From Hiring to Firing

Save this PDF as:
 WORD  PNG  TXT  JPG

Size: px
Start display at page:

Download "From Hiring to Firing"

Transcription

1 From Hiring to Firing A Basic Guide to the Australian Employment Law Life Cycle

2 HIRING For many employers, the key to having a productive and high-performing workforce is recruiting the right people. It is important for employers to be aware that even before an employee commences work, there are a number of legal issues that arise in the process of seeking, interviewing and selecting candidates for a position. JOB APPLICANTS Employers are prohibited from discriminating on the basis of a protected attribute (including sex, race, pregnancy, age, impairment, political belief or activity) against job applicants in determining who should be offered employment. When short listing or selecting candidates, employers should ensure that any decision is based on consistent selection criteria, which are not discriminatory. Employers also must not discriminate against a person in the terms upon which employment is offered to them or by refusing or deliberately omitting to offer employment to a person. MAKING AN OFFER OF EMPLOYMENT An offer of employment need not be in writing. A verbal offer is still an offer for the purposes of forming a binding contract, once accepted by the employee. However, a written offer signed by the employee is recommended. This written offer should include the date of commencement of the employment, the position, information regarding wages and any other important aspects of the employment relationship that differ to or are not set out in Australia s employment legislation, the Fair Work Act 2009 (Cth) (Fair Work Act). EXISTING RESTRICTIONS Employers should ensure that the prospective employee holds an appropriate visa (if not an Australian citizen) and does not have any restrictions that may prevent him or her from entering into the employment contract (for example, a postemployment restraint of trade imposed by his/her former employer). EMPLOYMENT CONTRACT In formulating the employment contract, an employer should be aware of the minimum statutory terms and conditions set out in the Fair Work Act, applicable long service leave legislation and applicable superannuation legislation. The basic terms usually include the duration, position, duties, probationary period, remuneration including any bonuses, other benefits such as car allowance, leave (including annual leave, personal or carer s leave, parental leave, long service leave), superannuation, notice of termination, the right to summarily dismiss, protection of confidential information and intellectual property, posttermination restrictions and governing law and jurisdiction. MANAGING A wide range of matters arise during the employment relationship that require careful management in order to ensure that a positive ongoing relationship is maintained, and that there is compliance with relevant legal obligations. BENEFITS AND ENTITLEMENTS Modern awards apply to national system employees in a particular industry or occupation. Enterprise awards apply to particular employers or particular workplaces. These awards and the National Employment Standards set out the minimum requirements with which an employer must comply in respect of benefits and entitlements for their employees, including the minimum wage. If employees are covered by an enterprise or collective agreement (an agreement negotiated collectively between employees (and/or a union) and the employer), this will set out employees benefits and entitlements. 02 From Hiring to Firing A Basic Guide to the Australian Employment Law Life Cycle

3 THERE ARE TEN NATIONAL EMPLOYMENT STANDARDS SET OUT IN THE FAIR WORK ACT: Hours of work the ordinary hours of work for an employee to whom a modern award or enterprise agreement applies will be the ordinary hours specified in the award or agreement. Under the National Employment Standards, an employee s maximum weekly hours of work, for a full-time employee, is 38 hours. An employer may require an employee to work reasonable additional hours. Request for flexible working arrangements an employee may ask their employer for a change in working arrangements if particular circumstances apply to the employee. The relevant circumstances are that the employee is a parent (or has the responsibility for care of a child), is a carer, has a disability, is over the age of 55, is experiencing family violence or is providing support to a member of their immediate family or household who is experiencing family violence. The request must be because the employee would like the change, due to the relevant circumstance. The employee must have completed at least 12 months of continuous service to qualify for the request. An employer may refuse a request for flexible working arrangements on reasonable business grounds. Annual leave all employees other than casual employees are entitled to four weeks paid annual leave for each year of service. Annual leave accrues progressively and must be taken for a period agreed between the employee and employer. Personal/carer s leave all employees other than casual employees are entitled to ten days of paid personal/carer s leave (this covers sick leave) for each year of service. An employee may take personal/ carer s leave if he/she is not fit for work because of personal illness or injury, or to provide support to a member of the employee s immediate family (or a member of their household) who requires care or support because of personal illness/injury or an unexpected emergency. All employees are also entitled to two days of unpaid carer s leave for each occasion, if they have exhausted their entitlement to paid leave. The two days unpaid carer s leave also applies to casual employees. Compassionate leave all employees other than casual employees are entitled to two days of paid compassionate leave for each occasion when a member of their family or household dies, contracts a personal illness or sustains a personal injury that poses a threat to the member s life. Community service leave employees other than casual employees who engage in eligible community service (including jury service and voluntary emergency management activity) may be absent from his/her employment to engage in the activity. The entitlement to be absent also extends to reasonable travel time associated with the activity and reasonable rest time after the activity. Public holidays an employee is entitled to be absent from work on a day (or part-day) that is a public holiday in the place where the employee is based for work purposes. The National Employment Standards list eight public holidays. Additional days may be prescribed under a law of a state or territory. The employee is entitled to be paid at their base rate of pay during the absence. An employer may ask an employee to work on a public holiday if that request is reasonable. The Fair Work Act describes factors that must be taken into account when determining whether a request is reasonable, for example, the personal circumstances of the employee, including family responsibilities. Parental leave eligible employees are entitled to unpaid parental leave, which includes birth-related leave and adoption-related leave. The leave must be associated with the birth of a child to the employee or the employee s spouse or de facto partner, or the placement of a child with the employee for adoption. The employee must have responsibility for the care of the child in order to take the leave. The employee must have completed at least 12 months of continuous service with the employer to be entitled to unpaid parental leave. An employee alone can take up to 03

