Hi Rebecca, welcome to the August edition of Bloom News.
This month we start off with some great news that we're welcoming a new client and sector to the Bloom community as we commence our partnership with an OOSH provider on Sydney's Northern Beaches.
We've also just heard this week that we have been shortlisted in the 2026 Australian Women's Small Business Champion Awards. We're incredibly proud of this recognition and looking forward to celebrating with fellow finalists in Sydney next month. Wish us luck!
On the compliance front, there are several important developments to be aware of, including the final tranche of aged care and nursing award increases taking effect from 1 August, further changes affecting employer-sponsored visa programs, and the latest developments in Victoria's proposed work from home legislation. With the Victorian Government signalling it intends to proceed with the reforms, employers should keep a close eye on the final form of the legislation as it moves closer to commencement.
We're also sharing insights from SuperFriend's latest workplace wellbeing survey, which found that one in four Australian workers report being completely burnt out. As organisations continue to focus on creating healthy, sustainable workplaces, we're seeing a strong pipeline of experienced professionals exploring new opportunities and ready to make an impact.
As always, if you'd like support with workforce planning, remuneration reviews, award compliance, recruitment, leadership development or employee wellbeing, we'd love to help.
All the best,
Natalie and the Bloom HR team
Sector News
New partnership and sector
This month, we welcomed Harbord OOSH as a new HR and recruitment partner.
Based at Harbord Public School, the OOSH provides before and after school care, and vacation care programs that support local children and families.
The organisation is continuing to strengthen its leadership structure, with a focus on quality service delivery, operational excellence and positive outcomes for children.
Welcome to everyone at Harbord OOSH, we look forward to partnering with you.
Homelessness Week 2026
Homelessness Week 2026 took place last week, hosted by Homelessness Australia and brought together organisations, advocates and communities across Australia. This year's theme, Homelessness Action Now, highlights the importance of turning proven solutions into meaningful action. With more than 122,000 people experiencing homelessness on any given night in Australia, the week is a call for coordinated, urgent action from government, services and the community - building on years of advocacy for a national plan and greater investment in social and affordable housing.
At Bloom HR, we would like to acknowledge and thank the many organisations, leaders and frontline professionals within our community who work every day to prevent and end homelessness. From homelessness and housing services to community organisations, support workers, program managers, advocacy teams and volunteers, your work provides stability, dignity and hope to people experiencing some of life's most challenging circumstances.
We are proud to partner with so many organisations across the housing and homelessness sector and recognise the passion, resilience and commitment of the people who continue to make a difference in communities throughout Australia.
Thank you for the important work you do.
Workplace wellbeing survey published:
Burnout impacting one in four workers
SuperFriend's latest Indicators of a Thriving Workplace offers a compelling snapshot of workplace wellbeing, with one in four Australian workers reporting burnout and overall wellbeing showing little improvement since 2024. Drawing on responses from more than 12,000 employees, the research highlights the need for organisations to move beyond good intentions and take a proactive approach to workforce wellbeing.
Of particular relevance to the not-for-profit sector, Healthcare and Social Assistance was identified as one of the industries with the highest exposure to harmful workplace experiences, including bullying, harassment, discrimination and violence, as well as poorly managed psychosocial hazards. The report found that excessive workloads, poorly managed change and a lack of recognition remain among the most significant risks affecting employees.
The report's Five Domains Framework identifies the workplace conditions most strongly linked to positive mental health and wellbeing: Connectedness, Safety, Leadership, Work Design and Capability. Together, these domains provide a practical roadmap for creating healthier, more sustainable workplaces where people can thrive.
If your organisation is looking to strengthen workforce wellbeing, Bloom HR's Reflective Coaching & Supervision service provides a structured, evidence-informed space for leaders and frontline teams to reflect, build resilience and navigate the challenges of complex care and community services environments.
To find out more about how this could assist your workplace, please contact our CEO, Natalie Carrington on 02 8114 4449 or via the linksbelow.
Last month saw significant changes to the employer sponsored visa programs, with the 1 July changes bringing higher income thresholds and increased visa application charges. Later in July also brought changes to processing priorities within the various employer sponsored visa streams.
Changes to Skilled Visa Processing Priorities
The new priorities are outlined in Ministerial Direction and came into effect on 25 July 2026. It outlines the following order of priority:
Applicants in Australia whose role supports Australia's law enforcement or defence interests.
Applicants outside Australia whose role supports Australia's law enforcement or defence interests.
Applicants in Australia working in priority occupations, including construction, healthcare and teaching.
Victoria's proposed right to work from home laws remain on track for a 1 September 2026 commencement, with new Premier Ben Carroll confirming the Government intends to proceed with the reforms despite ongoing opposition from business and employer groups. The legislation would give eligible employees the right to work remotely for up to two days per week where it is reasonable for their role.
While employer groups continue to argue the laws will create additional cost, complexity and compliance obligations, the Government appears set to make only limited concessions. Recent reports indicate employers may no longer be required to cover remote work set-up expenses, but the core right to work from home is expected to remain.
With the final detail still being debated, Victorian employers should continue to monitor developments and review their flexible work policies ahead of the proposed commencement date.
Final tranche of aged care and nursing pay increases
The final stage of the Fair Work Commission's Aged Care Work Value Case took effect from the first full pay period on or after 1 August 2026, delivering a further increase to minimum pay rates for registered and enrolled nurses working in aged care under the Nurses Award. This follows earlier increases implemented in March and October 2025.
Employers should ensure payroll systems reflect the updated rates and confirm the correct award coverage for staff, as employees may be covered by the Nurses Award, Aged Care Award or SCHADS Award depending on their role and responsibilities.
25-27 August 2026, Port Macquarie (Birpai Country)
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.
When was the last time your organisation reviewed its policies and procedures?
Many organisations find that policies have been updated over time in response to legislative changes, audits or operational needs, resulting in documents that can become inconsistent, outdated or no longer aligned with current practice.
Our Policy Review & Development service provides a comprehensive review of your existing policies, assessing compliance, identifying gaps and developing a clear roadmap to ensure your policy framework is up-to-date, practical and fit for purpose. We work with you to ensure policies not only meet legislative and regulatory requirements but also reflect your organisation's culture, values and ways of working.
To support successful implementation and employee buy-in, we can facilitate staff consultation through our Policy Advisory Group (PAG) process. This collaborative approach brings together key stakeholders to review draft policies, provide feedback, address operational considerations and support a smooth path through to final approval and adoption.
Whether you're looking to refresh a handful of policies or undertake a full policy framework review, our team can help you create documentation that is compliant, relevant and easy for employees to understand and apply.
To find out more about how this could assist your workplace, please contact our CEO, Natalie Carrington on 02 8114 4449 or via the linksbelow.
We are now publishing a monthly summary of the latest 'hot candidates' who are ready for a new challenge and new role in the sector. Each month we bring you candidates across a range of roles, with specific experience in the NFP sectors. If any of the profiles catch your eye as a potential great for your team, please let us know! Here are this month's hot candidates:
Sydney
- Policy & Strategy Executive
- Community Services & Community Housing Executive
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.
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