The FWO announced that it would be focusing on large corporate underpayments as part of its priorities for 2020-21.

In this case, the employer would have had to apply for a variation by agreement to correct this obvious error.

Withdrawal of an employee's allocated vehicle was a repudiation of the employment contract, which was unfair dismissal.

Key changes recently made to the Sex Discrimination Act discussed.

The report recommendations included ways a legal framework could prevent and address sexual harassment in the workplace.

This "right to disconnect" could become more important for employees as work-life balance becomes more of a priority.

Employers and employees should be able to define what behaviours they consider to be unacceptable in their organisation.

Employers also need to converse with their employees about operational needs in this post-pandemic working environment.

A case study on how bullying and unreasonable behaviour is not limited to employers, in an anti-bullying claim.

The FWC has made changes to the national minimum wage, modern award rate and the high income threshold.

A number of reforms designed to bolster the national legal framework for combating sexual harassment at work will be introduced.

Recent case confirms that unpaid authorised absences will not count when calculating period of continuous service.

The accompanying statement attempts to clarify flexible working arrangements to assist both employers and employees.

Both parties have put forward policies to protect employees & employers, boost wages & address unlawful practices in the workplace.

The FWC held that it was not an appropriate cause to deduct an amount for misconduct from the compensation awarded.

Employers should exercise caution in their response to "heat of the moment", or even repeated, resignation threats.

Recent case considered question of whether certain actions taken prior to protected industrial action constitute UIA.

Rapid antigen testing may be a cost-effective and comparatively efficient means of screening employees for COVID-19.

For the FWC to issue a Stop Sexual Harassment Order, it must be satisfied of a risk that the harassment will continue.

When negotiating and finalising an employment deal, consideration must be given to what the deal will actually resolve.