[et_pb_section fb_built=”1″ _builder_version=”4.16″ da_disable_devices=”off|off|off” global_colors_info=”{}” da_is_popup=”off” da_exit_intent=”off” da_has_close=”on” da_alt_close=”off” da_dark_close=”off” da_not_modal=”on” da_is_singular=”off” da_with_loader=”off” da_has_shadow=”on”][et_pb_row column_structure=”1_3,2_3″ _builder_version=”4.23″ background_size=”initial” background_position=”top_left” background_repeat=”repeat” width=”100%” custom_padding=”||0px||false|false” locked=”off” global_colors_info=”{}”][et_pb_column type=”1_3″ module_class=”table-contents” _builder_version=”4.23″ background_color=”#f3f2f6″ custom_padding=”25px||25px||true|false” sticky_position=”top” sticky_limit_bottom=”section” sticky_position_tablet=”top” sticky_position_phone=”none” sticky_position_last_edited=”on|desktop” pac_dcm_carousel_specific_module_num=”0″ border_radii=”on|24px|24px|24px|24px” global_colors_info=”{}” custom_padding__hover=”|||”][et_pb_text _builder_version=”4.23″ text_font=”||||||||” global_colors_info=”{}” background__hover_enabled=”on|desktop”][\/et_pb_text][\/et_pb_column][et_pb_column type=”2_3″ _builder_version=”4.16″ custom_padding=”|||” pac_dcm_carousel_specific_module_num=”0″ global_colors_info=”{}” custom_padding__hover=”|||”][et_pb_text admin_label=”Intro” _builder_version=”4.27.4″ header_2_font_size=”32px” custom_margin=”||0px|||” header_2_font_size_tablet=”30px” header_2_font_size_phone=”26px” header_2_font_size_last_edited=”on|tablet” global_colors_info=”{}”]<\/p>\n
Green sustainability in business is about actively adopting eco-friendly practices and solutions. Companies adopt these practices to reduce their environmental impact, operate more efficiently, and boost growth. For small businesses, however, green solutions may be considered more of an afterthought amid day-to-day operations and cash flow. But green sustainability doesn\u2019t have to be something that only big companies can practice.<\/p>\n
Let\u2019s look at ways you can use green solutions and grow your own business sustainably.<\/p>\n
Going green, or adopting eco-friendly practices, is about minimising your impact on the environment. This includes using recycled and sustainable materials, lowering your energy consumption with energy-efficient products, and reducing waste.<\/p>\n
A great example is when a business finds that its energy bill is high because it uses fluorescent lighting, so it replaces it with lower-wattage lights like LEDs. This reduces their power consumption, lowers their utility bills, and minimises their carbon footprint. Green sustainability doesn\u2019t just help the environment; it can also save you money.<\/p>\n
There are some misconceptions about business solutions regarding the environment. Let\u2019s address some of them.<\/p>\n
This is a misconception because it only focuses on the short term. Sustainability may seem expensive upfront, but over time, it saves money through higher quality and efficiency.<\/p>\n
For example, due to poor, cheap insulation practices, Aussie homes are known for being cold in winter and boiling in summer, driving up energy prices from overuse of fans and air conditioning. Using greener, high-quality insulation increases installation costs but reduces power bills, giving you a return on investment over time.<\/p>\n
This is also false. Green sustainability looks at quality as a feature. Wasteful practices occur because manufacturers cut costs and use cheaper materials. There will always be bad products out there, even green ones, but just because a product or service is environmentally friendly doesn\u2019t mean it’s poor quality. For example, Aesop is a successful brand that offers high-quality products with an environmental focus, using recycled plastic and non-animal-tested materials. Quality products and services are made because of the people behind them and their passion for their work.<\/p>\n
Sustainability is profitable. Green solutions are a draw for Aussie consumers, as 46% of buyers list sustainability as a major factor<\/a> in their purchase decisions. This misconception just doesn\u2019t hold up in the real world: there are plenty of profitable businesses that succeed by marketing themselves as ethical and green.<\/p>\n Look at brands like Patagonia. Green solutions and practices are woven into the company\u2019s vision<\/a>, products, and operations. Consumers purchase from Patagonia because they value fair trade, low carbon footprints, and environmental impact, resulting in annual sales of over $1 billion.<\/p>\n What obstacles keep small businesses from going green? Often, when you start, you\u2019re more focused on getting off the ground than on the environment, but using green solutions from the get-go can help set you up for success. Here is a real-world example.<\/p>\n [\/et_pb_text][et_pb_text admin_label=”Scenario” _builder_version=”4.27.4″ _module_preset=”default” text_text_color=”#0a004a” background_color=”#eeecff” custom_margin=”30px||||false|false” custom_padding=”20px|30px|30px|30px|false|false” border_radii=”on|20px|20px|20px|20px” box_shadow_style=”preset2″ locked=”off” global_colors_info=”{}”]<\/p>\n Small to medium-sized businesses consume between 30,000 and 1,000,000kWh (kilowatt-hours) annually. Energy bills can be a significant utility expense<\/a> for companies, depending on the industry. For the Alto Hotel, in the accommodation\/hospitality sector, energy is a major cost.