Confused about how the new law affects you? You're not alone. An employment law scholar explains the ins and outs.
A workplace scholar addresses some common questions workers may have about taking time off due to COVID-19.
The coroner said he 'reasonably suspected' Dreamworld owner Ardent Leisure had committed an offence under Queensland workplace laws, which could lead to a fine up to A$3 million.
Employers obligations are set out clearly. What's important is what they "know or reasonably ought to know".
An employment law expert explains why you shouldn't use an age-related insult at work to demean an older colleague – an issue even the Supreme Court is now talking about.
A landmark ruling that ordered the Seven Network pay a reality TV star compensation could have far-reaching implications for other productions and workplaces.
There's no First Amendment in the workplace, which leaves worker activists at the whim of their employers.
Two-thirds of surveyed workers work from home one day a week on average, but could do at least half their work out of the workplace. If they commuted less often, congestion could be greatly reduced.
Biometric data is forever. Any employer seeking to collect it has big obligations to meet. And employees have the right to object.
In most states, employers aren't required to accommodate the unique needs of pregnant women except in limited circumstances.
Workers are increasingly not keeping their employers' secrets secret, as evidenced by the mass whistleblower event that is the #MeToo movement.
Three-quarters of teenagers in our survey experienced exploitation, bullying, harassment or some other form of abuse in their first job.
As an employer, how will the Québec government's duty to reasonably accommodate the needs of its employees conflict with its plan to ban religious symbols among some civil servants?
Ontario's Conservative government, despite its "for the people" slogan, is repealing basic protections for the province's most vulnerable workers.
#MeToo drew attention to sexual harassment in the workplace. But we are still overlooking other forms of discrimination and the insidious impact of sexual harassment on women's identities.
The way victimisation cases are interpreted by the courts often leaves employees defenceless and gives employers excessive managerial powers.
Banning relationships is likely to be ineffective and may result in disengagement, secrecy and resentment by employees of the encroachment of employment policies into genuinely private matters.
Secret payments in exchange for silence regarding work-related sexual abuse are usually tax-deductible. How about changing that?
What can be done to prevent employers from rejecting individuals based on concern about future illnesses? Currently, nothing.
Videos and other material from the '80s and '90s remind us that harassment isn't about sex so much as discrimination, inequality and power.