Despite being termed a casual employee, the court found this worker to be a permanent employee and awarded compensation.

Everyone has the right to work in an environment that is free from harassment, bullying and discrimination.

Balancing staffing levels can be difficult over the festive season, so good planning with plenty of notice is essential.

Under the FW Act, employers are prohibited from adverse action against employees when they exercise a workplace right.

This dismissal was considered unfair as it was inconsistent with other disciplinary action against comparable misconduct.

Article reminds employers to be mindful of their obligations during the Christmas party and provides tips to mitigate risks.

The FWC considered whether the dismissal of a senior engineer, for improper use of the company credit card, was unfair.

Employers should ensure appropriate policies and procedures can prevent well-meaning employee gifts from becoming gremlins.

This case highlighted the importance of having clear, unambiguous employment contracts and bonus schemes in place.

Certain conditions need to be met for the employment contract to be complied with and be recognised under the law.

Employers should ensure they are not deciding to dismiss the employee because of his or her illness or disability.

A request to work is administratively burdensome, so this decision will impact employers who operate on public holidays.

Employers should ensure that policies and procedures reflect an obligation to avoid any breaches of the new legislation.

The Act provides for a single, strengthened whistleblower regime to cover the corporate, financial and credit sectors.

Employers should have an understanding of the class action settlement system and what it could mean for your business.

This article, Day Three of the series, highlights how to deal with the Christmas Party aftermath if things do go wrong.

By setting priorities early in the year, employers can avoid cost, time and stress managing common issues down the track.

The New Year is a great opportunity to review your organisation's workplace relations infrastructure and arrangements.

SJBP Amendment Act 2022 (Cth) introduced changes to employee & employer obligations staggered to start throughout the year.

It would be prudent to consider to review your own contracts and employment practices in light of the Navitas decision.