4 12 months leave, or each member of an employee couple may take separate periods of leave of up to 12 months. Both parents may take up to 8 weeks leave at the same time. A paid parental leave scheme exists, giving eligible employees an entitlement to 18 weeks paid parental leave at the national minimum wage, to be paid by the government via employers. The Paid Parental Leave Act 2010 came into effect on 1 January Paid no safe job leave is available to a limited category of pregnant employees whose work makes it inadvisable for them to continue working up until they take unpaid leave, and there is no appropriate safe job available. Notice of termination and redundancy pay an employer must not terminate an employee s employment unless it has given written notice of the day of termination. The length of notice depends on the duration of service of the employee. This is discussed further below. The National Employment Standards also entitle an employee to redundancy pay where employment is terminated for specific reasons. This is also discussed below. Fair Work Information Statement employers are obliged to provide a Fair Work Information Statement to all new employees. The statement contains information about a number of matters, including an explanation of the National Employment Standards, modern awards, collective agreement in the workplace, termination of employment and the right of a trade union to enter the workplace. WAGES Employees may be paid weekly, fortnightly or monthly. Employers must issue pay slips (in hard copy or electronically) to each employee within one working day of their pay day, even if they are on leave. Those employees covered by a modern award (or enterprise award) are entitled to be paid at least the minimum wage set out in that award. The National Employment Standards set out the national minimum wage applicable to employees who are not covered by a modern award. This includes senior employees, for example managers and executives, as well as professional employees such as accountants, marketing and information technology specialists. Employers may express an employee s wage as an overall annual salary, which has entitlements such as overtime and penalties built into it. Modern awards often have provisions related to the manner and timing of the payment of wages. The Fair Work Act prohibits employers from deducting money from employees without their written authorisation. The agreement must specify the amount of the deduction. The deduction must also be principally for the employee s benefit. SUPERANNUATION Employers are required to pay superannuation for all employees, except casual employees, in accordance with superannuation legislation. The current minimum rate of superannuation required to be paid into a superannuation fund for full-time and parttime employees is 9.25% of the employee s salary, but this will gradually be increased to 12% by July LONG SERVICE LEAVE Long service leave is dealt with by state and territory legislation. Depending on the jurisdiction, employees become eligible to take long service leave or to receive a payment in lieu (upon termination) after completing between five and 15 years of continuous employment with the same or a related employer. TAXATION All employees who earn income in Australia are required to pay income tax. Employers deduct income tax instalments (PAYG instalments) from employees wages. Deductions go to the Australian Tax Office (ATO). The amount of the deduction depends on the income of the employee and varies depending on the level of earnings of the employee. The more an employee earns, the greater the income tax they are required to pay. Employees are responsible for lodging their individual tax returns at the end of the financial year with the ATO. 04 From Hiring to Firing A Basic Guide to the Australian Employment Law Life Cycle

5 VARYING TERMS AND CONDITIONS Parties to an employment contract may at any time agree to vary the terms of the contract. Employers must not vary the employment contract unilaterally. Employment contracts often include a term stating that a variation to the terms of the contract can only be made in writing and signed by both parties. Unauthorised variations of an employment contract by an employer may be considered a repudiation of the contract by the employer, giving the employee the option of accepting the repudiatory conduct and suing the employer for damages. OCCUPATIONAL HEALTH AND SAFETY Model work health and safety laws apply in all states and territories other than Victoria and Western Australia. Generally, employers are required to ensure, so far as is reasonably practicable, the health and safety of their workers whilst at work in the employer s business, and of other persons, from work carried out as part of the business. Investigations and prosecutions are conducted by the relevant statutory body in each State. RECORDS Employers must keep certain written records in relation to their employees for seven years, including records about time and wages. FIRING The termination of employment may be brought about in a number of ways, for example by exercising a contractual or statutory right to terminate, by agreement or by operation of law. Employers need to be aware of their contractual and common law obligations as well as the statutory provisions when ending an employment relationship. NOTICE REQUIREMENTS Minimum periods of notice of termination are set out in the National Employment Standards. The length of notice required to be given to an employee will depend on the duration of the employee s period of continuous service. At the lowest end, an employee who has been with their employer for less than a year is entitled to one weeks notice. At the highest end, if an employee has been continuously employed with an employer for more than five years, they are entitled to four weeks notice. Under the National Employment Standards, an employee who is over 45 years old is entitled to an extra week of notice if they have at least two years of continuous service. Written notice of the day of termination must be given. Payment may be made in lieu of notice and must include superannuation. A greater period of termination notice is typically stipulated in the employment contract of executive employees. The period of notice may be anywhere between one and three months. Employees are generally required to give the same minimum period of notice to their employer when terminating their employment. PROCEDURAL REQUIREMENTS Notice of termination may be given to an employee by delivering it personally, leaving it at the employee s last known address or sending it by pre-paid post to the employee s last known address. REDUNDANCY All employees are entitled to redundancy pay when their employment is terminated at the employer s initiative because the employer no longer requires the job done by the employee to be done by anyone, or because the employer is bankrupt or insolvent. The entitlement is based on a sliding scale and calculated by reference to the length of the employee s period of continuous service on termination. An employee who has worked more than one year but less than two years is entitled to four weeks pay. An employee who has been employed continuously for over nine years but less than ten years is entitled to 16 weeks of redundancy pay. The length of an employee s service prior to 1 January 2010, when the National Employment Standards came into operation, is only counted if the employee had an entitlement to redundancy pay under some other instrument, such as a modern award (or enterprise award), agreement or employment contract. 05

6 SUMMARY TERMINATION The minimum period of notice does not apply where an employee is summarily dismissed for serious misconduct. Serious misconduct occurs where an employee is in serious breach of the obligations owed to his/her employer. At common law, examples of serious misconduct include dishonesty, assaulting a colleague or refusing to follow a fair and reasonable direction of the employer. UNFAIR DISMISSAL Employees who have completed six months of service with their employer and are covered by a modern award, an enterprise agreement and/or whose sum of annual earnings is less than the high income threshold (as defined in the Fair Work Act and indexed annually) are protected from unfair dismissal. An employee who is earning more than the high income threshold and is not covered by an agreement or award cannot claim unfair dismissal. The figure representing the high income threshold is indexed each July, and is currently $129,300. Small business employers are subject to the Fair Dismissal Code, formulated under the Fair Work Act. A small business employer is an employer who has less than 15 employees at one time. Under this Code, employees of a small business employer may only claim unfair dismissal against their employer if they have completed 12 months of service with the employer and have been dismissed. A person is unfairly dismissed if their dismissal was harsh, unjust or unreasonable. The Fair Work Act states that an employee is dismissed if his/her employment has been terminated at the employer s initiative or if the employee resigned but was forced to do so because of the employer s conduct. Reinstatement or compensation (capped at six months salary) are amongst the orders that an employer may receive if unfair dismissal is established by the employee. TERMINATION PAYMENTS Upon termination, certain statutory entitlements must be paid to the employee. These include accrued but untaken annual leave, accrued wages for work performed and payment in lieu of notice (if relevant). An employee may also be entitled to other contractual entitlements on termination. GENERAL PROTECTIONS Under the Fair Work Act, employers are prohibited from taking adverse action against an employee because the employee has exercised a workplace right. Workplace rights include benefits under workplace law, making a complaint or inquiry and participating in a process or proceeding under a workplace law or instrument. Adverse action includes dismissing the employee, altering the position of the employee to the employee s prejudice and discriminating between the employee and other employees. The prohibition of discrimination under the general protections provisions is separate from, and additional to, other discrimination law. DISCRIMINATION Direct and indirect discrimination in employment is prohibited in all states and territories of Australia under both Federal and State anti-discrimination legislation. Discrimination on the basis of sex, race, pregnancy, impairment, industrial activity, race and religious beliefs, amongst other things is prohibited. Harassment and victimisation are also prohibited. The tests for discrimination differ between states. Commonwealth equal opportunity legislation is separated into the different categories of discrimination. The Acts relevant to discrimination in employment are: The Age Discrimination Act 2004 (Cth) prohibits discrimination against a person on the grounds of that person s age. 06 From Hiring to Firing A Basic Guide to the Australian Employment Law Life Cycle

