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To breach a duty of care, it is not as simple as identifying some measure that would have reduced the risk of injury.

This case highlighted an employer's liability for staff activities, even where they had little connection with business.

An employer was found liable for the deliberate actions of a manager, who verbally and physically bullied the plaintiff.

The commissioner found that the worker was fit to return to his work as a driver, as recommended by the medical evidence.

The employee's remuneration therefore fell below the high-income cap, so he could pursue an unfair dismissal claim.

This decision demonstrates the FWC's strict interpretation of the procedural requirements of enterprise bargaining.

Upon termination of employment, an employee is entitled to payment for accrued but unused annual leave and leave loading.

In the first substantive rulings on Australia's right to disconnect laws, the South Australian Employment Tribunal has determined that an Adelaide hairdressing salon did not breach its apprentices' rights despite sending frequent out-of-hours messages via TikTok and Snapchat. The Tribunal drew a critical distinction between unwelcome communication and actually preventing employees from disconnecting, establishing that subjective pressure without demonstrable consequences does not constitute a breach.

The issues on appeal were whether the breach of duty caused the injury and whether the risk of injury was foreseeable.

The Full Bench of the Fair Work Commission has ruled that non-parties, such as industry bodies or employer associations, can appeal arbitrated workplace dispute decisions under certain conditions. This landmark decision arose from a classification dispute involving an early childhood teacher and has significant implications for how dispute resolution processes under modern awards and enterprise agreements may be challenged by interested third parties who were not involved in the original proceedings.

The Fair Work Commission has recently confirmed its approach to deciding whether a dismissal is a genuine redundancy.

This decision is significant for employers, as it provides clarity in relation to adverse action provisions in the Act.

The two Bills that triggered the nation's double dissolution election have passed through Parliament.

Coles successfully defended a manual handling injuries claim by a labour hire worker at one of its distribution centres.

Industrial Union United Voice is set to challenge the rollout of a series of Individual Flexibility Agreements (IFAs) by Spotless Group to cleaners in Victoria, South Australia and New South Wales in the Federal Court, claiming breaches of the Fair Work Act 2009.

Transcript & link to video discussing whether someone can access their superannuation because they have ‘retired'.

Link to webinar and transcript of discussion about transferring assets to a self managed super fund.

Both a binding nomination or a reversionary pension would lock in your superannuation death benefit payment.