The Age of The Employer-Employee Alliance with Daniel Cohen Flare HR


The WorkED Podcast – The Age of The Employer-Employee Alliance

Master-servant-style employer-employee relationships are a hangover from times past. Though many employers hold on to the vestiges of traditional workplace cultures, the reality is they are fast being replaced by a much closer and more fruitful partnership between employers and employees.

Will the future see what co-founder of LinkedIn Reid Hoffman has termed The Alliance?

CEO of Flare HR, Dan Cohen, certainly thinks so. A leading thinker and practitioner in the world of employee engagement, he sits down with Marc Washbourne on WorkED to define the alliance and explore the potential of this partnership model for employers and employees alike in the future of work.

Tackling the vanishing borders between work and life, the death of lifetime employment in favour of shorter term ‘tours of duty’ and the growing role of employers in areas as diverse as financial and mental health, as well as skills development, Dan explains why future careers are a ‘drunkard’s walk’.

Will future employees be more like the free agents we know today in soccer or baseball? How can they be engaged in one – or multiple – tours of duty for the mutual benefit of the employer and the employee? And how can we ensure we’re being ‘cool, not creepy’ in our use of employee data?

This fascinating reimagining of the employer-employee relationship is essential listening for business leaders and managers.


worked podcast

The year Michael Sena, Australia and HR3 said ‘I do’

In the year same-sex marriage was made legal ReadyTech’s payroll and workforce management business HR3 was delighted to celebrate the happiness of one of its own. We spoke with HR3’s Michael Sena about the day he’d been waiting 28 years for.

When HR3’s customer relationship manager Michael Sena went to a wedding expo in the first half of 2018 with his partner Paul, they felt out of place being one of the only same-sex couples in the crowd. 

With Australia having only voted ‘yes’ to marriage equality in November 2017 (followed soon after by the Marriage Equality Act) the reality of same-sex marriage in Australia was still very new.

“We picked a lot of vendors from the expo. With everyone I spoke to, I felt I always had to start off by asking if same-sex marriage was an issue for them,” Michael says. “I said I have to ask, because if it’s an issue for you it’s an issue for me, and I don’t want to put you in an awkward position.”

Michael was thrilled that the response from vendors at the expo – and from the community, his friends, and his colleagues ever since  – has been nothing short of enthusiastic and supportive.

“The response from the expo vendors that day always was, ‘why would it be an issue for me’? No one had any issues with it at all. The limo driver we hired was absolutely rapt!”

ReadyTech’s HR3 team was thrilled to celebrate with Michael. In early 2018, we sat down to ask him about the people and the politics of his story – and of course the big party he’d been waiting 28 years for.

Q&A: Michael Sena, Customer Relationship Manager, HR3

How did you and your husband meet?

I first met my husband Paul in December­­­­­­­­ 1989 – 29 years ago now – at a mutual friend’s dinner party. We had our first official date on New Year’s Eve in ‘89, and 28 years later we got married.

Was it ever challenging being in a same-sex relationship?

Definitely. Paul’s 11 years older than me and his family has accepted him for quite a while, but I’m from a Catholic Italian background, so it was a little bit strange for my family. For the first 10 years of our relationship Paul wasn’t invited or involved in any of my family gatherings. 

I was pleased when, one year out of the blue, my mother rang me and said, “Why don’t you bring your friend over for Christmas?”. I said of course. From that point on, he was accepted and he’s just part of the family now. Not just my immediate family, but my extended family as well.

Was getting married after 28 years important to you?

The main reason we did it was to have the security behind us of being recognised as next of kin. It wasn’t politically motivated, it was because as a same-sex couple, we didn’t have the same legal rights as a married couple. For example, we had to fill in an enduring power of attorney form for financial and medical because if a decision had to be made to turn off someone’s life support, for example, neither of us would have been able to make that decision. It gives us peace of mind.

So that’s the reason we did it – and to have a big party!

How did you feel about the plebiscite process?

It was a big issue for the community at the time. I was personally very worried about it – at the time I actually posted on Facebook that if anyone was going to vote ‘no’ in the postal vote then please unfriend me because it just means you don’t have any respect for me. None did, which was great.

