LATEST ARTICLES
Australia
Stacks Law Firm
Employees may refuse to respond to employers or to work-related contact out of hours, unless this is unreasonable.
Stacks Law Firm
The "Respect@Work" laws require employers to take "positive steps" to eliminate sexual harassment in the workplace.
LegalVision
Employers have a positive duty to prevent workplace bullying from occurring and addressing it if it does.
JB Solicitors
Explores the concept of the right to disconnect, starting with an explanation of "right to disconnect".
Preston Law
How do you determine if you are being reasonable when managing your employees?
Carroll & O'Dea
Overview of the new right to disconnect, implications for the workforce, and what employers should do.
Carroll & O'Dea
Examines employee's rights regarding flexible working arrangements & working from home.
Holding Redlich
Employee dismissals must be authorised and clearly communicated, or employers risk potential unfair dismissal claims.
Pointon Partners
Employers need to comply with the Fair Work Act when dealing with an employee suffering from non-work related injuries.
Jewell Hancock
Repeated failure to do what an employer asks, and overstepping boundaries, could be a valid reason for dismissal.
Avant Law
Discusses impending reforms and the steps that employers need to take.
L&E Global
The Fair Work Legislation Amendment (Closing Loopholes No. 2) Act 2024 ("Closing Loopholes No. 2 Act") received Assent and became law in Australia on 26 February 2024.
Holding Redlich
Time is of the essence for employers seeking to enforce restraint of trade provisions against former employees.
Madgwicks
Summary of key changes for employers, to help to ensure your business remains compliant with the new obligations.
Cooper Grace Ward
Although the employer did breach its duty of care towards its employee, that breach did not cause the elbow injury.
Holding Redlich
A reminder for employers with employees who travel for work purposes to review their contract arrangements accordingly.
Bartier Perry
Employers will soon be subject to new laws that criminalise the underpayment of wages and other monetary benefits.
Coleman Greig Lawyers
If the FWC issues an IBD, it is pressuring the parties – including the employer – to reach agreement.
Holman Webb
Employers should proactively review employment agreements to consider if contact outside of working hours is necessary.
Carroll & O'Dea
If the tortious act was "utterly unconnected" with the employee's work, it would be outside the realm of his employment.
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