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Corrs Chambers Westgarth
Significant issues and trends in the next 12 months that employers would be well-advised to prepare for.
Holding Redlich
How do you approach a ‘he said, she said' case? What should you consider when assessing credibility?
Seyfarth Shaw LLP
Seyfarth just celebrated ten years of service to leading employers in Australia. To mark the occasion, we invited some of our partners to share insights on the evolution of employment...
Watkins Tapsell
Several significant workplace reforms, which will impact both employers and employees.
Holding Redlich
Employers should introduce unconscious bias policies and training as part of measures to eliminate discrimination.
Holding Redlich
Six key employment law areas and issues that businesses should focus on and prepare for in 2024.
Holding Redlich
The positive duty of employers to prevent sexual harassment in the workplace originated in the Respect@Work inquiry.
Gilchrist Connell
The decision not to reinstate was based on the genuine requirements of the role and workplace health and safety.
Swaab
Highlights that Valentine's Day could be a time for issues such as sexual harassment in the workplace.
MDC Legal
New positive duty enforcement powers for the AHRC & how businesses can comply to prevent sex discrimination.
Swaab
New legislation has an impact on the way corporates run their Christmas parties – with or without alcohol.
Hall Payne Lawyers
The new sexual harassment protections represent a widening and strengthening of the previous protections.
Mellor Olsson Lawyers
Discusses how employers & employees can navigate festive occasions responsibly.
Holding Redlich
Councils and their legal practitioners can minimise exposure by establishing LPP over internal workplace investigations.
Herbert Smith Freehills
On 12 December 2023, the Australian Human Rights Commission (AHRC) gained its enforcement powers in respect of the new Federal positive duty to prevent workplace sexual harassment and related unlawful
Holding Redlich
Summarises judgment in recent sexual harassment case & shares key takeaways for employers.
Gilchrist Connell
Employers need to comply with AHRC guidelines to prevent sexual discrimination and harassment in the workplace.
Jewell Hancock
At work, this unfair treatment may be direct or indirect discrimination from an employer, co-worker or associate.
Avant Law
All businesses should review these AHRC guidance materials carefully to comply with the recommendations.
Clifford Gouldson Lawyers
Part 1 of the Closing Loopholes Bill is anticipated to come into effect gradually in 2024.
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