7 The Sex Discrimination Act 1984 (Cth) prohibits discrimination on the basis of sex, sexual orientation, gender identity, instersex status, marital or relationship status, pregnancy or potential pregnancy and family responsibilities. The Disability Discrimination Act 1992 (Cth) prohibits discrimination on the basis of a disability in relation to employment. The Racial Discrimination Act 1975 (Cth) prohibits discrimination based on a person s race, colour, descent or national or ethnic origin in a range of areas. The Australian Human Rights Commission Act 1986 (Cth) prohibits discrimination on the basis of age, medical record, impairment, marital status, mental, intellectual or psychiatric disability, nationality, physical disability, sexual preference or trade union activity and, in some circumstances, criminal record. BULLYING BEHAVIOUR From 1 January 2014, the Fair Work Act allows an employee who is being bullied at work to obtain an order to stop the employee from being bullied. Employers may be required by the order to take steps to prevent the bullying behaviour from continuing and may be subject to a pecuniary penalty if they fail to comply. CONFIDENTIAL INFORMATION/POST- TERMINATION RESTRAINT OF TRADE Employers should ensure that they have in place sufficient protection in relation to their confidential information, intellectual property rights and clients/customers/employees to prevent a departing employee from causing significant damage to the employer s business. Significant damage may be caused if an employee sets up a rival business, uses confidential information they have received in the course of their employment to the disadvantage of their former employer, or encourages clients to direct business away from the old employer. To protect the employer s business, a post-termination restraint of trade should be included in the employee s contract. However, such clauses are generally presumed to unenforceable, unless they are reasonable and for a defined period of time. There must also be a legitimate reason for imposing the restraint. REFERENCES Employers are not obliged to provide a reference for a former employee. When considering whether to do so or not, employers must be aware that when a reference is provided, the reference must not be misleading. Potential liability may arise if a reference is misleading and the employee engages in serious misconduct to the detriment of the new employer. LITIGATION The Fair Work Commission is the national workplace relations tribunal in Australia. It is an independent body with power to carry out a range of functions under the Fair Work Act. It may deal with issues related to the safety net of minimum wages and employment conditions, enterprise bargaining, industrial action, dispute resolution, termination of employment and other workplace matters. Other courts may also have jurisdiction over some matters, depending on the monetary amount claimed or the type of claim being made against the employer. If an employee claims they have been discriminated against, a complaint may be made to the relevant state s equal opportunity commission or tribunal. If the complaint is made under federal legislation, such as the Fair Work Act, it may be made to the Australian Human Rights Commission or the Federal Circuit Court. 07

8 Contacts Andrew Ball T Murray Procter T Rick Catanzariti T Pattie Walsh T Allan Drake-Brockman T dlapiper.com This publication is a general overview and discussion of the subjects dealt with and is up to date as of 24 July It should not be used as a substitute for taking legal advice in any specific situation. DLA Piper or its Employment group accepts no responsibility for any action taken or not taken in reliance on it. DLA Piper is a global law firm operating through various separate and distinct legal entities. Further details of these entities can be found at Copyright 2013 DLA Piper. All rights reserved. OCT

44. FAIR PAY AND CONDITIONS STANDARD

44. FAIR PAY AND CONDITIONS STANDARD Australian Master Human Resources Guide 45. NATIONAL EMPLOYMENT STANDARDS (NES) Janet Wood Workplace Relations Writer and Consultant [ 45-010] Introduction Under the Fair Work Act 2009 (FW Act), the National

More information

Practical guide... termination of employment

Practical guide... termination of employment The decision to dismiss an employee is an area of the employment relationship that requires an understanding of a wide range of legislative and other obligations of an employer. The decision is also a

More information

Termination of Employment: Including Unfair Dismissal

Termination of Employment: Including Unfair Dismissal Termination of Employment: Including Unfair Dismissal There are many different ways that your employment may end, and each way has different legal requirements and implications. Dismissal If you are a

More information

Employment Law Guide

Employment Law Guide Employment Law Guide Settlement Agreements (Formally known as Compromise Agreements) See the separate guide. Unfair Dismissal Length of employment Employees can only bring a claim for ordinary unfair dismissal

More information

Unfair Dismissal Overview Definitions What is a dismissal? Constructive Dismissal not What is unfair dismissal? unfairly dismissed

Unfair Dismissal Overview Definitions What is a dismissal? Constructive Dismissal not What is unfair dismissal? unfairly dismissed Unfair Dismissal Overview This module contains information on the new unfair dismissal laws and covers off the following matters: Definitions surrounding unfair dismissal The Small Business Fair Dismissal

More information

MANAGING ILL OR INJURED WORKERS BEST PRACTICE GUIDE

MANAGING ILL OR INJURED WORKERS BEST PRACTICE GUIDE MANAGING ILL OR INJURED WORKERS BEST PRACTICE GUIDE Australia An employee has been absent on a number of occasions. The medical certificates state that the employee is suffering from a medical condition.

More information

Employment law solicitors

Employment law solicitors Employment law solicitors At Millbank solicitors we are dedicated to providing prompt and practical employment advice to both employers and employees. Our expert lawyers appreciate and understand the ever

More information

Workers Rights A guide for employees

Workers Rights A guide for employees Workers Rights A guide for employees 2 Workers rights A guide for employees Workers Rights is a simple guide to workplace entitlements under the Fair Work Act 2009 designed to assist workers to understand

More information

I am an Employer. What do I need to know from 1 July 2009?

