Built for Australian workplaces

Triage employee relations cases in under 60 seconds.

Describe the case once. HR Wise returns a risk level, process track, evidence checklist, and next steps grounded in Australian employment law.

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HR Wise dashboard

Australian employment law coverage

  • Fair Work Act 2009 (Cth) — including s.340, s.341, s.387, s.389, s.117, s.361
  • National Employment Standards — s.117 notice, s.119 redundancy pay
  • Paid Parental Leave Act 2010 — 130 days from 1 July 2026
  • Sex Discrimination Act 1984 / Respect@Work positive duty
  • Safe Work Australia WHS Psychosocial Regulations 2022 — 14 named hazards
  • Disability Discrimination Act 1992
  • Closing Loopholes Act — wage theft criminalised from 1 January 2025
  • Payday Super — SG paid with wages, received within 7 business days from 1 July 2026
  • Right to Disconnect — s.333M–P, universal coverage from March 2026
  • Same Job Same Pay (Labour Hire) — Part 2-7A
  • Casual Employment Reforms — Part 2-2A
  • Gig Economy — Part 3A-3
  • FWC case law via AustLII
  • Fair Work Act 2009 (Cth) — including s.340, s.341, s.387, s.389, s.117, s.361
  • National Employment Standards — s.117 notice, s.119 redundancy pay
  • Paid Parental Leave Act 2010 — 130 days from 1 July 2026
  • Sex Discrimination Act 1984 / Respect@Work positive duty
  • Safe Work Australia WHS Psychosocial Regulations 2022 — 14 named hazards
  • Disability Discrimination Act 1992
  • Closing Loopholes Act — wage theft criminalised from 1 January 2025
  • Payday Super — SG paid with wages, received within 7 business days from 1 July 2026
  • Right to Disconnect — s.333M–P, universal coverage from March 2026
  • Same Job Same Pay (Labour Hire) — Part 2-7A
  • Casual Employment Reforms — Part 2-2A
  • Gig Economy — Part 3A-3
  • FWC case law via AustLII

How it works

From a sensitive ER issue to a
structured response plan.

  1. 01

    Describe the case in a 5-step intake

    A guided wizard — Parties → Details → Flags → Actions → Review. No blank page, no missed field.

    Average intake: 2–4 minutes.

    Step 3 of 5 — Flags

    • Safety
    • Discrimination
    • Complaint history
    • Union / EA
    • Prior warnings
  2. 02

    AI assesses risk against Australian law

    Your intake is analysed against the Fair Work Act, NES, Respect@Work, WHS, Payday Super and FWC case law. HR Wise shows the assessment steps as it works, so the result does not feel like a black box.

    Typical triage completes in under 60 seconds.

    • Reviewing case facts and timeline...
    • Checking Fair Work Act 2009 obligations...
    • Assessing procedural fairness requirements (s.387)...
    • Analysing general protections exposure...
    • Reviewing Respect@Work and psychosocial risk...
    • Checking wage, SG, and Payday Super compliance...
    • Checking WHS psychosocial hazard regulations...
    • Cross-referencing FWC case law and precedents...
    • Generating action plan and evidence checklist...
  3. 03

    Get a structured plan you can act on

    Risk level, recommended process track, draft meeting invitation, six-flag check, next steps, evidence list and FWC precedents. Re-triage as facts change — history is preserved.

    Export to PDF for the audit trail.

    CRITICAL21 days to FWC deadline

    Recommended process track

    Pause performance plan
    Preserve correspondence 90 days
    Brief external counsel

What every triage returns

Every triage returns six practical outputs.

A consistent, structured result your HR team can review, act on, and export.

The output

A risk-graded answer, not a wall of text.

Risk level, process track, draft meeting invitation, six-flag check, next steps, evidence list, and precedents.

Sample triageCritical
Recommended process track
Six-flag escalation check
Immediate next steps
Evidence to gather

The flag check

Six exposure questions answered before the meeting.

General Protections, Safety, Discrimination, Respect@Work, Wage and Super, Union / EA.

General Protections
Wage and Super
Union / EA
Immediate Safety
Discrimination
Respect@Work

The clock

21-day FWC deadline on the case header.

Deadline

12 days

FWC window surfaced on the case header.

The compliance pass

Payday Super, PPL 2026, Right to Disconnect checked automatically.

Key compliance issues surface as clear checklist items, not buried in the explanation.

Payday Super — SG cadence
PPL 2026 — 130-day expansion
Right to Disconnect — after-hours pattern

The next sixty minutes

Action plan and evidence list, ticked as you go.

The immediate next steps paired with the evidence you'll need later. Checkboxes persist with the case.

  • Pause the performance management plan in writing.
  • Preserve 90 days of email and Slack between parties.
  • Acknowledge the WHS complaint in writing.
  • Brief external employment counsel.
  • Review enterprise agreement consultation clause.
  • Schedule a separate WHS-only conversation.
  • Document manager's pre-complaint reasons.

The audit trail

Export the reasoning when the file needs to stand up later.

Process track

Formal review

History

Re-triage saved

Export

PDF-ready

Questions HR readers ask us first

Frequently asked questions.

Clear answers before you start.