Brisbane’s Dundas Lawyers® advises employers and companies throughout Australia on a range of employment law issues to ensure their rights are upheld and their obligations are accurately documented. Our specialists apply our in-depth knowledge of all aspects of the legislative framework of employment law to ensure our clients receive timely and accurate advice.
Employment law expertise
Our Brisbane based Lawyers advise throughout Australia on:
- dispute mediation;
- employment agreements including:
- award and non-award-based positions;
- contract for service (Contractor’s Agreements);
- directors agreements;
- executive level agreements; and
- volunteers agreements.
- employment agreements for collectives:
- enterprise agreements including employee share option schemes; and
- enterprise bargaining.
- general protections claims;
- organisational policies and procedures;
- performance management and disciplinary action;
- restraint of trade clauses and the extent to which they are enforceable;
- surveillance in the workplace;
- trade secrets;
- training for management and staff;
- transmission of business;
- workplace health and safety; and
- workplace incident investigations and internal complaint handling.
Our interest in technology has also seen us advising employment issues in the context of social media.
Disclaimer
This page contains general commentary only about employment law for employers. You should not rely on the commentary as legal advice. Specific legal advice should be obtained to ascertain how the law applies to your particular circumstances.
Why choose Dundas Lawyers®?
Having exerted Blood Sweat and Years® since April 2010 we are the team you want on your side for the long term to act as the ‘bodyguard’ for your business to complete legal forensic investigations and case preparation. Some of the reasons clients choose Dundas Lawyers® include:
- our Uncommon business acumen;
- our Uncommon expertise in transactional, compliance and litigious matters;
- our Uncommon expertise forensic case preparation;
- our Uncommon customer focus;
- the fact that we don’t just know law, we know business!
- how we leverage our Uncommon Nous® to provide client centric solutions.
Considering getting a lawyer to advise your business?
For a confidential, no obligation initial telephone call to find out how we can help your business gain an uncommon advantage in employment law for employers, please phone our team on either 1300 386 529 or 07 3221 0013.
Malcolm Burrows B.Bus.,MBA.,LL.B.,LL.M.,MQLS.
Legal Practice Director
T: +61 7 3221 0013 (preferred)
M: +61 419 726 535
E: mburrows@dundaslawyers.com.au
Complete the form below and we will respond to your enquiry within one (1) business day from the moment you press Submit.
Employment law for employers enquiry
Legislation
- Corporations Act 2001 (Cth)
- Corporations Regulations 2001 (Cth)
- Competition and Consumer Act 2010 (Cth)
- Competition and Consumer Regulations 2010 (Cth)
- Equal Opportunity for Women in the Workplace Act 1999 (Cth)
- Fair Work Act 2009 (Cth)
- Fair Work Regulations 2009 (Cth)
- Racial Discrimination Act 1975 (Cth)
- Racial Discrimination Regulations (Cth)
- Sex Discrimination Act 1984 (Cth)
- Sex Discrimination Regulations 1984 (Cth)
- Sex Discrimination Regulations 2018 (Cth)
Recent insights about employment law for employers
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White-Anting: An employer’s lawful termination guide
Employees who use White Anting tactics to deliberately undermine management or disrupt workplace harmony may be summarily dismissed, provided the relevant legal conditions are met and a proper process is followed. Following our 28 April 2026 article “White Anting: serious misconduct?“, this article provides practical “how to” steps for employers to lawfully dismiss employees who…
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White Anting: serious misconduct?
White Anting is an Australian term meaning to sabotage, undermine, or destroy an organisation, project, or person from within. White Anting in the workplace often involves the quiet, insidious undermining of a colleague or superior through gossip, withholding information, exclusion, or spreading doubt. White Anting has been recognised by psychologists as a psychosocial hazard and…
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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…
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Paid family and domestic violence leave for small businesses
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.
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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.
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Employers now required to provide 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.
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Ex-employees and intellectual property 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.
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Cost awards in unfair dismissal cases – 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.
Recent Federal Court decisions regarding employment law for employers
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Clarke v Pacific National Services Pty Ltd [2023] FCA 699
CONTRACT – where respondent employer sought binding expressions of interest in voluntary redundancy – where applicants returned signed expressions of interest in voluntary redundancy – whether binding contract created CONTRACT – where correspondence constituting contract stated that termination of employment would not occur until employees were notified that their roles actually became redundant – where…
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Dahdah v Platinum Distributors Australia Pty Ltd (Costs) [2023] FCAFC 102
COSTS – application for costs pursuant to s 570 of the Fair Work Act 2009 (Cth) (FW Act) – no reasonable prospects of success on the appeal – appeal instituted without reasonable cause (s 570(2)(a) of the FW Act) – maintenance of the appeal was an unreasonable act of the appeal that caused the respondent…
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White v UGL Operations and Maintenance Pty Ltd (No 2) [2023] FCA 901
INDUSTRIAL LAW – settlement of representative proceedings – where settlement reached following mediation – where settlement of representative proceeding requires approval of the Court under s 33V of the Federal Court of Australia Act 1976 (Cth) – where objections received by Court – settlement approved
