Employment Law

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Unfair Dismissal & Internal Messaging Apps

Employment Law /

On 25 June 2026, the Fair Work Commission (FWC) ruled that Amazon Commercial Services Pty Ltd (Amazon) unfairly dismissed an employee for unprofessional messages sent via the company’s internal messaging platform, Slack, and other alleged misconduct. The decision highlights the importance of context, proportionality, and procedural fairness in disciplinary actions and dismissal. Background The employee, […]

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Guarantee of Annual Earnings for High-income Employees

Employment Law /

If you have employees earning above the high-income threshold, have you provided them with a guarantee of annual earnings  (GAE)? If not, it’s worth asking yourself why not? Employment contracts are your business’ first line of defence. A well-drafted employment contract doesn’t just outline roles and responsibilities, it’s a strategic tool designed to minimise risks, protect your

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notice period

Reducing Resignation Notice Period may be classed as Dismissal

Employment Law /

Can an Employer reduce an employee’s resignation notice period without it becoming a dismissal? The Full Bench of the Fair Work Commission says no. In Terex Australia Pty Ltd v Cameron, an employee resigned and gave three weeks’ notice. The employer immediately ended the employment and paid two weeks’ pay in lieu of the notice period.

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Discriminatory Questions in Job Interviews & Avoiding Risk

Employment Law /

It is crucial that employers understand their legal obligations during the recruitment process. One area that often causes confusion is the type of questions you can and cannot ask during job interviews. Asking discriminatory questions can have serious legal consequences, so it is important to approach interviews with care and awareness of the law. What

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Restraint of Trade

Employment Law /

Restraint of trade clauses are common provisions found in employment contracts, partnership agreements, and sale of business agreements. In the context of employment, these clauses are designed to restrict former employees from engaging in specific activities after their employment ends. Such restrictions may include working for a competitor, soliciting clients, or recruiting former colleagues. Historically,

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