I am an Employer. What do I need to know from 1 July 2009? N.B: The first half of this module is designed for Employers. Material designed for Employees is provided from page 18 onwards COMPLIANCE WITH THE FAIR WORK ACT EMPLOYERS Overview Certain provisions of

More information

Temporary/Part-Time Employment Agreements

Temporary/Part-Time Employment Agreements PRE-EMPLOYMENT ISSUES EMPLOYEE OR INDEPENDENT CONTRACTOR? The purpose of this article is to provide advice to employees - not to provide advice to independent contractors. It is wise for you to be aware

More information

Summary of the law on FAMILY FRIENDLY RIGHTS

Summary of the law on FAMILY FRIENDLY RIGHTS Summary of the law on FAMILY FRIENDLY RIGHTS Family friendly rights include, maternity, paternity and parental leave and rights for part-time workers. This booklet is solely concerned with the employment

More information

General practice registrar employment agreement. 2015 and 2016 training year

General practice registrar employment agreement. 2015 and 2016 training year General practice registrar employment agreement 2015 and 2016 training year 1 This employment agreement template contains the standard contractual agreements as per the Fair Work Act 2009, and the 2015

More information

EEO & Diversity Policy

EEO & Diversity Policy EEO & Diversity Policy 1 Purpose 2 Scope 3 Policy Ruralco is committed to creating and maintaining a work environment that ensures fairness, equity and respect for social and cultural diversity. Ruralco

More information

CROWN EMPLOYEES (GENERAL ASSISTANTS IN SCHOOLS - DEPARTMENT OF EDUCATION AND TRAINING) AWARD

CROWN EMPLOYEES (GENERAL ASSISTANTS IN SCHOOLS - DEPARTMENT OF EDUCATION AND TRAINING) AWARD (736) Published 363 IG 790, 28.9.07 SERIAL C5902 CROWN EMPLOYEES (GENERAL ASSISTANTS IN SCHOOLS - DEPARTMENT OF EDUCATION AND TRAINING) AWARD Review of Award pursuant to Section 19 of the Industrial Relations

More information

A Guide to Settlement Agreements

A Guide to Settlement Agreements A Guide to Settlement Agreements Please contact us to discuss your Settlement Agreement in more detail. Whether you are an Employer or an Employee we shall be delighted to help with your Settlement Agreement.

More information

Factsheet Seven TERMINATION OF EMPLOYMENT

Factsheet Seven TERMINATION OF EMPLOYMENT Factsheet Seven TERMINATION OF EMPLOYMENT There are many different ways that your employment may end and each way has different legal requirements and implications. Resigning Your contract, Modern Award

More information

Employment Rights Information for Employers www.sigmar.ie

Employment Rights Information for Employers www.sigmar.ie recruitment Employment Rights Information for Employers www.sigmar.ie Introduction Contents Summary of Employers Obligations...2 Written Terms and Conditions...3 Notice...4 Pay and Wages...5 Working Time

More information

COMPENSATION UPON TERMINATION OF APPOINTMENTS OF DIRECTORS AND SENIOR EXECUTIVES

COMPENSATION UPON TERMINATION OF APPOINTMENTS OF DIRECTORS AND SENIOR EXECUTIVES COMPENSATION UPON TERMINATION OF APPOINTMENTS OF DIRECTORS AND SENIOR EXECUTIVES DIRECTORS ADVISORY SERVICE FACTSHEET These Guidance Notes provide an outline of the relevant provisions, but they are not

More information

GUIDE TO EMPLOYMENT IN THE LEGAL PROFESSION. May 2006

GUIDE TO EMPLOYMENT IN THE LEGAL PROFESSION. May 2006 GUIDE TO EMPLOYMENT IN THE LEGAL PROFESSION May 2006 1 2 GUIDE TO EMPLOYMENT IN THE LEGAL PROFESSION The council of the Law Society, with the assistance of its Workplace Committee and its Young Lawyers

More information

SECTION 6: LEAVE PROVISIONS

SECTION 6: LEAVE PROVISIONS SECTION 6: LEAVE PROVISIONS 35. Annual leave 35.1 Full-time employees will accrue an annual leave credit of 20 days (150 hours) for each full year that they are employed. Annual leave will accrue and be

More information

CROWN EMPLOYEES (ROADS AND TRAFFIC AUTHORITY OF NEW SOUTH WALES - SALARIED STAFF SALARIES AND CONDITIONS OF EMPLOYMENT) AWARD 2008

CROWN EMPLOYEES (ROADS AND TRAFFIC AUTHORITY OF NEW SOUTH WALES - SALARIED STAFF SALARIES AND CONDITIONS OF EMPLOYMENT) AWARD 2008 CROWN EMPLOYEES (ROADS AND TRAFFIC AUTHORITY OF NEW SOUTH WALES - SALARIED STAFF SALARIES AND CONDITIONS OF EMPLOYMENT) AWARD 2008 INDUSTRIAL RELATIONS COMMISSION OF NEW SOUTH WALES Applications by Public

More information

Employment Law in Bermuda

Employment Law in Bermuda Employment Law in Bermuda Foreword This memorandum has been prepared for the assistance of those who are considering issues pertaining to employment law in Bermuda. It deals in broad terms with the requirements

More information

DOING BUSINESS IN AUSTRALIA EMPLOYMENT LAW

DOING BUSINESS IN AUSTRALIA EMPLOYMENT LAW DOING BUSINESS IN AUSTRALIA EMPLOYMENT LAW OCTOBER 2013 klgates.com CONTENTS EMPLOYMENT LAW IN AUSTRALIA 4 Overview 4 Principal Legislation 4 Types of Employment 4 REGULATING THE EMPLOYMENT RELATIONSHIP

More information

Unfair Dismissals. Termination of Employment Series. Unfair Dismissals

Unfair Dismissals. Termination of Employment Series. Unfair Dismissals Unfair Dismissals Termination of Employment Series Unfair Dismissals The best protection from unfair treatment in the workplace is to become a union member as unionised employments tend to have better,

More information

Your Rights at Work in Australia Prepared by Labor Council of NSW For more information call our hotline1800 688 919

Your Rights at Work in Australia Prepared by Labor Council of NSW  For more information call our hotline1800 688 919 Your Rights at Work in Australia Prepared by Labor Council of NSW www.labor.net.au For more information call our hotline1800 688 919 HOW PAY AND CONDITIONS ARE SET IN AUSTRALIA ACTS OF PARLIAMENT Legislation

More information

Equal Opportunity, Discrimination and Harassment

Equal Opportunity, Discrimination and Harassment Equal Opportunity, Discrimination and Harassment Last updated: 22 November 2011 EQUAL OPPORTUNITY, DISCRIMINATION AND HARASSMENT TABLE OF CONTENTS CONTENTS PAGE OVERVIEW... 2 EQUAL OPPORTUNITY LEGISLATION...

