The Court has confirmed that employers must adopt a broader and more practical view of redeployment opportunities before concluding that a dismissal amounts to a "genuine redundancy".

Failure to keep accurate and up to date records, or to produce records if requested, may result in financial penalties.

This case warns of the dangers for employers of cost cutting without having regard to the effect on existing employees.

Dealing with an unfair dismissal claim requires an understanding of the complexities of industrial and employment law.

With a legitimate reason, a proper procedure, and quality legal advice, you can dismiss an employee with minimised risk.

Employment contracts must be consistent with the NES and Modern Awards, or employers could face pecuniary penalties.

Articles discusses vexatious complaints made by employees - the courts approach and risk mitigation by employers.

Sticking to what you know in new employment may backfire when client-specific restraints protect an employer's interest.

Explanation of wage theft & outcomes of the wage theft inquiry in WA. Will it be criminalised?

Some practical steps for employers to keep up to date with what their employees are entitled to.

Comprehensive and well drafted written contracts should set out the relationship between persons working in a business.

A clear policy can safeguard the business against the risks that arise from improper use of social media by employees.

This article outlines an employer's key obligations while an employee is on, and when they return from, parental leave.

The decision is a red flag to external advisors who are involved with HR, payroll and employee entitlements for clients.

This employee, who was suspended without pay when she breached the conditions of her visa, was held unfairly dismissed.

The growing debate on whether all Australian employees should have a minimum entitlement to take domestic violence leave. .

Recent decision highlights that employers should take all reasonable steps in relation to sexual harassment in the workplace.

To limit incorrect classifications, the ultimate question is whether the worker is acting for another or for himself.

This case is a reminder that employers should provide reasons for termination, even when the employee is on probation.

LinkedIn is one example of how social media intercepts with the workplace in ways that challenge traditional employment.