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
If you’re an employer operating heavy vehicles in NSW, understanding how an Enforceable Undertaking (EU) works under the Heavy Vehicle National Law (HVNL) could be critical to your legal strategy. When facing allegations of non-compliance, knowing who initiates the charge – and how that affects your legal options – can significantly impact strategic decision-making.
In
The last several months have seen rapid changes in the employment and workplace health and safety space. With such dynamic movement, and then lots of commentary on each of these changes, it’s easy to view all these changes as one big jumble of puzzle pieces. And it can be hard to know what the whole
In our previous post celebrating the firm’s decade in Australia, our partners shared their insights into the most significant changes in employment and safety law that have affected leading employers. This post further explores our partners’ perspectives on the major changes and trends that they anticipate will have a major impact on Australian businesses in
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, industrial relations and workplace safety in Australia over the past ten years.
What have been the biggest changes in employment law, industrial relations and workplace
If it’s not already happening, Board room agendas will be making room for yet another compliance program.
We’ve said it before and it’s worth repeating: the bolstering of anti-sexual harassment laws will see workplaces adopt approaches akin to eliminating or minimising, so far as reasonably practicable, workplace health and safety risk. The positive duty demands
We have psychosocial risks, of which sexual harassment is one of the most common hazards. We have a new positive duty to prevent sexual harassment at a federal level that we discussed in our previous blog. The duties are at least similar: “So far as is reasonably practicable’’ under health and safety law and
Gone are the days when workplace safety belongs only in
Employee burnout is high, with one recent survey reporting that one in three participants say they experienced this in the last 12 months. This can lead to disengagement, high staff turnover and claims connected with mental illness or injuries.
To mark the fact that today is World Day for Health and Safety at Work, we
All the modelling done and released by our governments to support the roadmaps out of lockdowns tell us the same thing: as our businesses and borders reopen, the COVID numbers will increase. We will need to learn to live with the virus. Given this, it is likely that a lot more workers will get COVID