The Royal Commission into Institutional Responses to Child Sexual Abuse (the Royal Commission) investigated issues arising from institutions’ management of complaints in relation to child sexual abuse. The Royal Commission found there were a number of issues which led to children being placed at ongoing risk, including:
The Royal Commission found that employers needed to do more to make child safety the paramount consideration in managing employees who are the subject of an investigation. The Royal Commission contains valuable findings and recommendations, which should be used and considered across all industries working with children and vulnerable people.
Once an allegation has been made, employers should conduct a preliminary risk assessment to determine what steps can be taken to appropriately safeguard against further harm, including whether an employee should be suspended while the investigation is underway. The Royal Commission recommended if an allegation of child sexual abuse is made, and the allegation is ‘plausible’ then the employee should be immediately stood down pending the outcome of an investigation. In determining whether an employee should be stood down, an employer should give consideration to the gravity and seriousness of the alleged misconduct. When there are competing priorities for the employer, the safety of children and vulnerable people must be the paramount consideration.
These arrangements should be continuously monitored and reassessed to maintain the safety of children and vulnerable people as the key priority. If the investigation takes some time to be completed, it may be appropriate to request that the investigator provide an interim report summarising the findings to date to inform a reassessment of the safeguarding arrangements in place.
An employer should clearly communicate the arrangements to the employee under investigation and the reasons for imposing those arrangements. If it is determined that suspension is appropriate in the circumstances, the employee should be informed of the likely duration of the suspension, what the employee can and cannot do while on suspension, and the employee’s entitlement to receive wages and other benefits.
Other safeguards should also be put in place to manage the impact the arrangements may have on the employee, including:
A workplace investigation must not interfere with any police investigation. Employers should communicate with police to assess when they can commence an internal investigation. This can create a difficult situation for employers who have suspended an employee with pay and a police investigation is taking a significantly long time before charges are laid or a final hearing takes place. Dismissing an employee in these circumstances may risk an unfair dismissal claim, general protections claim or workers’ compensation claim being made against an employer, and requires careful steps to be taken to manage legal and reputational risks to employers and employees alike.
Moores can help you to identify the necessary steps to strike the right balance between your safeguarding obligations and employment obligations. We can also assist you in communicating with your employee and conducting an efficient and independent investigation in your workplace. Please get in touch with Patrice Fitzgerald and Melissa Elleray in our safeguarding and workplace relations teams for further information on what Moores can do for you.
Please contact us for more detailed and tailored help.
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If you work in the Victorian education sector, you may have heard there will be a new Ministerial Order from 1 July 2022 (MO 1359), that imposes on schools new child safety requirements that align with the 2022 Child Safe Standards.
Moores has already written extensively on the new MO 1359 to help schools prepare:
MO 1359 imposes a new requirement on schools in Victoria to:
“develop a policy or statement that details the processes the school has in place to meet Public Records Office Victoria Recordkeeping Standards.”
Public Records Office Victoria (PROV) is the archive of the state and local government in Victoria, and sets mandatory recordkeeping standards and provide support and advice on recordkeeping to state and local government. MO 1359 now imposes these recordkeeping standards on independent and Catholic schools.
Schools will need to review their internal recordkeeping, information handling and data security measures to ensure they meet PROV Standards. For example, in response to the Royal Commission into Institutional Responses to Child Sexual Abuse, PROV introduced a new standard, PROS 19/08. This standard requires organisations, in relation to records about organisational responses to child sexual abuse, to:
It is likely schools will need to adopt a Retention and Destruction Policy, as well as emphasise data security measures, to meet PROV standards. When considering recordkeeping practices, it is important to consider the impact on individuals’ privacy.
MO 1359 also requires:
Another new and distinct policy requirement of MO 1359 is that schools:
“develop and endorse a policy or statement on online conduct and online safety that is consistent with the child safety and wellbeing policy and practices and child safety code of conduct of the school.”
This echoes the growing focus on child safety in the online environment. Moores recently published some tips for improving online safety for schools and other organisations working with children. In February, Safer Internet Day drew attention to recent work by the eSafety Commissioner to tackle child sexual abuse, cyberbullying and image-based abuse.
Schools may be able to adapt current cyberbullying or ICT policies to also be the “policy or statement required”. It means these policies need to be imbued with child safety considerations, to align your schools’ approach to child safety in the online environment with other practices, policies and behavioural expectations.
