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Articles look at: what employers need to do to be ready for the new right to request flexible work arrangements; why cases dealing with flexibility are likely to take on more of an industrial flavour; and getting your EEO and other anti-discrimination policies and procedures up to date.

Employers should ensure that the correct employment legislation, federal and state, is followed when hiring employees.

These are some important employment law changes from 1 July 2015 that all employers in Australia should be aware of.

This webinar discussed employment law issues, such as employee mandatory vaccination policies and casual employment.

The podcast discusses tips and tricks in relation to conducting and advising on workplace investigations.

Employers must balance a range of different obligations and considerations around public health orders and vaccination.

This podcast discusses recent authorities on the issue of the general protections under the Fair Work Act 2009 (Cth).

Do not use the new NERR form for enterprise bargaining before Monday, 3 April 2017, and do not use old forms afterwards.

Link to article about key provisions of the FWA Bill and the challenges it would pose for business?

The Fair Work Commission found that demotion, with a significant reduction in pay or duties may constitute a dismissal.

The Fair Work Commission Annual Report for 2014–15 ("Annual Report") notes a 17.5 percent increase in general protections disputes involving dismissal compared with 2013–14.

The Fair Work Commission ("FWC") has ruled that employees cannot nominate multiple bargaining agents to represent them in relation to the negotiation of a new enterprise agreement.

Discusses an employer's rights and responsibilities, at all stages of the employment life cycle from recruitment to exit.

Enterprise agreements entered into at the start of the new FWA regime may be coming up to their nominal expiry date.

Australia's new right to disconnect laws are reshaping workplace culture by helping employees set healthier boundaries & reduce after‑hours stress.

Businesses need clear policies and proactive steps to protect staff and the organisation during workplace Christmas parties.

When preparing or updating company policies, be careful to avoid the possibility of them being interpreted as contracts.