HR Heartbeat: The price of silence in job ads, raising the bar in safeguarding young workers 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.

The price of silence in job ads

We’ve all spent hours refining job ads to strike the perfect tone. selling the dream, outlining the essentials, showcasing the culture. But according to a recent survey by Indeed, there’s a missing piece that’s frustrating jobseekers the most: salary.

It turns out 72% of jobseekers rank “unclear salary” as their number one complaint. And the consequences of keeping it vague are significant. 86% say it makes them less likely to apply. That’s a talent pipeline narrowing itself.

Of course, some employers may withhold salary figures for legitimate reasons, like competitive advantage, negotiation flexibility, or concerns that about distractions from the bigger picture. But as Professor Carol Kulik points out, even rejected candidates walk away with an impression of your employer brand. If they’re left feeling misled or undervalued, that impression lingers. And it spreads.

It’s a good reminder for all of us to balance pragmatism with transparency.

Raising the bar on safeguarding young workers

Over in South Australia, there’s a significant new step in workplace protections: accused or convicted child sex offenders are now banned from working in businesses where they would be in contact with underage employees.

Previously, the rules only applied when children were the subject of the work. Now, if minors work there, the ban applies.

It’s a tough but necessary move. As SDA SA Secretary Josh Peak put it, there have been too many close calls, too many moments where safeguards came too late. This reform brings peace of mind to parents and young employees alike and sends a clear message: safety isn’t negotiable.

The reform also adds to the growing complexity of HR compliance for small to medium businesses. It’s one of the reasons we’ve focused so much on giving business owners the right guidance, whether it’s through policies, advice, or training resources. You don’t need to be a legal expert, but you do need to stay current. That’s something we quietly help with.

Weathering the storm of workplace directions

And finally, a cautionary tale from the Fair Work Commission. A worker refused to relocate to a wet construction site, citing safety concerns. He didn’t have the right PPE, he claimed, and the job involved cutting concrete in the rain. Sounds risky. Until you dig a little deeper.

The Commission found that no actual risk assessment had been done. The site was undercover, the work manageable, and the employer had offered practical solutions like reimbursing a disposable mask purchase. Add to those four previous warnings for unrelated conduct, and the FWC ruled the dismissal was lawful.

It’s a sobering reminder that refusing a direction isn’t always a show of bravery, especially when the direction is both lawful and reasonable. As leaders, our job is to uphold a culture of safety and accountability. That means encouraging workers to speak up, while also expecting them to follow through responsibly.

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!