Most employers know that a genuine redundancy triggers redundancy pay. Far fewer know that the Fair Work Commission can reduce that payment — sometimes to nothing — where the employer has obtained other acceptable employment for the employee. And far fewer still appreciate the sting in the test: whether the alternative employment is “acceptable” is judged objectively. It does […]
Shadow AI is the use of artificial intelligence tools by employees for work — without the employer’s knowledge, approval or oversight, usually through public generative AI chatbots opened straight from a browser. The answer is not a blanket ban, which simply drives use underground. The answer is governance: a clear AI acceptable-use policy, staff training, clear data rules, human
Probation is not a legal safe zone. Ending employment during probation removes unfair dismissal exposure — but not a general protections claim, a discrimination complaint, or a breach of contract. Getting the fundamentals right keeps you out of trouble. What’s the real issue? Employers routinely confuse two very different things: A contractual probation period — a creature of contract
Probation Done Properly: What Employer Obligations Under the Fair Work Act Really Mean Read More »
Recent Fair Work Ombudsman (FWO) enforcement action highlights a clear and growing risk for employers: underpayments and poor record keeping in Australia remain some of the most common — and costly — compliance failures. Across multiple Federal Court outcomes in December 2025, businesses were penalised for breaches involving wages, payslips, and employment records. These cases
Recent enforcement action by the Fair Work Ombudsman highlights a clear regulatory focus: protecting migrant workers and addressing workplace underpayments. In December 2025 alone, the regulator announced legal action and penalties across several industries — including agriculture, financial services and transport. While the circumstances differ, the underlying message is consistent: employers must ensure migrant workers
Fair Work Crackdown on Migrant Worker Breaches: What Recent Cases Mean for Employers Read More »
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
The New “Pay-Period” BOOT: What the Landmark Ruling Means for Employers Read More »
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. Employers
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
Pregnancy, Restructures and Flexible Work – Managing Risk Under the Fair Work Act Read More »