As education, child safety and privacy experts, Moores can help your school develop these new policy requirements ahead of 1 July 2022. We can also help you to review internal procedures and practices to ensure there is a holistic, and top-down, bottom up approach to child safety – which now, more than ever, includes recordkeeping and online safety considerations.
If you would like more information about online safety and privacy, you can watch the recording of our free webinar presented on 3 May 2022 for Privacy Awareness Week.
Privacy Law is the body of legislation and case law which regulates the handling of ‘personal information’. This includes the collection, use, disclosure, storage, destruction, and de-identification of ‘personal information’.
Organisations, including Not-for-profits, must comply with Privacy law if either:a) they have a turnover of $3M or more; orb) they provide a health service.
To help organisations comply with Privacy Law, Moores has released its 2022 Privacy Toolkit which includes an updated Privacy Guide plus an additional resource Your guide to a compliant Privacy Policy. This toolkit is available for download from our website and will assist your organisation in taking the first steps towards privacy compliance.
Click here to download the Toolkit.
Today, the Department of Education and Training Victoria (DET) and Commission for Children and Young People (CCYP) published new resources to support education providers to implement the new standards in time for the 1 July 2022 compliance deadline.
These resources include:
Links to these resources and further information is available here.
Of note for independent and Catholic schools, the non-government Child Safety Action List provides links not only to the relevant Child Safe Standard but also to VRQA resources and CECV resources which apply in various Dioceses.
The updated guidelines to the Minimum Standards (taking effect in July 2022) will replace the January 2022 version and replace references to Ministerial Order 870 with references to Ministerial Order 1359. It is important to note that schools which are completing their 5 year review prior to July must still meet the requirements of Ministerial Order 870, even as they prepare for Ministerial Order 1359.
Want more information? See our online safety webinar recording as we take a deep dive into online safety – a core requirement of the new standards – as part of the recent Privacy Awareness week.
Moores is also conducting a webinar on 10 May 2022 on the new Child Safe Standards. To sign up and for more information, click here.
On 25 February 2022, the Australian Information Commissioner and Privacy Commissioner, Angelene Falk made a decision that an organisation had interfered with an individual’s privacy by breaching Australian Privacy Principle (APP) 12.
The decision confirms that organisations cannot simply “fob off” information requests on the basis that providing the information would unreasonably impact the privacy of another person.
The organisation concerned was a hospital where the individual had surgery. The individual requested access to their personal information held by the hospital, but the hospital refused to provide access because:
The Privacy Commissioner disagreed with these reasons and declared there had been an interference with privacy and required the hospital to certify in writing that it had provided all information requested. No financial penalty was ordered.
APP 12 gives all individuals the right to request access to personal information about them held by organisations subject to the APPs. When individuals make an Access Request, organisations must provide access to the requested information within a reasonable period of time, unless an exception applies. This means organisations may be required to provide information that might be damaging, embarrassing or simply burdensome to collate; as these are not exceptions to APP 12.
The Office of the Australian Information Commissioner (OAIC) provides more detail regarding APP 12 here.
If you receive an Access Request, Moores can help by:
More information about our Privacy Expertise is here, or reach out to one of our Privacy Team.
Moores is delighted to announce the recent appointment of James Dimond as Special Counsel, where he has joined as a leader of the highly regarded Estate Litigation team.
James brings to Moores over 10 years’ experience working exclusively with private clients in succession law. He has extensive experience across all aspects of Wills and Estates, with a particular focus on resolving complex disputes regarding estates, trusts, superannuation and Guardianship and Administration; a focus which he will continue at Moores.
As an LIV Accredited Specialist in Wills and Estates, James is the fifth member of the Private Clients team at Moores to have achieved this qualification. James is also a Full Member of the Society of Trust and Estate Practitioners (STEP).
Speaking of his recent appointment, Lachlan McKenzie, Practice Leader in the Private Clients team, said “James is the perfect addition to the depth of expertise already present in the Estate Litigation team – his knowledge of the area, staunch advocacy for his clients and his ability to achieve effective outcomes is already well established and highly regarded by his peers across the field. We’re wrapped to have him on board.”
When asked ‘why Moores?’, James said “In my line of work, you work up-close with and against many lawyers and firms in various challenging scenarios. I had a very high regard for Moores’ Private Clients team from afar for some time and how they went about their work – so I decided to become a part of it.”
