HR Health Check

  • HR Health Check

  • Introduction

    Thank you for taking the time to complete this HR Health Check.

    This questionnaire has been designed to provide you with a clear snapshot of your current HR practices, identify any potential risks, and highlight opportunities to strengthen your business from a people and compliance perspective.

    The questions cover key areas including recruitment, employment contracts, workplace policies, onboarding, performance management, and employee relations. Your responses will help generate a tailored report outlining:

     

    • Areas where your business is performing well
    • Potential risks or compliance gaps
    • Practical recommendations to support improvement


    Please answer each question honestly based on your current practices. There are no “right” or “wrong” answers — this is simply an opportunity to better understand where your business currently stands.

    All responses are confidential and will be used solely to provide you with insights and recommendations.


    ⏱ Estimated Time: 5–10 minutes
    ✔ Answer Format: YES or NO/UNSURE

    At the end of the questionnaire, you will have the opportunity to receive a personalised HR Health Check report with tailored recommendations to support your business moving forward.


    💡 Strong HR systems don’t just protect your business — they support growth, performance, and a positive workplace culture.

  • Your Business Overview

  • This section provides context about your business, including your workforce structure, growth, and any current challenges. It helps ensure that any recommendations are tailored to your business size, operations, and priorities.

  • RECRUITMENT

  • This section reviews how you attract, assess, and hire employees. It focuses on ensuring your recruitment practices are fair, compliant, and aligned with best practice, while reducing risk in the hiring process.

  • Do you believe your recruitment practices are legally complaint?
  • Do you provide applicants with a privacy statement outlining how their information will be handled?
  • Are referees informed how their information will be used and stored?
  • Are interviews based only on the inherent requirements of the role and aligned with equal opportunity guidelines?

  • Position Descriptions

  • This section assesses how clearly roles are defined within your business. Well-structured position descriptions support accountability, performance management, and consistency across your workforce.

  • Do you have clear and up-to-date position descriptions for all roles?
  • Do position descriptions include key tasks and responsibilities?
  • Do they include measureable KPIs linked to responsibilities?
  • Are position descriptions based on the role requirements (not the individual currently in the role)?

  • Modern Award & Compliance

  • This section evaluates your understanding and application of modern awards and employee entitlements. It is a critical compliance area under the Fair Work Act 2009 and helps identify potential payroll and legal risks.

  • Have you identified which modern awards apply to your employees?
  • Have you confirmed each employee’s classification level in writing?
  • Are you aware that paying above award does not remove other award obligations?
  • Are you confident you are compliant with all applicable award conditions?
  • Do employees have access to their applicable modern award?

  • Contracts of Employment

  • This section reviews whether formal employment agreements are in place and compliant. Well-drafted contracts protect your business, set clear expectations, and reduce the risk of disputes.

  • Do you have signed contracts for all employees and contractors?
  • Have your contracts been reviewed for compliance with the Fair Work Act 2009?
  • Do contracts reference the applicable modern award (if relevant)?
  • Do your contracts include the following (only select the areas your contracts include):

  • Leave

  • This section focuses on how employee leave is managed, including entitlements, policies, and payroll accuracy. Proper leave management is essential for compliance and maintaining employee trust.

  • Are employees receiving correct leave entitlements?
  • Do you have a leave policy outlining how leave it requested, approved, and taken?
  • Are you confident employees are paid correctly when taking leave?

  • Induction & Onboarding

  • This section assesses how new employees are introduced into your business. A structured onboarding process ensures compliance with legal requirements and sets employees up for success from day one.

  • Do you provide all required documentation to new employees?
  • Do you follow all legislative onboarding requirements?
  • Do you complete right-to-work checks for all employees?
  • Do you provide the Fair Work Information Statement?
  • Do you provide a superannuation choice form?

  • HR Policies & Procedures

  • This section reviews whether your business has the appropriate policies in place to guide behaviour, manage risk, and support consistent decision-making.

    ✔ Example Basic HR Policies & Procedures Every Business Should Have:

    • Code of Conduct
    • Leave Policy
    • Bullying & Harassment Policy
    • Grievance/Complaints Policy
    • Disciplinary Policy
    • Work Health & Safety (WHS) Policy
    • Equal Opportunity / Anti-Discrimination Policy
    • Confidentiality & Privacy Policy
    • Drug & Alcohol Policy
    • Motor Vehicle Use Policy
    • Social Media & Acceptable Use Policy


    These policies provide a framework for managing employees fairly, consistently, and in line with legal obligations.

  • Do you have up-to-date HR policies in place?
  • Do employees have access to policies and procedures?
  • Have employees signed acknowledgment of policies?
  • Are you aware of all required workplace policy areas?
  • Do you provide training on high-risk topics (e.g. bullying, harassment)?

  • Performance & Remuneration

  • This section looks at how employee performance is managed and how remuneration is reviewed. Strong systems in this area support accountability, motivation, and staff retention.

  • Do you conduct regular performance reviews?
  • Do employees have clear, measurable KPIs linked to their role?
  • Do you review remuneration annually?

  • Workplace Bullying & Conduct

  • This section evaluates how your business manages workplace behaviour, including bullying, complaints, and employee conduct. It focuses on creating a safe, respectful workplace and reducing the risk of disputes or claims.

  • Workplace Bullying & Conduct

    Policies & Procedures
  • Do you have workplace bullying and dispute resolution procedures?
  • Are these policies understood by all workers?
  • Do they apply to employees, contractors, and volunteers?
  • Does the policy clearly define what is and is not bullying?
  • Do policies outline disciplinary consequences?

  • Workplace Bullying & Conduct

    Training & Awareness
  • Do managers understand their responsibilities under workplace bullying laws?
  • Do all workers understand that bullying is not tolerated?

  • Workplace Bullying & Conduct

    Managing Complaints
  • Do you know how to respond to a formal bullying complaint?
  • Are your processes aligned with the Fair Work Commission requirements?
  • Are you confident your processes minimise risk of further claims?
  • Do you have systems to ensure confidentiality of complaints?

  • Thank you

  • Thank you for completing the HR Health Check. Your personalised report will be prepared based on your responses and sent to the email address provided within the next 48–72 hours.

    This questionnaire is designed to give you clear direction on where to focus your HR practices and identify opportunities to strengthen your business.

    If you would like support in implementing any of the recommendations, please feel free to contact us at melinda@coastalworkplaceessentialsco.com to arrange a time to chat.

    We understand that running a small business can be demanding, and finding time for the administrative side can be challenging. To support you, we offer flexible availability, including after-hours and weekend consultations to suit your schedule.

  • Image field 103
  • Should be Empty: