Hi Bloom clients, colleagues and friends, welcome to the May edition of Bloom News.
In this edition, we’re featuring the career story of our very own Mahala Warren, who leads the Bloom HR talent team. Mahala’s journey reflects the power of building strong relationships and staying grounded in your values. We are incredibly lucky to have her on the Bloom team.
There continues to be a lot happening across the HR landscape. In Victoria, we are expecting further detail in the coming weeks around the new work from home legislation, which will introduce a formal right for employees to work remotely. As these changes come into focus, now is the time for organisations to review their policies, leadership capability and approach to flexibility. There are also important changes incoming to the SCHADS award for sleepover rates, full details on both in HR news below.
At the same time, AI continues to evolve at pace. While much of the conversation has focused on technology, the reality is that this is firmly a HR issue. From capability building and workforce planning through to governance, accountability and culture, how organisations approach AI will increasingly sit within the people function. As always, thoughtful implementation and clear human oversight will be key.
Later this week we’re back on the road as we head towards the Thrive at Work Summit in Brisbane. We can't wait to be there! Use the link below to get last minute tickets with a 20% discount:
We hope you enjoy this edition of Bloom News, and wish you a wonderful month ahead. Hope to see you in Brisbane!
Warm regards, Natalie and the Bloom HR team
Career Story
Mahala Warren
Bloom HR Head of Talent
For nearly four years, Mahala Warren has been a key part of the Bloom team, leading the talent and recruitment division.
Since joining in 2022, Mahala has built a strong reputation for delivering thoughtful, people-focused recruitment outcomes. We are so proud to have Mahala leading the team and partnering with clients and candidates across Australia.
We are so lucky to have Mahala on the Bloom team, click below to read more and find out why!
We are on last minute countdown now to the Thrive at Work Summit 2026, taking place this Thursday in Brisbane. Full details on the day can be found via Q Shelter's event page here.
We can't wait to be in Brisbane to explore strategies in wellbeing, sustainable performance and leadership capability, to build workplaces and cultures where people can truly thrive.
Natalie, our CEO, will deliver a session on psychosocial hazards, sharing practical, real-world strategies to strengthen workplace wellbeing and reduce organisational risk.
Last minute tickets are available, with our network also having access to an exclusive 20% discount on tickets via the link below. We would love to see you there!
From 27 May to 3 June, Australians mark National Reconciliation Week. It is a time to reflect on our shared history, recognise Aboriginal and Torres Strait Islander cultures, and consider how we can contribute to reconciliation in meaningful ways.
The week is anchored by two important milestones: the 1967 Referendum and the Mabo decision. Together, they represent significant steps toward recognising the rights of First Nations people.
The 2026 theme, “All In”, is a clear call to action. Reconciliation is not something to observe passively, it requires consistent, everyday effort from individuals and organisations alike.
For workplaces, this means moving beyond one-off initiatives. Real impact comes from embedding inclusive practices into how we hire, develop and support people, and ensuring Aboriginal and Torres Strait Islander voices are heard and respected.
HR plays a key role in driving this. Whether through policies, leadership capability or culture, the focus should be on genuine, lasting change rather than short-term activity.
Guidance from Reconciliation Australia highlights that progress starts with practical steps, taken consistently over time.
National Reconciliation Week is a valuable moment to pause and reflect. What matters most is what happens next.
AI is no longer just a technology conversation, it is a people and workforce challenge. In a recent discussion on AHRI's podcast Let’s Take This Offline, governance expert and board director Shirley Chowdhary made it clear that the role of HR is becoming central to how organisations adopt and manage AI.
While the technology is unlocking speed and efficiency, it can not be seen as a source of truth. AI reflects the data it is trained on, including bias and inaccuracies, which means human judgement, oversight and accountability remain critical.
At the same time, the pace of change is accelerating. AI is already reshaping how work gets done, reducing timelines from months to hours and raising expectations across organisations. For HR leaders, this creates both opportunity and pressure. Businesses that actively explore AI will build capability and competitive advantage, while those that delay risk being left behind. The question is no longer whether AI will impact your workforce, but how prepared your organisation is to respond.
A key theme from the conversation is the need to think not only about governing AI, but also governing with it. For HR, this means balancing responsible use with the opportunity to enhance decision making, workforce planning and strategy. It also means asking deeper questions about how AI is embedded across the organisation, who is being trained, and whether certain groups are being left behind as capability gaps widen.
Perhaps the most immediate challenge is the shift towards teams that include both humans and AI agents. This raises new and complex questions for HR around accountability, skills and oversight.
- Who is responsible for decisions made by AI?
- What capabilities do managers need to lead hybrid human and digital teams? - How will organisations support, reskill and redeploy employees as roles evolve?
As AI continues to advance, HR leaders have a critical role to play in ensuring this transformation is handled responsibly, ethically and in line with organisational values.
It's a great conversation, you can check if out in full via the link below.
NES review: Public hearings underway
The first public hearings have taken place in relation to the review of Australia's National Employment Standards.
The Federal Government’s review of the National Employment Standards (NES) is now well into its public hearing phase, with 3 hearings now taken place.
We will be monitoring upcoming hearings and dates for likely legislative changes arising from the inquiry.
Payday Super:
6 weeks to go
From 1 July 2026, Payday Super will change how often super is paid.
With only weeks to go until the mandatory changes, all employers must check that they're ready for the first payroll in July. Resources available on the ATO website and video from Employment Hero below.
SCHADS Award changes: Sleepovers rates and pay
The Fair Work Commission has announced changes to sleepover arrangements under SCHADS, effective from the first full pay period on or after 1 June 2026.
A sleepover remains defined as an overnight stay at a client’s location, but the decision updates how shifts including sleepovers are structured and paid. Employees and employers can now agree to extend ordinary working hours to up to 12 hours per shift when work occurs immediately before and after a sleepover, with a maximum of 8 ordinary hours in each period, and overtime payable beyond 12 hours. The changes also impact rest breaks, shift allowances and penalty rates, building on existing provisions that previously allowed shifts of up to 10 hours by agreement or 8 hours as standard. Full details can be found here in the FWC newsroom.
Eagerly anticipated work from home laws introduced by the State Government of Victoria are due to be released in a matter of weeks, with legislation expected to be introduced in July ahead of a 1 September 2026 start date.
These changes will give eligible employees the right to work remotely at least two days per week.
The laws, to be introduced in July 2026, will embed this right in the Equal Opportunity Act and apply to organisations of all sizes. Smaller businesses (under 15 employees) will have until 1 July 2027 to comply.
A formal dispute process will also be introduced, with unresolved WFH requests escalated to the Victorian Equal Opportunity and Human Rights Commission and ultimately VCAT if needed.
Need support getting ready?
We’re already helping organisations review and update their policies to align with these incoming changes. If you’d like support to ensure your flexible work policies, processes and documentation are compliant and fit for purpose, please get in touch with our HR Consulting Manager, Jenni Lawson on 02 8114 4449 or via the linksbelow.
Hosted by Q Shelter and sponsored by Bloom HR, a full day of workshops, presentations and networking, focused on strengthening workplace resilience, engagement and wellbeing.
25-27 August 2026, Port Macquarie (Birpai Country)
We’re proud to be part of the 2026 AbSec NSW Aboriginal Child & Family Conference as an exhibitor later this year.
This conference brings together practitioners, leaders, and community voices committed to improving outcomes for Aboriginal children, young people, and families. Across three days, the sector will come together for meaningful connection, shared learning, and cultural celebration - grounded in Aboriginal community-led solutions and lived experience.
Investing in your people is one of the most effective ways to strengthen performance, engagement and culture. Bloom’s training solutions are designed to build real capability through practical, flexible learning that aligns to your organisation’s needs.
We offer a mix of face-to-face and eLearning programs, with content tailored to your workforce, whether that’s leadership development, resilience, compliance or core workplace skills.
Our eLearning programs are delivered via our platform in partnership with Tribal Habits, giving your team access to modern, accessible learning that can be completed anytime, anywhere.
With a strong focus on practical application, our training is designed to support performance, reduce risk and help your people confidently navigate real workplace challenges.
If you're interested in building capability across your team - please contact our CEO, Natalie Carrington on 02 8114 4449 or via the linksbelow.
Bloom HR acknowledges the traditional custodians of the land on which we live and work. We pay our respects to the Elders past, present and emerging, and recognise it always was and always will be Aboriginal land.