We’re thrilled to welcome James to our Moores Community.
To find out more, or to get in touch with James, please do not hesitate to contact us.
On 12 November 2021, the Victorian Law Reform Commission (VLRC) released its report entitled “Improving the Response of the Justice System to Sexual Offences” (the Report). The VLRC has produced a comprehensive reform package to improve the way the justice system responds to sexual offences. Multiple recommendations were made in the report, many of which have been accepted by the Victorian government.
In this article, we discuss the VLRC’s recommendation that Victoria adopt a model of “affirmative consent” and explicitly criminalise stealthing, and what this means for schools, as well as other organisations working with children, young people and other vulnerable people.
This is the third in a series of articles by Moores about the VLRC’s Report. Click here for an overview of the Report’s recommendations and here for guidance to organisations on facilitating reporting of sexual abuse.
The VLRC has recommended that the Victorian Government review the definition of consent under section 36 of the Crimes Act 1958 (Vic) (the Crimes Act) and the fault element of “no reasonable belief in consent” under section 36A of the Crimes Act with the aim of moving towards a stronger model of affirmative consent.
In doing so, Victoria’s consent laws will fall into line with those in New South Wales (who passed affirmative consent legislation last year) and Tasmania. The Australian Capital Territory has also committed to introducing such legislation, whilst a review of Western Australia’s consent laws was announced earlier this year.
The VLRC has recommended that the Victorian Government should:
The VLRC has also recommend that section 36(2) of the Crimes Act be amended to include a new circumstance in which consent is not given by a person where, having consented to sexual activity with a device to prevent sexually transmitted infections or contraceptive device, the other person does not use, disrupts or removes the device without the person’s consent. The effect of this amendment would be to make explicit that such action, colloquially known as “stealthing”, is a crime.
The Victorian Government has committed to implementing these changes, and legislation to give effect to these reforms is expected this year.
Broadly speaking, if a sexual assault case goes to trial, the state of mind of both the complainant and the accused is relevant to the proceeding. The prosecution must prove that:
Section 36(1) of the Crimes Act provides that consent means “free agreement”. Section 36(2) outlines a non-exhaustive list of circumstances in which a person does not consent to an act. Section 36(2)(l) (as well as section 34C(2)(k)) state that a person does not consent if “the person does not say or do anything to indicate consent to the act”.
Section 36A(1) of the Crimes Act provides that whether or not a person reasonably believes that another person is consenting to an act depends on the circumstances. Section 36A(2) provides that the circumstances include any steps that the person has taken to find out whether the other person consents the act.
These provisions are said to codify what has been termed the “communicative model” of consent, and requires communication of consent. However, the current model falls short of imposing a positive requirement for a person to take steps to find out if there is consent.
All primary and secondary schools will be required to comply with the new Ministerial Order 1359 (MO 1359) which replaces Ministerial Order 870 (MO 870) and comes into effect on 1 July 2022. MO 1359 goes beyond the requirements of MO 870, effectively supercharging the requirement for schools and school boarding premises to create strategies to promote child empowerment and participation.
Specifically, clause 7 requires the school governing authority and school boarding premises governing authority (where relevant) to ensure students are offered access to sexual abuse prevention programs and to relevant related information in an age-appropriate way.
We recommend that schools review their education curriculum on consent, having particular regard to its quality, appropriateness, accessibility, and timeliness. Further, although the laws on affirmative consent are yet to be introduced, we recommend that schools start to use affirmative consent as a framework for teaching young people about consent, if they are not doing so already.
Organisations working with children and vulnerable people, should ensure they provide education in relation to legislative amendments on affirmative consent when enacted, and promote the empowerment of vulnerable people within the organisation.
This is especially relevant for Disability Service Providers. The Royal Commission into Violence, Abuse, Neglect and Exploitation of People with a Disability (the Disability Royal Commission) has provided alarming information in relation to the horrendous abuse of people with a disability. The Disability Royal Commission found that women with a disability were almost twice as likely to experience sexual abuse than women in the general population.
The NDIS Code of Conduct requires workers and providers who provide NDIS supports to take all reasonable steps to prevent and respond to sexual misconduct. A vital part of preventing sexual misconduct in many organisations is through education and the empowerment of those connected to the organisation. It is also critical that organisations have appropriate complaint handling processes to respond to allegations of sexual misconduct and limit barriers to reporting.