More information

GUIDE TO EMPLOYMENT LAW IN GUERNSEY

GUIDE TO EMPLOYMENT LAW IN GUERNSEY GUIDE TO EMPLOYMENT LAW IN GUERNSEY CONTENTS PREFACE 1 1. Written Statement of Terms and Conditions 2 2. Written Statement of Pay and Deductions 3 3. Written Statement of Reasons for a Dismissal 3 4. Minimum

More information

Minimum employment rights and obligations

Minimum employment rights and obligations Minimum employment rights and obligations This booklet provides an overview of the minimum rights and obligations that apply by law to employers and employees. Employees can t be asked to agree to less

More information

AGE DISCRIMINATION. Summary of the law on

AGE DISCRIMINATION. Summary of the law on Summary of the law on AGE DISCRIMINATION This booklet sets out the basic employment rights to which workers are entitled under the age discrimination provisions of the Equality Act 2010. These apply in

More information

PRESENTED BY A GUIDE TO HIRING AND FIRING IN LITHUANIA

PRESENTED BY A GUIDE TO HIRING AND FIRING IN LITHUANIA PRESENTED BY A GUIDE TO HIRING AND FIRING IN LITHUANIA ABOUT THE GUIDE This Guide is excerpted from A Guide to Hiring and Firing in Europe, which was compiled and edited by the Employment and Labor Group

More information

A quick guide to Australian discrimination laws

A quick guide to Australian discrimination laws A quick guide to Australian discrimination laws Over the past 30 years the Commonwealth Government and the state and territory governments have introduced laws to help protect people from discrimination

More information

W4MP Guide: Employment Rights

W4MP Guide: Employment Rights W4MP Guide: Employment Rights This guide aims to provide a basic outline of the main employment rights issues that are relevant to staff who are responsible for recruiting new staff, employees of MPs who

More information

Employment and Labour Law in Canada

Employment and Labour Law in Canada Employment and Labour Law in Canada By Colin Kelly & Sven Poysa Frequent changes in Canadian employment and labour law present a significant challenge for employers doing business here. That challenge

More information

3.2 GTCC is committed to promoting EEO for women, members of racial minorities and people with disability.

3.2 GTCC is committed to promoting EEO for women, members of racial minorities and people with disability. Policy Anti-Discrimination and Equal Employment Opportunity 1 Background Greater Taree City Council s (GTCC) general obligations in regard to anti-discrimination and equal employment opportunity (EEO)

More information

Employment Law Guide for Employees

Employment Law Guide for Employees Agency Workers The Agency Workers Regulations 2010 S12010/93 came into effect on 01 October 2010. The regulations introduce a number of rights for temporary agency workers in the UK relating to their basic

More information

CAREY OLSEN STARTING POINT EMPLOYMENT LAW GUIDE: JERSEY EMPLOYMENT LAW

CAREY OLSEN STARTING POINT EMPLOYMENT LAW GUIDE: JERSEY EMPLOYMENT LAW CAREY OLSEN STARTING POINT EMPLOYMENT LAW GUIDE: JERSEY EMPLOYMENT LAW DECEMBER 2015 EMPLOYMENT, PENSIONS & INCENTIVES CAREYOLSEN.COM BRITISH VIRGIN ISLANDS CAYMAN ISLANDS GUERNSEY JERSEY CAPE TOWN LONDON

More information

Factsheet Thirteen PARENTING & PREGNANCY

Factsheet Thirteen PARENTING & PREGNANCY Factsheet Thirteen PARENTING & PREGNANCY Pregnancy and parenthood are a part of life experienced by many women. A large number of these women are also employees. As a woman, a pregnant employee or a mother,

More information

Managing Termination of Employment Guide

Managing Termination of Employment Guide T E M P L A T E Managing Termination of Employment Guide About this Guide This guide has been designed by Business Solutions Contact (BSC) service provider, Stratecom Pty Ltd. Stratecom specialises in

More information

MCDONALD'S AUSTRALIA ENTERPRISE AGREEMENT 2013 COMMISSIONER BULL SYDNEY, 24 JULY 2013

MCDONALD'S AUSTRALIA ENTERPRISE AGREEMENT 2013 COMMISSIONER BULL SYDNEY, 24 JULY 2013 [2013] FWCA 5001 DECISION Fair Work Act 2009 s.185 - Application for approval of a single-enterprise agreement McDonald's Australia Limited (AG2013/7236) MCDONALD'S AUSTRALIA ENTERPRISE AGREEMENT 2013

More information

HAVE YOU LOST YOUR JOB? A legal guide to dismissal from work, managing on less money and getting back into the workforce

HAVE YOU LOST YOUR JOB? A legal guide to dismissal from work, managing on less money and getting back into the workforce HAVE YOU LOST YOUR JOB? A legal guide to dismissal from work, managing on less money and getting back into the workforce ACKNOWLEDGEMENTS Many thanks to Bridget Burton of Caxton Legal Centre for her work

More information

SEXUAL ORIENTATION. Summary of the law on

SEXUAL ORIENTATION. Summary of the law on Summary of the law on SEXUAL ORIENTATION DISCRIMINATION This booklet sets out the basic employment rights to which workers are entitled under the sexual orientation discrimination provisions of the Equality

More information

Terms of Business for Registered Support Providers

Terms of Business for Registered Support Providers Terms of Business for Registered Support Providers The National Disability Insurance Scheme Act 2013 provides for the making of Rules and requirements for registered providers of support. The Rule National

More information

EQUAL OPPORTUNITIES AND DIVERSITY POLICY 1. GENERAL

EQUAL OPPORTUNITIES AND DIVERSITY POLICY 1. GENERAL EQUAL OPPORTUNITIES AND DIVERSITY POLICY 1. GENERAL 1.1 Juice Resource Solutions Limited embraces diversity and will seek to promote the benefits of diversity in all of our business activities. We will

More information

POLICY: DIVERSITY/ EQUAL EMPLOYMENT OPPORTUNITY (EEO) September 2008 Version: V3-09-2008. Contents. Introduction. Scope. Purpose.

POLICY: DIVERSITY/ EQUAL EMPLOYMENT OPPORTUNITY (EEO) September 2008 Version: V3-09-2008. Contents. Introduction. Scope. Purpose. POLICY: DIVERSITY/ EQUAL EMPLOYMENT OPPORTUNITY (EEO) September 2008 Version: V3-09-2008 Contents Introduction Scope Purpose Policy Equal Employment Opportunity Where does EEO apply? Recruitment and Selection

More information

RACE DISCRIMINATION. Summary of the law on

RACE DISCRIMINATION. Summary of the law on Summary of the law on RACE DISCRIMINATION This booklet sets out the basic employment rights to which workers are entitled under the race discrimination provisions of the Equality Act 2010. These apply

More information

Z:\Committee\2015-16\PERSONNEL PANEL\2015-07-14\POLICIES\Discipline Procdure.doc

Z:\Committee\2015-16\PERSONNEL PANEL\2015-07-14\POLICIES\Discipline Procdure.doc DISCIPLINARY PROCEDURE 1. PURPOSE AND SCOPE This procedure is designed to help and encourage all council employees to achieve and maintain high standards of conduct whilst at work or representing the council.

