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Recent case gives insight into how unfair dismissal claims may be determined in cases of conflict of interest.

Fair Work Australia upheld the employer's position in insisting on strict adherence to regulations relating to safety.

Employers have the option of accepting an employee's repudiation when the employee abandons their employment.

Employers need to comply with the Fair Work Act when dealing with an employee suffering from non-work related injuries.

Traditional tests for employment relations do not cater for technology dependent, revenue sharing, business structures.

The case demonstrates the care an employer must take in dismissing an employee or assuming an employee intends to resign.

If you haven't warned an underperforming employee before you dismiss them, then you could face trouble from the FWC.

The Barclay decision was one of the first general protections decisions handed down by the Federal Court following the introduction of the Fair Work Act 2009 (Act).

Recent cases indicate it is becoming more common for employees to record contentious conversations in the workplace.

The employee claimed unfair dismissal, but it was a clear policy, which was known, understood and deliberately breached.

The FWC considered whether the dismissal of a senior engineer, for improper use of the company credit card, was unfair.

Recent cases raise a number of consistent themes around the issue of out of hours conduct.

Notwithstanding this case, every attempt should be made by an employer to observe procedural fairness in dismissal.

The FWC found that the office manager persisted with a 'doomed to fail' unfair dismissal application in a vexatious bid.

If a support person attempts to act as an advocate, the employer is within its rights to request the person to desist.

Injured worker's employment was terminated because of his inability to perform the inherent requirements of his job.

This Month in Review considers recent workplace matters and employment law in the news and in the courts.