The Fair Work Commission has been given new tools. Among them is the power to eliminate gender-based undervaluation of work in entire awards and groups of awards.
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Articles on Fair Work Act
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If an organisation mandates their workers return to the workplace – whether exclusively or in part – it needs to provide clear guidelines.
In most wealthy nations all workers are entitled to annual leave. But that’s not the case in Australia – and the Albanese government’s reforms still won’t change that.
There is effectively a class of Australian workers who don’t get holiday and sick pay, no matter how long or regularly they work, simply because their employer deemed them “casual” when they began.
A Federal Court ruling on Sally Rugg’s case against Monique Ryan should provide some much needed guidance on what “reasonable additional work hours” means.
The Albanese government’s pay secrecy ban is meant reduce gender-based pay differences. It could help others too.
The Albanese government’s industrial relations reforms will help avoid protracted industrial conflict, but more is needed.
The Albanese government cannot deliver on its promise to life wages for low-paid care work without expanding multi-employer agreements.
Australia’s Fair Work Act recognises “spontaneous” but not “non-spontaneous” pregnancy loss.
Lifting wages will be a priority for the Albanese government to ease the cost of living. But the unions and the Greens are likely to push for more changes to tackle problems with the Fair Work system.
Victoria has mandated COVID vaccinations for an estimated 1.25 million workers. Employment law expert Giuseppe Carabetta explains the legalities.
Few Australian companies have been as harsh as Qantas in dealing with employees through the pandemic.
The bill put forth last week would bring welcome reforms to the Sex Discrimination Act and Fair Work Act. But it doesn’t go nearly far enough to protect women or prevent harassment at work.
It’ll be harder for employers to underpay workers, but easier to offer them extra hours without penalty pay.
The federal government’s industrial relations bill will fix a problem that doesn’t exist by making a failed legal argument the law.
Our research shows most organisations have adapted well to staff working from home. But there’s a hole in workplace laws we need to address.
The Federal Court of Australia has rejected the notion workers can be employed as ‘permanent casuals’.
Redundancies can can leave businesses ill-placed placed for revival. The real estate listings firm Domain is trying something more promising.
Five decades ago Australia’s industrial relations system endorsed the concept of ‘equal pay for equal work’. So why does the gender pay gap endure?
What makes Folau’s case unique is that it sets up a clash between employment contract law and legal protections against discrimination on the basis of religion.
Top contributors
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Distinguished Professor of Workplace Law, RMIT University
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Laurie Carmichael Distinguished Research Fellow at the Centre for Future Work, and Professor Emeritus, Griffith Business School, Griffith University
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Associate Professor, University of Technology Sydney
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John Bray Professor of Law, University of Adelaide
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Professor, Discipline of Business Information Systems, University of Sydney Business School, University of Sydney
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Professor of Labour Law, University of Sydney
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Professor, Melbourne Law School, The University of Melbourne
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Professor of Law, University of Technology Sydney
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Emeritus professor, University of Newcastle
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Reader and Associate Professor in Law, La Trobe University
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Senior Lecturer in Management, The University of Melbourne
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Professor of Gender, Work and Employment Relations, ARC Future Fellow, Business School, co-Director Women, Work and Leadership Research Group, University of Sydney
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Professorial Fellow, The University of Melbourne
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Research Affiliate, Women and Work Research Group, University of Sydney
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Professor of Management, Faculty of Business and Economics, The University of Melbourne