<\/p>\n Built in 2006, the business owners were focused on sustainability being part of their hotel build. Sustainability features were planned from the start and incorporated into construction. These green practices added an extra $450,000 to the $5 million build, but saved them more in the long run.<\/p>\n Thanks to the green solutions, the Alto Hotel saves $50,000 a year in energy bills. The practices are also part of the business\u2019s vision and are incorporated into its marketing strategy. The hotel is now a successful boutique property that accommodates thousands of guests and draws visitors for its eco-friendly practices.<\/p>\n [\/et_pb_text][et_pb_text admin_label=”End” _builder_version=”4.27.4″ header_2_font_size=”32px” custom_margin=”||0px|||” header_2_font_size_tablet=”30px” header_2_font_size_phone=”26px” header_2_font_size_last_edited=”on|tablet” global_colors_info=”{}”]<\/p>\n There are plenty of ways you can make your business more sustainable, from implementing energy-saving measures in construction to developing your products and services. Applying for government grants can be a good way to implement cost-effective energy efficiency strategies<\/a>.<\/p>\n With the Alto Hotel, the business has used different methods to reduce its carbon footprint:<\/p>\n In the case of Patagonia, the company shows that turning a profit doesn\u2019t come at the cost of the environment. The materials they use to make their apparel line have a low environmental impact, such as plant-based wax cotton, non-chemically treated cotton, and recycled polyester.<\/p>\n So, how can you reduce your carbon footprint, save costs, and increase profits? Start small with energy-efficiency tactics like those at the Alto Hotel.<\/p>\n Green solutions to add to your business:<\/p>\n Sustainability cultivates a great mindset for running a business: how can I lower my costs, increase quality, and boost my profits while doing my part? It can offer creative solutions to problems you may have otherwise been unable to solve. By incorporating sustainability into your operations, you\u2019re not just saving the planet: you\u2019re saving your business.<\/p>\n [\/et_pb_text][ba_social_share icon_bg=”#03002e” icon_padding=”10px|12px|10px|12px|true|true” layout=”classic” show_text=”off” btn_padding=”0px|0px|0px|0px|false|false” btn_bg_color=”RGBA(255,255,255,0)” _builder_version=”4.23″ _module_preset=”default” custom_margin=”50px||||false|false” custom_padding=”25px||||false|false” custom_css_before=” content: %22SHARE THIS%22;|| font-size: 16px;|| font-weight: 700;|| line-height: 22px;|| letter-spacing: 0em;|| text-align: center;|| color: #ff5447;|| margin-bottom: 10px;|| display: inline-flex;|| position: absolute;|| margin-top: 10px;” border_width_top_main=”1px” border_color_top_main=”#e4e4e4″ border_radii_icon=”on|5px|5px|5px|5px” global_colors_info=”{}” custom_css_before_last_edited=”off|desktop”][ba_social_share_child _builder_version=”4.23″ _module_preset=”default” global_colors_info=”{}”][\/ba_social_share_child][ba_social_share_child network_type=”facebook” _builder_version=”4.23″ _module_preset=”default” global_colors_info=”{}”][\/ba_social_share_child][ba_social_share_child network_type=”linkedin” _builder_version=”4.23″ _module_preset=”default” global_colors_info=”{}”][\/ba_social_share_child][ba_social_share_child network_type=”email” _builder_version=”4.23″ _module_preset=”default” global_colors_info=”{}”][\/ba_social_share_child][\/ba_social_share][\/et_pb_column][\/et_pb_row][\/et_pb_section]<\/p>\n","protected":false},"excerpt":{"rendered":" Green sustainability solutions for small businesses. Learn how you can implement green practices to grow and run your business more efficiently!<\/p>\n","protected":false},"author":36,"featured_media":299658,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_et_pb_use_builder":"on","_et_pb_old_content":" Changes to how casual employees can transition to permanent employment are coming this year. The new process adds an employee-driven element, where, depending on certain circumstances, a casual employee can notify their employer of their intention to move from casual to permanent employment.<\/p> This is a marked departure from the previous rules, which were entirely up to the employers. So, what does this new process look like, and what does it mean for small businesses?<\/p> Let\u2019s go through it.<\/p> The \u201cClosing Loopholes\u201d amendment has directly changed how casual employees remain casual or transition to permanent employment.<\/p> Under the old rules in the National Employment Standard, a casual employee\u2019s employment status was entirely employer-driven. This meant that any conversation or initiation of a casual employee was through the employer's agreement or arrangement.<\/p> Now, employees can let their employer know their desire to change their working status, called the employee choice pathway.