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A lesson in the importance of balancing misconduct with procedural fairness during dismissals.

The Supreme Court of New South Wales recently delivered a decision in a case involving the termination of a senior radiologist from a medical imaging company.

While the effects of quiet quitting may be less visible than that of the Great Resignation, it can be even more harmful to business operations.

A legendary tale and lesson in the importance of precise language in employment contracts.

An increase of 3.75% per cent in modern award minimum wage rates start from 1 July 2024.

This case highlights the pitfalls of altering an employee’s contract without consultation.

If you’ve attended our Lunch & Learn webinars, the same expert insights will be delivered directly to you, but now in a format that fits seamlessly into your busy schedule.

Reading this could save you from imprisonment and save your company hundreds of thousands of dollars.

Handling psychosocial risks with the same diligence as physical health and safety risks is mandated.

BHP appeal to High Court unsuccessful

Change is on the horizon for Australian industrial relations

The Fair Work Commission ruled that an employer unfairly dismissed an employee on the basis of abandonment of employment.

The Fair Work Commission (FWC) has reinforced ‘tick and flick’ training is not sufficient to satisfy an employer’s obligation to train staff.

An increase of 5.75 per cent in modern award minimum wage rates start from 1 July 2023.

Employers must now consult with employees about working on a public holiday, even if it is their usual rostered day.

From 2 June 2023, employers must consider every avenue to adopt flexible working conditions for employees making the request.

Do you have to provide a reason for dismissal?

We recommend you keep in contact with all your employees as regularly as possible.

The required notice of termination period to be given by an employee when resigning is determined by the applicable modern award, enterprise agreement, or the terms of an individual’s contract of employment.

An employer doesn't necessarily have the right to dismiss an employee who has arrived at work drunk, affected by drugs, or has failed a drug test.