Uneven access to high-quality flexible work is contributing to a widening wealth gap, with workers who have access to "good flex" better able to balance work and caring responsibilities, "while those in bad flex are pushed into more precarious work", new academic research has found.
The Federal Court has granted Services Australia leave to appeal a finding that it took adverse action against a worker based on his race or s-xuality when it sacked him for punching a colleague in the head.
An employer had a valid reason to sack a foreign exchange dealer who secretly worked from Bali and Singapore while presenting himself as working from home, but the FWC has found its procedural failings rendered the dismissal unfair.
The High Court has refused special leave to appeal a ruling that a former chief commercial officer improperly disclosed supplier contacts after leaving his employer of ten years for its competitor.
The Albanese Government's proposed legislation to prohibit non-compete clauses in employment contracts will limit productivity rather than improve it, and the changes should be dropped or "substantially" overhauled, employer groups claim.
The FWC has ordered a university to allow an advisor to work from home one day a week, despite finding it had reasonable business grounds to reject the two-days-a-week WFH flexibility request she made on the basis of her age.
A former ANZ executive found to be "persona non grata" in the industry has been cleared to recover millions in bonuses withheld after his sacking for sending lewd messages, but has otherwise failed in his six-year-long case to win whistleblower protections or sustain arguments that the bank took unlawful adverse action.
A court has rejected a probationary employee's claim that a public sector employer sacked her because she has a disability, took sick and carer's leave and lodged an anti-bullying claim, accepting that the employer simply decided she did not have the skills and aptitude to perform her job.
The FWC has rejected a maintenance manager's "no harm, no foul" defence to his sacking over a failed kickback scheme, finding he engaged in serious misconduct when he deliberately and dishonestly attempted to defraud his employer.
A employee paid $362,500 to settle a common law claim after her s-xual assault and r-pe at work has won the all-clear to continue a related s-xual harassment and discrimination claim under equal opportunity legislation.
