FWO numbers are in: $1.5 billion in backpay recovered over 3 years

With a staggering $1.5 billion in back pay recovered over the last three years, the FWO has made it clear that fairness and compliance are non-negotiable for Australian businesses.

Turning lessons into action: how employers can learn from Swillhouse case

Despite the 2022 Respect@Work legislation enforcing a duty to prevent sexual harassment, many businesses still struggle to meet compliance.

Melbourne Cup Day 2024: your guide to perfectly managing your people

It’s a welcome distraction from work for some, but as an employer, how can you allow your employees to have fun while also ensuring the workday is still productive?

Struggling to fill vacant roles? Let’s look at your recruitment processes

A well-structured recruitment process is the backbone of successful hiring, ensuring that organisations not only find the right candidates but also create a positive experience for them.

Milk bar missteps: costly penalties for ignoring Fair Work Ombudsman rules

The Fair Work Ombudsman has secured over $11,000 in penalties against a Victorian-based hospitality business.

Closing Loopholes law changes every employer must know

The Closing Loopholes Bills tackle everything from casual employment and workplace delegate rights to gig economy worker protections and stricter penalties for wage theft. As businesses continue to navigate the …

Embracing neurodiversity in the workplace

What is ‘neurodiversity’ and how can employers ensure they provide an inclusive and safe working environment to neurodiverse employees?

When does a termination take effect?

The FWC handed down a decision that has reiterated the importance for employers to engage in appropriate processes when terminating an employee and complying with legal obligations.

A guide to supporting employees experiencing domestic violence

Domestic violence is a unique problem in that it spans cultural, economic, and social divisions and isn’t confined to any single demographic, so employers must be alert to the signs …

Conflict, allegation, or misconduct: you should always investigate

A workplace investigation should be initiated whenever a serious conflict or allegation of misconduct arises in the workplace.