The Fair Entitlements Guarantee is a safety net scheme that provides assistance for eligible employees who have lost their jobs under specific circumstances.

The traditional understanding in relation to overpayment of wages is that money can be recovered from an employee if the overpayment arose from a mistake of fact, however, overpayment monies could not be recovered if it arose from a mistake of law.

Full Court appeals see a win for workers and their union. On 1 July 2020, the Full Court of the Federal Court dismissed two appeals, finding that the termination of employment of the affected employees did not fall within the exception of ‘ordinary and customary turnover of labour’.

If a worker feels that their employer’s conduct is forcing them to resign their employment, there are options for the worker to protect their interests. Even if you have already resigned, there may still be options to challenge the legality and validity of the termination, most commonly through an unfair dismissal claim.

In a significant win, Hall Payne recently won over $650,000 in compensation for a university worker terminated for making a complaint about their supervisor.

Hall Payne secures a great win for members of the Australian Maritime Officers’ Union and the Australian Institute of Marine and Power Engineers in a recent appeal to a Full Bench of the Fair Work Commission related to rejection of the Enterprise Agreement.

We've noticed a spike in employees being terminated ‘summarily’ or without notice, for alleged serious misconduct since the COVID-19 pandemic started. So, what is serious misconduct and why might there be a spike? What can you be instantly terminated for and can you challenge being sacked summarily?

With the increasing number of recent cases publicised regarding wage theft across various industries in Australia, it is important that all employees know their workplace rights and entitlements. This is particularly relevant to wage rights including any underpayment of wages.

When determining an unfair dismissal claim, the Fair Work Commission will consider if the termination was harsh, unjust or unreasonable. When assessing the application, section 387 of Act prescribes that the FWC must consider other factors.

Inappropriate social media use at work and even away from work, can have a significant negative impact on your employment and could lead to disciplinary action or dismissal. Just ask Hobart Hurricane's wicketkeeper, Emily Smith.