Employers will have new obligations and requirements from June 6 2023, regarding requests for flexible working arrangements and unpaid parental leave extensions, necessitating a review of current practices, discussions with employees, consideration of alternative changes and update to current procedures. Please seek guidance to ensure compliance with the new obligations.

There are amendments to flexible working arrangements and unpaid parental leave extensions, which will come into effect on 6 June 2023. Employers must be aware of their new obligations and requirements and take action to review and update their practices and policies to ensure compliance with the amendments. This article details the actions that employers should take to prepare for the new requirements.

The changes introduced by the Fair Work Amendments, which we will cover in this update, include provisions to:

• Sexual harassment

• Anti-discrimination and special measures

• Equal remuneration

The changes introduced by the Fair Work Amendments, which we will cover in this update, include provisions to:

• Industrial action

• Single interest employer bargaining stream

• Supported bargaining stream

The changes introduced by the Fair Work Amendments, which we will cover in this update, include provisions to:

• Initiating bargaining – the changes introduced that allow unions to initiate bargaining

• Termination of enterprise agreements after nominal expiry date

• Dealing with errors in enterprise agreements

The changes introduced by the Fair Work Amendments, which we will cover in this update, include provisions to:

• Abolition of the Australian Building and Construction Commission (ABCC) and Registered Organisations Commission (ROC)

• Prohibition on pay secrecy

• Prohibition on advertising contravening pay rates

• Sunsetting ‘zombie’ agreements

This case serves as a clear message to employers and organisations that an employee who has suffered psychological injury from bullying and harassment, can recover Fair Work compensation in addition to damages for psychological and or physical injuries.

A notice period is an important time at the end of a person’s employment. Unfortunately, sometimes employees leave without giving any notice or don’t work out their whole notice period. The FAQs in this article answer the enquiries we commonly receive when this occurs.

A stand down takes place when an employer stops an employee from working without pay, for a reason that is outside of the employer’s control. We explore situations that employers can face when determining appropriate circumstances for standing down employees.

Sadly, many people across Australia and the world, suffer domestic and family violence. This is a very real problem and as an employer it is important to be aware of how to support your employees should they need it.

During the recruitment process, many employers and managers contact an applicant’s references to validate their professional and career records. We explore out why background checks and employee screening processes are integral to the wellbeing of any organisation. 

COVID-19 has meant a change in work environment for many, if not all industries. We explore the 3 top tips for maximising your working from home journey.

The number of Australians working from home remains almost double the pre-COVID-19 figure and women are more likely want to expand the arrangement.

The Fair Work Commission (FWC) has determined it necessary to extend to 31 December Schedule X’s unpaid pandemic leave provision currently operating in 74 awards.

Many employers fail to implement best practice when drafting and managing employment contracts. This can lead to costly mistakes. In this article, we look at 5 mistakes to look out for and how you can avoid them.

Our Q&A article explores in more detail some of the questions that may arise from the new legislation: Fair Work Amendment (Supporting Australia’s Jobs and Economic Recovery) Bill 2020 (the Bill).

A definition of casual employment has been introduced into the Fair Work Act 2009 (Cth) (FW Act) and provides a statutory right to long term casual employees to request conversion to permanent employment.