Generated by All in One SEO v5.0.1.1, this is an llms.txt file, used by LLMs to index the site. # Nicole Dunn Lawyers - Law Done Better Law Done Better ## Sitemaps - [XML Sitemap](https://www.nicoledunnlawyers.com.au/sitemap.xml): Contains all public & indexable URLs for this website. ## Posts - [2026 Annual Wage Review - Modern Award Wages and National Minimum Wage](https://www.nicoledunnlawyers.com.au/2026-annual-wage-review-modern-award-wages-and-national-minimum-wage/) - [et_pb_section fb_built=”1″ _builder_version=”4.24.0″ _module_preset=”default” custom_padding=”0px|||||” global_colors_info=”{}”][et_pb_row _builder_version=”4.24.0″ _module_preset=”default” min_height=”2355.5px” custom_margin=”|auto|-106px|auto||” global_colors_info=”{}”][et_pb_column type=”4_4″ _builder_version=”4.24.0″ _module_preset=”default” global_colors_info=”{}”][et_pb_text _builder_version=”4.24.0″ _module_preset=”default” min_height=”2113.4px” custom_margin=”-11px||-261px|||” custom_padding=”14px||244px|||” global_colors_info=”{}”]Once again, in accordance with section 285 of the Fair Work Act 2009 (Cth), the Fair Work Commission (FWC) has conducted the annual wage review which has resulted in an increase to the National Minimum - [Cheers and Fears Series Article 2 - Annual Shutdowns, Annual Leave and Public Holidays](https://www.nicoledunnlawyers.com.au/cheers-and-fears-series-article-2-annual-shutdowns-annual-leave-and-public-holidays/) - [et_pb_section fb_built=”1″ _builder_version=”4.24.0″ _module_preset=”default” custom_padding=”0px|||||” global_colors_info=”{}”][et_pb_row _builder_version=”4.24.0″ _module_preset=”default” min_height=”1825.5px” custom_margin=”|auto|0px|auto||” custom_padding=”||0px|||” global_colors_info=”{}”][et_pb_column type=”4_4″ _builder_version=”4.24.0″ _module_preset=”default” global_colors_info=”{}”][et_pb_image src=”https://www.nicoledunnlawyers.com.au/wp-content/uploads/2025/11/Untitled-design-7-scaled.jpg” title_text=”Untitled design (7)” _builder_version=”4.24.0″ _module_preset=”default” custom_padding=”0px|||||” global_colors_info=”{}”][/et_pb_image][et_pb_text _builder_version=”4.24.0″ _module_preset=”default” min_height=”1671.4px” custom_margin=”-11px||-1273px|||” custom_padding=”0px||0px|||” global_colors_info=”{}”]With the year coming to an end, employers are starting to think about their annual shutdown and getting excited about taking a well-deserved break. In this article, we - [Cheers and Fears Series Article 1 - Preparing for your End of Year function](https://www.nicoledunnlawyers.com.au/cheers-and-fears-series-article-1-preparing-for-your-end-of-year-function/) - [et_pb_section fb_built=”1″ _builder_version=”4.24.0″ _module_preset=”default” custom_padding=”0px|||||” global_colors_info=”{}”][et_pb_row _builder_version=”4.24.0″ _module_preset=”default” min_height=”2355.5px” custom_margin=”|auto|-106px|auto||” global_colors_info=”{}”][et_pb_column type=”4_4″ _builder_version=”4.24.0″ _module_preset=”default” global_colors_info=”{}”][et_pb_image src=”https://www.nicoledunnlawyers.com.au/wp-content/uploads/2025/11/Untitled-1000-x-150-mm-scaled.jpg” title_text=”Untitled (1000 x 150 mm)” _builder_version=”4.24.0″ _module_preset=”default” custom_padding=”0px|||||” global_colors_info=”{}”][/et_pb_image][et_pb_text _builder_version=”4.24.0″ _module_preset=”default” min_height=”2113.4px” custom_margin=”-11px|||||” global_colors_info=”{}” custom_padding=”14px|||||”]With end of year (EOY) approaching, many businesses will host an EOY function. These events are a great chance for colleagues to unwind and celebrate - [Award pay points – How do they work?](https://www.nicoledunnlawyers.com.au/award-pay-points-how-do-they-work/) - [et_pb_section fb_built=”1″ _builder_version=”4.16″ custom_padding=”0px|||||” collapsed=”off” global_colors_info=”{}”][et_pb_row admin_label=”Row” _builder_version=”4.16″ background_size=”initial” background_position=”top_left” background_repeat=”repeat” custom_margin=”-15px|auto||auto||” collapsed=”off” global_colors_info=”{}”][et_pb_column type=”4_4″ _builder_version=”4.16″ custom_padding=”|||” global_colors_info=”{}” custom_padding__hover=”|||”][et_pb_text _builder_version=”4.24.0″ background_size=”initial” background_position=”top_left” background_repeat=”repeat” custom_padding=”2px|||||” global_colors_info=”{}”]Many modern awards provide pay points for the classifications set out in the award. In this article, we provide a step-by-step guide to assist employers in determining the pay point applicable - [Elisha v Vision Australia: A Warning for Employers on Procedural Fairness in Dismissals](https://www.nicoledunnlawyers.com.au/elisha-v-vision-australia-a-warning-for-employers-on-procedural-fairness-in-dismissals/) - [et_pb_section fb_built=”1″ _builder_version=”4.16″ custom_padding=”0px|||||” collapsed=”off” global_colors_info=”{}”][et_pb_row admin_label=”Row” _builder_version=”4.16″ background_size=”initial” background_position=”top_left” background_repeat=”repeat” custom_margin=”-15px|auto||auto||” collapsed=”off” global_colors_info=”{}”][et_pb_column type=”4_4″ _builder_version=”4.16″ custom_padding=”|||” global_colors_info=”{}” custom_padding__hover=”|||”][et_pb_text _builder_version=”4.24.0″ background_size=”initial” background_position=”top_left” background_repeat=”repeat” custom_padding=”2px|||||” global_colors_info=”{}”]The recent High Court decision in Elisha v Vision Australia Ltd [2024] HCA 50 has significant implications for employers, overturning a longstanding position in relation to psychiatric injury. The decision confirms that - [The Expanding Reach of Unfair Dismissal: Implications for Australian Businesses](https://www.nicoledunnlawyers.com.au/the-expanding-reach-of-unfair-dismissal-implications-for-australian-businesses/) - [et_pb_section fb_built=”1″ _builder_version=”4.16″ custom_padding=”0px|||||” collapsed=”off” global_colors_info=”{}”][et_pb_row _builder_version=”4.16″ background_size=”initial” background_position=”top_left” background_repeat=”repeat” custom_margin=”-15px|auto||auto||” collapsed=”off” global_colors_info=”{}”][et_pb_column type=”4_4″ _builder_version=”4.16″ custom_padding=”|||” global_colors_info=”{}” custom_padding__hover=”|||”][et_pb_text _builder_version=”4.24.0″ background_size=”initial” background_position=”top_left” background_repeat=”repeat” global_colors_info=”{}”]In a landmark decision that could reshape employment law in Australia, the Fair Work Commission (FWC) has found that a Philippine-based worker was entitled to claim unfair dismissal under the Fair Work Act - [End of Year Bulletin No. 2 - Cheers and Fears – Planning your End of Year function](https://www.nicoledunnlawyers.com.au/end-of-year-bulletin-no-2-cheers-and-fears-planning-your-end-of-year-function/) - [et_pb_section fb_built=”1″ admin_label=”Section” _builder_version=”4.24.0″ _module_preset=”default” collapsed=”off” global_colors_info=”{}”][et_pb_row _builder_version=”4.24.0″ _module_preset=”default” global_colors_info=”{}”][et_pb_column type=”4_4″ _builder_version=”4.24.0″ _module_preset=”default” global_colors_info=”{}”][et_pb_text admin_label=”Text” _builder_version=”4.24.0″ _module_preset=”default” text_text_color=”#000000″ hover_enabled=”0″ global_colors_info=”{}” sticky_enabled=”0″]It’s getting to that time of year again when employers hold their annual end of year (EOY) event. Generally, at these events staff get together to eat, drink and have a good