In the inherently unpredictable world of private practice, medical and allied health owner-operators face the challenge of providing exceptional care to their patients and the necessity of navigating the complex terrain of risk management and practice contingency planning.

These foundational elements, often overshadowed by the day-to-day demands of clinical work, are critical in safeguarding the practice’s future, ensuring operational continuity, and upholding your profession's ethical and legal standards.

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In today's rapidly evolving healthcare landscape, medical practices face an array of challenges that test their resilience and adaptability. From navigating stringent regulations to competing in a technology-driven market, the pressure to remain relevant and efficient has never been higher. The onset of unpredictable global events, such as the COVID-19 pandemic, and the implementation of payroll tax for practitioners, has further underscored the urgency for practices to create a culture of innovation. The reality of the world right now, calls for a strategic approach to future-proofing—preparing your medical practice not just to withstand any upcoming challenges but to thrive in them.

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Keeping your team members engaged in your medical or allied health practice can be a real challenge, and when key people resign, it’s not just the time, effort and money invested in recruitment and training that hurts, there is a genuine connection with your key personnel and the disappointment that you were not able to offer them what they needed to stay. Employee turnover is a growing issue for medical practices and allied health clinics, so in this article, we discuss what you can do to engage

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The Fair Work Legislation Amendment (Closing Loopholes No.2) Act 2024 (‘the Act’) has introduced some significant changes to the Fair Work Act that Australian medical practices should be aware of. Some of the notable amendments relate to casual employment, determining the ordinary meaning of employee and employer, sham contracting provisions, an employee’s ‘right to disconnect’ and unfair contract terms.

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If you’re a medical practice owner or manager in Australia, we have no doubt you have been keeping a keen eye on developments in the payroll tax space. After all, there have been a lot of changes over the past few years. In this article, we explore the current position in South Australia (SA) and the circumstances in which medical practices are liable to pay payroll tax on payments made to contractor GPs.

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As a medical practice business owner or leader, it is always interesting to take learnings
from other industries that are aligned with what you do in your own business. As lawyers for
medical practices, we have recently been engaged by a few different university in-house lawyers to update their Services Agreement for the General Practitioners (GPs) engaged to see on-campus students and staff. In the evolving landscape of healthcare provision, Universities are increasingly relying on Service Agreements with GPs, and these arrangements have proven to be beneficial for both universities and practitioners

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When we are talking to health and medical professionals about what they are most afraid of in business, one of the most regular items that comes up is that someone complains about them to the Australian Health Practitioner Regulation Agency (AHPRA). Don’t get us wrong, as we also share similar concerns about potentially having a Law Society complaint. It is something that unites all health and medical professionals, from surgeons to emergency department doctors, to GPs

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We often speak with health and medical professionals who have come to the realisation
that they say the same thing to their patients day in and day out and are interested in
exploring the option of running online coaching programs that patients work through online.
This is such an interesting space, presenting numerous opportunities, yet there are so
many hesitations that health and medical professionals have. In response, we wanted to
give you some guidance for those feeling like it’s an opportunity for them - if this sounds
like you, read on!

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In the ever-evolving landscape of Australian workplace law, the introduction of the recent ‘Secure Jobs, Better Pay’ legislation has marked many reforms to workplace law. The Fair Work Legislation Amendment (Secure Jobs, Better Pay) Act 2022 (Amending Act) has introduced reforms that impact various industries, including medical practices. A fixed-term contract is one which terminates at the end of a specific period.

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