Do you need a written employment agreement?
Discover key criteria used by the FWC, insights on autonomy, and the pitfalls of sham contracting. Understand how businesses can protect themselves and their workers legally.
Australian Government
Employees ‘Sheltering In Their Job’
Don’t let disengaged employees affect your company’s dynamics—take proactive steps to assess, communicate, and align with employee needs.
Abandonment Of Employment
Delve into the intriguing scenario of Muhammad Ali Qureshi v. Spotless Services Australia Limited [2023] FWC 2411, where neither employer nor employee was deemed liable for the termination.
Key Points From Part 1 Of Closing The Loophole Bill Passed December 2023
Delve into key measures, including protections for domestic violence victims, ‘same job same pay’ orders, workplace delegate rights, and more.
The Secure Jobs and Flexible Working Dispute Decisions (Part 2)
Discover in-depth analyses of dispute decisions regarding Secure Jobs and flexible working arrangements in this informative content. Examining cases like Jordan Quirke v BSR Australia Ltd and Charles Gregory v Maxxia Pty Ltd, it uncovers the Fair Work Commission’s (FWC) approach to evaluating valid requests and the obligations employers must fulfill under the Secure Jobs Act. Gain insights into the complexities surrounding disability claims and custody-related requests, and learn valuable lessons for navigating and managing flexible working arrangement disputes effectively.
Responding to Flexible Working Requests: New Obligations and How to Comply With Them (Part 1)
Explore the evolving landscape of flexible working arrangements under the Fair Work Act, delving into recent amendments and obligations introduced by the Secure Jobs, Better Pay Act. Eligible circumstances for requests span from pregnancy to experiencing family violence, with a mandatory 21-day response requirement for employers. Uncover the new defined process for responding to requests, the reasonable business grounds for refusal, and the importance of justifying decisions. As disputes now come under the purview of the Fair Work Commission, meticulous record-keeping and thoughtful consideration of consequences become paramount. Navigate these changes seamlessly with practical suggestions for employers and stay ahead in adapting to the dynamic work environment.
5 Myths of Employment
From the misconception that employees must receive three warnings before termination to the belief that employers are obligated to provide a support person for every meeting, these myths can have serious consequences, including breaching the Fair Work Act. Akyra highlights the absence of legislative requirements for a specific number of warnings and explores the best practices for offering support persons in meetings. Are you aware of the truth behind these myths? Find out now to ensure compliance and avoid potential risks in the employment landscape.
Is Your Business Likely to Be Impacted By Recent Legislation?
Discover the implications of the recently passed Fair Work Legislation amendments, including changes to small business redundancy exemptions, labour hire regulations, union delegate rights, anti-discrimination measures, criminalisation of underpayments, and workplace health and safety measures. Akyra provides insights into the reforms, detailing those already in effect and others slated for 2024. Learn about the timeline for specific changes and ensure your business aligns with the evolving legislation.
December 13 is D-Day for Positive Duty
In anticipation of the positive duty legislation, Akyra has been working with our clients since late 2022 to implement strategies that mitigate against their workforce not understanding what inappropriate behaviour in the workplace is and isn’t.
Key Steps For Employers To Mitigate Against Sexual Harassment Claims
In today’s evolving workplace landscape, addressing and preventing sexual harassment claims is of paramount importance for employers. Embracing a proactive approach, employers must be ready to adapt to the amended framework, viewing it as an opportunity for preventative action rather than just reactive measures. By fostering a work environment built on respect and taking necessary steps to prevent harassment and discrimination, employers can safeguard their workforce and mitigate potential claims.