Recent public debate following the Federal Court’s decision in Giggle v Tickle has prompted a private member’s bill introduced on 25 May 2026 by a National Party MP seeking to amend the Sex Discrimination Act 1984 (Cth) (SDA). The bill seeks to introduce clearer, and in some contexts prioritised, protections based on biological sex—particularly in
Responsible employers have long known that having comprehensive workplace behaviour policies are essential but not nearly enough. Even organisations with well‑established policies can find themselves exposed if they can’t demonstrate that they are continually reinforcing standards, assessing risks, and equipping workers to identify and prevent harmful conduct.
Employers are facing an increasingly complex compliance landscape
Two years ago, in a previous blog, we said the bell had not yet tolled for outsourcing. But that might be a gentle ringing you hear in the distance….
The High Court of Australia’s decision in Helensburgh Coal Pty Ltd v Bartley & Ors [2025] HCA 29 (Helensburgh Coal case) has increased the risk
On 20 March, we published the first in this two-part series about the legal developments being watched closely by resource sector businesses in 2025 that could significantly impact their labour strategies. With margins continuing to be squeezed due to the costs of non-labour inputs continuing to rise, labour cost will come under pressure as 2025
Employers in the resources sector are watchful of legal developments in 2025 that could significantly impact their labour strategies, particularly their ability to engage, utilise and remove contractors. With non-labour costs rising and commodity prices remaining below their 2022 peaks, companies are under pressure to find ways to reduce labour costs.
In this two-part series
In recent months, I’ve spoken to many HR professionals about all things employee relations or “ER.”
What stood out was the challenging nature of the role of those in ER.
The role of ER has never been more valuable to Australian employers, whose workplaces have never been more regulated.
Yes, compliance is a must, but
In recent months, I’ve spoken to many HR professionals about all things employee relations or “ER.”
What stood out was the challenging nature of the role of those in ER.
The role of ER has never been more valuable to Australian employers, whose workplaces have never been more regulated.
Yes, compliance is a must, but
In recent months, I’ve spoken to many HR professionals about all things employee relations or “ER.”
What stood out was the challenging nature of the role of those in ER.
The role of ER has never been more valuable to Australian employers, whose workplaces have never been more regulated.
Yes, compliance is a must, but
In recent months, I’ve spoken to many HR professionals about all things employee relations or “ER.”
What stood out was the challenging nature of the role of those in the ER.
The role of ER has never been more valuable to Australian employers, whose workplaces have never been more regulated.
Yes, compliance is a must