Recently, the government of Ontario passed Bill 149, or the Working for Workers Four Act, with amendments that will mandate small and medium organizations to disclose pay levels on job postings, as well as the need to mandate if AI is used in the hiring process. This reflects a greater push for transparency demanded by the public of organizations, looking to work with businesses that act fairly. We’ve been preparing for this with our clients and have spoken on the issue recently:
We understand it is important for small and medium businesses to establish trust with their communities, and that many business owners do not operate their business with bad intentions.
However, that doesn’t mean that there won’t be slip ups, from the businesses side, then it comes to compliance with legislation as it changes and develops. So, with that in mind, we wanted to write a brief guide on staying compliant, and what small businesses can do to keep on top of things.
Compliance in 5 Steps
1. Establish Compliance Check-Ins
What is a compliance check-in? Think of it as a quarterly review for your HR efforts. This can be done by creating days and deadlines for various HR-related tasks and updates, such as performance reviews, benefit enrolment periods and reminders, and training requirements. This will make it easier to keep track of policies and ensure less gets put in the rearview mirror.
2. Stay Informed About Your Industry
This means taking time each week or month to find industry news or HR sources to ensure you’re up to date on anything that is happening as it might pertain to your sector. You could use a reputable source for HR-related news, or enlist the help of an HR firm (like Business Sherpa Group).
3. Consult With Professionals
We’re all learning in this life as we go, and that includes professionally! Fortunately, when it comes to HR compliance, there are a litany of organizations that can help. Some, like Business Sherpa Group, specifically help small and medium businesses, adjusting plans to meet a client’s needs.
These small business-oriented firms can help address legislation from a small business perspective, letting owners get back to the work they love.
4. Participate In Training Programs
Training and development are the natural next step as it relates to staying abreast of changing trends and policies. Many associations, professional organizations, and online platforms provide training for small and medium business owners to improve their business skills through workshops and certification courses.
5. Stay Flexible and Adaptive
Hey, as someone who has written several pieces, I get it. Sometimes you write up something and think it’s solid, and it’s frustrating to later learn you have to change it. That is simply how the world works. So, apply it to your business practices! Everything benefits from being updated and adaptive. HR legislation in particular is often being changed and updated, requiring small businesses to be adaptive and flexible in their approach to compliance. By staying informed, businesses can navigate regulatory changes and mitigate risks.
Wrapping Up
Staying up to date with legislation is essential for small businesses to mitigate risks, maintain compliance, and protect their team and reputation. It also helps build a workplace culture where staff want to work, feeling cared for by an employer who is looking out for them and invested in doing things properly. That’s why businesses benefit from being proactive, having an ear to the ground, and being willing to seek expert advice. If small business owners follow those principles, compliance will become easier, and with time, being flexible and adaptive in their HR practices will get easier as well.
Of course, there is help when it’s needed. Our compliance audit program is quite popular with small and medium businesses, and it’s often the first step towards increased productivity and higher worker satisfaction. We’re happy to help businesses get on the right path towards HR compliance.
