Insight

Since the emergence of COVID-19, many employers have increasingly integrated flexible and hybrid working arrangements into their businesses. While these arrangements have largely been welcomed by employees, they also introduce legal practical risks that can expose employers to liability if not properly managed.

As the New Year has just started, many of us begin adjusting back to work routines after a well-earned break. While this period can feel quieter from a business perspective, it is important for employers to use this time wisely to put the right foundations in place for the year ahead.

With the ordinary risks employers face by taking disciplinary action against an underperforming employee, these risks are often expanded when that employee suddenly lodges a grievance, bullying complaint, or allegation of unreasonable management action. This is considered a dual track problem.

As the festive season approaches, many workplaces are preparing for annual celebrations.

Workplace harassment and bullying remain significant legal and cultural challenges for Australian employers.

As mentioned in previous articles, in order to make a claim on an estate for provision (or greater provision) from someone’s estate, the claimant must fall within the definition of an “eligible person” in accordance with section 57 of the Succession Act 2006 (NSW) (“the Act”).