenly care less. It’s the result of sustained pressure, constant change, and decisions that quietly eroded trust - especially around flexibility, care, and how work actually gets done.
Disengagement has grown over the last few years - 2026 has to be the year we stop normalising it and start rebuilding energy, trust, and fulfilment at work.
Engagement isn’t driven by perks or pay. It’s the outcome of how people experience work every day.
In a fast-changing Australian workplace landscape, shaped by hybrid work, cost-of-living pressures, and shifting employee expectations, there’s never been a more critical moment for organisations to check in with their people. If you're wondering whether now is the right time to run an employee engagement survey, the answer is a resounding yes.
The new financial year marks more than just a budget reset-it is a fresh opportunity to realign our people and culture priorities with purpose. As teams return with renewed energy, now is the time to set the tone, strengthen engagement, and embed values into everyday work. This month-by-month guide offers a clear, intentional roadmap for building momentum across the year- from July’s culture reset to June’s strategic workforce planning.