Understanding the new casual employee legislation changes

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?

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

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.

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.

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 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.

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.

Temporary ban on foreign purchases of established dwellings in Australia for a period of at least two years from 1/4/25.

Employers should proactively review employment agreements to consider if contact outside of working hours is necessary.

In organisations such as health and aged care providers, the Board is responsible for corporate and clinical governance.

In this medical negligence case, both parties called expert evidence to consider what was competent professional practice.

The amendments intend to create a safe harbour for company directors from personal liability for insolvent trading.

This medico-legal expert discusses COVID-19's impact on personal injury claims and performing virtual assessments.

This podcast discusses electronic signatures and their impact on daily legal practice and service delivery for clients.

Episode 4 of Holman Webb's Legal Lockdown series discusses the privacy and security implications of the COVIDSafe App.

The general rule is that a business cannot send unsolicited emails to market, sell, and promote their goods and services.

As a Director, you must apply for a DIN in the relevant timeframe to avoid exposure to criminal or civil sanctions.