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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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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The Australian healthcare system is known for being robust with very high standards and often faces challenges in meeting the high demand for the medical practitioners needed. The skills shortage following the pandemic has made this issue more pronounced and led to an increasing trend in Australian medical practices hiring international medical graduate doctors (IMGs). This article explores the process of hiring IMGs, the motivations behind this trend, and the legal implications for your medical practice.

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The COVID-19 pandemic brought about some big changes around the globe. It has changed the ‘norm’ of doing everything ‘in person’. Of course, the use of technology was already increasing prior to the COVID-19 pandemic. However, the pandemic has increased our reliance on technology, which is not necessarily a bad thing, as it has led to significant improvements and advancements in particular fields.

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Selling your medical practice is a significant milestone that requires careful planning and preparation. Whether you’re retiring, pursuing new ventures, or the timing feels right, this article will provide you with valuable insights and steps to put you in the best position for a successful sale or succession planning.

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This is a conversation I have had many times, so I thought I would write an article about it for you as a Practice Manager or medical practice owner on the topic.  As a legal practitioner with many years of experience working with medical and health practices, I can say with certainty that owners of practices do need a formal agreement with their own business.  The need for this has become considerably more

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Medical practice owners often provide us with feedback regarding the cultures within their practice and within the medical profession more widely. We understand the significance of creating a positive and supportive culture within healthcare organisations. Therefore, we have both good news and bad news for you as a leader of medical practice. As a leader within your organisation, you are 100% responsible for the culture in your practice. The culture of a medical practice plays a crucial role in

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Doctors have been confidently referred to and characterised as independent contractor doctors for years. However, following recent case law, there has been a shift.  The Thomas v Naaz case, in particular, shone a light on how medical practice can be exposed to such a hefty retrospective payroll tax bill, as payments made to independent contractors can be considered payments made under a ‘relevant contract’ (under payroll tax legislation)

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