HR Heartbeat: AI anxiety, one very awkward email and…

Welcome to HR Heartbeat, where we look at the week’s most pressing HR and employment relations stories. With over 20 years’ experience in professional services, I give my opinion on current trends impacting your business, as well as my own personal commentary on all things HR and employment relations.

AI anxiety

I don’t know about you, but when I hear “AI will take your job,” my first instinct is to check if my laptop’s been whispering to the printer again.

But jokes aside, Australians really are leading the world in AI-related job fears. According to new research, 60% of us are worried we’ll be replaced by generative AI—more than any other country surveyed. And frankly, I get it. The same report shows that only 33% of businesses here have a clear AI vision, and fewer than four in ten have the right talent in place to pull it off.

Now, let’s be clear—AI isn’t some overnight apocalypse scenario. It’s not “Terminator,” it’s a tool. A very powerful one, yes, but still a tool. And the report makes a critical point: businesses that lack strategy and fail to upskill staff are playing a dangerous game. Rushing in without direction puts people at risk—not just financially, but in terms of morale and trust.

The opportunity is massive. But so is the responsibility. Australia has a five-year window, according to the experts, to roll out meaningful AI strategies that don’t just boost productivity but protect workers. That means investment in enterprise-wide platforms, workforce training, and clear communication.

Because if your employees are more worried about being replaced than being retrained, you’ve already lost the room.

One very awkward email

Speaking of miscommunication… let’s talk about an email that really missed the mark.

A fast-food worker, recently injured on the job, returned from an extended absence only to receive what looked suspiciously like a farewell message. You know the type: “Thanks for your service, please complete this exit interview.” Naturally, she thought she’d been sacked.

The employer insisted otherwise, arguing that it was just an automated message triggered by her removal from the company’s training platform.

Cue a trip to the Fair Work Commission.

Ultimately, the FWC agreed the email wasn’t an official termination—but the lesson here isn’t just legal, it’s operational. If your internal systems are sending “goodbye” messages while someone is on workers’ comp, that’s not just a tech problem—it’s a people problem.

When in doubt, clarity matters more than convenience. Especially when you’re dealing with vulnerable employees navigating injuries, recovery, and return-to-work processes. Make the call. Send the personalised email. Whatever it takes to avoid confusion—or worse, litigation.

Parental leave clarity

Finally, a decision that brings welcome clarity—especially for working dads.

In a standout ruling, the Fair Work Commission confirmed that you don’t have to be the only caregiver to qualify as the primary carer for paid parental leave. This came after a Tasmanian bus driver took on full-time caregiving duties for his newborn when his partner underwent emergency surgery. His employer denied his parental leave request, arguing he wasn’t the “sole” carer.

The Commission disagreed. They made it clear: “Primary” does not mean “exclusive.” If you’re the one doing the lion’s share of care—even temporarily—you qualify.

For employers, this is a reminder to apply flexible, real-world thinking when reviewing leave requests. Life doesn’t always unfold neatly. Emergency births, medical recovery, shared caregiving—they’re part of the fabric of modern family life. Policies (and people) need to reflect that.

And that’s a wrap from me. Tune in next time for my take on the latest headlines and
employment relations stories, helping keep your business ahead!