It worried me because if it didn’t happen we’d still be in the same position and there’s no guarantee Labor will win the next election. It could have been quite a few years before anything happened again. My view is it shouldn’t have been done; Malcolm Turnbull should have just made a captain’s call and passed it. To ask the Australian people if we should be given equal rights is just a ridiculous notion to me. But there wasn’t anything we could do, and the good came out of it in the end.

What was it like hearing Australia voted ‘yes’?

I was driving around all that day – I didn’t even have the radio on, so I didn’t know what had happened. It was Paul who messaged me to say it’s a  ‘yes’, and then I started getting texts and Facebook tags from my friends overseas. It was just a really emotional day, and by the time I got home and saw Paul we were both in tears, so it was just a good day. It was a really good day.

How did you pop the question to Paul?

I proposed on Australia Day 2016, nine days after my 50th birthday. We were in Paris, and I had it all planned – the ring and everything – for months. The last day in Paris was the only blue sky day for the whole four days we were there, and I proposed to him on top of the Eiffel Tower.

Were you confident marriage equality would happen?

The word at the time was that marriage equality was going to happen and the election was not far around the corner. Bill Shorten had promised that, should Labor get into power, they would pass the Marriage Equality Act within the first 100 days. That didn’t happen as we know.

Friends were saying, “Why don’t you go to New Zealand and get married?”. But it wasn’t the same, because it wouldn’t have been recognised in Australia. So we just waited and waited and when the postal vote came back with a ‘yes’, there were a few tears and a few glasses of champagne.

You were married on August 4th. Was it one of the first same-sex weddings?

There’s been over 5000 same-sex weddings now in Australia and over 1000 in Victoria since the law passed, but we were pretty much the first same-sex couple with all the providers we used. Our celebrant, the limo driver, the reception venue, the band – we were their first same-sex wedding.

So how did the ‘big party’ turn out on your wedding day?

We went to a venue in Richmond on the Yarra called Fenix Events. We were the first same-sex couple to get married there – they’d had some commitment ceremonies, but not a marriage ceremony. It was just fun – the party was the best day of our lives. It was amazing,  more than we expected. Our friends are still talking about it – they keep asking when we’re getting married again. 

It wasn’t huge – we had 70 people including the wedding party. To give you a flavour of that, that included our ‘proxy son’ as we call him as our best man, my niece as maid of honour, my godson as groomsman, Paul’s goddaughter as ‘groomsmaid’ as we call them, and my youngest niece and nephew as junior groomsman and flower girl. It was just brilliant, it was the best night ever.

Have your work colleagues been supportive?

I’ve had no issues at all. When I started at HR3 seven and a half years ago for example,  I put Paul’s name down as my partner and there was never any negative feedback from anyone. It’s been really positive – I don’t feel like I have to pretend to be someone I’m not. I don’t flaunt it obviously, because I’m just not that sort of person. I’m just who I am and our team is fine with that. 

When I had my last day of work before the wedding, I wasn’t expecting anything but Rick [Verloop] made a really nice speech and gave us a present. I had to stop opening the card because I was getting quite emotional about it. I’m just grateful that HR3 has been so supportive.

How have the clients you deal with taken the news? 

Some of the clients I deal with knew I was getting married, and when I’ve gone to see them and they’ve asked if I had any wedding photos on my phone, nobody has ever had any issues with it when I’ve shown them. It’s been really positive, which is a good feeling. 

I had one client when I was in Sydney a couple of months ago who had a son getting married, and I told her that I’d been with my partner for 28 years and just got married. She said, “What took you so long?”. I said, “Marriage equality.” She said, “Riiiight. Well, it’s about time!”

So what’s next for you and Paul?

We haven’t had our honeymoon yet, so we’re planning to go away in February 2019. Because it’s been a really hectic year for us, we decided we’re just going to go away and do nothing. Thailand is our place for doing that, so our plan is to be there for two weeks on a beach doing nothing.

Other than that, the future is just what it is; it’s just going to carry on as normal. Paul is hopefully going to retire or semi-retire soon, so our plan is just to keep living the life we are living. Nothing is going to change as far as that goes; it’s just that now, we have the security and comfort of knowing nothing is going to stop us from making decisions for each other, because it is the law now.


