In 2025 the employment law landscape will continue to evolve, as the true impact of recent legal reforms becomes clearer, and potentially with further changes to come. Watch this webcast to understand what lies ahead for HR.
Progress has been "disappointing" in the three years since a review of s-xual harassment in the legal sector, according to a new report. Meanwhile, an employer has lost its partial challenge to a union application for 'same job, same pay' orders.
Regulated labour hire arrangement orders take effect from today, and the Fair Work Commission has now issued guidelines. But requests for more detail on how to calculate affected workers' new rates remain unaddressed.
Unions have already lodged a significant number of 'same job, same pay' applications, while employers remain in the dark as to how some of the scheme's "difficult issues" will play out, a lawyer says.
One of the most controversial elements of the Closing Loopholes legislation starts today, allowing employees to ignore out-of-hours contact from their employer.
Key amendments to the Fair Work Act start on Monday 26 August. This page contains everything you need to know about the changes to casual employment and contracting arrangements.
It's vital for employers to undertake a "holistic and careful assessment" of their independent contractors' arrangements, ahead of the imminent changes to sham contracting claims, a lawyer says.
Right-of-entry changes that began in July are one of the most important but overlooked topics stemming from the Closing Loopholes laws, according to a workplace lawyer.
When an employer receives a complaint or becomes aware of a conduct issue, it's not always appropriate to go down a traditional disciplinary path. This HR Daily Premium Q&A will discuss alternative options and how to determine which is best in various circumstances.
Recent constructive dismissal claims highlight the risks involved in accepting a resignation from an employee who is experiencing mental health issues. Watch this Q&A to understand the rulings' implications for all employers.
