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Australia's national workplace relations system allows eligible employees who believe that they were unfairly dismissed to apply for an unfair dismissal remedy with the FWC.

Decisions in breach of general protections provisions have reinforced the importance of the decision maker's evidence.

The application of social media policy to employee conduct outside working hours is endorsed by the Fair Work Commission.

In July 2007 the employee commenced employment with Visy Pulp and Paper (Visy) as a people relations advisor.

HC has now held that psychiatric injury caused by a breach of contract can be compensated. Highlights evolving nature of employment law in Australia.

The Fair Work Commission has announced significant changes to employment law taking effect from July 2026, including increases to the National Minimum Wage and award wages, adjustments to unfair dismissal thresholds, and new requirements for superannuation payments. These changes will impact employers across Australia, requiring careful review of obligations under modern awards and enterprise agreements to ensure compliance and avoid penalties.

If an employer forces a return to work not agreeable to the injured worker, he could risk a claim of unfair dismissal.

On June 3, 2026, the Australian Government introduced into Federal Parliament the Workplace Relations Legislation Amendment (Building Cooperative Workplaces No. 1) Bill 2026 (Bill).

The approach of the Fair Work Commission to dismissals for abusing sick leave entitlements will vary from case to case.

A significant decision examining the protection from dismissal due to a person's political opinion.

Employers need to think carefully about termination, due to risks of unfair dismissal and general protections claims.

Article discusses new gig economy whereby temporary positions are filled with independent workers for short periods of time.

The Fair Work Act protects employees when making a complaint or inquiry to their employer regarding their employment.

If an employer permits alcohol at a work function, then he could be liable for any inappropriate employee behaviour.

The Court found that the conduct did not amount to serious misconduct and dismissal was harsh, unjust and unreasonable.

Commission awarded compensation for unfair dismissal even after hard core porn on a work computer and mobile phone.

Whilst affirming that termination by text is generally inappropriate, this case shows that there can be exceptions.