Practical HR for real business situations. Not generic templates.
Employment contracts, workplace policies, performance management, and termination guidance specific to your business.
of unfair dismissal claims involve documentation gaps
average cost of an unfair dismissal claim (legal + settlement)
lookback period for unpaid entitlements claims
The gap between knowing what you should do and actually doing it.
Most SME owners know they should have proper employment contracts, a workplace policy handbook, and documented performance management processes. Most do not. Not because they are negligent, but because creating these documents properly requires employment law knowledge they do not have.
The generic templates available online do not account for their specific Award, industry, or circumstances. So they operate with handshake agreements, verbal understandings, and the vague hope that nothing goes wrong. When something does go wrong, the lack of proper documentation becomes painfully obvious.
Common Pain Points
No formal employment contracts or outdated templates
Inconsistent HR documentation and processes
Unstructured performance management trails
Fear of getting terminations legally wrong
Practical HR Framework
Complete HR documentation and guidance tailored to your specific business, Award, and industry.
Employment Contracts
Contracts drafted or reviewed for compliance with the Fair Work Act, National Employment Standards, and your relevant Modern Award. Tailored to your business, not downloaded from a template site.
Learn more →Workplace Policies
A practical policy handbook covering the essentials: code of conduct, leave, flexible work, social media, WHS, discrimination and harassment, disciplinary procedures, and termination.
Learn more →Performance Management
Frameworks and guidance for managing underperformance: setting expectations, documenting conversations, issuing warnings, and building a defensible performance management trail.
Learn more →Disciplinary Processes
Step-by-step guidance through disciplinary processes that comply with Fair Work requirements. Show cause letters, investigation procedures, and decision frameworks.
Learn more →Termination Guidance
End-to-end support for lawful termination: redundancy processes, serious misconduct procedures, performance-based termination, and the documentation required to defend your position.
Learn more →Restructure & Redundancy
Planning and executing genuine redundancy processes: consultation obligations, selection criteria, redeployment obligations, and redundancy pay calculations.
Learn more →Our Process
Initial Audit
We review your existing contracts, policies, and HR documentation to identify gaps and compliance risks.
Risk Prioritisation
Gaps are prioritised by risk — critical compliance items and highest-impact documents first.
Customised Drafting
Documents are drafted or updated to reflect your specific Award, industry, and business circumstances.
Ongoing Support
Continuous advisory support handles situations as they arise. You call before making people decisions, not after.
Every Australian Employer
HR advisory is particularly critical for businesses going through change (growth, restructures, performance issues), businesses in industries with high employee turnover (hospitality, retail, healthcare), and businesses that have never had professional HR support.
Growth-Stage Businesses
High-Turnover Industries
Restructuring Companies
Holistic People Decisions
HR decisions have financial consequences (Finance Hub: redundancy costs, leave liability, payroll changes) and operational consequences (Operations Hub: system access, equipment, workflow changes). Growth impact (Growth Hub: team structure, client relationships). Your Trusted Advisor ensures people decisions are made with full business context, not just employment law compliance.
Try it yourself
FreeFree interactive tools to help you understand where you stand right now.
Salary Benchmarking Tool
Compare your wages against Australian industry medians by role, state, and experience level. See if you are overpaying or losing talent.
Try it nowTrue Cost of Employee Turnover
Calculate the real cost of losing an employee — recruitment, training, lost productivity, and institutional knowledge. The number is always higher than you think.
Try it nowFAQ
Frequently asked questions
Legally, you must provide a Fair Work Information Statement and you cannot contract below the Award. But proper contracts protect both parties by clearly defining terms beyond the minimum. For businesses with key employees, IP considerations, or restraint of trade needs, contracts are essential.
We prioritise based on risk. Typically: employment contracts first, then code of conduct, then leave and flexible work policies, then the rest. We can have your highest-priority documents ready within 2–4 weeks.
Yes. Call your People Hub advisor. For urgent matters (termination in progress, serious misconduct, Fair Work deadline), we provide same-day guidance.
Valont provides employment advisory, not legal advice. Our guidance is practical, compliance-focused, and based on deep Award and Fair Work knowledge. For matters requiring legal representation (e.g., Fair Work hearings, complex litigation), we refer you to trusted employment lawyers and brief them on your situation.
Restructures require careful planning to avoid triggering unfair dismissal or redundancy claims. We guide you through genuine redundancy processes, consultation requirements, alternative roles, and compensation. We also coordinate with Finance Hub to model cost impacts and severance obligations.
Restraint of trade clauses are enforceable if they are reasonable in scope (geographic area, timeframe, industry), protect a legitimate business interest (client relationships, confidential information), and do not prevent someone from earning a livelihood. We draft clauses that are likely to hold up in Court if challenged.
The Fair Work Act requires a fair process: clear expectations, documented conversations, opportunity to respond, and proportionate action. We provide templates for setting expectations, performance logs, warnings, and termination letters. Documentation is your legal shield.
At minimum annually, especially after legislative changes or significant business changes (restructures, Award changes, new industries). We track legislative changes and flag policy updates required. Most clients review with us when their People Hub subscription renews.
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