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Always substantiate claims to avoid misleading consumers and potential legal issues.

The economic impact of COVID-19 remains to be seen, and while restrictions are starting to lift, it is unlikely that things will go back to business as usual for some time.

When acquiring a business, ensure compliance with competition laws by informing the Commerce Commission.

Principals & teachers have a legal duty of care to ensure volunteers do not pose risks to students.

Check your company records now and identify who needs to verify.

Regularly assess risks through DPIAs, limit internal access to children's data, and be cautious when using AI or sharing data for safeguarding purposes.

Implications for sponsored & foreign workforce in & outside of Australia as a result of the COVID-19 travel ban.

Explanation of when the FWA will cover an overseas worker & how to comply. Also considers local industrial law which may apply.

NZ labelling laws dictate that businesses must provide packaging information to help consumers make informed decisions.

If your business has ceased trading and you wish to wind up the company, there are a number of options available.

This article explains the WHS duties and offences in the workplace and outlines a recent case example in NSW.

Rewards and loyalty can be one of the most interesting areas of business growth; they combine the hard numbers of quantitative analysis with the softer areas of psychology and social science.

Discusses the national minimum wage and the national living wage for those 23 & over.

The coronavirus outbreak has had a huge impact on Australian businesses. If your business has been affected, you need to ensure that you are still providing your customers with what they are entitled

What are oppression proceedings? Who can make a claim? What relief is available? Key takeways & more.

From 1 July 2026, the Australian Government will introduce significant changes to employer-sponsored visas, affecting salary thresholds, visa costs and occupation classifications. Businesses that sponsor overseas workers must act now to stay compliant. This article outlines the key changes and provides practical guidance on how employers can prepare for these developments.

Restrictive covenants in New Zealand employment agreements are only enforceable if they are reasonable in scope, duration, and geographic area, and necessary to protect legitimate business interests such as confidential information, client relationships, or workforce stability.