Share on LinkedInShare on LinkedIn

ARTICLE · 02 AUGUST 2006

Workplace Relations Update – March 2006

Gadens Lawyers
Explore more from Gadens Lawyers

Are you ready? If you are unsure you can obtain more details from our recent series of updates on the WorkChoices legislation.

AustraliaEmployment and HR

The Workchoices Legislation Commences Today

Are you ready? If you are unsure you can obtain more details from our recent series of updates on the WorkChoices legislation.

click here... for Part 1 of the series
click here... for Part 2 of the series
click here... for Part 3 of the series
click here... for Part 4 of the series
click here... for Part 5 of the series

You may need to review your contracts of employment, policies and procedures and industrial arrangements to ensure compliance with these new laws.

If so, Gadens has an audit system which may help you to do this.

Please call or email Mark Sant or Kathryn Dent or Kristen Barratt if you would like to discuss this further.

Sydney

Kathryn Dent

t (02) 9931 4715

e [email protected]

Mark Sant

t (02) 9931 4744

e [email protected]

Kristen Barratt

t (02) 9931 4710

e [email protected]

This publication is provided to clients and correspondents for their information on a complimentary basis. It represents a brief summary of the law applicable as at the date of publication and should not be relied on as a definitive or complete statement of the relevant laws.

Related Articles

Read more about

Related Comparative Guides

See more popular content from

Article

New Minimum Wage Rates Gain Effect In Australia Today

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?
AustraliaEmployment and HR
Lexplosion Solutions Private Limited
Lexplosion Solutions Private Limited
Article

The world court has spoken: What the ICJ’s ‘Right to Strike’ opinion means for Australian employers

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
AustraliaEmployment and HR
Ius Laboris
Ius Laboris
Article

Reforms To Restraints: What The Competition And Fair Work Legislation Amendment (Banning Unfair Non-Competes) Bill 2026 Means For Employers

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.
AustraliaEmployment and HR
Piper Alderman
Piper Alderman
Article

When Does Employee Absence Amount To Abandonment Of Employment? Lessons From The Haque Decision

When an employee stops attending work without explanation and doesn't respond to contact attempts, can an employer treat this as 'abandonment of employment'? The Fair Work Commission's recent Haque decision raises important questions about whether such situations constitute dismissal at the employer's initiative, potentially challenging established precedent and creating new risks for employers managing unexplained absences.
AustraliaEmployment and HR
Holding Redlich
Holding Redlich
Article

Enhanced Victimisation Protections Under The Industrial Relations Act 1996 (NSW) - Practical Guidance For Councils

Recent amendments to the Industrial Relations Act 1996 (NSW) (Act), have significantly expanded victimisation provisions, which are set to have a direct impact on employers, including local and state government entities. This article aims to highlight relevant legislation, provide practical steps and examples to support compliance and risk management.
AustraliaEmployment and HR
Bartier Perry Solicitors
Bartier Perry Solicitors
Article

Long Service Entitlements In NSW

After five years of continuous service in New South Wales, employees may qualify for pro rata long service leave payments under specific circumstances—even before reaching the standard 10-year threshold. Understanding when these entitlements arise, particularly in cases of illness, incapacity, or pressing necessity, can significantly impact both employees facing career transitions and employers managing termination obligations.
AustraliaEmployment and HR
Carroll & O'Dea
Carroll & O'Dea