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The FWC decision that most employee dismissals should be communicated in person may place small business owners at risk.

While Work Choices will not have any direct effect on the operation of state and federal anti-discrimination laws, observers have suggested the new industrial relations reforms may indirectly lead to more discrimination-related claims.

Two recent judgments resulted in significant damages in claims of sexual harassment, discrimination and adverse action.

The decision provides important guidance on how employers must approach redundancy decisions.

JCU decided that the professor breached numerous obligations under its code of conduct and terminated his employment.

A NSW woman is seeking damages for unfair dismissal after she was allegedly fired for having the Covid-19 vaccination.

Employers should assume that a broad range of expressions of discontentment could give rise to an adverse action claim.

Employers must be able to justify the termination and explain why it is necessary.

Recent case gave rise to some interesting considerations in the interaction between general protections & unfair dismissal proceedings.

The employer claimed serious misconduct by attending the protest rally, for violating government stay-at-home orders.

This recent decision of the NSW IR Commission proves again that the employer must prove misconduct by the employee.

Labour hire employers can't always opt out of unfair dismissal laws by treating the host entity as the responsible party.

On 15 April 2008, the applicant was employed as a fish filleter by the respondent, a small business with less than 15 staff. He was terminated on the basis of redundancy, while on holidays in January 2010.

With a legitimate reason, a proper procedure, and quality legal advice, you can dismiss an employee with minimised risk.

If you decide that your new hire isn't the right person for the job, it is almost always best to take action swiftly.

Each financial year, the Fair Work Commission's (FWC) Expert Panel for wage reviews undertakes it annual wage review and subsequently publishes its decision

The Fair Work Commission found that a summary dismissal could be rendered unfair, if not effected in a timely fashion.