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Recent case highlights that dismissals must be justified, follow a fair process & be proportionate to the employee's conduct.

The remedies available to employee-like workers of digital labour platform operators under the relatively new "unfair deactivation" provisions.

The lack of a "work–wages bargain" with respect to the Uber operations, meant that this Uber driver was not an employee.

2 cases help illustrate the danger of using remote methods of communication for termination & pre-termination conversations.

Recent decision confirms employers can lawfully require workplace attendance & refusal may justify dismissal.

The Australian Industrial Relations Commission has recently considered the question of when a probationary period ends.

The case reinstated an employee dismissed for not complying with Virgin Australia's flight attendant grooming policies.

A recent decision of a Full Bench of the Fair Work Commission (FWC) has opened the door to employees on maximum term contracts bringing unfair dismissal claims ...

Employees on term contracts, or 'outer limit' contracts, now have greater prospects of claiming unfair dismissal.

Employees with psychological impairments are not protected from termination because of performance or misconduct issues.

This decision provides guidance to small businesses on when to include casual workers in the total number of employees.

FWC considers case where employee dismissed for misconduct on the basis of a report detailing her keyboard activity.

The former Federal Government's "WorkChoices" legislation made it much harder for sacked employees to bring unfair dismissals, and so far the Rudd Labor Government has not changed these limits on claims.

This update explores an employer's obligations to comply, consult and redeploy, in light of several recent cases.

The plaintiff's conduct was found to be serious misconduct and the dismissal was not harsh, unjust or unreasonable.

The decision by the QIRC in Glen Rowe and Q-Comp was overturned by the Queensland Industrial Court on 12 May 2009. This article sets out the reasons why the decision was overturned and a take-home message for employers dealing with psychological injuries with a variety of identified stressors.

Employers should consider all conflicting medical evidence, and give reasons for preferring one opinion over another.