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 »