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Dismissal for refusal to be vaccinated against COVID-19, in the absence of a Government direction, was found to be fair.

The decision helps to clarify when an employee's dismissal may be discrimination on the basis of social origin.

The dismissal may have been harsh or uncalled for, but the Court had no jurisdiction to adjudicate on the matter.

If the employment lasts for a reasonable period of time, it could provide certain rights and entitlements to the worker.

Employee dismissals must be authorised and clearly communicated, or employers risk potential unfair dismissal claims.

Rights of labour hire employees & their protection from unfair dismissal discussed.

The Fair Work Commission (FWC) has once again confirmed that parties cannot alter the true nature of a relationship by putting a different label on it.

Employers should consult a lawyer before dismissing an employee whose salary is above the unfair dismissal cap.

Employers must consider the employee's personal circumstances in case that termination could be considered unfair.

Employers who provide procedural fairness and a fair termination process will not be penalised for unfair dismissal.

The Full Bench of Fair Work Australia has held that a 3 month absence from the workplace did not prevent a casual employee from making an unfair dismissal claim, because he had already served the minimum employment period required under the Fair Work Act 2009 (Cth) (FW Act).

Employers should continually review arrangements with casual employees, for any changes in the employment relationship.

Employers must balance actions between protecting employees from bullying and providing fairness to the alleged bully.

The Fair Work Commission upheld the dismissal of a cancer-affected employee for repeatedly ignoring lawful work-hour directions.

Article advises of the benefits of a support person, particularly in the termination process. .

Recent case demonstrates what an employer should NOT do when terminating an employee.

The article includes summaries of major changes to employment legislation that have or will come into effect in 2013-14.

This article includes key developments in workplace relations & safety law to consider in the financial year 2018/19.