We partner with our clients over the long term, not just when there’s a problem.

The world is constantly changing and the pace is faster than ever. That disruption puts pressure on businesses to remain competitive and make the most of every opportunity. In the Industrial Relations arena, this can be a huge challenge. Davis Bibby & Co take the time to understand your goals and identify Industrial Relations events where there is opportunity to drive productivity, growth and flexibility. Our team’s expertise allows us to offer clients a positive and proactive approach to Industrial Relations, so they’re best placed to perform at their peak.

We’re there for you when things go wrong.

While it’s important to be proactive and strategic, there are times when unexpected issues happen and businesses need to react immediately to solve urgent problems. The team at Davis Bibby & Co take the stress out of dealing with complex issues such as: workers compensation appeals, union disputes, unfair dismissal claims, adverse action, discrimination and the like.

These problems take away from core business activities, so they need to be dealt with quickly and efficiently. Our structured, jargon-free approach means that the process is simplified and options are clearly explained so that you can make informed decisions. We’re with you every step of the way until it’s resolved.

By choosing to partner with Davis Bibby & Co, you’ll have access to our broad range of services and talent. The team will equip you to effectively mitigate employment risks, ensure legal compliance and proactively identify opportunities to achieve your goals. We’re passionate about supporting our clients so that they can get on with what they do best, driving their business’ success.

Our unique approach allows us to deliver real value and impact, something we are incredibly passionate about!

You can read more about this in our case study below;

Company A is a large and successful business, with a history of good profits. Company A also has a history of avoiding the difficult decisions when it comes to EBA negotiations. Over time, this led to a situation where employees were paid significantly more than market salary.  Perhaps surprisingly, this situation still resulted in a culture where engagement and trust where poor. A perfect example of a company  not planning strategically with regard to their labour model and taking the “easy option” at EBA time. This resulted in very expensive labour who were disengaged, performing poorly with virtually zero turnover.

A change in leadership and serious commercial pressure meant that a new approach was considered necessary. Company A, working with experienced and expert Industrial Relations (IR) practitioners worked through a strategy that involved;

  • Setting goals,
  • Establishing a negotiation strategy,
  • Training the team,
  • Managing stakeholders

This was a challenging process, however Company A was able to deliver a huge change to the business by having a plan and sticking to it. Company A were ultimately able to achieve an agreement with their employees that was ‘voted up’ by almost 70%. The new Agreement reset the cost base for the workforce and enabled the company to remain competitive in an increasingly tough market.

The role of the IR practitioners throughout the process was to ensure that activities were conducted within the bounds of the Fair Work Act, to coach, to constantly adapt and react to the challenges put up by the employee representatives, and to keep the strategy live.