Bendigo TAFE and Kangan Institute select ReadyTech as new Student Management Technology Partner


Bendigo TAFE and Kangan Institute select ReadyTech as new Student Management Technology Partner
ReadyTech CEO Marc Washbourne and Bendigo Kangan Institute CEO Sally Curtain.


For immediate release: Victorian TAFEs Bendigo TAFE and Kangan Institute, which are trading brands of Bendigo Kangan Institute, have named ReadyTech Student Management System, JR Plus, as the chosen technology platform to evolve student experience for a brand new decade.

The cornerstone of an organisation-wide student journey transformation project, JR Plus will be introduced across Bendigo TAFE and Kangan Institute as the core platform for managing the end-to- end student lifecycle.

Both TAFEs will leverage the advanced cloud and platform capabilities of JR Plus, ReadyTech’s proven experience in Vocational Education and Training (VET) as well as an agile software approach to build on their leading offering for Victorian students. ReadyTech currently supports over 1,400 VET providers with its market leading Student Management Systems including Builders Academy, DeakinCo. and the Australian Institute of Personal Trainers.

The JR Plus Student Management System is expected to streamline management of the student journey from enrolment to completion.

When fully implemented, JR Plus will manage an expected 40,000 enrolled students annually across multiple cohorts at Bendigo TAFE and Kangan Institute’s 10 campuses in Melbourne and Victoria and be used by more than 800 staff.

The decision to select ReadyTech followed a rigorous evaluation and procurement exercise across the Student Management System market.

Bendigo TAFE and Kangan Institute CEO Sally Curtain said:

“This is a very exciting time for Bendigo TAFE and Kangan Institute. The implementation of JR Plus is an important part of our student journey transformation to improve and transform the student experience, staff practices and processes and improve governance and compliance across both TAFEs.

“After participating in a demonstration of JR Plus, I am confident this will ensure we achieve our key strategic objectives of being a more digital institution, with easier and more enjoyable touch points for students and staff.”

ReadyTech CEO, Marc Washbourne, said the partnership was an endorsement of ReadyTech’s advanced and adaptive technology and proven track record in the Australian higher education and VET sector.

“ReadyTech is the home of cloud-based Student Management System, JR Plus, that is purpose-built to support the complex and evolving needs of Australia’s enterprise-level tertiary education providers.

“We are confident that, in ReadyTech, Bendigo TAFE and Kangan Institute have chosen a technology partner that can support their ambitious vision both now and into the future,” Washbourne said.

The ASX-listed ReadyTech has provided Student Management System services to higher education and vocational education and training (VET) providers in Australia for over 20 years and is compliant with AVETMISS reporting in every state.

“We are particularly pleased that Bendigo TAFE and Kangan Institute recognised the value in an agile technology platform and project approach that can respond with flexibility to the requirements of staff and students.

“We look forward to working in partnership with Bendigo TAFE and Kangan Institute to deliver a leading 21st century student experience and playing a role in changing the lives of Victoria’s VET students for the better.”

Download the full announcement here:

Bendigo TAFE and Kangan Institute select ReadyTech as new Student Management Technology Partner (PDF 153kB)
29 January 2020


About ReadyTech and JobReady: ReadyTech (ASX:RDY) is a leading Australian provider of SaaS technology for educators and employers managing the complex human journey through study, work and career transitions. ReadyTech provides people management software to over 4,200 educators, employers and facilitators of work transitions. Bringing together the best in student management, apprenticeship management, payroll and HR admin, employment services and behavioural science technology, ReadyTech support’s the development and success of tomorrow’s workforce.

About Bendigo TAFE and Kangan Institute: Bendigo TAFE and Kangan Institute, which are trading brands of Bendigo Kangan Institute, are leading providers of vocational education, operating across multiple campuses in Victoria and committed to providing high-quality education and training that lead to real employment opportunities. With more than 40,000 student enrolments annually at 10 metropolitan and regional campuses; onshore and offshore sites, both TAFEs impact the next steps in the careers of individuals locally and internationally. Bendigo TAFE and Kangan Institute offer over 300 courses in areas including automotive and trades, business and IT, food and fibre, hair and beauty, health and community services, creative, culinary and hospitality, travel and tourism as well as Indigenous and foundation courses.

