Ryan Ballantyne

The 2025 Hatch Hotlist just dropped! Our annual survey reveals what's driving young Australians' job preferences and which employers are most popular. This year has some juicy insights. My top 6: 1.⁠ ⁠The theme in 2025 driving job preferences for young Australians is stability in a fast changing world of work. This has shifted from salary health in a cost of living crisis (2024), and values and culture alignment over cheap perks (2023). It’s striking how much the changing macro environment each year shapes job search priorities. 2.⁠ ⁠The search for stability is experienced in a few ways: wanting clear career development paths that embrace AI rather than be threatened by it, prioritising healthy salaries, wanting a side hustle as a way to develop new skills, and a shift away from remote-only work to develop emotional connection and networks. 3.⁠ ⁠Preference for fully remote jobs has halved year on year, with only 1 in 10 young Australian wanting fully remote work. 70% want hybrid work, with 2 or 3 days in the office preferred, and a preference for the company to fix office days so teams come in together. There's much variance by industry and work type, so employers should think on what makes sense for their business rather than others. 4.⁠ ⁠90% of young Australians are excited by adopting AI at work, and over half are already using AI in job applications. High degrees of optimism towards AI are tempered by a worry that many employers aren’t yet sure how AI will impact the junior workforce, and so young Australians are seeking employers who are embracing the use of AI in junior roles. 5.⁠ ⁠80% of young Australians want a side hustle, 40% already have one, and most of those are about hobbies and skill development rather than a portfolio career. 6.⁠ ⁠Overall, Gen Z in particular want a balanced life from the get go. They’re rejecting the 2-step plan of “work hard now, find financial security and balance later” and instead want security and balance from the start of their careers. In terms of where young people want to work, 12 of the top 20 are Australian employers, showing an interest in home grown brands. The top three employers are Google, Canva, and Amazon, who present secure and impactful career paths in the age of AI. It’s super exciting to see an Australian employer in the top 3! Congrats to my good friends Cameron, Charlotte and Robert :) For employers hiring Gen Z or Millennial professionals, the Hotlist Insights Report is a must read with lots of actionable tips. Read the full report here! 👉 https://lnkd.in/gbiYB-v3 Personally, the Hotlist is one of my favourite activities we do at Hatch each year. Starting your career is such a formative time, and I bet we can all remember how hard it can be to find the right path. This research allows us to stay close to the pulse of young Australians and help more of them find a career path they'll love.

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Have you hired a new team member in the past 12 months? Were you surprised (or maybe shocked) by their salary expectations? You’re not alone - this is a conversation I’m having daily with clients. If you’ve recruited in the Adelaide market recently, you’ll know there’s been a definite shift. Where we once secured an Accountant for around $100k + Super, that figure is now closer to $120–130k + Super. The same applies for HR Business Partners. Not long ago, experienced Finance or HR Managers were typically on $130–140k + Super - now most candidates are expecting $150k+ and often more. From a candidate’s perspective, the increase makes sense - the cost of living has risen sharply. But for many businesses, salaries haven’t kept pace, and the reality doesn’t hit until they start recruiting. One of the most common things I hear from CEOs and Managers is: “I understand that candidates are asking for higher salaries, but if I hire at that level, it’ll cause issues with my existing team who are paid much less.” My advice? Regular salary benchmarking is key. Ensuring your current team are paid at (or close to) market rate not only makes hiring new people easier, but it also protects your business from the much greater risk of losing good staff who are being approached by companies offering more. And if your budget doesn’t stretch to meet current market expectations, think creatively. Consider ways to enhance the overall package - whether that’s offering additional leave, part-time hours, or other benefits that genuinely matter to the candidate. Have you noticed the same shift in salaries when recruiting recently? If you're ever unsure of the salary you should be paying for a particular role, feel free to reach out - I'm always happy to chat.

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(From a Facebook post, from Facebook group.) The NDIS is phasing out the popular "I/We Heart NDIS" and "I/We Support NDIS" logos, so providers should stop using them for new materials and be aware that significant branding changes are expected. Registered providers can only use the full "Registered Provider" logo with a "Registered Provider" tagline, and the standard NDIS logo is restricted to use only with prior written approval. Unregistered providers cannot use the NDIS logo or the "I/We Heart NDIS" and "I/We Support NDIS" logos for promotional purposes. Key changes to NDIS logo use -Phasing out of community logos: The "I/We Heart NDIS" and "I/We Support NDIS" logos are being phased out, and organisations should avoid using them on new promotional materials. -Registered providers: Registered providers are restricted to using the full "Registered Provider" logo with the tagline "Registered Provider." They can no longer use just the NDIS logo alone for marketing. -Unregistered providers: Unregistered providers cannot use the NDIS logo or the "I/We Heart NDIS" and "I/We Support NDIS" logos for advertising or promotional materials. -Official NDIS logo: The official NDIS logo cannot be used by any provider, person, or business without written consent from the National Disability Insurance Agency (NDIA). What to do if you have existing materials -Check your materials: Review any existing promotional materials that use the old logos. -Update your branding: Begin updating your marketing and branding to reflect the new guidelines as they are introduced. -Contact the NDIA: If you need specific guidance on your situation, contact the NDIA directly or review the official guidelines on the NDIS website.