time. Remember, the - [End of Year Bulletin No. 1 - Annual Shut Downs, Annual Leave and Public Holidays](https://www.nicoledunnlawyers.com.au/end-of-year-bulletin-no-1-annual-shut-downs-annual-leave-and-public-holidays/) - [et_pb_section fb_built=”1″ admin_label=”Section” _builder_version=”4.24.0″ _module_preset=”default” min_height=”1482.1px” custom_padding=”0px|||||” collapsed=”off” global_colors_info=”{}”][et_pb_row admin_label=”Row” _builder_version=”4.24.0″ _module_preset=”default” custom_padding=”0px||0px||true|” global_colors_info=”{}”][et_pb_column type=”4_4″ admin_label=”Column” _builder_version=”4.24.0″ _module_preset=”default” global_colors_info=”{}”][et_pb_text admin_label=”Text” _builder_version=”4.24.0″ _module_preset=”default” custom_padding=”0px|||2px||” global_colors_info=”{}”] As the shelves fill with candy canes and mince pies, it’s time to start thinking about the traditional workplace end of year shutdown. While this article provides you with broad information - [Employee's Right to Disconnect](https://www.nicoledunnlawyers.com.au/employees-right-to-disconnect/) - [et_pb_section][et_pb_row][et_pb_column type=”4_4″][et_pb_text]Today (8 February 2024), the Fair Work Legislation Amendment (Closing Loopholes No.2) Bill 2023 (the Bill) was passed in the Senate. The Bill amends the Fair Work Act 2009 (Cth) (the FW Act). Following debate in the Senate on 7 February 2024, the Greens introduced an amendment which provides that employees have a right - [Annual Wage Review 2023](https://www.nicoledunnlawyers.com.au/annual-wage-review-2023/) - On Friday, 2 June 2023, the Fair Work Commission (FWC) announced the outcome of the 2022-23 Annual Wage Review. Overall, the FWC increased modern award wages by 5.75% effective from the first full pay period commencing on or after 1 July 2023. This comes in addition to recent increases to award minimum wages for direct - [What do the new Pay Secrecy Provisions in the Fair Work Act mean for employment contracts?](https://www.nicoledunnlawyers.com.au/what-do-the-new-pay-secrecy-provisions-in-the-fair-work-act-mean-for-employment-contracts/) - On 6 December 2022, the Fair Work Legislation Amendment (Secure Jobs Better Pay) Act 2002 (Cth) passed through Federal Parliament resulting in a number of amendments to the Fair Work Act 2009 (Cth) (the FW Act). Amongst other changes, the amendments to the FW Act now prohibit employers from including pay secrecy clauses in contracts - [Changes to Flexible Working Arrangement Provisions in the Fair Work Act 2009](https://www.nicoledunnlawyers.com.au/2changes-to-flexible-working-arrangement-provisions-in-the-fair-work-act-2009/) - Amendments to requests for flexible working arrangements took effect on 6 June 2023 as part of the suite of changes introduced by the Fair Work Legislation Amendment (Secure Jobs Better Pay) Act 2032 (Cth). In summary, those changes include the broadening of the reasons that employees can request flexible working arrangements to include pregnancy, the requirement for - [Case in Focus: Murtagh v Corporation of the Roman Catholic Diocese of Toowoomba [2023] FCAFC 172](https://www.nicoledunnlawyers.com.au/case-in-focus-murtagh-v-corporation-of-the-roman-catholic-diocese-of-toowoomba-2023-fcafc-172/) - On Tuesday 30 October 2023, the Full Bench of the Federal Court of Australia handed down a decision which may have consequences for employers who have negotiated enterprise agreements, requiring back payment. The Facts Mr Murtagh was employed by the Roman Catholic Diocese of Toowoomba until 31 December 2019. He resigned from his employment. Mr - ['Requesting' Employees to Work Public Holidays](https://www.nicoledunnlawyers.com.au/requiring-employees-to-work-public-holidays/) - On 28 March 2023, the Full Federal Court delivered a decision in Construction, Forestry, Maritime, Mining and Energy Union v OS MCAP Pty Ltd [2023] FCAFC 51 (the Full Federal Court Decision) which had significant impacts for all employers who operate on public holidays. The Full Federal Court Decision outlines the requirements for employers to actively - [Redundancy series No. 2 - Planning a Restructure](https://www.nicoledunnlawyers.com.au/redundancy-series-no-2-planning-a-restructure/) - It’s well known that the cost of living has increased post pandemic and businesses are not immune to these impacts. This is article 2 of our series of articles on redundancy. In this article we look at planning for a restructure. The first critical step in planning and preparing a restructure is to get HR - [Redundancy series No. 1 - What is Redundancy?](https://www.nicoledunnlawyers.com.au/redundancy-no-1/) - It’s well known that the cost of living has increased post pandemic and businesses are not immune to these impacts. We’ve noticed an increase in queries about redundancies which has led us to thinking about the importance of getting it right. The process of redundancy is lengthy from planning, undertaking consultation, decision making, considerations of - [Sexual Harassment Positive Duty](https://www.nicoledunnlawyers.com.au/sexual-harassment-positive-duty/) - The issue of sexual harassment has become increasingly topical. The critical question that is often asked – why is more not being done to prevent sexual harassment? In November 2022, the Federal Government passed legislation imposing a ‘Positive Duty’ on all Australian Employers. In this article we look at this change, what it means for - [Artificial Intelligence and Managing Employee’s Rights](https://www.nicoledunnlawyers.com.au/artificial-intelligence-and-managing-employees-rights/) - As Artificial Intelligence (AI) continues to shape the modern workplace, it is paramount employers and policymakers address AI issues proactively and as they arise. Balancing technological advancement with the protection of employee rights is essential to ensure a fair and equitable work environment in the age of AI. Ensuring that AI systems are designed and - [Changes to Fixed and Maximum Term Contract Laws ](https://www.nicoledunnlawyers.com.au/changes-to-fixed-and-maximum-term-contract-laws/) - The Fair Work Legislation Amendment (Secure Jobs, Better Pay) Act 2022 passed on 6 December 2022 (Amendment Act) which overhauled workplace and industrial relations laws in Australia. One of the final components of the Amendment Act introduces limitations on the use of fixed/maximum term contracts into the Fair Work Act 2009 (cth) (the Act). Both - [When can a resignation be considered a dismissal?](https://www.nicoledunnlawyers.com.au/constructive-dismissal/) - The Fair Work Commission has recently determined a number of cases on the question of constructive dismissal. In each of these cases the employee claimed that whilst they resigned from their employment, their resignations were not voluntary in the true sense, and therefore the end of their employment falls within the definition of dismissal in - [Redundancy series No. 5 - Selection for Redundancy](https://www.nicoledunnlawyers.com.au/redundancy-series-no-5-selection-for-redundancy/) - Previously, we have considered the necessary steps in planning a restructure and consultation. Once you have gone through those processes, the next step is identifying the employees who hold the roles which are excess to requirements and therefore redundant. Determining the criteria for selecting employees for redundancy may be difficult particularly where, for example, two - [Redundancy series No. 4 - Helensburgh Coal Pty Ltd v Bartley [2024] FCAFC 45](https://www.nicoledunnlawyers.com.au/redundancy-series-no-4-helensburgh-coal-pty-ltd-v-bartley-2024-fcafc-45/) - We have written about what a redundancy is, planning for redundancy and consultation so far in our redundancy series. Today we wanted to demonstrate some of the relevant principles by way of recent case law. One such case is that of Helensburgh Coal Pty Ltd v Bartley [2024] FCAFC 45 (5 April 2024). In June - [Redundancy series No. 3 - Consultation](https://www.nicoledunnlawyers.com.au/redundancy-series-no-3-consultation/) - In previous articles we have stepped through what a genuine redundancy is and what to be mindful of when planning a restructure. Once the planning is complete, next comes consultation with employees. Section 389(1) of the Fair Work Act 2009 (Cth) requires that employers comply with any consultation provisions within any applicable award or enterprise - [Cheers and Fears - Planning your end of year function](https://www.nicoledunnlawyers.com.au/cheers-and-fears-planning-your-end-of-year-function/) - It’s getting to that time of year again when employers hold their annual end of year event. Generally at these events staff get together to eat drink and have a good time. Remember, the traditional employer organised end of year function is a work event. All of us have probably heard at least one horror - [Myth: If I have a written employment contract with an employee, I don’t need to worry about the award, it doesn’t apply.](https://www.nicoledunnlawyers.com.au/myth-if-i-have-a-written-employment-contract-with-an-employee-i-dont-need-to-worry-about-the-award-it-doesnt-apply/) - Myth: If I have a written employment contract with an employee, I don’t need to worry about the award, it doesn’t apply. Busted: This is not orrect – if an award applies to a role, it’s the industrial instrument for that role. An award sets out the minimum terms and conditions of employment. An employment - [Myth: I do not need an employment contract I can just rely on the award.](https://www.nicoledunnlawyers.com.au/myth-i-do-not-need-an-employment-contract-i-can-just-rely-on-the-award/) - Myth: I do not need an employment contract I can just rely on the award. Busted: We would not recommend this. An award is the industrial instrument that sets out the minimum terms and conditions of employment, awards do not necessarily deal with all matters that are relevant to an employment relationship. An employment relationship - [Should Employees be Rewarded Beyond their Wages?](https://www.nicoledunnlawyers.com.au/should-employees-be-rewarded-beyond-their-wages/) - [et_pb_section admin_label=”section”] [et_pb_row admin_label=”row”] [et_pb_column type=”4_4″][et_pb_text admin_label=”Text”]Let’s face it a disgruntled workforce leads to an unpleasant workplace, which in turn is likely to result in lower productivity and disharmony. Employees who feel undervalued, will, no matter how loyal, eventually leave. So, how can employers celebrate employees’ achievements without breaking the bank? This question raises issues - [Splitting hairs: how reliable is hair analysis when testing for drug consumption in the workplace?](https://www.nicoledunnlawyers.com.au/splitting-hairs-how-reliable-is-hair-analysis-when-testing-for-drug-consumption-in-the-workplace/) - Hair testing results are still a matter of interpretation if you want to prove consumption of drugs by employees. In 2017 to 2018 I was involved in some novel litigation in the Industrial Relations Commission of New South Wales. The issue considered in that litigation has been considered by the IRC again. I now know - [The End of JobKeeper = Challenges for Employers – Part 1](https://www.nicoledunnlawyers.com.au/the-end-of-jobkeeper-challenges-for-employers-part-1/) - Since March 2020 employers have faced mounting challenges as a result of the COVID-19 pandemic. As JobKeeper 2.0 has now come to an end (28 March 2021) we thought it timely to address some questions that may arise for employers. The initial JobKeeper scheme certainly helped with the immediate impact of COVID-19 shutdowns and resulting - [UPDATE: Family and Domestic Violence Leave](https://www.nicoledunnlawyers.com.au/update-family-and-domestic-violence-leave/) - UPDATE for August 2018: The FWC has updated all industry and occupation awards to include a new clause about family and domestic violence leave. The new clause applies from the first full pay period on or after 1 August 2018. Employers! It is a good time to review and update your policies and procedures, not only - [Termination clauses: Are they really needed in an employment contract?](https://www.nicoledunnlawyers.com.au/termination-clauses-are-they-really-needed-in-an-employment-contract/) - I was recently asked if not having a “termination clause” in a written contract of employment matters when the contract identifies the relevant industrial instrument. Is the implied term of reasonable notice still good law? Kilminster The inclusion of a clause specifying a notice period to terminate the contract of employment may be thought as - [Decisions and consultation – Saad v Ada Evans Chambers Pty Ltd & Anor](https://www.nicoledunnlawyers.com.au/decisions-and-consultation-saad-v-ada-evans-chambers-pty-ltd-anor/) - Decision: Saad v Ada Evans Chambers Pty Ltd & Anor [2018] FCCA 1832 (9 July 2018) Decision Date: 9 July 2018 Court/Tribunal: Federal Circuit Court of Australia Presiding: Nicholls J Parties: Applicant Ms Patrycia Saad First Respondent Ada Evans Chambers Pty Ltd Second Respondent Mr Michael Maxwell Introduction The case of Saad v Ada Evans Chambers Pty Ltd & - [Perfecting the three R's - Review, Restructure, Redundancy](https://www.nicoledunnlawyers.com.au/perfecting-the-three-rs-review-restructure-redundancy/) - Get it wrong and it may feel like a volcano exploding lava right in your face! What is a Genuine Redundancy? An employer may terminate an employee for reason of redundancy if the employer no longer requires the position to be performed by the employee or by anyone else due to operational requirements of the - [EA Approval : it is still important to get the details right!](https://www.nicoledunnlawyers.com.au/ea-approval-it-is-still-important-to-get-the-details-right/) - Originally this article was going to be a cautionary tale for my clients about the strict, non-negotiable timelines and requirements set down in the legislation for enterprise bargaining and enterprise agreement (EA) approval by the Fair Work Commission as I know many employers are keen to start the year with a fresh round of negotiations. This - [Is the Fear of A Bullying Complaint a Distraction to Performance Management?](https://www.nicoledunnlawyers.com.au/is-the-fear-of-a-bullying-complaint-a-distraction-to-performance-management/) - Introduction Bullying is recognised as a work place hazard creating a risk to health and safety. As we have stated in the past, the Fair Work Act 2009 (Cth) (the Act) defines bullying as occurring when an individual or group of individuals repeatedly behave unreasonably towards a worker or a group of workers and that - [The Blurred Lines of Social Media Use: Horror Employee or Opinionated Individual?](https://www.nicoledunnlawyers.com.au/the-blurred-lines-of-social-media-use-horror-employee-or-opinionated-individual/) - I contemplated using the screenshot from Robin