This case demonstrates that there are legal mechanisms available to employers to implement hiring practices that favour a particular group, even where these practices might ordinarily be considered unlawfully discriminatory.

Discussion about measures to reduce the risk of COVID in the workplace. Links to state specific advice.

If there is a valid contract, contractual terms will determine if a worker is an employee or an independent contractor.

Employers in the gig economy should constantly examine the substance of the day-to-day relationships with their workers.

Surely a more commercially astute decision would require the employee to serve a full notice period in a different role.

Fair Work amendments impose several new obligations on employers in respect of casual employees.

A nine-month post-employment restraint was considered reasonable to protect the employer's confidential information.

Employers now must balance risks of bullying, harassment and brand damage with the need to respect employees' privacy.

Increased awareness of acceptable work conduct is generating more reports of possible bullying or harassment incidents.

The article identifies critical measures which employers should use to assess readiness for the new bullying reforms.

This unfair dismissal decision highlights limits of an employer's power to discipline employees for out of hours conduct.

The case provides guidance on complying with workplace health and safety requirements through an unfair dismissal lens.

Most large organisations will soon be required to submit their first modern slavery statement under the 2018 Act.

Guide for mitigating against the risks with respect to breaches of an implied contractual term of Reasonable Notice of termination.

What qualifies as Continuous Employment is not always straightforward and can vary from state to state.

There are any number of ways in which Australian employers could consider incentivising vaccinations for their employees.

Employers have increased obligations to genuinely try to accommodate employee requests for flexible working arrangements.

Key changes proposed by new Industrial Relations Reform Bill. Includes a link to the Bill.

The exposure draft bill represents another step towards the potential harmonisation of anti-discrimination legislation.

Organisations should implement policies, procedures and education around grey areas of acceptable conduct for employees.