The workplace continues to evolve rapidly, and 2026 marks a turning point in how organisations approach return?to?work policies. After years of hybrid and remote arrangements, new trends are reshaping expectations, compliance requirements, and employee experiences.
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The last 12 months has seen continued change across NSW Workers Compensation which remains consistent with the prior 2-3 years. These recent NSW workers compensation structural changes were designed to result in a faster, simpler, and more engaging experience for workers, employers and other stakeholders.
In September 2015, the structural separation of insurance functions was recommended in various reports and inquiries into WorkCover to address the inbuilt conflict between the insurance regulatory and insurance service delivery functions. Importantly, addressing concerns of various stakeholders as well.
Benefit reforms for injured workers were made law in August 2015. The benefit reforms focus on three objectives: helping injured workers with the highest needs, assisting those with injuries to return to work, and applying benefits equitably for all injured workers.
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A healthy workplace is not only good for your workers, it can also be very beneficial for your business. Implementing Wellness or Work Health Programs that focus on preventative health and lifestyle improvement often lead to greater productivity, less absenteeism, fewer injuries and a reduction of longer term costs. Even small changes can have a huge impact. For 5 Tips for a Healthier Workplace
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Saying goodbye is never easy, especially when it’s to someone who has touched lives in meaningful ways. Farewell, Mel is more than just a tribute; it’s a celebration of memories, achievements, and the lasting influence Mel leaves behind
Adam and Andrea will provide assistance whilst we are recruiting a replacement.
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With the Easter long weekend approaching and most NSW insurers having finalised renewal premiums, ABILITY GROUP has been assisting clients and brokers with increased enquiries about icare (formerly WorkCover) Wage Audits. If an audit finds under?declared wages, employers must pay the outstanding premium plus late fees from the original due date. Where under?declaration exceeds 25%, employers are also charged the audit cost.
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