Workforce Management

Workforce Management Overview

Hybrid working is here to stay – we can help you make it work. In a world where remote work is the new norm, our workplace relations and safety team at Holding Redlich provide strategic guidance to help you navigate legal challenges and design robust workforce management solutions tailored to your organisation’s success.

Hybrid working is no longer a temporary fix—it’s the way forward. We understand the complexity of managing a modern workforce where remote and office environments intersect, and we are committed to helping you create a work model that meets the unique challenges.

Working from home and embracing flexible arrangements present real challenges for workforce planning. From data protection and privacy to intellectual property and safety concerns. The laws underpinning this way of working continue to evolve in real time.  We can help you assess the implications of the latest legal developments for your business.

Our extensive experience in workplace relations, industrial law, and dispute resolution means we can provide clear, practical guidance on issues like the Fair Work Commission’s powers and flexible working disputes. We help you craft strategies that make your preferred proposals stick, reducing the risk of legal setbacks.

In today’s hybrid environment, our team will ensure that flexible working arrangements not only meet regulatory requirements but also support innovative and sustainable business models. We’ll help you confidently manage workforce challenges while staying ahead of regulatory scrutiny.

Case Studies

• A significant government department introduced a fingerprint scanning system for its workforce as part of its cybersecurity program. The introduction of the system raised industrial, employment and privacy law issues. The Department sought our advice regarding a strategy that would navigate through these issues. We developed a plan that enabled successful implementation through employee consultation.
• Advised a digital marketing agency facing a dispute with an entry-level employee with a neuro-diverse condition who refused to work in the office. We drew on our experience of resolving workplace disputes with our detailed knowledge of industrial and anti-discrimination law to assist the client to implement a mutually acceptable arrangement.
• Advised a global IT company on addressing workplace harassment issues with a manager whose on-line communications with subordinates were harassing and unprofessional. We assisted the employer to manage the behavioural issues in a manner that was legally defensible.
• Advised a membership-based organisation regarding a request by an autistic employee to work exclusively from home.  We advised the client how to strike the right balance between anti-discrimination laws and the operational needs of the organisation, and the matter was resolved effectively to the mutual satisfaction of the parties.