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Employers should avoid early notice of non-renewal of a fixed term contract that may sever the employment relationship.

Care needs to be taken when flying close to the sun and dismissing a worker in relation to any complaint or grievance.

We discuss Tasmanian Ports Corporation Pty Ltd v Gee [2017] FWCFB 1714.

Many reference points relevant to employment law will now alter, because of annual indexation and changes to the law.

The Commission upheld the sacking of a care assistant for refusing a compulsory flu vaccination on allergy grounds.

It's rare for an award of costs to be made against a party following litigated general protection matters under the FWA.

Penalties were issued for contraventions of the FW Act, for firing an employee after finding out that he had cancer.

The draft report into workplace relations has already made some recommendations that signal good news for employers.

These important lessons and reminders may assist employers in managing any risk of unfair dismissal claims applications.

Employers must show that the costs, inconvenience and disruption of return to work obligations are also unreasonable.

Government sector regulations and recent decisions of NSW Industrial Relations Commission dealing with secondary employment.

Misconduct on social media might not justify dismissal, but it could prevent an employee's reinstatement.

An employer's right to dismiss an employee for offensive, derogatory or inappropriate social media comments has been upheld.

Valenzuela decision highlights that employers must seriously consider any potential dismissal based on serious misconduct.

Drafting and implementation of clear and concise social media policies will assist to defend unfair dismissal claims.

Employers should be careful before deciding on termination of an employee, to avoid a successful unfair dismissal claim.

Some of Fair Work Australia’s recent decisions provide useful signposts as to how unfair dismissal claims will be handled where the claim is made.