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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Amendments to the Fair Work Act 2009 (Cth) over time have reshaped the nature and management of the casual employment relationship. The most recent amendments in August 2024 serve as an important reminder to employers about the need to actively manage casual employment arrangements and carefully consider whether it is appropriate to engage employees on a casual basis.
Read more...In August 2025, the New South Wales Court of Appeal handed down the landmark decision of Chief Commissioner of State Revenue v Uber Australia Pty Ltd [2025] NSWCA 172 which found Uber Australia Pty Ltd was liable to pay $81.5 million in payroll tax.
Read more...For an employee to have access to the unfair dismissal jurisdiction, the Fair Work Commission must be satisfied that the employee was “dismissed” from their employment within the meaning of section 386(1) of the Fair Work Act 2009 (Cth).
Read more...The Model Work Health and Safety Act 2011 (Cth) imposes a positive duty on officers to exercise due diligence to ensure the person conducting a business or undertaking complies with its work health and safety duties and obligations.
Read more...With the raft of legislative changes to casual employment, many employers are asking themselves if there is any point in engaging employees on a casual basis?
Read more...Employers have obligations under the Fair Work Act 2009 (Cth) to pay employees their minimum entitlements for work performed.
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.
