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When considering an extension of time, the FWC takes into account all circumstances, including the reason for the delay.

Employers have the right to expect a certain standard of behavior from their employees.

The fact that the fairness of these dismissals have been upheld may provide comfort for employers mandating vaccinations.

The Queensland Anti-Discrimination Tribunal recently rejected an interlocutory application by an employer to dismiss a complaint where the employee had signed a deed of release that included a clause releasing the employer from any future claims.

The recent Federal Court decision in Quinn v Overland [2010] FCA 799 highlights the increasing recognition placed by courts on the importance of the non-pecuniary aspects of a workplace to employees.

COVID-19 was considered a relevant factor when awarding compensation to an applicant who had been unfairly dismissed.

FWC considered whether, in circumstances where an employee coughed deliberately in the face of a nurse, dismissal was fair.

An employee's demotion could trigger termination of their employment and allow them to bring an unfair dismissal claim.

The potential for discrimination claims by employees against their employers is certainly not new; employees have for many years been able to bring such claims against their employers using federal and state anti-discrimination legislation, and unlawful termination protections.

FWA held that an employee’s conduct constituted a valid reason for dismissal but it was ‘harsh’ for procedural reasons.

Employers should continue a conventional and balanced approach to the issue of mandatory vaccination in the workplace.

An employee that refused a reasonable offer of settlement was ordered by the FWC to pay his ex-employer's legal costs.

The Deputy Prime Minister, the Hon Julia Gillard MP yesterday outlined details of the key elements of the Government's workplace relations reforms.

Termination of employment for anonymous tweet trespassed on the implied freedom of political communication.

A manager was found to have been fairly dismissed after he allowed his team to drink alcohol at an off-site work function.

The article discusses recent cases, notices and developments relating to employment law, unfair dismissal and bullying.