Finding Your ‘Second-Half Hero’ with Mark Hodgson


The WorkED Podcast – Finding Your ‘Second Half-Hero’

The working world we all inhabit is more volatile, uncertain, complex and ambiguous than ever, something that can be particularly challenging when we reach our 40s and 50s. Could career reinvention through finding our ‘second-half hero’ be the answer for us and our organisations?

On this episode of WorkED Marc Washbourne sits down with one of his personal mentors, Mark Hodgson, for a bracing look at the risks we take as individuals and organisations by sitting still – as well as the hope, happiness and sense of opportunity we can all rekindle by committing to career and self-reinvention.

From the role that self-awareness, curiosity and courage can play in turning disengaged managers into leaders that inspire change, to what it takes to make it as a solopreneur outside the confines of the corporate and institutional world, Mark offers deep insights he argues will be more relevant than ever in 2020.

How can we avoid turning into the ‘grumpy old person in the corner’? How can our essence and humanity marry with our hard-earned experience and expertise to propel us into a greater career flourishing? Most importantly, can we all choose to become our own ‘second-half hero’?


worked podcast

ReadyTech aiming big with BusyBeans program


ReadyTech has expanded its corporate social responsibility program through participation in AimBig Employment’s BusyBeans initiative, which supports motivated job seekers living with disabilities into the world of work.

Over the last three months, ReadyTech has taken on three part-time employees as in-house baristas across its Sydney and Melbourne offices.

Providing the job seekers with a supportive environment in which to experience work, learn new skills and contribute to a workplace, the program has been extremely well received by both participants and ReadyTech staff.

ReadyTech CEO, Marc Washbourne, said the BusyBeans program was a natural fit for a company that created technology for back to work programs and employment services providers, including those specialising in disability employment.

He said that BusyBeans participant Naomi, who works in ReadyTech’s headquarters in Pyrmont in Sydney, has had a wonderful impact on the people and culture of the office.

“Naomi started working with us in May 2019. Although she’s only with us for three days a week, Naomi has quickly built a rapport and strong relationships with the team in our Sydney office.

“Not only is she a talented barista who makes a great coffee, she also has a contagious smile which has definitely brought an increased sense of positivity and improved morale within our workplace.”

Naomi said she was enjoying working at ReadyTech because of the people she worked with, the work environment and the skills she was gaining as a barista and as an employee in the workplace.

“I’ve been really happy here – it’s a better environment than where I’ve worked in the past. It’s a big change, it’s different, but I’m learning something new, I’m involved with a lot of different people from different age groups, and I’m enjoying it way more than my old job,” she said.

Naomi said she hoped the skills and experience she has gained as part of AimBig Employment’s BusyBeans program at ReadyTech would help her build a career in hospitality in the future.

“Eventually over the years I’d like to work my way up the ladder; start working in a cafe, save some money and maybe one day start a cafe or a restaurant of my own,” she said.

ReadyTech also employs BusyBeans participants Kane in its Melbourne office and Bella in Parramatta. Aussiepay General Manager Daniel Wyner thanked Bella for her commitment.

“Three months ago, Bella joined our ReadyTech team after years of trying to find employment. She’s brought happiness, enjoyment, a sense of community and of course coffee to the team.

“There’s no better way to start the day than seeing Bella’s smiling face first thing in the morning ever so happy to make a coffee and be part of the team,” Wyner said.

AimBig Employment’s BusyBeans Program is designed to help job seekers living with a disability build the skills and capacity they need to become job ready in a supportive, practical environment.

AimBig trains job seekers up as baristas and matches them with matches them with companies who are looking for a professional in-house coffee service while supporting their development.

General Manager of JobReady, Tony Jones said: “We employed our first person living with a disability over six years ago and have been looking for ways to expand as it was so rewarding. We’ve been partnering with AimBig since we collaborated last year in the national AccessAbility Day. Since then we’ve solidified a positive working relationship through our mutual organisational values and support for empowering people to find and maintain employment.”

