by Bailey Selth | Apr 8, 2026
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...
by Bailey Selth | Apr 8, 2026
“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...
by JFM Team | Feb 17, 2026
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. ...
by JFM Team | Aug 20, 2025
On 1 December 2024, significant changes took 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. ...
by JFM Team | Jun 23, 2025
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...
by JFM Team | May 9, 2025
Letting someone go is rarely easy, but getting it wrong can be much harder. In Australia, even if you have a valid reason to terminate someone’s employment, be it misconduct, poor performance, or redundancy, your process must be fair. It’s not just about doing the...
