In any workplace, occasional lateness or absence is normal. However, ongoing or patterned absenteeism can disrupt operations, affect productivity, place pressure on other team members and lower morale. 

At the same time, not every absence is misconduct, so absenteeism should be managed with a balanced and procedurally fair approach.

Written employment contracts are a key tool for setting clear expectations, reducing misunderstandings and protecting the rights of both employers and employees while ensuring that each fulfils their obligations. 

Post-employment restraint clauses – often called ‘restraint of trade’ or ‘non-compete’ clauses – are common in contracts for senior staff, salespeople and employees with access to confidential information or key client relationships. 

Used properly, they can help protect legitimate business interests after an employee leaves.

Hiring the right person is one of the most important decisions a business can make and while résumés and interviews provide useful insight, they don’t always tell the full story. 

That’s where reference checking becomes invaluable as an extra layer of assurance in the recruitment process.

All registered health professionals are required by law to notify Ahpra about the conduct of another health professional that puts the public at risk of harm. 

This is referred to as a mandatory notification. 

Too often we come across physiotherapists lamenting, berating or being perplexed by the way our profession is viewed in compensation arenas (workers compensation or motor vehicle insurance). 

A recent Federal Court decision in Lattouf v ABC has significantly reshaped the legal landscape when it comes to political expression in Australian workplaces. 

The case confirms that political expression is now a protected attribute under section 772(1)(f) of the Fair Work Act 2009, expanding existing protections for employees and introducing new compliance challenges for employers. 

Ensuring the safety and wellbeing of workers is a fundamental responsibility of every employer. 

Work health and safety (WHS) laws exist to protect workers from harm, promote safe workplaces and ensure businesses meet their legal obligations. 

I founded Instinct Health in Camberwell in 2017. 

I loved going through the startup phase, from painting and plastering the walls to finding out about software options and then growing a case load from zero. 

When ending an employment relationship, employers must follow a fair and lawful process. 

Unfair dismissal claims are one of the most common matters handled by the Fair Work Commission (FWC) and the consequences of getting it wrong can be significant—both to an employer’s finances and to their reputation.