More information

Termination of employment

Termination of employment A pocket guide for employers by Paul Munro Contents Page Introduction 1 Notice of termination 1 Unfair dismissal 6 Constructive dismissal 10 Unlawful dismissal 11 Workers compensation 12 Disability discrimination

More information

Employment Law Glossary of key terms and abbreviations

Employment Law Glossary of key terms and abbreviations Employment Law Glossary of key terms and abbreviations ACAS ACAS stands for the Advisory, Conciliation and Arbitration Service a UK government funded independent body offering conciliation services to

More information

Liverpool Hope University. Equality and Diversity Policy. Date approved: 14.04.2011 Revised (statutory. 18.02.2012 changes)

Liverpool Hope University. Equality and Diversity Policy. Date approved: 14.04.2011 Revised (statutory. 18.02.2012 changes) Liverpool Hope University Equality and Diversity Policy Approved by: University Council Date approved: 14.04.2011 Revised (statutory 18.02.2012 changes) Consistent with its Mission, Liverpool Hope strives

More information

Germany. Introduction

Germany. Introduction Germany Germany Introduction The labor law of the Federal Republic of Germany covers all legal rules concerning the relationship between employers and employees and their respective organizations. Traditionally,

More information

Employee Rights. Everything you need to know

Employee Rights. Everything you need to know Employee Rights Everything you need to know If you have a complaint about any element of your work, then you must obtain urgent legal advice. The best way to obtain advice is to contact us immediately.

More information

EXECUTIVE EMPLOYMENT CONTRACTS COMPLIANCE AND RISK ISSUES

EXECUTIVE EMPLOYMENT CONTRACTS COMPLIANCE AND RISK ISSUES EXECUTIVE EMPLOYMENT CONTRACTS COMPLIANCE AND RISK ISSUES GUIDANCE FOR BOARDS AND SENIOR EXECUTIVES IN AUSTRALIA www.claytonutz.com CONTENTS Part 1: Introduction...3 Part 2: Engagement and recruitment

More information

Award Maintenance. Agreement Maintenance. 1. Recruitment and retention initiatives

Award Maintenance. Agreement Maintenance. 1. Recruitment and retention initiatives ANF Medical Centres & Clinics Claim Part A Award Maintenance The new Agreement is to contain all conditions contained in the Nurses Award 2010 and the National Employment Standards (where these are beneficial)

More information

TABLE OF CONTENTS PART A.

TABLE OF CONTENTS PART A. TABLE OF CONTENTS PART A. TECHNICAL MATTERS... 4 1. Objectives of the Agreement... 4 2. Title of this Agreement... 4 3. Coverage, parties and persons bound... 4 4. Categories of employment... 4 5. Commencement

More information

EU Employment Law Euro Info Centre December 2006

EU Employment Law Euro Info Centre December 2006 EU Employment Law Euro Info Centre December 2006 CONTENTS EU Employment Law 2 1. Anti-discrimination 2 2 2 2. Equal treatment of men and women in the workplace 3 3 3 3. Fixed and part time work including

More information

Wotton-under-Edge Town Council

Wotton-under-Edge Town Council Wotton-under-Edge Town Council Disciplinary Procedure Adopted March 2015 1. PROCEDURE This procedure is designed to help and encourage all council employees to achieve and maintain high standards of conduct

More information

ORGANISATION OF WORKING TIME ACT, 1997. Explanatory Booklet on Holidays and Public Holidays for Employers and Employees. Web: www.entemp.

ORGANISATION OF WORKING TIME ACT, 1997. Explanatory Booklet on Holidays and Public Holidays for Employers and Employees. Web: www.entemp. ORGANISATION OF WORKING TIME ACT, 1997 Explanatory Booklet on Holidays and Public Holidays for Employers and Employees Web: www.entemp.ie Issued by Department of Enterprise, Trade and Employment 21955

More information

New Zealand German Business Association Inc (AHK Neuseeland) Level 14, PwC Tower, 188 Quay Street, Auckland 1010 PO Box 95, Auckland 1140, New

New Zealand German Business Association Inc (AHK Neuseeland) Level 14, PwC Tower, 188 Quay Street, Auckland 1010 PO Box 95, Auckland 1140, New EMPLOYMENT LAW A comparison of labour regulations in New Zealand, Australia & Germany. New Zealand German Business Association Inc (AHK Neuseeland) Level 14, PwC Tower, 188 Quay Street, Auckland 1010 PO

More information

Flexible Worker Guidance Equality and Diversity

Flexible Worker Guidance Equality and Diversity Flexible Worker Guidance Equality and Diversity This document and the attached key points have been created to provide guidance for all NHS Professionals Flexible Workers regarding Equality and Diversity

More information

A Good Practice Toolkit on Equality and Diversity when contracting with the Royal Borough

A Good Practice Toolkit on Equality and Diversity when contracting with the Royal Borough A Good Practice Toolkit on Equality and Diversity when contracting with the Royal Borough For Small and Medium Sized Enterprises September 2011 DRAFT Page 1 of 8 Introduction The Royal Borough of Windsor

More information

STAFF SICKNESS AND ABSENCE MANAGEMENT POLICY

STAFF SICKNESS AND ABSENCE MANAGEMENT POLICY STAFF SICKNESS AND ABSENCE MANAGEMENT POLICY AIMS To ensure that staff absence is managed in a way which safeguards the interests of the students and other staff whilst at the same time showing understanding

More information

Executive Employment Contracts Compliance and Risk Issues. Guidance for Boards and Senior Executives in Australia

Executive Employment Contracts Compliance and Risk Issues. Guidance for Boards and Senior Executives in Australia Executive Employment Contracts Compliance and Risk Issues Guidance for Boards and Senior Executives in Australia This Booklet reflects the law as at October 2012. This Booklet is intended to provide general

More information

Hong Kong. Introduction. Termination Of Employment

Hong Kong. Introduction. Termination Of Employment Hong Kong Hong Kong Introduction Labor law is Hong Kong is governed primarily by the Employment Ordinance. The Employees Compensation Ordinance also addresses various aspects of the employment relationship.

More information

Equality Act What does it mean for LSE?

