In the recent case of Richardson v Oracle Corporation Australia Pty Ltd [2013] FCA 102, the Federal Court highlighted the importance of employers having proper policies and training which reflect Australian laws in order to avoid liability for sexual harassment and discrimination in the workplace.
The case demonstrates the risks for employers in adopting 'off the shelf' or standard international discrimination and harassment policies and training packages. Employers should ensure their policies and training are specifically adapted to the requirements under Australian laws and their workplaces to avoid potential liability for their employees' conduct.
The second round of the Federal Government’s “Closing Loopholes” amendments to the Fair Work Act 2009 (Cth) (FW Act) were passed by Parliament on 12 February 2024 and received Royal Assent on 26...
All employers should now have implemented measures to discharge their obligation to take reasonable steps to eliminate sexual harassment and other unlawful conduct in the workplace given the...
Following a deal with crossbench Senators Jacqui Lambie and David Pocock, the Senate split the Fair Work Legislation Amendment (Closing Loopholes) Bill 2023 (Bill). As a consequence, the first...