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Prudent employers ought to implement steps and measures to prevent bad behaviour in the festive season.

Employment and immigration law cross paths.

Recent sex discrimination cases in the US and the UK have received widespread press coverage in Australia. What were they all about, and could this happen in Australia?

It would be unreasonable to require workers to choose between personal beliefs and corporate opinion without good reason.

When an employee arranged rubber ducks in a pentagram formation as a workplace prank, her employer swiftly terminated her employment for alleged bullying and workplace safety concerns. The Fair Work Commission examined whether this hasty dismissal was justified, revealing critical lessons about balancing health and safety obligations with fair disciplinary procedures.

A corporate lawyer alleges he was terminated from a position as senior legal adviser for refusing to lie in an affidavit.

A recent FWC decision supported an employer who terminated a labour hire employee when his contract was frustrated.

In brief – Postings on social media can have consequences for employees An employee who thinks that they may say what they want about their employer on Facebook with total immunity from consequences is foolish, according to Fair Work Australia (FWA).

This article explains what employers need to do to ensure that they comply with these changes to the Fair Work Act.

An important decision by the New South Wales Court of Appeal provides some reassurance to employers concerned about a rising number of employee claims based on implied contractual duties.

This case highlights that employers continue to face a high bar when deciding to dismiss an employee for misconduct.

An inappropriate joke in the workplace severed the foundation of trust and confidence in the employment relationship.

Formal written warnings and performance improvement plans are not essential to prove that a dismissal is fair.

Employers need to be extremely carefully if they are contemplating summarily terminating the employment of an employee.

Despite the crude statement on Facebook, the Fair Work Commission found that the termination was harsh and unreasonable.

This case raises interesting questions of statutory interpretation, and the High Court will consider the matter.

Recent case where a worker lost her job remind employers and employees of the perils of social media.