Thicke’s music video of “Blurred Lines” where he is standing next to a completely naked dancing woman. Then I thought that probably wasn’t my smartest idea and I like my job. So instead here are some employer-approved blurred lines: Now back to the topic. The use of social - [Popping the personal bubble - conducting a search of employee belongings](https://www.nicoledunnlawyers.com.au/popping-the-personal-bubble-conducting-a-search-of-employee-belongings/) - Employers can generally manage their business in a way that the employer considers best; such that it ensures a safe working environment for employees. However sometimes the line between what the business of the employer is and what is personal/private to the employee can sometimes blur. As I’ve discussed previously, social media use (read here) is - [Investigations in the workplace](https://www.nicoledunnlawyers.com.au/investigations-in-the-workplace/) - Following on from my blog about the complaints of sexual harassment (read about it here), I'm often asked the question, I've got the complaint or grievance or allegations. What do I do now?!?! Managing these issues lends some clients to first reactions like " Nicole, I can't deal with this. I'm just going to sack everyone and quit." Then once they calm down they realise - [Enterprise agreements and a latin refresher - exempli gratia, id est.](https://www.nicoledunnlawyers.com.au/enterprise-agreements-and-a-latin-refresher-exempli-gratia-id-est/) - We are again reminded that attention to detail is key when it comes to enterprise agreement drafting and interpretation. Enterprise agreements (EAs) set out the minimum employment conditions that apply to a business or a group of businesses. EAs cover a broad range of matters such as the rate of pay, employment conditions, consulting processes and schedules, dispute - [CHANGES TO MODERN AWARDS FROM 1 NOVEMBER 2018!](https://www.nicoledunnlawyers.com.au/changes-to-modern-awards-from-1-november-2018/) - 89 of 122 modern awards were varied effective 1 November 2018 to include a requirement that an employer must pay an employee’s final pay no later than seven days after the day the employment ends. The new clause is set out below: Clause X Payment on termination of employment (a) The employer must pay an - [A case of too much Christmas beer and cheer(s)](https://www.nicoledunnlawyers.com.au/a-case-of-too-much-christmas-beer-and-cheers/) - While we know the majority of organisations have fun end of year events that go off without a hitch, the case of Sione Vai v ALDI Stores (A Limited Partnership) [2018] FWC 4118 reminds us of what needs to be done before and when it goes off course. It is a significant decision around the balance between an employer's obligation to - [Does #MeToo NOW Mean Time's Up for Sexual Harassment in the Workplace?](https://www.nicoledunnlawyers.com.au/does-metoo-now-mean-times-up-for-sexual-harassment-in-the-workplace/) - Despite its humble beginnings, the #MeToo movement as we all know became an international calling card against sexual violence and harassment in the workplace. This was primarily due to what can only be described as a flood of complaints against Harvey Weinstein. The movement has brought the issue of sexual harassment at work to the - [Have you checked whether your key managers are covered by a modern award?](https://www.nicoledunnlawyers.com.au/have-you-checked-whether-your-key-managers-are-covered-by-a-modern-award/) - First decision of the year! Thomas v Hanseatic Marine Engineer Pty Ltd t/as SilverYachts [2019] FWC 1 reminds employers that it isn't about how much you pay your managers to take them outside the coverage of a modern award or unfair dismissal rights. The matter concerns an unfair dismissal application. In particular it is a decision about whether or - [Disability Discrimination and Reasonable Adjustments](https://www.nicoledunnlawyers.com.au/disability-discrimination-and-reasonable-adjustments/) - Recently we have had a number of queries around managing current employees who are managing long term illnesses or injuries, or employees looking to return to work after having extended periods of leave due to illness or injury. We quickly remind employers that such long term illness or injury is likely to fall within the scope of the meaning - [Can an employer's well-meaning decision offend the law?](https://www.nicoledunnlawyers.com.au/can-an-employers-well-meaning-decision-offend-the-law/) - The kitten has nothing to do with this topic. It is cute though. It is essential that when making decisions that affect employees, employers take into account provisions of the Fair Work Act 2009 (Cth) (“the Act”). Employers need to be aware that some decisions, which may seem reasonable to them and in the best interests - [What is a Day in the Chocolate Factory?](https://www.nicoledunnlawyers.com.au/what-is-a-day-in-the-chocolate-factory/) - Today a majority of the High Court overturned the Full Federal Court’s decision in Mondelez Australia Pty Ltd v Automotive, Food, Metals, Engineering, Printing and Kindred Industries Union known as the Australian Manufacturing Workers Union (AMWU) & ORS [1] (‘the Cadbury Decision’). Full Federal Court Decision The Cadbury Decision concerned the calculation of paid personal/carer’s - [Anti-Bullying Jurisdiction of the FWC - Roaring Lion or Toothless Tiger?](https://www.nicoledunnlawyers.com.au/anti-bullying-jurisdiction-of-the-fwc-roaring-lion-or-toothless-tiger/) - In 2014, the Australia Government responded to a report: Workplace Bullying “We just want it to stop”[1] by amending the Fair Work Act 2009 (Cth) (“FW Act”) and establishing an anti-bullying jurisdiction under the auspices of the Fair Work Commission (“FWC”). This allowed a worker who reasonably believes that he or she has been bullied - [A Terrible Tragedy – Lessons for Employers](https://www.nicoledunnlawyers.com.au/a-terrible-tragedy-lessons-for-employers/) - It is unusual for issues of employment law to arise in a matter before the Coroners Court. Tragically, findings recently delivered by the Northern Territory Coroner highlighted the potential catastrophic consequences of inappropriate treatment and bullying in the workplace. There are valuable lessons for employers arising from the inquest into the death of Paula Michele - [A Trickier Annual Leave Question!](https://www.nicoledunnlawyers.com.au/a-trickier-annual-leave-question/) - Does annual leave accrue when employees are “locked out of the workplace” during a period of employer response action? You’ve no doubt seen our Annual Leave series ( Part 1 and Part 2), and now we bring you a more discreet issue concerning annual leave accruals. This should be of particular interest to those dealing - [Annual Leave Series: The Basics Part 2](https://www.nicoledunnlawyers.com.au/annual-leave-series-the-basics-part-2/) - Welcome to Part 2 of our Annual Leave Series: The Basics. If you missed it, make sure to read Annual Leave Series: The Basics Part 1. We continue on with some trickier questions about annual leave. Q: Can I allocate annual leave entitlements at the end of the first 12 months of employment? A: No. - [Annual Leave Series: The Basics Part 1](https://www.nicoledunnlawyers.com.au/annual-leave-series-the-basics-part-1/) - This is Part 1 of a two part series about the basis of annual leave entitlements. We thought it would be useful to give some general information about an