As a result of the recommendations in the Respect@Work report released by the Australian Human Rights Commission in 2020, Australia’s sexual harassment laws have undergone significant change, with the most recent amendment having taken effect from December 2023.
Earlier this year, the second tranche of the Federal Government’s significant workplace reforms passed into law, bringing major changes. The reforms, in combination with those passed in late 2023, introduce landmark change to Australia’s employment laws for employees, employers, independent contractors, gig workers and principals of most, if not all, Australian workplaces.
As of 6 December 2023, new limitations have been introduced that apply to fixed term employment contracts. In this article, our team will examine these reforms, and discuss their implication and impact for employers.
In this episode of the ‘Coffee with CGW’ podcast, join us for a coffee chat with workplace relations and safety partner Annie Smeaton and private clients partner Scott Hay-Bartlem. Their candid conversation delves into Annie’s background, explores her life outside work, and discusses what gets her excited about her work.
In a major decision regarding the application of the public holiday provisions of the Fair Work Act, the Full Federal Court has found that terms of employment that require employees to work on a public holiday will not be consistent with the National Employment Standards. This is the case even in circumstances where an employer’s operations are conducted over 365 days per year and an employee’s remuneration includes compensation for the requirement to work on those days.
A recent decision of the Fair Work Commission serves as a timely reminder of the requirements that must be followed when terminating an employee by way of redundancy.
Employers with employees covered by any of the 78 modern awards impacted by the 1 May 2023 overhaul of business shutdown provisions by the Fair Work Commission should review their arrangements to ensure compliance.
In a recent decision, the Fair Work Commission has ruled that payments made on an annual basis by an employer to help reduce an employee’s fringe benefits tax liability are not counted as earnings. The decision resulted in the employee’s remuneration falling below the high-income cap and meant that it was open to the employee to pursue an unfair dismissal claim.
The Fair Work Commission has handed down its decision this morning to increase the national minimum wage as part of its wage review.
In this edition of ‘It depends’, associate Megan Cheng talks about what an all‑inclusive annual salary is and whether an employee who is paid an all-inclusive annual salary can still successfully make an underpayment claim.
In this edition of ‘It depends’, lawyer Megan Cheng talks about when an employee can be dismissed for conduct outside of work and how employers can prove that there is a relevant connection between the outside of work conduct and the employment relationship.
The Federal Court has reprimanded a meat wholesaler after compelling a foreign employee to work 50-hour weeks without the payment of overtime.