ReadyTech is a long-term technology provider to the disability employment sector, where it supports employment services providers in their quest to help job seekers just like Naomi find meaningful work. ReadyTech does this by providing purpose-built software systems for these providers.

“And now, our positive work experience with both Naomi, Kane and Bella and with AimBig Employment has encouraged us to consider further expanding our activities in this area. With offices across Australia we are open to supporting more people with a disability into work because of the value they can provide our team and the positive impact we can make on their lives. We would strongly encourage all employers in Australia to focus on ability, not disability, and open up their businesses to these types of opportunity,” Jones said.

ReadyTech launches digital credentials technology for Australian providers of education and training

For immediate release: ReadyTech (ASX:RDY), a leading provider of people management software for educators and employers, has moved to support the shift of Australia’s education and training market toward a more digital future with a new partnership that will enable the rollout of digital credentials.

Partnering with market-leading, US-based digital credential provider Credly, ReadyTech will offer vocational education and training (VET) and higher education providers using the ReadyTech family of student management systems the ability to create and issue digital credentials for past and present students.

ReadyTech aims to support its 1,500+ education customers in adopting digital credentials to recognise bite-sized packets of learning and demonstrated skills, and boost student completion rates by charting more motivating learning pathways along the student learning experience.

Providers will also be able to develop their brand and market presence through the sharing of digital credentials among ‘digital native’ student cohorts online, and will gain flexibility to boost employability through aligning training and recognition with the real needs of employers.

ReadyTech CEO Marc Washbourne said digital credentialing, or ‘badging’, was enabling many educators around the world to better co-design relevant training with employers and turn ‘learners into earners’ by readily recognising the attainment of knowledge and skills that are of genuine value within a fast-changing global employment market.

“Digital credentials have been talked about in Australia for some time. With today’s more tech-savvy students and the profound shift towards recognition of more discreet packets of learning and skills that are of value to employers, we want to support education providers to seize this opportunity now.”

Washbourne said providers could use digital credentials to become more agile, with the opportunity to grow their education and training businesses into new areas of student and employer demand.

“While digitally recognising ‘micro’ learning and skills that are accredited under existing education frameworks will be a primary focus for many providers and a powerful step forward, digital credentials also give providers the added flexibility to recognise ‘alternative’ skills.

“Given the pace of change in today’s employment market and repeated calls for educators to deliver a workforce equipped with the hard and soft skills necessary for performance in their roles, we believe digital credentials will give educators a new avenue for market-aligned growth.”

Through its Acclaim platform, Credly helps education and certification providers create and issue digital credentials that connect people to opportunities based on their demonstrated talents and capabilities.

“ReadyTech’s new digital credential initiative signals a forward-thinking approach to supporting the education providers that use its student management systems,” said Jonathan Finkelstein, CEO of Credly. “Together, we are eager to empower more education and training providers in Australia to issue valuable digital credentials that not only assist in recognising and engaging students as they learn real skills but help them achieve professional success.”

“Credly’s commitment to this partnership extends to include the support and development services provided by our Asia Pacific partner – Everitas.”

Everitas Founder and Director, David Kinsella commented: “We’re very focused on ensuring comprehensive local advice and support to ensure the ongoing success of the Credly/ReadyTech collaboration, and excited to be associated with these two leading education innovators to deliver the benefits of 21st century skills communication technology to many stakeholders across the region.” 

Download the press release here.

For more information contact:

Ben Abbott
Media relations
+61 468 787 803


About ReadyTech:
ReadyTech is a leading Australian provider of SaaS technology for educators and employers managing the complex human journey through study, work and career transitions. ReadyTech provides people management software to over 3,600 educators, employers and facilitators of work transitions. Bringing together the best in student management, apprenticeship management, payroll and HR admin, employment services and behavioural science technology, we support the development and success of tomorrow’s workforce.



About Credly: Credly is helping the world speak a common language about people’s knowledge, skills, and abilities. Thousands of employers, training organizations, associations, certification programs, and workforce development initiatives use Credly to help individuals translate their learning experiences into professional opportunities using trusted, portable, digital credentials. Credly empowers organizations to attract, engage, develop, and retain talent with enterprise-class tools that generate data-driven insights to address skills gaps and highlight opportunities through an unmatched global network of credential issuers.



