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How an employer goes about sacking a worker could be crucial to determining whether the worker receives compensation.

Employers should take note of these changes to the Australian employment landscape that take effect on 1 July 2019.

In August 2008 the Australian Industrial Relations Commission (AIRC) awarded Mr Emanuel Marques 26 weeks pay, as compensation for the unfair termination of his employment with Doltone House, a function centre in Sydney.

An employee's dismissal by way of a mutual termination of employment was held to be adverse action against the employee.

The Final Report of the Royal Commission into Misconduct in the Banking, Superannuation and Financial Services Industry (Royal Commission)

The Malaysian Court of Appeal in Gopala Krishnan Chettiar a/l Muthu v Sealand Marine Inspection and Testing (M) Sdn Bhd 2023] 4 MLJ 445 recently ruled that a director can also be considered...

Genuine attempts to understand the reason for the employee's non-attendance must be made before any proposed dismissal.

Employees who do not fit within the scheme of unfair dismissal, either because they are in their qualifying period or because they earn over the high income limit of $108,300, are permitted by the Fair Work Act to bring an even more serious claim related to adverse action.

He made his anti-gay views known at length via social media outlets, earning stern rebukes from his commanding officer.

The Fair Work Commission needed to determine if the casual employee was eligible to bring a claim for unfair dismissal.

Most workplaces have Social Media policies, outlining expectations for online behaviour - both during and outside of work hours.

Case underscores how procedural missteps or perceptions of unfair treatment during disciplinary processes can trigger or exacerbate psychological injury claims.

Part 1 of the Closing Loopholes Bill is anticipated to come into effect gradually in 2024.

When the employee accepted another role at another club as well, this conflict of interest warranted summary dismissal.

This recent FWCFB decision has put labour hire providers' unfair dismissal obligations right back in the spotlight.

Expiry at the date of a maximum term contract is not a dismissal, as termination is not the initiative of the employer.

This two part article provides some practical guidance on the termination of senior executives.