Blog tagged as labour laws

In Australian employment law, one of the most fundamental principles underpinning a fair dismissal process is the employee’s right to respond to allegations before any final decision to terminate their employment is made.

The Fair Work Commission (FWC) has announced a 3.5% increase to the National Minimum Wage and all modern award minimum wage rates, effective 1 July 2025.

Over the past three years, Australia has witnessed substantial reforms to employee relations legislation, reshaping the employer and employee dynamic.

Fluctuations in the number of working days lost due to industrial action can signify broader economic and workplace trends.

An Employer of Record (EOR) is basically a third party organisation that serves as the legal employer for a worker or group of workers, handling various employment responsibilities on behalf of a client company.

In the intricate landscape of employee relations, the approach towards unions and the workforce holds significant sway over organisational climate and productivity.

A symbiotic relationship with your HR department is instrumental in achieving organisational goals.

While larger organisations typically have dedicated HR teams, many SMEs attempt to handle HR matters internally, often underestimating the value of professional HR advice. This can result in missed benefits and expose the business to considerable risks.

Employee termination is a sensitive and complex decision that can significantly impact the organisation. So while HR’s expertise is vital to ensure fairness and compliance, the final decision making power on employee terminations lies with the employee’s manager.

Todays introduction of the Right to Disconnect laws in Australia is a pivotal moment for businesses. These laws, which protect many employees from being required to engage in work outside their contracted hours, offer both challenges and opportunities.