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The fear of unfair dismissal claims haunts employers as they weigh up the decision of whether to hire a casual worker.

Good policies and training staff in those policies could protect your business in the event of employment litigation.

The WA IRC found that the employer had unfairly dismissed an employee in a manner that was described as "callous".

From 1 July 2023, Australia's national minimum wage for adult employees increased from $812.60 per 38 hour week (or $21.38 per hour) to $882.80 per 38 hour week (or $23.23 per hour).

This recent FWC decision has some people asking whether the standards of behaviour expected of employees are changing.

Even if the reason for sacking is legitimate, if the sacking is unfair, the employer will be at risk of an unfair dismissal claim.

Major changes will come into effect for workers and employers, including an increase to the unfair dismissal threshold.

The Commission did not accept that the Employee was given an opportunity to respond to the reasons for his dismissal.

The case reinforces the critical importance of procedural fairness and of understanding protected attributes and workplace rights during disciplinary and termination processes.

Employers must ensure that a social media policy expressly (but reasonably) applies to out-of-hours conduct of employees.

This case may have implications for all healthcare providers who divide their time between several separate practices.

An employer will have difficulty with a defence to an unfair dismissal claim after a poor performance management process.

Fair Work Australia has held that the termination of a casual worker's employment was unfair on the basis that the employee was not provided with reasonable opportunity to respond to the employer’s concerns about criminal proceedings against him relating to sex offences before his employment was terminated.

This case demonstrates an instance where the Commissioner could use his or her discretion to order reinstatement.

A simple admin change on WhatsApp may expose employers to unfair dismissal claims.

The Court upheld the firm's right to dismiss the employee, who refused to follow the employer's management direction.

The Federal Court recently fined the RMIT $37,000 and ordered it to reinstate an academic for using a sham redundancy.