Australia: Employee Rights/ Labour Relations

The Federal Government has proposed legislation that would fundamentally reshape post-employment restraints in Australia, introducing a ban on non-compete clauses for employees earning below $190,100 and prohibiting co-worker non-solicitation provisions regardless of income level. These reforms would expose employers to significant penalties simply for including prohibited clauses in employment arrangements, while also treating no-poach and wage-fixing agreements as cartel conduct with potential criminal li

Australia's Fair Work Commission has proposed the country's first dedicated working from home clause for the Clerks Award, establishing a framework for remote work arrangements. The proposal introduces new obligations for employers around documentation, health and safety, and compliance, while maintaining employer discretion over approval decisions. This development may signal broader award reform across industries and could increase employment disputes triggering EPL insurance claims.

As wearable AI technology becomes more prevalent, employers face critical decisions about whether to ban smart glasses in the workplace. This analysis explores the privacy, cybersecurity, and workplace surveillance risks associated with AI-enabled eyewear, while examining the legal framework for regulating their use. Two important exceptions—disability accommodations and workplace safety—complicate what might otherwise be a straightforward prohibition.

Special counsel Jess Byrne reflects on her decade-long career progression at Cooper Grace Ward, from law clerk to her current role in the insurance team. She discusses her work in workers' compensation and CTP matters, highlighting the diverse client base and advocacy opportunities that define her practice.

In New South Wales, most injured workers are subject to the Workers Compensation Act 1987 and the Workplace Injury Management and Workers Compensation Act 1998, including recent legislative reforms introduced through the Workers Compensation Legislation Amendment Act 2025 and the Workers Compensation Legislation Amendment (Reform and Modernisation) Act 2026.

The Australian government is consulting on legislation that would treat certain employment-related restrictive covenants and inter-business labor market agreements as cartel conduct, while banning other clauses outright. The proposed bill extends Australia's cartel framework to no-poach and wage-fixing provisions between any employers, and prohibits non-compete clauses for most employees, with severe penalties for non-compliance including fines and potential jail time for individuals.

A creditor-supported restructuring of Believe Early Learning preserved regional childcare centres in Eaglehawk and Mooroopna, protecting jobs and delivering materially better outcomes than liquidation. The case demonstrates how voluntary administration can address the sector's simultaneous growth in demand and pressure on capacity, while navigating workforce constraints, regulatory obligations, and unsustainable financial structures.

When workplace investigations arise, the choice of investigator can determine whether the process builds trust or creates further complications. Understanding the essential qualities that make an investigator effective—from independence and legal expertise to empathy and credibility—is crucial for employers navigating sensitive workplace matters.

Australian courts are increasingly examining whether the Fair Work Act applies to employees working entirely overseas. A recent Fair Work Commission decision reveals that jurisdiction may hinge not on where an employee performs their duties, but on the technical question of where the employment contract was legally formed—with significant implications for employers managing remote and offshore workforces.