This case concerned the termination of a senior executive's employment following allegations of sexual harassment.

If the workplace allegation is really interpersonal conflict, there may be a better way to investigate the complaint.

From 1 February 2023, all employees will be entitled to 10 days of paid FDV leave within a 12-month period.

The FCFCA upheld the employee's dismissal, because he had failed to disclose to his employer his mental disability.

Most discrimination claims are based on race, gender, age or sexual orientation - social origin is comparatively new.

ASIC expects corporate entities to develop and implement comprehensive whistleblower policies.

Employers should remind employees of expiration of employment contract and confirm no further offers of employment.

It is vital for employers to manage proactively the reputational damage which can accompany allegations of bullying.

An employee's demotion could trigger termination of their employment and allow them to bring an unfair dismissal claim.

A failure to consider JobKeeper was a relevant factor in finding that a retrenched employee had been unfairly dismissed.

In recent case employee engaged in a legal strategy which was aimed at stalling the final hearing of the matter.

Victorian employers may face large fines if they fail to notify WorkSafe Victoria of COVID-19 cases in their workforce.

Discusses recent case where anti-bullying order was dismissed because the performance improvement plan was reasonable.

The real test is to determine if the original redundancy was genuine, which depends on the circumstances at that time.

Need for employee training to prevent sexual harassment in the workplace and effective systems to deal with complaints.

Employers should always give clear and well-founded reasons for the decision to terminate an employee's position.

Qantas successfully appealed the decision, and the unions are now seeking special leave to appeal to the High Court.

Discusses two cases which explore how the FWC has navigated cultural differences in an employment context.

Australian employers no longer have "leverage", as their employees have an array of claims available to them.

Author opines that the boundaries between a Legal Issue and a Moral one have become awkwardly and terribly conflated.