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Actionable steps and real-world commentary on topical issues in the world of employment and safety law.
Page 15 of 24 — 209 articles
Just like the more general obligation to take positive steps to address psychosocial risks a number of jurisdictions have ‘followed suit’ by applying a positive duty in regard to sexual harassment. We expect this approach will be mirrored across all Australian jurisdictions and encourage employers to act now and commence processes and practices which proactively address this inevitable change.
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Australia is once again very close to achieving ‘enhanced’ obligations to tackle psychosocial safety with specific regulations being recently introduced throughout the various jurisdictions. Whilst strictly speaking, there have always been obligations to address psychosocial safety, these ‘clarifiers’ pave the way for more overt practical implementation. Employers can anticipate a heightened compliance environment and expectations from their workforce for improved outcomes at the ‘coalface’.
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Recent action by the Australian Securities and Investments Commission (ASIC) has made it clear that it is serious about Whistleblower compliance and that Employers need to keep on top of its compliance actions.
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Hot on the heels of the recent changes to Australia’s pay secrecy laws, employers with 100 or more employees may soon be obligated to publicly share their gender pay gap information.
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If your business is in the private sector and employs over 100 employees, it’s well and truly time to get ready for your mandatory gender pay gap reporting obligations (if you haven’t already).
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New laws prohibiting employers from including information on pay slips about paid family and domestic violence leave (PFDVL) now apply, effective from 4 February 2023.
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The right to disconnect (RTD) was recently introduced as part of the Closing Loopholes No2 legislation.
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The short answer is yes. The NSW Industrial Relations Commission recently confirmed that it’s up to Employers to determine what steps are reasonably practicable to reduce the known risks associated with COVID-19.(available here)
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In the wake of the 14 October 2022 scrapping of the mandatory COVID-19 isolation periods, employers and employees alike are being urged by public health bodies to continue to appropriately manage COVID-19 return to work timeframes.
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