area of HR/employment law that seems so simple...yet can be confusing (and get you in strife) if you don't know the basics. Q: Are all my employees - [Employment & Migration Issues arising from the Coronavirus (COVID-19)](https://www.nicoledunnlawyers.com.au/employment-migration-issues-arising-from-the-coronavirus-covid-19/) - We have all be advised to avoid public gatherings and many upcoming sporting, entertainment and recreational events have now been cancelled. This raises the question of whether we should be travelling on crowded public transport to get to work? Employment Law Issues Employers will face a number of issues in the wake of the coronavirus pandemic, - [Don't Panic! Practical Assistance To Employers during the Coronavirus COVID-19 Pandemic](https://www.nicoledunnlawyers.com.au/dont-panic-practical-assistance-to-employers-during-the-coronavirus-covid-19-pandemic/) - While the number of confirmed positive cases of the Coronavirus (COVID-19) (‘coronavirus’) continue to rise, employers need to be ready to step into action if the coronavirus impacts their business. There are a number of detailed articles currently available aimed at assisting employers to deal with the coronavirus pandemic. Here we provide practical assistance to employers - [NATURAL DISASTERS & EMPLOYMENT LAW](https://www.nicoledunnlawyers.com.au/natural-disasters-employment-law/) - The catastrophic fires recently impacting Australia have given rise to longer-term issues for employers who are not able to quickly reopen their doors. We will be running a series of articles to address these issues and start below with the rights and obligations of voluntary emergency services. We trust these articles will help you address - [Myth: I can alter any term of an Award by an Individual Flexibility Agreement (IFA)](https://www.nicoledunnlawyers.com.au/myth-i-can-alter-any-term-of-an-award-by-an-individual-flexibility-agreement-ifa/) - This is not correct. Awards specify the provisions that may be altered by an IFA. Award provisions outside the specified terms cannot be altered. The modern award flexibility term allows an IFA to be entered into to vary award provisions about: Arrangements for when work is performed such as working hours; Overtime rates; Penalty - [Myth: If I do not have a written employment contract I only need to apply the National Employment Standards (NES) notice provisions in terminating employment.](https://www.nicoledunnlawyers.com.au/myth-if-i-do-not-have-a-written-employment-contract-i-only-need-to-apply-the-national-employment-standards-nes-notice-provisions-in-terminating-employment/) - This is not correct. It may be that an employee, particularly a long term employee, is entitled to reasonable notice in excess of the notice provided by the NES. What constitutes reasonable notice depends on the circumstances of each case but, as a general rule, the longer the employee has worked for the employer and - [MYTH: When an Enterprise Agreement reaches its nominal expiry date it ceases to operated.](https://www.nicoledunnlawyers.com.au/myth-when-an-enterprise-agreement-reaches-its-nominal-expiry-date-it-ceases-to-operated/) - This is not correct. An Enterprise Agreement will continue to operate after the nominal expiry date has been reached unless it is terminated or replaced. The risk of an Enterprise Agreement operating as an industrial instrument after its nominal expiry date is that monetary entitlements contained in in it may fall below the minimum relevant - [MYTH: A small business can never have a claim for unfair dismissal made against it.](https://www.nicoledunnlawyers.com.au/myth-a-small-business-can-never-have-a-claim-for-unfair-dismissal-made-against-it/) - This is not correct. A claim for unfair dismissal cannot be made unless the employee has completed the minimum period of employment. The minimum period of employment for a small business employer (less than 15 employees) is 12 months and six months for all other employers. After the minimum period of employment, if a small - [MYTH: If I have an employment contract with an employee the award does not apply.](https://www.nicoledunnlawyers.com.au/myth-if-i-have-an-employment-contract-with-an-employee-the-award-does-not-apply/) - This is not correct. If an award applies to a role, it is the industrial instrument for that role. An award sets out the minimum terms and conditions of employment. An employment contract cannot reduce any award entitlement, it can provide additional benefits over and above those in an award and can also impose contractual ## Pages - [Home](https://www.nicoledunnlawyers.com.au/) - [et_pb_section fb_built=”1″ fullwidth=”on” custom_padding_last_edited=”on|phone” admin_label=”Hero” _builder_version=”4.22.2″ use_background_color_gradient=”on” background_color_gradient_stops=”rgba(0,0,0,0) 0%|rgba(5,26,99,0.83) 100%” background_color_gradient_overlays_image=”on” background_color_gradient_start=”rgba(0,0,0,0)” background_color_gradient_end=”rgba(5,26,99,0.83)” background_enable_image=”off” background_position=”top_center” custom_padding_tablet=”” custom_padding_phone=”” background_last_edited=”on|desktop” background_size_phone=”contain” global_colors_info=”{}”][et_pb_fullwidth_header title=”Law Done Better.” subhead=”Boutique Legal Services” text_orientation=”center” button_one_text=”Call Us Now” button_one_url=”tel:+61290584930″ button_two_text=”Who We Are” button_two_url=”/whoweare” background_overlay_color=”rgba(0,0,0,0)” content_max_width=”700px” _builder_version=”4.22.2″ title_font=”||||||||” title_text_align=”center” title_text_color=”#012658″ title_font_size=”70px” title_line_height=”1.2em” content_font=”Nunito|600|||||||” content_font_size=”20px” subhead_font=”||||||||” subhead_text_align=”center” subhead_font_size=”24px” subhead_line_height=”1.2em” background_color=”rgba(0,0,0,0)” background_color_gradient_direction=”220deg” background_image=”https://www.nicoledunnlawyers.com.au/wp-content/uploads/2023/09/IMG_2949-scaled.jpg” custom_button_one=”on” button_one_text_size=”16px” button_one_text_color=”#3550a0″ - [Who We Are](https://www.nicoledunnlawyers.com.au/whoweare/) - [et_pb_section fb_built=”1″ admin_label=”Section” _builder_version=”4.24.0″ _module_preset=”default” use_background_color_gradient=”on” background_color_gradient_type=”circular” background_color_gradient_stops=”rgba(23,43,109,0.45) 41%|rgba(20,44,114,0.54) 100%” background_color_gradient_overlays_image=”on” background_color_gradient_start=”rgba(20,44,114,0.54)” background_color_gradient_end=”rgba(23,43,109,0.45)” background_image=”https://www.nicoledunnlawyers.com.au/wp-content/uploads/2025/05/2Dec-178.jpg” background_position=”center_right” background_horizontal_offset=”100%” background_blend=”multiply” max_height=”250px” locked=”off” global_colors_info=”{}”][et_pb_row _builder_version=”4.22.2″ _module_preset=”default” transform_translate_linked=”off” width=”74.3%” module_alignment=”center” min_height=”4px” custom_margin=”|616px|7px|auto||” custom_padding=”21px|||597px||” global_colors_info=”{}”][et_pb_column type=”4_4″ _builder_version=”4.16″ _module_preset=”default” global_colors_info=”{}”][et_pb_text _builder_version=”4.24.0″ _module_preset=”default” header_font=”||||||||” header_text_color=”#FFFFFF” header_font_size=”100px” header_line_height=”1.2em” text_orientation=”right” min_height=”299px” custom_margin=”|||-488px||” text_orientation_tablet=”” text_orientation_phone=”center” text_orientation_last_edited=”on|phone” header_text_shadow_style=”preset2″ global_colors_info=”{}”] Who We Are [/et_pb_text][/et_pb_column][/et_pb_row][/et_pb_section][et_pb_section fb_built=”1″ _builder_version=”4.16″ custom_margin=”-8px|||||” custom_padding=”||1px|||” global_colors_info=”{}”][et_pb_row - [Join Us](https://www.nicoledunnlawyers.com.au/join-us/) - [et_pb_section fb_built=”1″ _builder_version=”4.16″ _module_preset=”default” use_background_color_gradient=”on” background_color_gradient_stops=”rgba(20,44,114,0.54) 0%|rgba(23,43,109,0.45) 100%” background_color_gradient_overlays_image=”on” background_color_gradient_start=”rgba(20,44,114,0.54)” background_color_gradient_end=”rgba(23,43,109,0.45)” background_image=”https://nicoledunnlawyers.com.au/wp-content/uploads/2019/08/shutterstock_375157798-1.jpg” max_height=”250px” locked=”off” global_colors_info=”{}”][et_pb_row _builder_version=”4.16″ _module_preset=”default” global_colors_info=”{}”][et_pb_column type=”4_4″ _builder_version=”4.16″ _module_preset=”default” global_colors_info=”{}”][et_pb_text _builder_version=”4.16″ _module_preset=”default” header_font=”||||||||” header_text_color=”#ffffff” header_font_size=”60px” header_line_height=”0.9em” text_orientation=”center” global_colors_info=”{}”] Join us [/et_pb_text][/et_pb_column][/et_pb_row][/et_pb_section][et_pb_section fb_built=”1″ _builder_version=”4.16″ min_height=”118px” hover_enabled=”0″ global_colors_info=”{}” sticky_enabled=”0″][et_pb_row _builder_version=”4.24.0″ custom_padding=”7px|||||” global_colors_info=”{}”][et_pb_column type=”4_4″ _builder_version=”4.16″ global_colors_info=”{}”][et_pb_text _builder_version=”4.24.0″ text_text_color=”#005BAA” text_font_size=”24px” text_line_height=”1.4em” global_colors_info=”{}”] Future Opportunities [/et_pb_text][/et_pb_column][/et_pb_row][/et_pb_section][et_pb_section fb_built=”1″ _builder_version=”4.24.0″ - [What our clients say](https://www.nicoledunnlawyers.com.au/what-our-clients-say/) - [et_pb_section fb_built=”1″ _builder_version=”4.16″ _module_preset=”default” use_background_color_gradient=”on” background_color_gradient_stops=”rgba(20,44,114,0.54) 0%|rgba(23,43,109,0.45) 100%” background_color_gradient_overlays_image=”on” background_color_gradient_start=”rgba(20,44,114,0.54)” background_color_gradient_end=”rgba(23,43,109,0.45)” background_image=”https://www.nicoledunnlawyers.com.au/wp-content/uploads/2022/08/featurepix-thumbs-up.jpeg” max_height=”250px” global_colors_info=”{}”][et_pb_row _builder_version=”4.16″ _module_preset=”default” global_colors_info=”{}”][et_pb_column type=”4_4″ _builder_version=”4.16″ _module_preset=”default” global_colors_info=”{}”][et_pb_text _builder_version=”4.16″ _module_preset=”default” header_font=”||||||||” header_text_color=”#ffffff” header_font_size=”60px” header_line_height=”1.2em” global_colors_info=”{}”] What our clients say [/et_pb_text][/et_pb_column][/et_pb_row][/et_pb_section][et_pb_section fb_built=”1″ _builder_version=”4.16″ global_colors_info=”{}” custom_padding=”||0px|||”][et_pb_row _builder_version=”4.16″ min_height=”305.8px” hover_enabled=”0″ global_colors_info=”{}” sticky_enabled=”0″][et_pb_column type=”4_4″ _builder_version=”4.16″ global_colors_info=”{}”][et_pb_testimonial quote_icon=”off” quote_icon_color=”rgba(0,0,0,0)” quote_icon_background_color=”rgba(0,0,0,0)” portrait_width=”53px” _builder_version=”4.24.0″ body_font_size=”24px” body_line_height=”1.4em” background_color=”#ffffff” hover_enabled=”0″ border_radii_portrait=”on|0px|0px|0px|0px” - [Contact](https://www.nicoledunnlawyers.com.au/contact/) - [et_pb_section fb_built=”1″ _builder_version=”4.21.0″ _module_preset=”default” use_background_color_gradient=”on” background_color_gradient_stops=”rgba(20,44,114,0.54) 0%|rgba(23,43,109,0.45) 100%” background_color_gradient_overlays_image=”on” background_color_gradient_start=”rgba(20,44,114,0.54)” background_color_gradient_end=”rgba(23,43,109,0.45)” background_image=”https://www.nicoledunnlawyers.com.au/wp-content/uploads/2023/09/Contact-Us-Banner-scaled_Retouched.jpg” max_height=”250px” locked=”off” global_colors_info=”{}”][et_pb_row _builder_version=”4.16″ _module_preset=”default” global_colors_info=”{}”][et_pb_column type=”4_4″ _builder_version=”4.16″ _module_preset=”default” global_colors_info=”{}”][et_pb_text _builder_version=”4.16″ _module_preset=”default” header_font=”||||||||” header_text_color=”#ffffff” header_font_size=”60px” header_line_height=”1.2em” text_orientation=”center” global_colors_info=”{}”] Contact Us [/et_pb_text][/et_pb_column][/et_pb_row][/et_pb_section][et_pb_section fb_built=”1″ _builder_version=”4.16″ custom_padding=”||2px|||” global_colors_info=”{}”][et_pb_row column_structure=”1_3,1_3,1_3″ _builder_version=”4.16″ global_colors_info=”{}”][et_pb_column type=”1_3″ _builder_version=”4.16″ global_colors_info=”{}”][et_pb_image src=”https://www.nicoledunnlawyers.com.au/wp-content/uploads/2023/09/Sydney_contact_us.jpg” title_text=”Sydney_contact_us” _builder_version=”4.21.0″ width=”100%” min_height=”213px” custom_padding=”||2px|||” global_colors_info=”{}”][/et_pb_image][/et_pb_column][et_pb_column type=”1_3″ _builder_version=”4.16″ global_colors_info=”{}”][et_pb_text _builder_version=”4.16″ text_font=”|500|||||||” - [Migration](https://www.nicoledunnlawyers.com.au/what-we-do-for-businesses/migration/) - [et_pb_section fb_built=”1″ _builder_version=”4.24.0″ _module_preset=”default” use_background_color_gradient=”on” background_color_gradient_stops=”rgba(20,44,114,0.54) 0%|rgba(23,43,109,0.45) 100%” background_color_gradient_overlays_image=”on” background_color_gradient_start=”rgba(20,44,114,0.54)” background_color_gradient_end=”rgba(23,43,109,0.45)” background_image=”https://www.nicoledunnlawyers.com.au/wp-content/uploads/2022/08/For-Immagration-Banner.png” background_position=”top_center” min_height=”250px” max_height=”250px” locked=”off” global_colors_info=”{}”][et_pb_row _builder_version=”4.16″ _module_preset=”default” global_colors_info=”{}”][et_pb_column type=”4_4″ _builder_version=”4.16″ _module_preset=”default” global_colors_info=”{}”][et_pb_text _builder_version=”4.24.0″ _module_preset=”default” header_font=”||||||||” header_text_color=”#ffffff” header_font_size=”60px” header_line_height=”0.9em” global_colors_info=”{}”] Migration [/et_pb_text][/et_pb_column][/et_pb_row][/et_pb_section][et_pb_section fb_built=”1″ admin_label=”Services” _builder_version=”4.16″ custom_padding=”||1px|||” locked=”off” global_colors_info=”{}”][et_pb_row _builder_version=”4.16″ global_colors_info=”{}”][et_pb_column type=”4_4″ _builder_version=”4.16″ custom_padding=”|||” global_colors_info=”{}” custom_padding__hover=”|||”][et_pb_text _builder_version=”4.24.0″ text_font=”||||||||” text_text_color=”#005BAA” text_font_size=”24px” text_line_height=”1.4em” header_font=”||||||||” header_2_font=”||||||||” header_2_text_color=”#022658″ header_2_font_size=”36px” - [About Us](https://www.nicoledunnlawyers.com.au/about-us/) - [et_pb_section fb_built=”1″ _builder_version=”4.24.0″ _module_preset=”default” use_background_color_gradient=”on” background_color_gradient_stops=”rgba(20,44,114,0.54) 0%|rgba(23,43,109,0.45) 100%” background_color_gradient_overlays_image=”on” background_color_gradient_start=”rgba(20,44,114,0.54)” background_color_gradient_end=”rgba(23,43,109,0.45)” background_image=”https://www.nicoledunnlawyers.com.au/wp-content/uploads/2022/08/Sydney.jpg” min_height=”294px” max_height=”250px” hover_enabled=”0″ locked=”off” global_colors_info=”{}” title_text=”Sydney” sticky_enabled=”0″ custom_padding=”171px|||||” custom_margin=”||-28px|||”][et_pb_row column_structure=”1_3,1_3,1_3″ _builder_version=”4.22.2″ _module_preset=”default” transform_scale=”94%|94%” transform_translate=”-72px|-135px” custom_margin=”||||false|false” custom_padding=”51px||0px||false|false” global_colors_info=”{}”][et_pb_column type=”1_3″ _builder_version=”4.16″ _module_preset=”default” global_colors_info=”{}”][et_pb_text _builder_version=”4.16″ _module_preset=”default” header_font=”||||||||” header_text_color=”#ffffff” header_font_size=”60px” header_line_height=”0.9em” text_orientation=”center” global_colors_info=”{}”] About Us [/et_pb_text][/et_pb_column][et_pb_column type=”1_3″ _builder_version=”4.16″ _module_preset=”default” global_colors_info=”{}”][/et_pb_column][et_pb_column type=”1_3″ _builder_version=”4.16″ _module_preset=”default” global_colors_info=”{}”][/et_pb_column][/et_pb_row][/et_pb_section][et_pb_section fb_built=”1″ _builder_version=”4.16″ global_colors_info=”{}” - [Dispute Resolution & Litigation (Individuals)](https://www.nicoledunnlawyers.com.au/what-we-do-for-individuals/individuals-dispute-resolution-litigation/) - [et_pb_section fb_built=”1″ _builder_version=”4.24.0″ _module_preset=”default” use_background_color_gradient=”on” background_color_gradient_stops=”rgba(20,44,114,0.54) 0%|rgba(23,43,109,0.45) 100%” background_color_gradient_overlays_image=”on” background_color_gradient_start=”rgba(20,44,114,0.54)” background_color_gradient_end=”rgba(23,43,109,0.45)” background_image=”https://www.nicoledunnlawyers.com.au/wp-content/uploads/2024/02/banner-dispute-resolution.jpg” max_height=”338px” hover_enabled=”0″ locked=”off” global_colors_info=”{}” title_text=”banner-dispute-resolution” sticky_enabled=”0″][et_pb_row _builder_version=”4.24.0″ _module_preset=”default” global_colors_info=”{}”][et_pb_column type=”4_4″ _builder_version=”4.16″ _module_preset=”default” global_colors_info=”{}”][et_pb_text disabled_on=”on|off|off” _builder_version=”4.24.0″ _module_preset=”default” header_font=”||||||||” header_text_color=”#ffffff” header_font_size=”60px” header_line_height=”1.2em” text_orientation=”center” global_colors_info=”{}”] Dispute Resolution & Litigation [/et_pb_text][et_pb_text disabled_on=”off|on|on” _builder_version=”4.24.0″ _module_preset=”default” header_font=”||||||||” header_text_color=”#ffffff” header_font_size=”50px” header_line_height=”1.2em” text_orientation=”center” global_colors_info=”{}”] Dispute Resolution & Litigation [/et_pb_text][/et_pb_column][/et_pb_row][/et_pb_section][et_pb_section fb_built=”1″ admin_label=”Services” - [Dispute Resolution & Litigation](https://www.nicoledunnlawyers.com.au/what-we-do-for-businesses/mediation-and-litigation/) - [et_pb_section fb_built=”1″ _builder_version=”4.24.0″ _module_preset=”default” use_background_color_gradient=”on” background_color_gradient_stops=”rgba(20,44,114,0.54) 0%|rgba(23,43,109,0.45) 100%” background_color_gradient_overlays_image=”on” background_color_gradient_start=”rgba(20,44,114,0.54)” background_color_gradient_end=”rgba(23,43,109,0.45)” background_image=”https://www.nicoledunnlawyers.com.au/wp-content/uploads/2024/02/banner-dispute-resolution.jpg” max_height=”338px” hover_enabled=”0″ locked=”off” global_colors_info=”{}” title_text=”banner-dispute-resolution” sticky_enabled=”0″][et_pb_row _builder_version=”4.16″ _module_preset=”default” global_colors_info=”{}”][et_pb_column type=”4_4″ _builder_version=”4.16″ _module_preset=”default” global_colors_info=”{}”][et_pb_text disabled_on=”on|off|off” _builder_version=”4.24.0″ _module_preset=”default” header_font=”||||||||” header_text_color=”#ffffff” header_font_size=”60px” header_line_height=”1.2em” text_orientation=”center” global_colors_info=”{}”] Dispute Resolution & Litigation [/et_pb_text][et_pb_text disabled_on=”off|on|on” _builder_version=”4.24.0″ _module_preset=”default” header_font=”||||||||” header_text_color=”#ffffff” header_font_size=”50px” header_line_height=”1.2em” text_orientation=”center” global_colors_info=”{}”] Dispute Resolution & Litigation [/et_pb_text][/et_pb_column][/et_pb_row][/et_pb_section][et_pb_section fb_built=”1″ admin_label=”Services” - [Employment and Workplace (Individuals)](https://www.nicoledunnlawyers.com.au/what-we-do-for-individuals/individuals-employment-workplace/) - [et_pb_section fb_built=”1″ _builder_version=”4.24.0″ _module_preset=”default” use_background_color_gradient=”on” background_color_gradient_stops=”rgba(20,44,114,0.54) 0%|rgba(23,43,109,0.45) 100%” background_color_gradient_overlays_image=”on” background_color_gradient_start=”rgba(20,44,114,0.54)” background_color_gradient_end=”rgba(23,43,109,0.45)” background_image=”https://www.nicoledunnlawyers.com.au/wp-content/uploads/2024/02/individuals-employment-workplace.jpg” max_height=”338px” hover_enabled=”0″ locked=”off” global_colors_info=”{}” sticky_enabled=”0″][et_pb_row _builder_version=”4.16″ _module_preset=”default” global_colors_info=”{}”][et_pb_column type=”4_4″ _builder_version=”4.16″ _module_preset=”default” global_colors_info=”{}”][et_pb_text disabled_on=”on|off|off” _builder_version=”4.24.0″ _module_preset=”default” header_font=”||||||||” header_text_color=”#ffffff” header_font_size=”60px” header_line_height=”1.2em” text_orientation=”center” global_colors_info=”{}”] Employment & Workplace [/et_pb_text][et_pb_text disabled_on=”off|on|on” _builder_version=”4.24.0″ _module_preset=”default” header_font=”||||||||” header_text_color=”#ffffff” header_font_size=”50px” header_line_height=”1.2em” text_orientation=”center” global_colors_info=”{}”] Employment & Workplace [/et_pb_text][/et_pb_column][/et_pb_row][/et_pb_section][et_pb_section fb_built=”1″ admin_label=”Services” _builder_version=”4.16″ locked=”off” global_colors_info=”{}”][et_pb_row - [What We Do For Businesses](https://www.nicoledunnlawyers.com.au/what-we-do-for-businesses/) - [et_pb_section fb_built=”1″ _builder_version=”4.16″ _module_preset=”default” use_background_color_gradient=”on” background_color_gradient_stops=”rgba(20,44,114,0.54) 0%|rgba(23,43,109,0.45) 100%” background_color_gradient_overlays_image=”on” background_color_gradient_start=”rgba(20,44,114,0.54)” background_color_gradient_end=”rgba(23,43,109,0.45)” background_image=”https://www.nicoledunnlawyers.com.au/wp-content/uploads/2022/08/For-Dispute-Banner.png” max_height=”338px” locked=”off” global_colors_info=”{}”][et_pb_row _builder_version=”4.16″ _module_preset=”default” global_colors_info=”{}”][et_pb_column type=”4_4″ _builder_version=”4.16″ _module_preset=”default” global_colors_info=”{}”][et_pb_text disabled_on=”on|off|off” _builder_version=”4.24.0″ _module_preset=”default” header_font=”||||||||” header_text_color=”#ffffff” header_font_size=”60px” header_line_height=”1.2em” text_orientation=”center” global_colors_info=”{}”] What We Do For Businesses [/et_pb_text][et_pb_text disabled_on=”off|on|on” _builder_version=”4.24.0″ _module_preset=”default” header_font=”||||||||” header_text_color=”#ffffff” header_font_size=”50px” header_line_height=”1.2em” text_orientation=”center” global_colors_info=”{}”] What We Do For Businesses [/et_pb_text][/et_pb_column][/et_pb_row][/et_pb_section][et_pb_section fb_built=”1″ admin_label=”Services” _builder_version=”4.16″ - [What We Do For Individuals](https://www.nicoledunnlawyers.com.au/what-we-do-for-individuals/) - [et_pb_section