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When considering an extension of time, the FWC takes into account all circumstances, including the reason for the delay.

Policies on workplace appearance that ensure the health and safety of employees are unlikely to be seen as unreasonable.

Statutory probationary periods apply irrespective of any contractual terms, workplace policies or agreements.

Importance of having and following fair procedures and the potential for claims, such as psychiatric injury, when not followed.

Employees not covered by an award or enterprise agreement may be able to work on a public holiday if their employer agrees.

Reforms aim to enhance worker protections, improve workplace fairness, and modernise compliance obligations for employers.

National minimum wage; modern award minimum wages; gender undervaluation issues; underpayments.

The changes provide an opportunity to contest their employer's refusal of a flexible working arrangement request.

When a business changes hands, employers have limited options when it comes to their employees.

The judgment is a reminder that political opinion is a protected attribute; dismissals, even if partly connected to political opinion, are unlawful.

What will the right to disconnect look like? When is refusal unreasonable? When a dispute arises.

New workplace law reforms will change employer systems & reporting while also creating direct, practical impacts for employees.

In some limited circumstances, an employee can then retract that resignation.

The changes would limit the use of rolling fixed term contracts which can disadvantage employees.

Employees have a right to feel safe at work, and employers need to maintain a safe workplace free from violence.

There are 3 types of enterprise agreements which can be made under the FWA.

Constructive dismissal is when an employee feels they have no other choice but to resign from their employment.