Employment Law Australia

A landmark Federal Court decision reshapes BOOT compliance, annualised salaries and offset clauses. Here’s what Australian employers must review now.

The New “Pay-Period” BOOT: What the Landmark Ruling Means for Employers

Uncategorized /

A recent Federal Court decision has fundamentally changed how Australian employers must think about annualised salaries, offset clauses and the Better Off Overall Test (BOOT). Often referred to as the “pay period boundary” ruling, this decision has wide ranging implications for payroll, HR, employment contracts and record keeping practices across all industries — not just […]

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New-Gender-Equality-Targets-for-Employers

WGEA Gender Equality Targets are Coming in 2026 – Here’s What Smart Employers Should Do Now

Compliance, Uncategorized /

https://www.youtube.com/watch?v=S9CYw5PAgQ4 If you employ 500+ people, you’ve probably already heard the headlines: WGEA gender equality targets are coming.  But what’s worth paying attention to isn’t just the compliance requirement, it’s what these changes signal about where workplace expectations are heading in Australia.  From 2026, employers captured under the legislation (known as Designated Relevant Employers) will be required to select and commit to three gender equality targets, with at least one being numeric.

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Pregnancy, Restructures and Flexible Work Managing Risk Under the Fair Work Act

Pregnancy, Restructures and Flexible Work – Managing Risk Under the Fair Work Act

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Workplaces are increasingly navigating complex situations where business change intersects with employee rights. One of the most sensitive scenarios occurs when an employee who is pregnant is affected by organisational change and requests adjustments to their work arrangements.  Handled well, these situations strengthen trust and demonstrate leadership maturity. Handled poorly, they can expose organisations to claims under the Fair Work Act 2009

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