The Fair Work Commission upheld the dismissal of an employee who accidentally sent a text message to her General Manager.

The Banerji decision supports employers who seek to protect their reputation from being undermined by employee conduct.

Among the many interesting developments considered by the President of the FWC was an analysis of the Jobkeeper disputes.

Penalties for failure to comply with a Compliance Notice can be substantial against both the company and individuals.

Despite the existence of a valid reason, lack of procedural fairness can result in compensation for unfair dismissal.

The new government may consider it has a mandate to seek legislation changes to broaden the coercive powers of the FWO.

The decision marks another relief for employers trying to salvage their business operations in an effort to stay afloat.

A revised FWO strategy has resulted in a significant increase in the use of FWO enforcement and compliance powers.

In the lead up to the election, we will publish a series of podcasts and videos examining industrial relations and workplace issues and proposed reforms.

A court has determined that an employee had a workplace right under the Fair Work Act 2009 to make a complaint entitling the employee to proceed with her general protections claim.

The company had not implemented any WH&S systems to protect its workers against risks to their health and safety.

In this episode of Inside Employment, Natalie Gaspar and Lucy Boyd are joined by HSF Kramer Disputes Partner, Melissa Gladstone to explore the rise of employment class actions in Australia and why they have become one of the fastest-growing litigation risks for employers.

This decision of the Tribunal might help sole traders who feel that they have been unfairly denied JobKeeper payments.

Criminalisation of wage theft and increases to penalties for underpayment.

The QIRC does not have the power to give an employer leave to appear in an appeal to the QIRC filed by a worker.

The AMWU construed the exclusion in clause 1 to relate only to the entitlement to payment itself, not to the calculation of service under the Agreement.

The union bid to reverse the Fair Work Commission's decision to reduce penalty rates was rejected by the Federal Court.

The High Court will consider an appeal of a controversial decision about the meaning of a 'day' for leave entitlements.

An applicant must prove exposure to an ongoing risk of bullying or sexual harassment to obtain protective orders.

In September 2014, Mr. Adcock, who had been employed as Commercial Manager Asia by Blackmores Limited ("Blackmores"), left Blackmores claiming that it had repudiated its contract of employment with him.