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The proposed Act will have wide-reaching ramifications - for employers, franchisors and the franchise system as a whole.

Following this guide can help franchisors satisfy the FWO that they have taken reasonable steps to prevent any breaches.

Directors of companies who knowingly and deliberately contravene the Fair Work Act may be ordered to pay high penalties.

Aside from systemic underpayments, 7-Eleven franchisees have fabricated employee records to conceal the hours worked.

A Fair Work Commission decision demonstrates the limits of anti-bullying protections in Australian workplaces, rejecting an employee's claim that routine management actions constituted bullying. The case clarifies what does not meet the legal threshold for bullying under the Fair Work Act, emphasizing that reasonable management action carried out reasonably is specifically excluded from the definition.

Article discusses new gig economy whereby temporary positions are filled with independent workers for short periods of time.

Provision of accommodation did not constitute a 'payment... in relation to the total duration of the industrial action'.

With the shift in numerous industries to short-term contracts, many states in Australia have introduced Portable LSL.

Adverse action claims, when employees exercise a "workplace right", are the current trend in employment litigation.

A new regulation prevents 'double dipping' by casual employees claiming both casual loadings and annual leave payments.

The increase of 3% for the annual minimum wage was less than those of the last two years (3.5% and 3.3% respectively).

Legislation to re-establish the ABCC and to place tougher obligations on unions is the subject of a parliamentary recall.

Employers should have reviewed all awards and enterprise agreements and implemented any necessary changes to payroll.

In NSW, the surveillance of work vehicles must comply with the Workplace Surveillance Act or it is 'covert' and illegal.

Now is a good time for employers to review all policies and procedures to ensure that they are up-to-date with the FWA.

Employers should exercise extreme caution to ensure that any disciplinary actions are not linked to unlawful reasons.

Mr Barclay filed a general protections claim, alleging that the CEO had taken adverse action for a prohibited reason.