Are post-employment restraints enforceable? How are they enforced? Tips for employers.

Employers can take disciplinary action against employees who refuse to return to work after a period of working from home.

FWO has started its first ever court action against a franchisor for breaches of the FW Act by 8 of its franchisees.

Employers undertaking a recruitment process should be aware of the potential risks in relation to discrimination.

The fact that the fairness of these dismissals have been upheld may provide comfort for employers mandating vaccinations.

COVID-19 was considered a relevant factor when awarding compensation to an applicant who had been unfairly dismissed.

Discussion about the right of employers and employees around COVID vaccinations.

This decision, as part of the annual wage review, stipulates an increase of 1.75% to minimum wage rates in modern awards.

A manager was found to have been fairly dismissed after he allowed his team to drink alcohol at an off-site work function.

Employers take care when presented with allegations of misconduct so as not to undermine any decision to take disciplinary action.

The Court looks at multiple factors to determine if termination is due to the ordinary and customary turnover of labour.

Vic workplaces must be closed unless the workplace is carrying out permitted activities or all employees are working from home.

Drug and alcohol testing is invasive, so employers need to exercise caution when carrying out such testing..

Employers now have a positive duty to take reasonable measures to eliminate sex discrimination and sexual harassment.

Discusses some of the key bargaining reforms introduced by the new Secure Jobs, Better Pay legislation.

While reinstatement is not a common remedy, employers should be aware that it can be ordered by the FWC in certain circumstances.

Employers need to be aware of the changes to the superannuation rate & new superannuation obligations.

This decision gives clarity and confirms the broad powers of the NSW IRC in response to claims of victimisation.

Employers cannot direct their employees to take leave without pay during an organisation's shutdown period.

Employers should consider if they are setting unreasonable performance expectations of their employees during COVID-19.