The Federal Government has amended the Fair Work Act 2009 (Cth) to improve the efficiency of the Fair Work Commission (FWC) and help it manage a growing, increasingly complex workload. The reforms form part of a broader push to modernise dispute resolution, reduce procedural delay and resolve matters more quickly and cost-effectively. Further, these FWC reforms respond to rising demand caused by generative AI usage. The reforms follow the FWC’s March 2026 Guidance Note on the use of generative AI in FWC cases. Together with the Guidance Note, the amendments respond to rising application volumes and the growing use of generative AI to prepare claims, submissions and evidence. They give the Commission greater procedural flexibility and stronger case management powers. The Fair Work Commission’s Guidance Note In response to the growing use of generative AI in proceedings, the FWC issued its Guidance Note on the Use of Generative Artificial Intelligence in Commission Proceedings on 24 March 2026. Key requirements include: disclosing Gen AI use in documents filed with the Commission; verifying and correcting all Gen AI-generated content for accuracy, relevance and consistency with the facts; confirming that witness statements are based on personal knowledge and are true to the best… Read More
Changes to Child Protection Reporting in Victoria in regard to information sharing across organisations, regulators, Victoria Police and the Working with Children Check scheme.
The NESA has announced new regulations on hate speech for NSW schools that will introduce an explicit prohibition on hate speech by staff in NSW schools.
Employers and persons conducting a business or undertaking have a positive duty to prevent unlawful sexual conduct through “reasonable and proportionate measures” under the Sex Discrimination Act 1984 (Cth).
The High Court of Australia has expanded employers’ genuine redundancy obligations, confirming that for a redundancy to be genuine, employers must explore all redeployment options.
PCBUs must take care to ensure that their organisation is equipped to mitigate or eliminate risks. For those operating in high-risk environments, the nature of work and the environment present unique challenges and responsibilities.
The objective of the right to disconnect is to support employees’ work-life balance. The available case law shows a trend that employees may increasingly use the right to challenge terminations or seek higher compensation in unfair dismissal proceedings.
Under draft legislation released in March 2025, employers will be required to make superannuation contributions at the same time they pay wages to their employees.
