Employers have successfully filed cross claims against employees after an employee filed a claim against the employer.

The General Protections provisions in the Fair Work Act aim to protect employees from workplace discrimination.

Article outlines the key issues that employers should turn their mind to when planning a work party.

When determining modern award coverage, employers must look to the "principle purpose" of the employee's position.

This article includes some practical New Year's resolutions that may minimise the employment law risks for employers.

This article assists to evaluate whether your business is doing enough to meet its workplace obligations to employees.

3.Courts are imposing larger fines and compensation for non-economic loss for contraventions of the Fair Work Act.

Employees can have opinions, but they should consider contractual and/or statutory obligations before posting online.

An employer may request an employee to work on a public holiday - if the request is reasonable.

Employers should understand whether their employees' positions are award covered and, if so, by which awards.

The Court clarified how personal/carer's leave (sick leave and carer's leave) entitlements should be paid and accrued.

Employers should take care to avoid questions which may later be relied on by the interviewee to mount legal claims.

If you intend to terminate an employee's employment, ensure the termination follows any contractual provisions.

Discusses the significance of industrial award coverage and application for employees and employers.

New positive duty enforcement powers for the AHRC & how businesses can comply to prevent sex discrimination.

Making an employee's role redundant after a refusal to accept a reduction in wages will not be a 'genuine redundancy'.

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

Recent and upcoming changes to the Fair Work Act 2009 that are likely to affect employee relations.

Employers should ensure genuine operational reasons underpin redundancy decisions, beyond mere reduction in salaries.

Employers paying certain employees disproportionately lower wages on the basis of gender are vulnerable to legal claims.