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On 7 September 2009 the Construction, Forestry, Mining and Energy Union – Mining and Energy Division (the CFMEU) lodged applications on behalf of ten employees alleging that the termination of their employment by Ulan Coal Mines Limited (Ulan) on or around 25 August 2009 was unfair.

His unwillingness to comply with a government vaccination mandate left him with no capacity to perform his job.

An employee's failure to update contact information did not warrant the FWC accepting his late unfair dismissal claim.

In a case involving Mondelez (Company), the Fair Work Commission (FWC) has found that an employee who was engaged in eight maximum term contracts over two and half years ...

This case raised some jurisdictional questions for international companies operating in Australia and the Fair Work Act.

The Federal Government's long-expected Fair Work Bill 2008 (Cth) has now been introduced into Federal Parliament, with certain elements expected to take effect from 1 July 2009.

It requires preparation and understanding and the legal consequences of skipping those steps can be severe.

The decision reinstated the worker but did not order any back pay (thus imposing a penalty of months of loss of pay).

The employee was stood down in early May 2020, purportedly due to the impact of the COVID-19 pandemic on the business.

Workplace gripes voiced online can be grounds for termination, but FWA decisions about employee Facebook posts vary.

The High Court held that improving business efficiency was not the real and substantial reason for the Qantas actions.

Employers need to be proactive in implementing their standards of workplace behaviour or risk an unfair dismissal claim.

Considering making redundancies? You must engage in a thorough and considered consultation process with impacted employees!

If an employee's conduct is serious and has been substantiated, it can overcome deficiencies in procedural fairness.

Updated Fair Work Act 2009 (FW Act) through the enactment of the Closing Loopholes Legislation.

A worker's perception of events will not ordinarily be relevant to determining if an employer's actions were reasonable.

Employers must put social media policies in place and ensure that employees understand the requirements of the policies.