Disrupt Radio Interview: Remote work arrangements

The Australian Government has raised the National Minimum Wage and Minimum Award Wages effective July 1, 2026, with weekly rates increasing from $948.00 to $1,004.90 and hourly rates from $24.95 to $26.44. What compliance actions must employers take to avoid penalties for underpayment, and how do these changes affect different worker categories including trainees, apprentices, and entry-level employees?

The Albanese Government has released draft legislation that would fundamentally reshape how Australian employers use restrictive covenants and competitive agreements. The proposed Competition and Fair Work Legislation Amendment (Banning Unfair Non-Competes) Bill 2026 seeks to prohibit or strictly regulate no-poach agreements, wage-fixing arrangements, non-compete clauses, and co-worker non-solicitation terms.

When terminating an employee, employers must provide an employment separation certificate upon request.

The Australian Government has released draft legislation proposing to ban non-compete clauses for workers earning below the Fair Work Act high-income threshold, currently $190,100 per year. The reforms are not yet law and are intended to commence in 2027, subject to legislation passing Parliament.

The Fair Work Commission has introduced new guidance requiring parties to disclose their use of generative AI in proceedings, following a 70% surge in workload attributed to AI-generated applications. A recent case demonstrates the consequences of blind reliance on AI tools, with one applicant ordered to pay costs after continuing a jurisdictionally flawed claim despite repeated warnings from the Commission.

This article examines the rise of AI wearables—particularly AI-enabled smart glasses—in the workplace, covering both employer-driven use cases (such as logistics, healthcare, and remote operations) and employee-driven use (including accessibility, personal devices brought to work and covert recording).

The International Court of Justice has issued a landmark advisory opinion confirming that the right to strike is protected under ILO Convention No. 87, a treaty Australia ratified in 1973. While this opinion doesn't immediately change Australian domestic law, it creates a significant new reference point that unions may leverage in litigation, enterprise bargaining, and industrial relations reform discussions. Australian employers face potential challenges to existing Fair Work Act restrictions on protected

The practice of employers to provide payments in lieu of notice after the date of termination is unlawful.

The restraint of trade clause must be reasonably necessary to protect the employer's legitimate business interests.

A Certificate of Capacity is required when you are making a WorkCover claim for weekly payments in Victoria.

Recent FWC decision highlights a concept that often surprises employees: you may not be entitled to redundancy pay if you are offered acceptable alternative employment.

It is likely to be unreasonable, and therefore unlawful, for an employer to require a prospective employee to make an upfront payment to secure a job offer.

Most workplaces have Social Media policies, outlining expectations for online behaviour - both during and outside of work hours.

When a role is made redundant (no longer required), the employee could be redeployed or retrenched (lose their job).

While your employers can request you to cancel planned leave, they cannot pressure you to do so.

New workplace law reforms will change employer systems & reporting while also creating direct, practical impacts for employees.

Policies on workplace appearance that ensure the health and safety of employees are unlikely to be seen as unreasonable.

One key area of change in the proposed amendments to the Fair Work Act 2009 (Cth) (FWA), is with regards to pay secrecy clauses.

There are 3 types of enterprise agreements which can be made under the FWA.

It is important to act quickly if you are issued a warning.