-
The “right to disconnect” from modern workplaces
The right to disconnect, as contained in Part 8 of the Fair Work Amendment (Closing Loopholes No. 2) Bill (Bill), gives employees the right to refuse contact from their employers (or related parties) outside of their working hours, unless the refusal is unreasonable. The changes in Part 8 amend various sections of the Fair Work…
-
Paid family and domestic violence leave for small business owners
The Fair Work Amendment (Paid Family and Domestic Violence Leave) Act 2022 (Cth) (Amending Act) provides that employers must provide 10 days paid leave to all employees. Part-time and casuals also eligible. Confidentiality and ability to take leave in single and separate periods must be respected.
-
Pay secrecy laws come into effect
The Fair Work Legislation Amendment Act 2022 (Cth) has been passed, introducing workplace laws and changing existing rules. Employers must now ensure job ads include minimum wage info and protect confidential info when determining pay. This article provides an overview of the implications.
-
Employers to provide for paid domestic violence leave
The Federal Government has proposed a bill that provides eligible employees with paid family and domestic violence leave. Find out more about the proposed changes and how they could affect your business.
-
Ex-employees and IP protection
Ex-employees can be a threat to a company’s intellectual property, but with the right contractual clauses, employers can protect their trademarks, copyright, patent, and design. Learn more about how to safeguard your company’s intellectual property.
-
High Court clarifies meaning of casual employment
The High Court has ruled on the definition of a casual employee – but what does it mean for your employment relationship?
-
Costs in unfair dismissal applications – part 4
This article examines the rare but possible situation in which an employee could be liable to pay the employer’s costs in an Application under the Fair Work Act 2009 (Cth). Find out more about this situation and the case of Ewan Chapman v Ignis Labs Pty Ltd t/a Ignis Labs [2021] FWCFB 932.
-
Costs in unfair dismissal applications – part 3
This article looks at when costs orders can be imposed on a party to an unfair dismissal application, with an example of how costs orders can be imposed on a complainant employee.
-
Costs in unfair dismissal applications – part 2
The case of Clair Petersen v Kizuri Capital Pty Ltd, Maycorp Pty Ltd and Cricklewood Capital Pty Ltd T/A Allpet Products [2021] FWC 526 highlights the importance of parties engaging meaningfully and reasonably throughout the unfair dismissal process. A costs order was made against an employer who ignored settlement offers, demonstrating that such behaviour can…
Employment law for employers
Make an enquiry