Moores can offer a variety of services to assist organisations to safeguard children and vulnerable people. Some of the services we offer include:
The Victorian government recently announced the launch of the ‘Victorian sick pay guarantee scheme’ for casual and contract workers. The first of its kind, the scheme will provide paid personal and carer’s leave to casual and contract workers who are otherwise often ineligible for paid time off when unwell or have to care for a family or household member.
Following a consultation process since the announcement of the move to provide casual workers with paid sick leave in late 2020, the Victorian government announced the launch of the scheme in mid March 2022. The consultation process heard from employers and employees and the impact on the lack of availability of paid leave to cover absences due to illness/injury.
The consultation process heard that 84% of casual workers reported attending work even while sick.
That took on particular significance during the COVID-19 pandemic when workers were encouraged to stay home if unwell due to COVID-19. However, the practical reality of a loss of pay meant that some employees made choices that contradicted the public health advice. The scheme will operate for employees deemed in occupations vulnerable and vital.
The scheme will initially operate for two years and be fully funded by the Victorian Government.
Eligible casual employees and contract workers will be entitled to:
Employees are to apply to the scheme directly for payment. Eligibility can be for personal illness/injury or that of a family or household member (as defined in the National Employment Standards). Employees have 60 days after their absence to make a claim and can claim for between 3 and 12 hours in a day (subject to a maximum of 38 hours in any one year).
Eligible occupations for the scheme are*:
Victorian employees are largely covered by the federal industrial relations system including the Fair Work Act 2009 (Cth) (FW Act) including modern awards and enterprise agreements. The Victorian initiative supplements the entitlements provided by the national framework. They do not form part of the National Employment Standards (in the FW Act).
Other states may follow but may want to see how the pilot operates before embarking on similar schemes. There is also complexity where state entitlement initiatives operate in conjunction with federal entitlements.
Transitioning staff to the new classification system might not be smooth sailing. We can set you on the right path if you experience a few bumps in the road with identifying the correct classification or your employee disputes their new classification.
It is always better to be on the front foot if you identify a potential misalignment with the Award. Get in touch with the workplace relations team at Moores if you need support and advice.
Changes to the classifications, pay and allowances under the Educational Services (Teachers) Award 2020 (Award) came into effect from the first full pay period on or after 1 January 2022.
The key changes to the Award are:
A new classification structure has been introduced reducing the current 12 levels to 5 levels. The classifications are based on the Australian Professional Standards for Teachers and are tied to registration.
The new classifications are:
The Award sets out the arrangements to transition current employees into the new structure in Schedule H. The Schedule specifically provides the following translations (unless the classification above would result in a higher classification for the employee):
The minimum pay rates increased in January 2022 and are set out in Schedule B to the Award.
The leadership allowance for teachers in schools and the director’s allowance for childcare centre directors was increased. There is no transition period to the new allowances.
The 2022-2023 Federal Budget, described as Australia’s ‘plan for a stronger future’ promises to deliver more jobs, and provide cost of living relief to millions of Australians. It also promises to invest in growth in regional areas, health and aged care, education, women’s safety, and national security.
The Budget, branded as a response to the increasing cost of living, proposes reductions in fuel costs, one-off tax free payments of $250 to pensioners, welfare recipients, veterans and concession cardholders, and an expansion of the tax offset for low and middle income earners. Eligible taxpayers will benefit from a $420 increase in their tax returns this financial year.
Despite this, critics observe that the Federal Budget fails to provide sustained measures to support Australians with the soaring costs of living, with the benefits proposed effectively expended within the next six months. The Budget Papers describe these measures as “temporary and targeted” – perhaps disproportionately so, in light of predictions that wages will remain largely stagnant while interest rates continue to rise.
Rather, the Federal Government’s plan for a stronger future appears to focus its sights on increased workforce participation.
The Budget promises an additional $225.8 million to improve educational outcomes for school students, particularly for vulnerable and disadvantaged students, Aboriginal and Torres Strait Islander students, and students in regional and remote areas. Notably, Schools will receive a further $6 million to support respectful relationship education for primary and secondary students. The Australian Human Rights Commission will be funded to survey high school students about consent education.
Levels of exhaustion remain high amongst students, staff and parents, particularly those who faced extended lockdowns or natural disasters. In recognition that no learning is effective without the foundation of student wellbeing, the Budget promises $9.7m to assist schools and teachers to better respond to student mental health and wellbeing concerns.
