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Even if the directors are the sole shareholders, they still have obligations of care and diligence towards the company.

The Australian government plans to prohibit non-compete clauses for workers earning below $190,100 from 2027, fundamentally reshaping how employers protect confidential information and customer relationships. With draft legislation expected in 2026, organisations face a critical window to review employment contracts and develop alternative workforce protection strategies. What steps should employers take now to prepare for these sweeping reforms to post-employment restraints?

A common defence relied upon by employers in psychological injury cases is the section 11A(1)[1] defence.

Employers need to remain up-to-date with recent changes in employment law and industrial relations or seek legal advice.

Explains changes, the exceptions that apply, potential consequences for getting it wrong & gives some general tips to employers.

The scope and power of AFCA and the steps to be taken when a complaint is lodged.

NSW councils must be more proactive than ever about their cybersecurity and data-handling practices.

You should reach an agreement previously or have the costs assessed as soon as possible after the costs order is made.

Many businesses have not considered their obligations under the Privacy Act in respect of any metadata collected.

As the COVID-19 crisis hits businesses and individuals, there may be an increase in owner-initiated hardship applications.

Significant changes to the RT Act restrict the way in which landlords can deal with residential tenancy agreements.

Councils have many more industrial, human resources and work safety challenges ahead on the road to recovery.

Preserving workplace safety should be your main priority and should guide any workplace policy you decide to adopt.

This duty of care is owed by every person who carries out construction work, and applies to all buildings.

Employers can be liable for contractual damages if an employee suffers psychiatric harm when disciplined or dismissed.

Unions see industrial action as the 'go to' device to pressure employers to meet industrial and other demands.

This article considers some of the practicalities and pitfalls in protecting the business after an employee departs.