At Workplace Law we encourage a proactive, preventative approach to solve employment or workplace issues at the earliest opportunity.
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Workplace Law assists clients in understanding and managing duties and obligations under Work Health and Safety legislation.
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The culture of an organisation will determine how successful it will be so, it is vital employers set themselves up to provide the best environment for their employees to be happy and to produce their best effort.
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An industrial dispute can have a profound and lasting negative effect on your business and its reputation in the marketplace, unless addressed quickly and efficiently to produce a positive result.
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A primary objective of anti-discrimination law is the elimination of discrimination against persons in the workplace. Such discrimination may occur on the basis of (for example) race, sex, disability, age, or sexuality.
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Workplace Law offers services to Australian companies in the USA and UK and, to companies in those countries doing, or wanting to do, business in Australia.
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Workplace Law provides a range of services to individual athletes, coaches, clubs, associations and governing bodies. Our legal expertise and organisational values, together with our ethical and professional standards, makes us the benchmark when it comes to supporting the female sports industry.
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At Workplace Law we understand that a harmonious workplace is a productive workplace. For this reason it is important that issues raised by employees are investigated by highly skilled and experienced people and then resolved quickly and effectively.
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Corporate issues including negotiating and drafting agreements, resolving disputes, fraud, theft and injunctions.
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Classifications, rates, advice and representation related to Award Compliance
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The Australian Government has approved a national Work Health and Safety (Sexual and Gender-based Harassment) Code of Practice 2025 which has been implemented in conjunction with the Work Health and Safety (Managing Psychosocial Hazards at Work) Code of Practice 2024.
Read more...Employers should be mindful of the risks of mischaracterising a worker when engaging them to perform work.
Read more...If an employer is questioning the capacity of an ill or injured worker’s ability to fulfil the inherent requirements of their position, they may consider testing the legitimacy of an employee’s prognoses and medical advice. In these circumstances, the employer should be aware of their obligations to the employee and the potential consequences of failing to satisfy them.
Read more...It is best practice for employers to ensure that their policies and procedures are properly communicated and understood by employees, especially in circumstances where the policy relates to important topics such as the health and safety of employees.
Read more...Last year, the High Court of Australia handed down the landmark decision of Elisha v Vision Australia [2024] HCA 50 in which it found that an employee could recover damages for psychiatric injury for a breach of contract.
Read more...There are a number of legal obligations and risks that an employer must consider when implementing any form of disciplinary or dismissal process. These are not limited to claims made under the Fair Work Act 2009 (Cth) but can also include the risk of claims made under anti-discrimination or workers compensation legislation.
Read more...We acknowledge the traditional owners and custodians of our country throughout Australia and their continuing connection to land, waters and community. We pay our respect to them and their cultures, and elders past, present and future.
