Reinstatement as a primary remedy should be seriously considered by employers when deciding whether to terminate an employee.

A recent example of a FWC decision demonstrates why employees should not operate on the assumption that the only possible consequence of dismissing an employee is that they may be ordered to pay them compensation.

The Fair Work Commission considered the gravity of financial misconduct in its recent decision, despite the financial cost being trivial in nature.

Run through your employee policies, processes, and procedures with this handy checklist from lawyer Shane Koelmayer.

This case is an important reminder for employers to ensure they have policies regarding the access and use of confidential information.

The Federal Circuit Court has found a 71-year-old was not discriminated against when his job offer was rescinded.

Employers are obliged to try to find new opportunities for employees facing redundancy. But what qualifies as acceptable redeployment?

The Fair Work Commission has a tendency to find dismissals unfair when they are based on flawed investigations.

In a recent case, the FWC upheld an employer’s objection to an employee’s unfair dismissal application after he refused to work from home.

The Fair Work Commission has found a COVID-19-related redundancy was harsh and unreasonable because the employer failed to consult the employee properly.