<\/p> Under the employee choice pathway, casual employees can pursue permanent employment by notifying their employers of their intent to change from casual to permanent. The following criteria have to be met before notice can be given:<\/p> The changes have been in effect for medium-large businesses since 26 February 2025. Under the legislation, businesses with 15 or more employees must follow the employee choice pathway procedure.<\/p> The changes will come into effect on 26 August 2025 for small businesses (15 employees or fewer). Under the rules of casual employment, an employee may only notify their intent for permanent employment if they have been employed for more than 12 months.<\/p> The employee choice pathway is twofold: a notice of intent to transition from casual to permanent, and the response to that notice. While this may seem simple, a number of factors determine the outcome. First, before a notice can be made to move from casual to permanent, we must look at what defines casual employment status.<\/p> The legal definition of what constitutes casual employment can be found in the Fairwork Act 2009 (15A). This is a rather large document, so for all intents and purposes, casual employment can be simply defined like this:<\/p> If you are unsure about the definition of casual employment<\/a>, the Fairwork Ombudsman has materials and resources.<\/p> The notice a casual employee gives to their employer about moving to permanent employment requires two factors to be satisfied:<\/p> Here is an example of a notice to demonstrate what this would look like in the workplace.<\/p> Imagine a bartender working casually for over 10 months at a large pub with more than 15 workers. This casual employee has been given more responsibilities in the last few months, including rostering other casuals. The employee has also noticed they work fixed, regular, rostered shifts. With this information and a desire for more security in their employment, they approach their employer with notice to transition from casual to permanent employment.<\/em><\/p><\/blockquote> In this example, the employee meets the requirements to give notice and pursue the casual choice pathway. After notice occurs, the employer is required to respond. Let\u2019s take a look.<\/p> Once an employer receives a notice from their employee, they have 21 days to respond. Before a response is made, the employer should consult with the employee about what changes the transition would make to their employment. This discussion should include:<\/p> After a consultation, the employer can accept or reject the notice of employment change.<\/p> When accepting a change, the employer needs to include what has been consulted previously and provide a new written employment agreement with their employee. The changes must immediately be implemented after the acceptance of employment status unless the employer and employee have agreed on a different commencement date.<\/p> When it comes to rejecting a notice, employers need a good reason. An employer can justify a rejection of the notice when either of the following circumstances apply:<\/p> Accepting or rejecting an employee's notice must be thoughtfully considered, whatever the circumstances, and communication should be clear and concise. If there is a disagreement, it may come down to both sides not effectively communicating. However, dispute resolution procedures are in place if the relationship is beyond solving in the workplace. It also should be noted that protections are in place<\/a> against any adverse actions taken in reaction to an employee submitting a notice.<\/p> Any dispute must be resolved first in the workplace. However, if a dispute occurs due to a disagreement about an employee\u2019s employment status, there are a number of avenues that can be explored:<\/p> Unfortunately, if either of these doesn\u2019t remedy the situation, the matter may have to be resolved in court, arbitrated by the Federal Circuit Court.<\/p> As the changes on the pathway from casual to permanent employment are new, there will be a degree of awkwardness in implementation. What is essential is good communication and honesty when discussing an employee's future in your business. As the date for small businesses to follow the new rules is set for 26 August 2025, there is plenty of time to review your procedures for managing your staff<\/a>.<\/p> You may find that the new process has new opportunities for dedicated employees<\/a> to commit fully to your business. Whatever the employee choice pathway brings, ensure you are prepared with proper payroll systems<\/a> to navigate the changing landscape.<\/p>","_et_gb_content_width":"","inline_featured_image":false,"_lmt_disableupdate":"no","_lmt_disable":"","footnotes":""},"categories":[343],"tags":[],"class_list":["post-299650","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-insights"],"yoast_head":"\nGreen Sustainability Case Study<\/h2>\n
Example: Alto Hotel<\/h3>\n
Outcome<\/h4>\n
How can I make my business more sustainable?<\/h2>\n
\n
What you can do<\/h3>\n
\n
Green Sustainability and your business<\/h2>\n
Key changes to casual employment rights<\/h2>
Who is affected by the employee choice pathway?<\/h2>
The process involved<\/h2>
Defining casual employment<\/h3>
Giving notice of employment change<\/h3>
Responding to a notice<\/h3>
Accepting or rejecting an employment change notice from an employee<\/h3>
What happens if there is an employment dispute?<\/h2>
The bottom line<\/h2>