Axis or afterthought? What the underpayment crisis should teach us about payroll


The underpayment problems being faced by leading brands shows businesses need to better understand payroll complexities and make payroll an axis of success, not an afterthought.

A string of Australian organisations have recently suffered problems with employee underpayments. With headline figures in the tens or even hundreds of millions, each incident has inevitably led to a storm of negative publicity and a simple question. How did leading brands get it so wrong?

While each circumstance differs, the sheer number of incidents involving these brands tell us many organisations still lack the depth of understanding required to ensure payroll is done right and that it is not receiving the level of attention and emphasis it deserves as a core business process.


What are businesses doing wrong to cause wage underpayments?

Australia has been on a long journey of change in payroll compliance. The Australian Industrial Relations Commission (the forerunner of today’s Fair Work Commission) began the process of rationalising the Awards system across Australia to create a series of national ‘modern Awards’. Commencing in January 2010, it managed to slash an unmanageable number of 1500 to just 122.

While this process has simplified the Awards landscape, this has not been met with a parallel rise in understanding or focus on compliance within many organisations. While the Awards rules exist, it is often the understanding of these Awards and the way they are applied – either consciously or unconsciously – within the workplace that determines if employees are being paid correctly.

In many businesses, what we have seen over and over again is a lack of understanding and follow-through when it comes to the importance of understanding Awards and compliance with them. In larger and more complex businesses with a larger number of employees, often what has been missing is a fundamental granular understanding of all employee roles and applicable Awards.


What can businesses do to avoid underpayments in future?

When organisations talk about their employee offering, often the focus is on staff engagement or creating ‘a nice place to work’. While these are very important considerations, the underpayment crisis is reminding us that payroll is a critical core process businesses need to get right first.

If a business is not paying its people correctly then the truth is the rest doesn’t really matter.

Businesses need to reassess where they and their staff stand when it comes to payments. What that means is they need to get back to emphasising key staff understanding of the Awards that staff are being paid under and the conditions that are covered by those Awards. Are they paid correctly?

If you are talking about a larger business, who could have hundreds or even thousands of employees in different roles, employers need to be sitting down and understanding that complexity almost on a role-by-role basis, to understand the basic conditions under which these employees are paid.

Employers need to pair this with strong internal controls. While some payment breaches are being made through simple lack of review and understanding, others are deliberate, either from the top or middle management. These need to be mitigated through stronger processes and controls.

Part of the solution may mean getting external advice when needed. Recent underpayment problems in Australia have led to calls for companies to audit their payment systems and processes to ensure they are compliant and risk is managed. They may need outside assistance to get this right.

Another part of the answer may be proper training. The Australian Payroll Association claims 90 per cent of people working in payroll offices are not properly qualified through training. Emphasising the knowledge and skills required to give payroll the due attention it needs will breed better practice.

Having the right payroll system that is capable of managing the details of payroll complexity is also critical. However organisations need to focus on understanding their employee matrix before they begin to ask whether they have the right system in place or even if they should outsource payroll.


Axis of success, not afterthought

Australian businesses can no longer afford to get payroll compliance wrong. What we have learned from recent underpayment incidents in Australia is that when payroll is not well understood and controlled it could result in severe impacts on a business’ brand and public reputation.

More importantly businesses are also playing with people’s livelihood. Through underpayment, employees are denied the right to be paid fairly and equitably in line with their entitlements, to support their families and aspirations. Compliance in this context is more than ticking boxes.

There’s also the flipside: while we hear a lot about incidents of underpayment, up to 50 per cent of payroll error actually results in overpayment to employees. In the competitive business environment we operate in today, that’s money that businesses simply should not be leaving on the table.

The overall lesson is how important payroll processes actually are within a modern business. As more cases of underpayment are revealed by Australian organisations in coming months (something expected ahead of possible increased penalties that may flow from a current Government review) we are likely to see a noticeable shift from payroll as afterthought, to payroll as axis of success.