School funding for non-government schools continues apace with the Budget providing $62.4 million for initiatives that will enable better educational outcomes via the National School Reform Fund and the Non-Government Reform Support Fund. Funding will also be increased for the ‘Emerging Priorities Program’ which will support schools to respond to emerging priorities in the sector, including COVID-19 recovery.
Funding needs in this sector remain high, as the change in the profile of independent schools continues to see the sector growing in the lower-fee (and higher funded) schools. The budget is stated to be committed to supporting parent choice. By extension, this could also be seen as recognition that this sector is incredibly diverse and, in many cases, schools are regarded as the platform which is responsive to the cultural and religious needs of local community in many communities.
Key announcements for early childhood included Community Childcare Fund (CCCF) measures, namely:
Other than these initiatives, early childhood perhaps felt neglected by a budget that was quite silent on the question of childcare affordability, workforce investment and the funding of additional pre-school hours. With childcare continuing, for better or worse, to be a “women’s issue”, it appears the government is relying on previously announced changes to the Childcare System and its introduction of a type of shared paid parental leave to seek to address concerns.
Moores welcomes the initiatives which prioritise the mental health and safety of students, which are vital to ensuring a culture of child safety in the education sector, and also advancing equality at large.
Reforms to the operation of the Fair Work Commission were also foreshadowed, with funding allocated to establishing a dedicated small business unit to assist small business employers to navigate their workplace obligations. Businesses and employees will continue to be supported in managing workplace issues related to the COVID-19 pandemic, with further funding for the Fair Work Ombudsman until September 2022.
Changes to the National Employment Standards also form part of the 2022 Budget, with the expansion of the Paid Parental Leave Scheme broadening the Scheme’s eligibility, providing single parents with an extra two weeks of government-funded paid leave, and affording multiple-parent households greater flexibility in determining who takes up the leave. Noting this flexibility falls short of the “use it or lose it” model which has been deployed in some European jurisdictions, with the result that many more fathers took parental leave, we will watch the outcome of this initiative with interest. (Currently, primary carers are able to take 18 weeks of paid parental leave, and secondary carers only two weeks).
The Budget also foreshadows plans to amend redundancy payment calculation methods, to ensure redundancy packages reflect an employee’s average working hours during the course of their employment. Importantly, the proposed amendments will better recognise the service of employees who have shifted between full time and part time work due to caring responsibilities.
The Budget promises to provide an additional $7.3m in spending for people with disability and their families, largely allocated to a national advertising program to assist jobseekers with disability. However, peak bodies in the sector consider that the sector’s main challenges remain unaddressed. As evidenced by the recent progress report published by the Royal Commission into Violence, Abuse, Neglect and Exploitation of People with Disability, access to adequate NDIS funding remains a key concern for people with disability in Australia. The National Disability Insurance Agency has in recent times faced a 300% rise in appeals by NDIS participants, but disability support advocates were not afforded additional funding in the Budget.
Funding for the aged care sector will see additional home care packages, extended care time for residents of aged care facilities, and 33,800 new training places for aged care workers. The Budget also commits $340 million to embed pharmaceutical services in aged care facilities, with the hopes of improving medication management. Many critics have questioned whether these initiatives are adequate for improving the health and wellbeing of older Australians, who remain some of the least visible and most vulnerable members of our national community.
Peak bodies in the aged care sector have also called upon the Federal Government to increase wages in the sector to attract and retain skilled workers, a recommendation of the Royal Commission into Aged Care. Disappointingly, the Budget does not address this. The Fair Work Commission (Commission) is set to hear an application for pay rises in the sector by the Health Services Union and Australian Nursing and Midwifery Federation, who argue that current wages fall short of the Fair Work Act’s requirement to ensure a safety net of fair minimum wages. Moores will await the Commission’s decision with interest, and hopes for better outcomes for aged care providers and workers.
Moores welcomes the continued commitment to aligning regulation across the care and support sector, including for providers in aged care, veteran care, and disability services. Alignment will enhance the quality and safety of support services delivered to vulnerable Australians, while reducing regulatory burdens on providers caused by duplicate obligations. Moores looks forward to improved information sharing between industry regulators, and more efficient reporting processes for service providers.
The 2022 Budget will build upon on the previous year’s focus on investing in women, bringing total funding across 2021-2023 to $5.5 billion. The Government states this funding will target three priorities: women’s safety, women’s economic security and leadership, and women’s health and wellbeing.
