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Discusses how to avoid FWO prosecution for underpaying staff.

A thorough investigation makes a significant difference to resolving matters internally and defending claims in court.

On 6 August 2025, the High Court of Australia handed down the landmark decision in Helensburgh Coal Pty Ltd v Bartley [2025] HCA 29, reshaping the risk environment for global employers who make redundancies in their businesses in Australia.

It is unclear if the Abreu decision would apply to the new requirements when seeking an award of common law damages.

The Personal Injury Commission incorporates the Workers Compensation Commission and the Dispute Resolution Service.

This article explains when a settlement agreement is binding, what common "settlement" phrases mean and how they may impact the enforceability (or not) of a settlement proposal.

Christmas leave and shut-down periods can pose significant challenges to businesses in managing the risk of payment claims under the Building and Construction Industry Payments Act 2004 (BCIPA).

A former TV Channel 7 "House Rules" contestant won a workers' compensation case, on the basis that she was an employee.

Section 323(1) of the Act requires an employer to pay its employee amounts payable for the performance of work in full and in money, except where the deduction is permitted under section 324(1).

A Fair Work Commission decision demonstrates the limits of anti-bullying protections in Australian workplaces, rejecting an employee's claim that routine management actions constituted bullying. The case clarifies what does not meet the legal threshold for bullying under the Fair Work Act, emphasizing that reasonable management action carried out reasonably is specifically excluded from the definition.

Recent cases highlight key factors for employers considering dismissing an employee for not complying with a vaccination policy.

One thing that does not take much time off over Christmas is the Building and Construction Industry Security of Payment Act. Apart from public holidays, weekends and the days between Christmas and New Year, the time for providing payment schedules and adjudication responses under the Act continues to run.

A worker's PIAWE is calculated from 12 months before the date of injury rather than from 12 months before incapacity.

The decision to deny liability to pay compensation because of "reasonable administrative action" exclusions was set aside.

The FW Ombudsman has successfully prosecuted an employer for terminating an employee upon attaining the age of 65 years.

Any parties should ensure that their application for leave to appeal is lodged within the time allowed under the Act.

Evidence of an employer-employee relationship before a formalised contract is sufficient for compensation liability.

The Full Bench of the Fair Work Commission has ruled that, in calculating redundancy payments, the employee's period of continuous service must take into account certain periods of prior casual employment.