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Employers are able to take reasonable action to protect employees in the event of bullying complaints.

The 2020 edition of our annual Guide to Employment and Workplace Relations in Australia has been published, providing a comprehensive and practical overview of Australian employment regulation.

Link to podcast which discusses the issue of a right to privacy vs a right to know information about your employees.

Organisations have legal obligations to consult with staff in particular situations. But what does that actually mean?

Difference between "non-compete clauses" and other post-employment restraint clauses.

Sophie Parr and Rachael Malarowski examine how artificial intelligence is transforming employment practices across recruitment, performance management, and workforce monitoring, while exploring the critical governance challenges and discrimination risks that arise from algorithmic bias. The discussion addresses Australia's evolving regulatory framework and provides practical guidance for organizations navigating AI deployment in the workplace.

Labor introduced the Fair Work Legislation Amendment (Protecting Worker Entitlements) Bill 2023 (PWE Bill) into Parliament yesterday.

In National Tertiary Education Industry Union v Swinburne University of Technology (No 2) [2015] FCA 1080, the Federal Court of Australia ordered that Swinburne University pay a $14,000 penalty for contravening the Fair Work Act 2009.

Organisations are facing increasing challenges, as tech-savvy employees demand more flexibility in working conditions.

Law around discipline of an employee by their employer for the publication of controversial opinions has not changed.

The new bill will replace the GEERS system, to protect employee entitlements after the insolvency of their employers.

This new bill will impact the scheme known as the government's General Employee Entitlements Redundancy Scheme (GEERS).

The sex discrimination bill implements some of the recommendations of the Australian Human Rights Commission report.

Employers should review their casual employment contracts to ensure that those employees would be considered casual.

The outcome of this recent case could have a major impact on the way that employers conduct workplace investigations.

Work by a transferring employee for a new employer must be 'the same, or substantially the same' as for the old employer.

Employers and employees should be aware of important changes in the workplace relations space, effective 1 July 2022.