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.
Employers and other persons conducting businesses or undertakings (PCBUs) in NSW have – since 1 October 2022 – been required to include psychosocial hazards in their assessment of workplace hazards...
Under changes to the Fair Work Act 2009 (Cth) (which were part of the Closing Loopholes amendments) enterprise agreements voted on by employees on or after 1 July 2024 must include a term regarding...
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...