ARTICLE · 24 JANUARY 2018

You shall have a pass! FW Act permits required

ClarkeKann Lawyers

Explore more from ClarkeKann Lawyers

An employer may require a union official to possess an entry permit even when the official has been invited on site.

AustraliaEmployment and HR

Author LinkedIn connections

It has been confirmed that an employer may require a union official to possess an entry permit under the Fair Work Act 2009 (Cth) (FW Act) even when the official has purportedly been invited on site by a safety representative. On 17 November 2017, the High Court refused an application for special leave to appeal the decision of the Full Federal Court in Australian Building and Construction Commissioner v Powell¹ (Powell).

The issue in the proceedings was whether a union official must have an entry permit granted under the FW Act when invited onto site by a health and safety representative who has been elected pursuant to State occupational health and safety (OHS) laws, purportedly to assist in the performance of the health and safety representative's functions.

We operate a free-to-view policy, asking only that you register in order to read all of our content. Please login or register to view the rest of this article.

Register for freeORLog in

Related Articles

Who Signs The Termination Letter Matters – The Importance Of The Decision-maker

AustraliaEmployment and HR

Bartier Perry Solicitors

Case Note On Australian Capital Territory (Represented By ACT Education Directorate) v Jack Gibson [2026] FWCFB 110

AustraliaEmployment and HR

Carroll & O'Dea

Choosing The Right Investigator: Why Expertise Matters More Than Title

AustraliaEmployment and HR

Employment Relations Podcast – Enterprise Bargaining In The Spotlight: Intractable Deadlock Or Genuine Agreement?

AustraliaEmployment and HR

The IRC As Gatekeeper: A Shift Away From The Traditional Demarcation Between Industrial And Workers Compensation Issues In New South Wales

AustraliaEmployment and HR

Carroll & O'Dea

Legal Intelligence Newsletters: sign up for the latest legal and regulatory news on your chosen topics

Read more about

Employment and HR
- Employee Rights/ Labour Relations

Related Comparative Guides

Comparative Guide

Employee Incentives

Comparative Guide

Technology Outsourcing

See more popular content from

Employment and HR

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

What is an employment separation certificate and when do I need to provide one?

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

AustraliaEmployment and HR

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

AI Wearables In The Workplace: What Employers Need To Know

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).

AustraliaEmployment and HR

Herbert Smith Freehills Kramer LLP

Proposed Ban On Non-Compete Clauses.

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.

AustraliaEmployment and HR

HHG Legal Group

Fair Work Commission Releases New AI Guidance And Warns Against Blind Reliance On AI

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.

AustraliaEmployment and HR

Holding Redlich

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

Workers compensation Certificates of Capacity in Victoria

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

AustraliaEmployment and HR

Polaris Lawyers

Payment in lieu of notice period must be delivered before termination

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

AustraliaEmployment and HR

Hall Payne Lawyers

Restraint of trade clauses in employment contracts

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

AustraliaEmployment and HR