Equality Act What does it mean for LSE? Equality Act 2010 What does it mean for LSE? Table of contents Introduction...- 2 - Overview of the Equality Act 2010...- 2 - The Protected Characteristics: Key areas to consider...- 2 - Age...- 4 - Disability

More information

BANANA SHIRE COUNCIL ANTI-DISCRIMINATION and EQUAL EMPLOYMENT OPPORTUNITY POLICY

BANANA SHIRE COUNCIL ANTI-DISCRIMINATION and EQUAL EMPLOYMENT OPPORTUNITY POLICY BANANA SHIRE COUNCIL ANTI-DISCRIMINATION and EQUAL EMPLOYMENT OPPORTUNITY POLICY NUMBER: 1.2.7 TITLE: Anti-Discrimination and Equal Employment Opportunity Policy DEPARTMENT: Executive Services SCOPE: The

More information

Minimum employment rights and responsibilities IMAGE TBC

Minimum employment rights and responsibilities IMAGE TBC IMAGE TBC Disclaimer. This document provides an overview of some of the minimum rights that apply by law to employers and employees, as at June 2016. The Ministry of Business Innovation and Employment

More information

employing support workers handbook for participants

employing support workers handbook for participants employing support workers handbook for participants To be used with the Self-Management handbook for participants Dec 2016 contents About this handbook 3 9. 9.1 9.2 9.3 9.4 9.5 9.6 9.7 9.8 Direct employment

More information

Guide to Employment Rights Infor. Guide to Employment Rights. National Employment Rights Authority (NERA

Guide to Employment Rights Infor. Guide to Employment Rights. National Employment Rights Authority (NERA Guide to Employment Rights Infor Guide to Employment Rights National Employment Rights Authority (NERA About NERA NERA s mission is to achieve a national culture of employment rights compliance. Information

More information

Employment and Labour Law in Canada

Employment and Labour Law in Canada by JIM HASSELL & SVEN POYSA The constant change associated with employment and labour law in poses a significant challenge for employers doing business here. That challenge is compounded by the fact that

More information

ROYAL AUSTRALASIAN COLLEGE OF SURGEONS Division Relationships & Advocacy Ref. No. REL-GOV-028. Discrimination, Bullying and Sexual Harassment

ROYAL AUSTRALASIAN COLLEGE OF SURGEONS Division Relationships & Advocacy Ref. No. REL-GOV-028. Discrimination, Bullying and Sexual Harassment 1. PURPOSE AND SCOPE The Royal Australasian College of Surgeons (the College) is committed to equality of opportunity and ensuring that the working and training environment is free from bullying, harassment

More information

OVERVIEW OF THE EQUALITY ACT 2010

OVERVIEW OF THE EQUALITY ACT 2010 OVERVIEW OF THE EQUALITY ACT 2010 1. Context A new Equality Act came into force on 1 October 2010. The Equality Act brings together over 116 separate pieces of legislation into one single Act. Combined,

More information

DISCIPLINARY PROCEDURE

DISCIPLINARY PROCEDURE DISCIPLINARY PROCEDURE Author: Julie Newnham Revised : August 2013 Review Date: August 2014 Students First DISCIPLINARY PROCEDURES 1 Scope and purpose 1.1 This procedure applies to all employees other

More information

Employment / immigration. What does it mean to take on employees?

Employment / immigration. What does it mean to take on employees? Employment / immigration What does it mean to take on employees? Contents Overview...01 Contracts of employment...01 Maximum working hours and holiday entitlement...01 National minimum wage...01 Statutory

More information

Best Practice Guide Use of individual. flexibility arrangements. Working at best practice

Best Practice Guide Use of individual. flexibility arrangements. Working at best practice Best Practice Guide Use of individual flexibility arrangements 01 Work & family 02 Consultation & cooperation in the workplace 03 Use of individual flexibility arrangements 04 A guide for young workers

More information

WORKCOVER QUEENSLAND EMPLOYEES AWARD STATE 2014

WORKCOVER QUEENSLAND EMPLOYEES AWARD STATE 2014 CITATION: WorkCover Queensland Employees Award - State 2014 - Modern Award WORKCOVER QUEENSLAND EMPLOYEES AWARD STATE 2014 Table of Contents PART 1 Title and Operation... 3

More information

Enterprise Agreement 2011 2014. Australian Securities and Investments Commission

Enterprise Agreement 2011 2014. Australian Securities and Investments Commission Enterprise Agreement 2011 2014 Australian Securities and Investments Commission Contents Australian Securities and Investments Commission Enterprise Agreement 2011 2014 PAGE 2 CONTENTS DEFINITIONS... 4

More information

CROWTHORNE PARISH COUNCIL DISCIPLINARY PROCEDURE. Adopted by Council - 5 November 2013. Table of Contents

CROWTHORNE PARISH COUNCIL DISCIPLINARY PROCEDURE. Adopted by Council - 5 November 2013. Table of Contents CROWTHORNE PARISH COUNCIL DISCIPLINARY PROCEDURE Adopted by Council - 5 November 2013 Table of Contents 1 PURPOSE AND SCOPE:... 2 2 PRINCIPLES:... 2 3 THE PROCEDURE FOR MISCONDUCT AND GROSS MISCONDUCT:...

More information

3. MISCONDUCT and GROSS MISCONDUCT The following list provides examples of misconduct which will normally give rise to formal disciplinary action:

3. MISCONDUCT and GROSS MISCONDUCT The following list provides examples of misconduct which will normally give rise to formal disciplinary action: WISBOROUGH GREEN PARISH COUNCIL DISCIPLINARY PROCEDURE 1. PURPOSE AND SCOPE This procedure is designed to help and encourage all council employees to achieve and maintain high standards of conduct whilst

More information

EQUALITY AND DIVERSITY POLICY & PROCEDURE MICHAEL W HALSALL (SOLICITORS)

EQUALITY AND DIVERSITY POLICY & PROCEDURE MICHAEL W HALSALL (SOLICITORS) EQUALITY AND DIVERSITY POLICY & PROCEDURE MICHAEL W HALSALL (SOLICITORS) JANUARY 2010 Michael W Halsall Anti-Discrimination Policy Introduction Michael W. Halsall Solicitors serves a diverse client base.

More information

Broomley and Stocksfield Parish Council

Broomley and Stocksfield Parish Council 1. PURPOSE AND SCOPE DISCIPLINARY PROCEDURE This procedure is designed to help and encourage all Council employees to achieve and maintain high standards of conduct whilst at work or representing the Council.

