Redundancy challenges are rising sharply in the wake of COVID-19. This webinar discusses new redundancy rulings and their implications; applications to reduce redundancy entitlements; restructuring best practices in light of COVID-19; and specific considerations ahead of the JobKeeper subsidy ending.
An employer needn't wait for a potential crisis to materialise before taking action to protect its business, the Fair Work Commission has ruled, in accepting a redundancy prompted by early COVID-19 concerns was genuine.
A Fair Work Commission full bench has rejected another jurisdictional challenge by Qantas regarding a JobKeeper underpayment dispute. Meanwhile the Commission has reduced an employer's redundancy obligation to nil, accepting it had no capacity to pay.
A workplace lawyer will discuss redundancy-related disputes and rulings during the COVID-19 pandemic, and restructuring considerations as economic and health impacts continue to evolve. Premium members should click through to request a complimentary pass, while free subscribers can upgrade their membership level here for access.
The Fair Work Commission has upheld one employer's application to reduce redundancy pay due to its financial hardship, but rejected another employer's plea.
The Fair Work Commission has criticised an employer's "hollow" promise to consult employees about making roles redundant in light of COVID-19's impact on its business.
The Fair Work Commission has awarded a manager compensation for unfair dismissal after ruling his employer had decided to make his role redundant before consulting with him.
An employer's "abject failure" to consult with a pregnant employee prior to making her role redundant rendered its decision harsh and unjust, the Fair Work Commission has ruled.
Workplace bullying complaints continue to pose significant challenges for employers, including where the behaviour doesn't meet the legal definition of bullying or the threshold to make a claim. Watch this HR Daily Premium webcast to understand key lessons from cases where bullying complaints interact with other claims and issues.
What constitutes "best practice" when managing neurodiversity at work is evolving all the time. Watch this HR Daily Premium webcast to learn how to embed neuroinclusive practices into HR programs and every stage of the employment lifecycle.