Safety-based initiatives include funding for frontline family, domestic and sexual violence services, including services that are culturally appropriate for Aboriginal and Torres Strait Islander communities, and people from culturally and linguistically diverse backgrounds. Our Watch will be funded to boost its efforts in violence prevention for women with disability, people in the LGBTQIA+ community, and women from migrant backgrounds.
Funding will also be devoted to combatting workplace sexual harassment. Moores welcomes recognition by the Federal Government that addressing sexual harassment in the workplace is integral to advancing women’s participation in the workforce, as well as women’s safety. The Budget promises to further implement the recommendations provided by the Respect@Work: Sexual Harassment National Inquiry Report, including by establishing a dedicated team in the Australian Human Rights Commission for assisting industry to respond to historical complaints of sexual harassment.
The Budget Papers provide for additional initiatives to support women’s workforce participation, with changes to the Paid Parental Leave Scheme promoting increased flexibility for families and equitable care arrangements between parents of all genders. Increased funding will also be provided to the Family Friendly Workplaces initiative, to ensure a further 500 workplaces across Australia are supported to increase flexibility for their workforce. The focus on women’s workforce participation also includes further investments in the Workplace Gender Equality Agency, the statutory body responsible for promoting gender equality in Australian workplaces.
The Budget further promises to invest in initiatives to support women to take up opportunities in under-represented sectors, including trade occupations and the manufacturing and tech industries. These investments will be key to ensuring the Government delivers on its aim to increase women’s workforce participation, having regard to the minimal budgetary consideration for sectors where women are most represented, compared with the promised $17.9 billion infrastructure package. Recent research conducted by the Australia Institute demonstrates that while every million dollars spent on education creates 10.6 jobs for women and 4.3 jobs for men, every million dollars spent on construction creates only one job for men and a mere 0.2 jobs for women.
It was a relatively quiet budget night for charity and not-for-profit regulation, and for the sector’s regulator, the Australian Charities and Not-for-profit Commission (ACNC). Pleasingly, the Budget did announce that up to 28 community foundations affiliated with Community Foundations Australia would receive specific listings as Deductible Gift Recipients (DGRs) from 1 July 2022. These listings will increase the scope and impact that these foundations can have in their local communities and will greatly assist with much needed grass roots initiatives.
The Portfolio Budget Statements note that the ACNC will continue its compliance drive in the upcoming financial year, with a goal to review 2% of charities that have been registered with DGR status. Previously, the ACNC had committed to reviewing 500 registered Public Benevolent Institutions per year, so this new measure may increase the scope of charities with DGR status that could be subjected to ACNC scrutiny.
The Budget has also allocated $1.9 million in funding to the Australian Taxation Office to build a system for the implementation of the previously announced annual reporting requirements for self-assessing not-for-profits. Eligible not-for-profits should pay careful attention as these systems are developed and put into practice.
While the States are ploughing funds into the increase of social housing stock, the Federal Government appears intent on seeking to enable home ownership for more Australian families. The Budget will fund 50,000 ‘Home Guarantee Scheme’ places in the coming financial year, in addition to a new ‘Regional Home Guarantee’ and increased placed under the ‘Family Home Guarantee’ for single parents.
The Budget will also increase the amount of cash that can be released from superannuation accounts under the ‘First Home Super Saver Scheme’ – a regime that allows people to save for a deposit within their superannuation fund (giving an effective tax cut to savings put aside for your first home).
None of these measures appear likely to decrease the demand for social housing. They will, however, introduce additional home buyers into the market which is likely to exacerbate price pressure in a housing market where affordability is already a significant challenge.
One positive measure for social housing is the increase in the NHFIC liability cap by a further $2 billion, lifting to a total liability cap of $5.5 billion. This will increase the capacity of NHFIC to provide (or re-finance) long term debt for social housing providers. Interest savings will increase the borrowing capacity of social providers and hopefully enable them to seize opportunities to use debt finance for the delivery of new housing.
Moores is pleased to see a number of worthy sectors and causes provided for in this budget, but looks forward to further investment in the welfare and social assistance sectors in future.
The team at Moores has expertise and experience in key sectors including education, safeguarding, social housing, not-for-profit and workplace relations. We use our strong commercial sense and practical experience to make a positive impact in our client’s lives and organisations.
Please do not hesitate to contact us for more information.