Industrial Relations Articles

It has been impossible to ignore the rising trend of working from home in recent years. It’s a work model that has both drawbacks and benefits. This week we’re going to explore how points from both sides of the fence may affect you and your workplace. Although most...

Over the past 12 to 18 months, sexual harassment laws in Australia have undergone significant changes. These developments, driven by high-profile legal cases, amendments to the Fair Work Act, and the appointment of a new Sex Discrimination Commissioner, underscore the increasing importance of addressing sexual harassment in the workplace. With a new mandate that imposes a positive duty on employers to prevent sexual harassment, along with potential restrictions on non-disclosure agreements (NDAs) and deeds of settlement, employers and HR professionals must adapt to stay compliant and mitigate risks.

The Fair Work Commission (FWC) has implemented its first amendment to the flexible working arrangement provisions of the Fair Work Act 2009 (Cth) (Act), ordering an employee with carer’s responsibilities to attend their place of work in person one day a week

The Australian Federal Government has recently enacted significant reforms through the Fair Work Legislation Amendment (Closing Loopholes No 2) Bill 2024, marking a pivotal moment in the realm of industrial relations.