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FWA accepted that additional child care costs when looking for and taking up new employment could be taken into account.

The Fair Work Act 2009 (the Act) introduced many changes to the law affecting employers and employees.

The case challenges the view that adverse action claims are effectively "no costs" matters under the Fair Work Act.

It is very important to note that 21 days is counted from the day after termination of employment takes effect.

We discuss Paul Johnson v BHP Billiton Olympic Dam Corporation Pty Ltd [2017] FWC 4097.

With the COVID-19 vaccine rollout starting in Australia, organisations are considering whether or not they are able to mandate that their employees get vaccinated.

Employers should be aware of the changes of the Fair Work Amendment Act to unfair dismissal and enterprise agreements.

Useful guidelines to deal with situations where it is uncertain as to whether the employee has actually resigned.

The FWC upheld a claim for privilege over investigation documents sought by an employee in unfair dismissal proceedings.

In this edition of the Update, we first report on new legislation passed in respect of modern slavery, review of Modern Awards and report on the introduction of domestic violence leave into the National Employment Standards ("NES").

Costs of relocation were not relevant in these unfair dismissal claims, when relocation was authorised in the contracts.

The circumstances in which an employee can be dismissed as a result of a social media post are not often straight forward.

Despite a valid reason for the dismissal of an employee, a range of other factors could lead to a finding of unfairness.

Reforms aim to address various ALP pre-election promises relating to employment law.

This Employment Update follows on from our update in November 2006 concerning the exclusion of employees whose employment was terminated for general operational reasons from making unfair dismissal claims.

On Tuesday, 14 November the High Court handed down its 401 page Judgment on the States’ challenge to the Work Choices legislation. A majority of 5:2 supported the validity of the Act.

One issue commonly faced by employers is getting employees to comply with dress and grooming standards.