You may stand down an employee during a period in which the employee cannot usefully be employed because of industrial…
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Industrial action
Redundancy and retrenchment
For a redundancy to be genuine, it must meet the requirements set out in the Fair Work Act 2009 (Cth).
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You will be able to issue a JobKeeper-enabling stand down…
![Checklist: How to determine whether you can issue a JobKeeper-enabling stand down direction]()
Latest news
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Under the new JobKeeper amendments to the Fair Work Act,…3 mins read
![JobKeeper-enabling stand down directions can’t be used to underpay employees for hours worked]()
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On 18 March 2020, the Australian Information Commissioner advised employers…
![Request for information to assess COVID-19 risk is lawful and reasonable]()
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In response to the COVID-19 pandemic, the NSW Parliament has…
![Temporary amendments to NSW long service leave laws]()
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As the impact of COVID-19 hits, some employers are finding…
![Applications for variation of severance pay during the COVID-19 downturn]()
Editor’s picks
Human resources risks and liabilities
This chapter explains when HR’s actions can give rise to legal liability and how to reduce the risks.
How can HR create legal liability for your business?
Liability under the FW Act
When will an HR manager be responsible for a serious contravention under the FW Act?
and 16 more topicsThis chapter explains your legal obligations when it comes to…
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Latest Topics
Employing skilled foreign workers
The time and cost of applying for a subclass 482 TSS visa will vary.
Employing skilled foreign workers
There are three different classifications of sponsorship approval.
Annualised salaries
There are a number of things you should consider when determining whether your set-off clause is legally compliant.
Annualised salaries
You can make an annualised salary arrangement with an employee by including a set-off clause within an employment contract.
If you do not comply with the annualised wage arrangement…
If the annualised wage is less than the amount the…
An annualised wage arrangement (AWA) must specify, in writing, a…
Dismissal
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Every employer will need to dismiss an employee at some point.
![What is dismissal?]()
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An express dismissal occurs when an employer notifies an employee of their last day of employment.
![Express dismissal]()
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Express dismissal with notice occurs when you give notice of the termination of the employment contract.
![Express dismissal with notice]()
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Notice of termination of employment must meet two criteria.
![How must you provide notice of dismissal?]()
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You may have the right to instantly dismiss an employee. This is known as ‘summary dismissal’.
![Summary dismissal]()
Confidential information
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The information you need to protect will depend on the nature of your business and industry.
![What confidential information might your company want to protect?]()
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The key way to protect confidential information is to impose an obligation of confidence on the people who are receiving the information.
![Obligation of confidence]()
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There are two reasons why information might be confidential.
![When is information confidential?]()
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If your business has any confidential information, take steps to identify this information as confidential.
![Identifying confidential information in your business]()
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If your employee or ex-employee takes your confidential information without consent and uses it to further a scheme that is contrary to your interests, they may be breaching their obligation…
![Breaching the obligation of confidence]()