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Imagine this. A decision to take adverse action is made by a group, such as a board of directors or management committee of an association. The employee affected by the adverse action commences a general protections/adverse action proceeding under the Fair Work Act. They are alleging that the adverse action was taken because they had exercised a workplace right to make a complaint or enquiry in relation to their employment, or some other protected factor or attribute. There is a temporal connection between the exercise of the workplace right and the decision to take adverse action - ie. the decision came after the exercise of the workplace. How does an employer discharge it's reverse onus of proof under s. 361 of the Fair Work Act to prove that it did not make the decision to take the adverse action because of the employee's exercise of their workplace right? Ordinarily, the employer must adduce sworn evidence from the person or persons involved in making the decision in order the discharge the s. 361 reverse onus. In this case, that means sworn evidence must be adduced from the whole board or whole management committee. And that evidence will need to establish that: 1. There was a reason or reasons in the minds of the decision-makers for taking the adverse action at the time the decision was made (ie. you can't just make it up later on); and     2. The reason or reasons did not include the unlawful reason alleged by the employee. And if the proceeding goes to a hearing before the Court, each of those witnesses are likely to be cross-examined. Of course, this evidence will also be balanced against other relevant factors, such as: ✔️  The plausibility, coherence and consistency of the evidence. ✔️  The completeness of the evidence - eg. are there gaps in the evidence? ✔️  Whether there is evidence to establish any state of affairs or facts that the decision-makers say they relied upon to make their decision. ✔️ Any contemporaneous documents or, if there are no such documents, whether it is reasonable to expect that such documents would have existed if the reason(s) for the decision alleged by the employer were true. ✔️  Whether there were other people involved in the decision that could have given evidence that supports the decision-makers' evidence - eg. HR advisor that advised the board or management committee.  Were they produced?  If not, why not? As you can imagine, putting on this type of evidence is complex and requires a skilled and experienced employment litigation lawyer with a keen eye for detail. And the stakes are high with increasingly large civil pecuniary penalty orders being made by the Courts for contraventions of the general protections provisions of the Fair Work Act. ---- Like this post? Like 👍 | Comment ✍ | Repost ♻️ #humanresources #pointyendofhr #gettingbeyondhesaidshesaid #employmentlaw

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“Retaliatory” redundancy sees employee awarded over $500,000 💼 In Bowen v Bank of New Zealand [2025] NZERA 380, the Employment Relations Authority awarded over $500,000 to Ms Bowen, a former BNZ employee, including $105,000 compensation for humiliation, loss of dignity, and injury to feelings. Ms Bowen was employed by BNZ and made a protected disclosure complaint about two colleagues. One of those colleagues was subsequently involved in planning a restructuring that resulted in Ms Bowen’s role being disestablished and her being made redundant. The Authority determined that there was no genuine commercial reason to disestablish Ms Bowen’s role and that this was done in retaliation for her protected disclosure. On this basis, the Authority determined that Ms Bowen was unjustifiably dismissed and unjustifiably disadvantaged. Ms Bowen provided evidence of the impact on her health, including PTSD and a Major Depressive Disorder. The Authority ordered BNZ to pay $105,000 compensation ($60,000 for unjustified dismissal and $45,000 for the retaliation), $329,687 lost wages, $48,000 for lost bonuses, $4,378 for KiwiSaver, $8,975 for medical costs, $10,000 for the legal fees Ms Bowan incurred during the restructuring process, and an $8,000 penalty. The case follows high monetary awards in other recent determinations. It is a stark reminder that employers must have justifiable and genuine reasons to make an employee redundant and must not be influenced by irrelevant factors. If you require any assistance with employment processes in your business, please contact a member of our employment team.

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$5.5 billion is about to move (Disability Employment programs are ending in 3 months) Inclusive Employment Australia (IEA) is launching on 1 November. 84 new providers and subcontractors are expected to build digital-first, employer-ready, outcomes-driven services—fast. But here’s the gap: Most aren’t ready. Not for the digital coaching uplift. Not for the employer retention mandates. Not for the lived-experience leadership requirement. Not for the new scorecard where poor results = contract clawbacks. So I built this → 𝗧𝗵𝗲 𝗜𝗘𝗔 𝗣𝗿𝗼𝘃𝗶𝗱𝗲𝗿 𝗥𝗲𝗮𝗱𝗶𝗻𝗲𝘀𝘀 𝗖𝗵𝗲𝗰𝗸𝗹𝗶𝘀𝘁. Use it for guidance on how to: 1. Craft recruitment ads that resonate 2. Embed digital-first coaching programs 3. Design evidence-backed workplace modifications 4. Slot lived-experience leadership into your org chart 5. Integrate allied-health supports that power real career outcomes     Want a copy? Comment “𝗜𝗘𝗔 𝗥𝗲𝗮𝗱𝘆” or DM me, and I’ll send you the booking link for a free strategy session. Once your booking is confirmed, you'll get first access to the IEA Checklist

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300,000 South Australians will get the opportunity to receive 50% cashback of up to $50 off their meal this summer.* The Coast is Calling Dining Cashback program is aimed at supporting hospitality businesses in coastal postcodes impacted by the algal bloom. The first 60,000 dining cashbacks will be available through a public ballot opening next month, to be redeemed at participating businesses, valid until Sunday 7 December 2025. A further four draws of 60,000 cashback opportunities will be held for dining periods spanning December, January, February and March – with a ballot draw at the start of each month for use in that month. Eligible hospitality businesses in coastal postcodes can register to participate in the program from Monday 20 October 2025, with registrations remaining open throughout the course of the program. These programs are funded by the State and Federal governments as part of the Algal Bloom Summer Plan. Find out more at: https://lnkd.in/gKPQ_Dhn To hear more about the program, register for our Industry Webinar on Thursday 23 October: https://lnkd.in/gHCFhjJS *Limitations apply. To enter and for full T&Cs go to https://lnkd.in/ga4KME6m Promoted by the South Australian Tourism Commission, L9, 250 Victoria Sq, Adelaide SA 5000; Licence No. T25/1890.

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