Stay up to date and receive our latest insights directly to your inboxSubscribe Now

Filter by
Blog

COVID-19 guidance for employers from the safety regulators

While most businesses are returning to more normal operations following rolling lockdowns, it’s not all smooth sailing for employers and managers. Many business and employment decisions on how to best respond to and plan for COVID-19 related impacts are being made with little guidance from Governments or legal precedents.
Blog

COVID-19 and Vaccinations – The balance employers need to strike

Australia’s employment laws and regulations can be complex when applied to real world situations. Complexity, change and adaptability are challenges that all business and their employees are having to negotiate across 2021 and into 2022. As COVID adapts into increasingly threatening strains, organisations are forced to respond with new policies and approaches to reflect our changing circumstances. Some, but not all, of those changes are either mandated or guided by Government directions, laws and responses. Additionally, not all government directions cover all situations or industries.
Blog

Prevention is always better than a cure – Increased protection in the workplace for sexual harassment

The Commonwealth Government has been under considerable pressure for months to step in to respond to several high-profile incidents of sexual harassment. The recent tabling in the Commonwealth Parliament of a Bill with a raft of amendments to Commonwealth sexual harassment legislation provides additional options for employees to take action in relation to occurrences of sexual harassment. These options are both preventative and potentially much less expensive.
Blog

Crimes and misdemeanours abroad: When can an employer dismiss an employee for their actions outside work?

Managing misconduct in the modern workplace is challenging enough, but what about misconduct where it occurs outside work hours? The workplace’s relationships, expectations and legal frameworks become even more challenging to navigate in such circumstances. 
Blog

New changes to the Fair Work Act for casual employees – What you need to know

You may have heard through the media that the Australian Government has passed changes to the Fair Work Act 2009 (Cth) (FW Act) legislation regarding casual employees.  
Blog

Omnibus Bill: The end of ‘double dipping’

Following the decision in WorkPac Pty Ltd v Rossato [2020] FCAFC 84 (Rossato Decision), many casual employees in Australia were likely to have been categorised as permanent employees, on the basis that they:
Blog

Casual employees’ right to be converted to permanent employment – cost implications for employers

The recent decision in WorkPac Pty Ltd v Rossato saw the Federal Court decide that a casually employed worker was actually a permanent employee.
Blog

Are you allocating the right breaks?

When it comes to workers’ rights and paid rest breaks, the Federal Court recently ruled that workers have a “workplace right” to toilet breaks and to drink water while in the workplace.  Why is this important for employers and HR professionals?
Blog

How will the Annual Wage Review impact your business?

The Fair Work Commission has recently handed down its decision on the Annual Wage Review 2019–20. The national minimum wage will increase by 1.75%.
Blog

The uncertainty surrounding the term long term casual causes a cash flow crisis for thousands of businesses weighing up the JobKeeper scheme

The whole question of whom is a casual employee in Australia is in a state of confusion.   Ever since the Full Court of Federal Court in 2018 decided to fundamentally change the pragmatic approach of the Fair Work Commission, essentially finding that any casual employee with a reasonable expectation of on-going employment is really a permanent employee, the law on this issue has been in state of confusion.  
Blog

Guidelines for JobKeeper-qualifying-employers in managing employees

For qualifying employers, the Australian Federal Government’s $1,500 (pre-tax) JobKeeper wage subsidy (JobKeeper Subsidy) was enacted on Thursday, 9 April 2020 with the Coronavirus Economic Response Package (Payments and Benefits) Act 2020 (Cth).   The JobKeeper Subsidy will be available for a period of six months, between 30 March 2020 and 28 September 2020 (JobKeeper Period).  
Blog

Bulletin – COVID-19 and measures regarding employees

The crisis we are facing needs no explanation and it raises so many questions for employers. This guide reflects our thoughts at this point in the cycle of this unprecedented global event. 
Blog

EMPLOYMENT LAW UPDATE: ‘EMPLOYERS BEWARE!’

2020 signals the start of a new decade; a fresh start for all. But, for many employers it means the beginning of a new, potentially complicated payroll regime, and a new era in award compliance.  
Blog

Changing the Course – modern movements demanding more governance accountability from our organisations to protect against discrimination and harassment

In the current global environment, it could be argued that there is a broad and accelerating trend towards “holding the powerful to account”, seen through social movements such as #TimesUp and #MeToo. Though largely initially confined to the entertainment industry, these movements have ended any number of high-profile careers and the ramifications are spreading geographically and across industries.
Blog

You can have your chocolate and your personal leave too!

Pursuant to section 96(1) of the Fair Work Act 2009 (Cth) (the Act), permanent employees are entitled to 10 days paid personal/carer’s leave each year. For a standard 38 hour working week, this equates to 10 days of personal/carer’s leave at 7.6 hours per day.    
  •  
  • 1
  • 2
  • 3
  •  

Subscribe to Our Blog

Keeping you connected, Hicksons regularly publishes articles to keep you up to date on the latest developments. To receive these updates via email, please subscribe below and indicate which areas of law you would like to receive information on.

Top