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If you’re still providing pre-Fair Work information sheets to new employees, you may be in breach of current legislation. Learn about the requirement to issue the Fair Work Information Statement and how to stay compliant under the National Employment Standards.

A recent Fair Work Commission ruling sheds light on managing performance issues without crossing into bullying. Learn key lessons to protect your business.

Understand the evidence requirements for personal and carer’s leave under the Fair Work Act. Discover when a medical certificate may be requested, the role of other health providers, and the reasonableness of workplace policies.

A band‑aid fix doesn’t mean a paperwork skip. Even small injuries raise bigger questions about what employers must document.

Can an employer legally withdraw a job offer after it’s been accepted? Learn what happens when a job offer is rescinded before the start date and the legal risks involved.

Terminating an underperforming employee requires caution. Employers must follow fair procedures to avoid legal issues such as unfair dismissal claims.

Whether it’s a sudden resignation or a long-anticipated retirement, every job ends and how you’ve drafted your contracts can make all the difference. Get across the must-have clauses that safeguard your business when employment comes to a close.

Backdated medical certificates aren’t automatically invalid. Employers must assess them case by case as blanket refusals can breach workplace law. Here’s what you need to know.

Was this redundancy really a dismissal in disguise? A hair salon employee challenged her termination, claiming unfair dismissal after being made redundant without consultation. The Fair Work Commission had to determine if financial downturn justified the employer's actions, despite procedural missteps. Find out how the case unfolded and what it means for employers.

When a worker complained, took leave and put in a workers comp claim, the employer brought forward his redundancy. Read why the court found the employer unlawfully took adverse action for prohibited reasons.