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employment law

Employment law for employers

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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

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Legislation

Recent insights about employment law for employers

  • The “right to disconnect” from modern workplaces

    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

    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

    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

    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 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

    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

    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

    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.

Recent Federal Court decisions regarding employment law for employers

  • AEI Insurance Group Pty Ltd v Martin (No 4) [2024] FCA 1110

    EMPLOYMENT – alleged breaches of employment contract by respondent – alleged breaches of equitable duty of confidence, fiduciary duties and statutory obligations under Corporations Act 2001 (Cth) ss 182 and 183 – where respondent resigned his employment – where 45 clients moved from the applicant to the respondent’s new employer – whether the respondent breached…

  • Broadband Solutions Pty Ltd v Ramirez [2024] FCA 1009

      CORPORATIONS – application for interlocutory relief – employment contract – restraint and confidentiality clauses – alleged breaches of contract – prima facie case established – balance of convenience favours granting of injunction Original article available at: https://www.judgments.fedcourt.gov.au/judgments/Judgments/fca/single/2024/2024fca1009For more information, see the original judgement.

  • Parsons v Serco Citizen Services Pty Limited [2024] FCA 754

    INDUSTRIAL LAW – unlawful termination – whether the respondent contravened s 340(1) of the Fair Work Act 2009 (Cth) by taking adverse action against the applicant because he exercised workplace rights by making complaints – where the applicant’s employment was terminated following complaints made against him by another employee and by him against his managers…

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