More information

TERMINATION OF EMPLOYMENT IN THE DENTAL OFFICE

TERMINATION OF EMPLOYMENT IN THE DENTAL OFFICE TERMINATION OF EMPLOYMENT IN THE DENTAL OFFICE PRESENTATION BY ARLEEN HUGGINS OF KOSKIE MINSKY LLP November 15, 2006 for Drs. PHILLIPS/MONCARZ/FARBER NOBEL BIOCARE CANADA INC. RICHMOND HILL, ONTARIO 1

More information

COMPARATIVE ANALYSIS OF EMPLOYMENT LAW IN NORTHERN IRELAND AND THE REPUBLIC OF IRELAND

COMPARATIVE ANALYSIS OF EMPLOYMENT LAW IN NORTHERN IRELAND AND THE REPUBLIC OF IRELAND MORGAN MCMANUS EMPLOYMENT LAW COMPARATIVE ANALYSIS OF EMPLOYMENT LAW IN NORTHERN IRELAND AND THE REPUBLIC OF IRELAND (Revised 28 th November 2011) Morgan McManus Solicitors provide legal services in both

More information

SUBSIDIARY LEGISLATION EQUAL TREATMENT IN EMPLOYMENT REGULATIONS

SUBSIDIARY LEGISLATION EQUAL TREATMENT IN EMPLOYMENT REGULATIONS EQUAL TREATMENT IN EMPLOYMENT [S.L.452.95 1 SUBSIDIARY LEGISLATION 452.95 EQUAL TREATMENT IN EMPLOYMENT REGULATIONS 5th November, 2004 LEGAL NOTICE 461 of 2004, as amended by Legal Notices 53 and 338 of

More information

John Leggott College. Data Protection Policy. Introduction

John Leggott College. Data Protection Policy. Introduction John Leggott College Data Protection Policy Introduction The College needs to keep certain information about its employees, students and other users to allow it to monitor performance, achievements, and

More information

BARNTON PARISH COUNCIL (BPC)

BARNTON PARISH COUNCIL (BPC) Policy Title: Disciplinary & Grievance Policy Ref: BPC 008 Author: Philip Miskel Evoy & Lynn Gibbon Date: January 2013 Version 2 Review Date: January 2014 Introduction This policy is designed to ensure

More information

EQUAL OPPORTUNITIES & DIVERSITY POLICY

EQUAL OPPORTUNITIES & DIVERSITY POLICY 1. General dh Recruitment Hereford & Worcester embraces diversity and will seek to promote the benefits of diversity in all of our business activities. We will seek to develop a business culture that reflects

More information

Northern Territory of Australia. Government Gazette. No. S60 11 June 2015

Northern Territory of Australia. Government Gazette. No. S60 11 June 2015 Northern Territory of Australia Government Gazette ISSN-0157-833X No. S60 11 June 2015 Northern Territory of Australia Children's Commissioner Act Appointment of Children's Commissioner I, John Laurence

More information

Introduction... 1. Part one Legislative and industrial framework... 2. 1.1 Public Service Act and subordinate legislation... 2

Introduction... 1. Part one Legislative and industrial framework... 2. 1.1 Public Service Act and subordinate legislation... 2 i Contents Introduction... 1 Part one Legislative and industrial framework... 2 1.1 Public Service Act and subordinate legislation... 2 1.1.1 Ongoing APS employees... 3 1.1.2 Non-ongoing APS employees...

More information

LEGAL PROTECTION FOR YOUR BUSINESS

LEGAL PROTECTION FOR YOUR BUSINESS Legal Sense (PTY) Ltd. is an Authorised Financial Services Provider FSP No: 26702 LEGAL PROTECTION FOR YOUR BUSINESS Criminal Civil Labour Contracts Debt Collection www.legalsense.co.za 0861 573 673 info@legalsense.co.za

More information

Attachment A- Released under FOI Act- NBN Co FOI1213/12- Document 1 Standard Senior Executive Employment Contract

Attachment A- Released under FOI Act- NBN Co FOI1213/12- Document 1 Standard Senior Executive Employment Contract EMPLOYMENT AGREEMENT- FULL TIME EMPLOYEE Employee [insert name and address of Employee]. Agreement This Agreement consists of the attached Standard Terms and the attached schedules. Executed by [insert

More information

Code of practice for employers Avoiding unlawful discrimination while preventing illegal working

Code of practice for employers Avoiding unlawful discrimination while preventing illegal working Code of practice for employers Avoiding unlawful discrimination while preventing illegal working [xx] April 2014 Presented to Parliament pursuant to section 23(1) of the Immigration, Asylum and Nationality

More information

AUSTRALIAN FISHERIES MANAGEMENT AUTHORITY ENTERPRISE AGREEMENT

AUSTRALIAN FISHERIES MANAGEMENT AUTHORITY ENTERPRISE AGREEMENT AUSTRALIAN FISHERIES MANAGEMENT AUTHORITY ENTERPRISE AGREEMENT 2011 2 PART 1 - INTRODUCTION AND BACKGROUND... 7 1. APPLICATION... 7 2. PERIOD OF OPERATION... 7 3. PARTIES TO THE AGREEMENT... 7 4. CLOSED

More information

Labour Law in Denmark

Labour Law in Denmark Labour Law in Denmark 2 Labour Law in Denmark Labour Law in Denmark The Danish labour market is in many ways significantly different from what you may have experienced in other jurisdictions. If you have

More information

SECTION 9 TERMINATION OF EMPLOYMENT

SECTION 9 TERMINATION OF EMPLOYMENT SECTION 9 TERMINATION OF EMPLOYMENT Unfair Dismissal 155 Unfair Dismissals Act 1977 2007 155 Constructive Dismissal 156 Employees on Probation/Training/Apprenticeship 157 Dismissal Procedure 157 Redundancy

More information

Minimum conditions of employment

Minimum conditions of employment Government of Western Australia Department of Commerce Labour Relations Minimum conditions of employment A guide for employers and employees This information is provided by the Department of Commerce as

More information

An introduction to Luxembourg Employment Law

An introduction to Luxembourg Employment Law An introduction to Luxembourg Employment Law The Luxembourg market is characterized by the major role played by the frontier workers (Belgian, French and German) who form more than 50% of the labour force

More information

Equality and Diversity Policy

Equality and Diversity Policy Equality and Diversity Policy Introduction 1 Our aim is to be a fair regulator, and a fair employer. Our Equality and Diversity Strategy explains more about how we are trying to meet this aim. 2 We have

More information

GUIDE TO EMPLOYMENT LEGISLATION

GUIDE TO EMPLOYMENT LEGISLATION GUIDE TO EMPLOYMENT LEGISLATION This booklet has been prepared by the Employment and Equality Law Committee as a general reference guide for practitioners. It is a summary of relevant legislative provisions

More information

Our Services. Employment, Industrial Relations and Occupational Health and Safety

Our Services. Employment, Industrial Relations and Occupational Health and Safety k Industrial Relations and Occupational Health and Safety There are two primary choices in life: to accept conditions as they exist, or accept the responsibility for changing them. Dr. Denis Waitley IR

More information

COMPANY DIRECTORS. Company Directors' Responsibilities

COMPANY DIRECTORS. Company Directors' Responsibilities COMPANY DIRECTORS Ascot Drummond works with a range of limited companies of various sizes and turnovers. Whether you are an executive director or nonexecutive director, we can help you to meet your legal

More information