ReadyTech offers a full suite of payroll software solutions including HR3+, HR3 and ePayroll as well as managed payroll services with Aussiepay. Should you feel you need some support in ensuring your staff are paid right please feel free to

Contact us for more information.

The Digital Credentials Explosion with David Kinsella


The WorkED Podcast – The Digital Credentials Explosion

Digital credentials or ‘badging’ promises to transform education and training by turning the knowledge and skills we possess into a digital form that is more relevant to modern employers. But what does this mean for educators and are digital credentials about to explode?

On this episode of WorkED Marc Washbourne sits down with self-confessed credentials evangelist David Kinsella of Everitas (an affiliate of US-based Credly in Australia) for an exclusive insider’s view of the digital credential revolution about to shake up Australian education.

From what digital credentials are (and what they’re not) to how leading brands like IBM and RMIT are using them to run better businesses, Marc and David reveal the secrets of credentialing success and how savvy educators can begin to unlock their power today.

What are the ‘10 Commandments of Digital Credentialing’? What will a future with micro credentials look like in five to ten years? And what will the coming explosion mean for the way educators, students and employers will interact to create lifelong learning?

Find out the answers to these question and more on this episode of WorkED.

worked podcast worked podcast

ASX-listed ReadyTech expands payroll and workforce management offering through the acquisition of Zambion and WageLink.

ASX-listed ReadyTech expands payroll and workforce management offering through the acquisition of Zambion and WageLink.

  • ReadyTech has acquired two businesses that will extend its payroll and workforce management software capabilities, including advanced time and attendance and rostering capability;
  • The acquisitions will enable ReadyTech to enhance its employer customer value proposition, adapt to changing customer preferences and add to its client portfolio.

ReadyTech (ASX:RDY), a leading provider of people management software for employment and education, has announced the expansion of its payroll and workforce management offering for employers with the addition of two businesses, Zambion and Wagelink.

Already home to two of Australia’s leading payroll and HR administration providers, HR3 and Aussiepay, ReadyTech has acquired workforce management software provider, Zambion and payroll service provider, WageLink.

The acquisition of Zambion’s modern and mobile cloud software, including advanced time and attendance and rostering capability and support for both Australia and New Zealand customers, as well as WageLink’s client base, largely focused in South Australia, positions ReadyTech as a leading trans-Tasman workforce management partner for employers.

ReadyTech CEO Marc Washbourne said the addition of two complementary technology and service providers would allow ReadyTech to enhance the support it provides employers.

“With the addition of Zambion and WageLink, we are welcoming payroll and workforce management technology and services that expand our capabilities and strengthen our competitive advantage,” Washbourne said.

“With their focus on customer service and a loyal client base built by committed and talented people, the addition of Zambion and WageLink’s offerings into our available software and service suite will ensure employers have a partner that is getting them ready for the future of work.”

Zambion, based in New Zealand, has been providing workforce management technology for over 10 years. With a modern, web and app-based technology platform, Zambion will offer new and innovative capability to ReadyTech’s clients.

WageLink is an Adelaide-based managed payroll services provider that supports employers outsourcing their payroll function. Acquiring WageLink allows ReadyTech to expand the reach of its existing premium outsourced service Aussiepay.

ReadyTech Chief Executive, Employment, Daniel Wyner, said employers were increasingly seeking technology partners who could provide a broader range of services that took the complexity out of managing their employees.

“At ReadyTech we have a comprehensive suite of payroll and workforce management solutions that can meet employers where they are on their growth trajectory and give them a choice of either managing their payroll in-house or outsourcing it to a trusted provider.”

“With the future of work demanding employers get smarter about managing the employee lifecycle, ReadyTech is able to give them the tools they need to be more modern, mobile and efficient while backing it with a team of people dedicated to customer service.”

About ReadyTech

ReadyTech is the leading provider of SaaS technology managing the complex human journey through study, work and career transitions. ReadyTech provides people management software to over 3,600 educators, employers and facilitators of work transitions. Bringing together the best in student management, apprenticeship management, payroll and HR admin, employment services and behavioural science technology, we support the development and success of tomorrow’s workforce.


For further information contact

Daniel Wyner
Chief Executive, Employment
+61 466 774 512
Ben Abbott
Media Relations
+61 468 787 803