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To succeed your anti-bullying application you must show you have been bullied AND you are likely to continue to experience bullying.

The value of a penalty unit for the purposes of all federal legislation increased from $110 per unit to $170 per unit.

The written contract determines if a person is an employee or contractor, not post-contractual conduct.

A discussion on the "sham contracting" case brought by the Fair Work Ombudsman.

In this case, the employer would have had to apply for a variation by agreement to correct this obvious error.

Direct testimony from the decision-maker, accepted as reliable, is capable of discharging the burden upon an employer.

On appeal, a Federal Court Full Bench has awarded an overseas-based IT developer almost $600,000.

A recent decision highlights important steps for employers defending general protections claims.

The article includes news about increases to protection from unfair dismissal and increases to award minimum wages.

In this episode of Inside IR, Rohan Doyle and Mitchell Brennan use the recent Full Federal Court decision in AMWU v Opal Packaging Australia (May 2026) to explore the real-world implications of complexity in enterprise agreements. With four decision-makers across three forums arriving at four different interpretations of a relatively common status quo clause, the case is a stark illustration of enterprise agreement complexity, and how status quo clauses can be a source of competitive advantage for employers...

Employers should review the contracts and rosters for casual employees, to determine the implications of this decision.

The Productivity Commission report on the workplace relations framework and the 2016 Federal election are likely to result in changes to Australian labour and employment law in 2016.

The employee's symptoms began after he started working at ANO and the longer he worked, the more sustained the pain was.

Section 18 allows injured workers to apply for an order for the pre-injury employer to provide "suitable employment".

Non-compliance with the section's 60-day time limit does not prevent a claimant pursuing a common law damages claim.

On 29 July 2011 the Victorian State Revenue Office released Revenue Ruling PTA.038 – Determining whether a worker is an employee.

Australia's national workplace relations system allows eligible employees who believe that they were unfairly dismissed to apply for an unfair dismissal remedy with the FWC.