When business demand drops, employers often look for ways to reduce labour costs quickly. One common instinct is to reduce a full-time employee’s hours and move them to part-time work. In Australia, that approach carries significant legal risk if it is not handled...
"The role isn't 'redundant' - we still need the employee, just for fewer hours." When business demand falls, employers often assume that reducing a part-time employee's hours is straightforward and low risk. Indeed, compared with full-time roles, part-time work does...
Have you left or are you leaving your current employment? If so, you are likely thinking about your future and the next opportunity, but before you move on, you must consider your legal obligations around the information you take with you. ...
Few workplace issues spark more disputes than drug and alcohol testing. Employees may question whether their employer can demand a test at all, whether the chosen method is fair, or whether the consequences of a positive result are too harsh. These disputes turn on a...
The idea that an employee must follow their employer’s instructions isn’t new. It has been part of Australian workplace law for nearly a century, tracing back to English common law and early Australian cases. In R v Darling Island Stevedoring & Lighterage Co Ltd;...
As flexible work arrangements and the employee right-to-disconnect become standard features of modern workplaces, employers are grappling with a difficult question: to what extent can you regulate an employee’s conduct outside of work hours? On one hand, employees...
Hiring the right people starts with getting their employment status right. Many business owners confuse part-time and casual roles, but the distinction matters for compliance, cost, and continuity. Understanding the difference helps you manage your team with...
In late August 2025, new workplace laws came into effect that directly affect how penalty rates and overtime are treated under Australia’s award system. If you employ staff who are covered by modern awards in industries such as retail, hospitality, clerical, health,...
From 1 December 2024, significant changes take effect under the Return to Work (Employment and Progressive Injuries) Amendment Act 2024 (SA). These changes strengthen support for injured workers, expand employer obligations, and aim to improve return-to-work outcomes.
As a director of a company title building, you’re likely to face this difficult question at some point: “Who is responsible for fixing damage caused by past renovations?”
Public holidays are a welcome break from work, but not all public holidays are relevant or meaningful to everyone. You might wish to take a different day off for cultural, religious, or personal reasons. The good news is that you can ask to swap a public holiday for another day, but whether that happens depends on agreement with your employer.
From July 2025, industrial manslaughter became a criminal offence under South Australia’s Work Health and Safety Act 2012 (SA). That means if someone dies as a result of unsafe work practices on your property, even a family member, you as a business operator or...
Avoid costly unfair dismissal claims with a fair and lawful approach. Understand your obligations under Australian employment law and how to manage terminations the right way.
For many employees, the biggest challenge isn’t leading a team or closing a deal—it’s managing the juggle of early pickups, unexpected fevers, and term-time childcare logistics. Yet asking for workplace flexibility still feels like a taboo in some businesses.
It shouldn’t be.
Have you requested to work from home due to your carer responsibilities, only to have your employer deny your request or express reluctance in granting it? You are not alone. Many employees in Australia want more flexible work arrangements but don’t always know the best way to ask for them.
You’ll be put straight through to a great lawyer who will guide you to the right solution.