Login
There is a genuine drive by Australian employers to improve responses to discrimination and harassment within their workplace and broader client environment.
If no reasons for terminating an employee’s employment are given then the employer is exposed to a finding that the real reason was a prohibited reason under the Fair Work Act.
Yesterday, in response to the decision in Workpac v Skene (the Workpac Decision),[1] the Government brought into effect the Fair Work Amendment (Casual Loading Offset) Regulation 2018 (the Regulation).
Stay up to date and receive our latest insights directly to your inboxSubscribe Now
11 Nov 2016
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.