Resources
Actionable steps and real-world commentary on topical issues in the world of employment and safety law.
Page 3 of 24 — 209 articles
FWC recently at the Australian Labour and Employment Relations Association national conference revealed it is facing a “massive” and “unsustainable” surge in applications—up 24% over five years, with general protections (GP) dismissal claims alone rising 27%.
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FWC recently in Mr Firas Raghib v Stantec Australia Pty Ltd [2025] FWC 2335 found that a senior HR manager’s fabrication of a text message to undermine a colleague’s complaint amounted to serious misconduct and justified his summary dismissal—even though the employer’s process had procedural flaws.
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The Federal Court recently in Fernandez v Australian Postal Corporation [2025] FCA 1144 found that the Administrative Appeals Tribunal (AAT) denied a psychological injury claimant procedural fairness by failing to properly consider the events he said caused his condition.
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In our recent article we provided an update on the proposed Incident Notification requirements across the harmonised jurisdictions. But for those in the Resources Industry there has already been similar type obligations in existence for some time.
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Yes, according to a recent prosecution of an employer in the NSW Local Court on 19 December 2025. The employer was convicted and fined $188,000 and had an adverse publicity order imposed upon them following the suicide of a worker who had been subjected to four separate psychosocially unsafe performance management ‘work plans’ across a six-month period.
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The Australia Day public holiday falls on Monday, 26 January 2026 and planning on how do deal with roster patterns that require work on this day should nearly be finalized by now.
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ACT Work Health and Safety Commissioner Jacqueline Agius recently emphasised that every employer should assume there is a risk of workplace sexual harassment and must have procedures in place to prevent and manage it.
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FWC recently in Young [2025] FWC 2834 dismissed a bullying claim brought by a public sector employee, finding that the Department acted reasonably in placing him on a three-day work week while he recovered from a previous toxic workplace experience.
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FWC recently in Paper Australia Pty Ltd Trading as Opal Australian Paper v Anthony May [2025] FWCFB 224 confirmed that an employer cannot rely on an enterprise agreement to override an employee’s right to request flexible work under the National Employment Standards (NES).
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