fb_built=”1″ _builder_version=”4.16″ _module_preset=”default” use_background_color_gradient=”on” background_color_gradient_stops=”rgba(20,44,114,0.54) 0%|rgba(23,43,109,0.45) 100%” background_color_gradient_overlays_image=”on” background_color_gradient_start=”rgba(20,44,114,0.54)” background_color_gradient_end=”rgba(23,43,109,0.45)” background_image=”https://www.nicoledunnlawyers.com.au/wp-content/uploads/2022/08/For-Dispute-Banner.png” max_height=”338px” locked=”off” global_colors_info=”{}”][et_pb_row _builder_version=”4.16″ _module_preset=”default” global_colors_info=”{}”][et_pb_column type=”4_4″ _builder_version=”4.16″ _module_preset=”default” global_colors_info=”{}”][et_pb_text disabled_on=”on|off|off” _builder_version=”4.24.0″ _module_preset=”default” header_font=”||||||||” header_text_color=”#ffffff” header_font_size=”60px” header_line_height=”1.2em” text_orientation=”center” global_colors_info=”{}”] What We Do For Individuals [/et_pb_text][et_pb_text disabled_on=”off|on|on” _builder_version=”4.24.0″ _module_preset=”default” header_font=”||||||||” header_text_color=”#ffffff” header_font_size=”50px” header_line_height=”1.2em” text_orientation=”center” global_colors_info=”{}”] What We Do For Individuals [/et_pb_text][/et_pb_column][/et_pb_row][/et_pb_section][et_pb_section fb_built=”1″ admin_label=”Services” _builder_version=”4.16″ - [Employment and Workplace](https://www.nicoledunnlawyers.com.au/what-we-do-for-businesses/employment-and-workplace/) - [et_pb_section fb_built=”1″ _builder_version=”4.24.0″ _module_preset=”default” use_background_color_gradient=”on” background_color_gradient_stops=”rgba(20,44,114,0.54) 0%|rgba(23,43,109,0.45) 100%” background_color_gradient_overlays_image=”on” background_color_gradient_start=”rgba(20,44,114,0.54)” background_color_gradient_end=”rgba(23,43,109,0.45)” background_image=”https://www.nicoledunnlawyers.com.au/wp-content/uploads/2022/08/For-Bsuiness-Banner.png” max_height=”338px” locked=”off” global_colors_info=”{}”][et_pb_row _builder_version=”4.16″ _module_preset=”default” global_colors_info=”{}”][et_pb_column type=”4_4″ _builder_version=”4.16″ _module_preset=”default” global_colors_info=”{}”][et_pb_text disabled_on=”on|off|off” _builder_version=”4.24.0″ _module_preset=”default” header_font=”||||||||” header_text_color=”#ffffff” header_font_size=”60px” header_line_height=”1.2em” text_orientation=”center” global_colors_info=”{}”] Employment and Workplace [/et_pb_text][et_pb_text disabled_on=”off|on|on” _builder_version=”4.24.0″ _module_preset=”default” header_font=”||||||||” header_text_color=”#ffffff” header_font_size=”50px” header_line_height=”1.2em” text_orientation=”center” global_colors_info=”{}”] Employment and Workplace [/et_pb_text][/et_pb_column][/et_pb_row][/et_pb_section][et_pb_section fb_built=”1″ admin_label=”Services” _builder_version=”4.16″ locked=”off” global_colors_info=”{}”][et_pb_row _builder_version=”4.16″ global_colors_info=”{}”][et_pb_column - [Inquests, Inquiries & Investigations (Individuals)](https://www.nicoledunnlawyers.com.au/what-we-do-for-individuals/individuals-inquests-inquiries-investigations/) - [et_pb_section fb_built=”1″ _builder_version=”4.24.0″ _module_preset=”default” use_background_color_gradient=”on” background_color_gradient_stops=”rgba(20,44,114,0.54) 0%|rgba(23,43,109,0.45) 100%” background_color_gradient_overlays_image=”on” background_color_gradient_start=”rgba(20,44,114,0.54)” background_color_gradient_end=”rgba(23,43,109,0.45)” background_image=”https://www.nicoledunnlawyers.com.au/wp-content/uploads/2022/08/For-Inquests-Banner.png” max_height=”338px” locked=”off” global_colors_info=”{}”][et_pb_row _builder_version=”4.16″ _module_preset=”default” global_colors_info=”{}”][et_pb_column type=”4_4″ _builder_version=”4.16″ _module_preset=”default” global_colors_info=”{}”][et_pb_text disabled_on=”on|off|off” _builder_version=”4.24.0″ _module_preset=”default” header_font=”||||||||” header_text_color=”#ffffff” header_font_size=”60px” header_line_height=”1.2em” text_orientation=”center” global_colors_info=”{}”] Inquests, Inquiries & Investigations [/et_pb_text][et_pb_text disabled_on=”off|on|on” _builder_version=”4.24.0″ _module_preset=”default” header_font=”||||||||” header_text_color=”#ffffff” header_font_size=”45px” header_line_height=”1.2em” text_orientation=”center” header_text_color_tablet=”#ffffff” header_text_color_phone=”#ffffff” header_text_color_last_edited=”on|desktop” global_colors_info=”{}”] Inquests, Inquiries & Investigations [/et_pb_text][/et_pb_column][/et_pb_row][/et_pb_section][et_pb_section fb_built=”1″ admin_label=”Services” - [Inquests, Inquiries & Investigations](https://www.nicoledunnlawyers.com.au/what-we-do-for-businesses/inquests-inquiries-investigations/) - [et_pb_section fb_built=”1″ _builder_version=”4.24.0″ _module_preset=”default” use_background_color_gradient=”on” background_color_gradient_stops=”rgba(20,44,114,0.54) 0%|rgba(23,43,109,0.45) 100%” background_color_gradient_overlays_image=”on” background_color_gradient_start=”rgba(20,44,114,0.54)” background_color_gradient_end=”rgba(23,43,109,0.45)” background_image=”https://www.nicoledunnlawyers.com.au/wp-content/uploads/2022/08/For-Inquests-Banner.png” max_height=”338px” locked=”off” global_colors_info=”{}”][et_pb_row _builder_version=”4.16″ _module_preset=”default” global_colors_info=”{}”][et_pb_column type=”4_4″ _builder_version=”4.16″ _module_preset=”default” global_colors_info=”{}”][et_pb_text disabled_on=”on|off|off” _builder_version=”4.24.0″ _module_preset=”default” header_font=”||||||||” header_text_color=”#ffffff” header_font_size=”60px” header_line_height=”1.2em” text_orientation=”center” global_colors_info=”{}”] Inquests, Inquiries & Investigations [/et_pb_text][et_pb_text disabled_on=”off|on|on” _builder_version=”4.24.0″ _module_preset=”default” header_font=”||||||||” header_text_color=”#ffffff” header_font_size=”45px” header_line_height=”1.2em” text_orientation=”center” header_text_color_tablet=”#ffffff” header_text_color_phone=”#ffffff” header_text_color_last_edited=”on|desktop” global_colors_info=”{}”] Inquests, Inquiries & Investigations [/et_pb_text][/et_pb_column][/et_pb_row][/et_pb_section][et_pb_section fb_built=”1″ admin_label=”Services” - [Migration (Individuals)](https://www.nicoledunnlawyers.com.au/what-we-do-for-individuals/individuals-migration/) - [et_pb_section fb_built=”1″ _builder_version=”4.24.0″ _module_preset=”default” use_background_color_gradient=”on” background_color_gradient_stops=”rgba(20,44,114,0.54) 0%|rgba(23,43,109,0.45) 100%” background_color_gradient_overlays_image=”on” background_color_gradient_start=”rgba(20,44,114,0.54)” background_color_gradient_end=”rgba(23,43,109,0.45)” background_image=”https://www.nicoledunnlawyers.com.au/wp-content/uploads/2022/08/For-Immagration-Banner.png” background_position=”top_center” min_height=”250px” max_height=”250px” locked=”off” global_colors_info=”{}”][et_pb_row _builder_version=”4.16″ _module_preset=”default” global_colors_info=”{}”][et_pb_column type=”4_4″ _builder_version=”4.16″ _module_preset=”default” global_colors_info=”{}”][et_pb_text _builder_version=”4.24.0″ _module_preset=”default” header_font=”||||||||” header_text_color=”#ffffff” header_font_size=”60px” header_line_height=”0.9em” global_colors_info=”{}”] Migration [/et_pb_text][/et_pb_column][/et_pb_row][/et_pb_section][et_pb_section fb_built=”1″ admin_label=”Services” _builder_version=”4.16″ custom_padding=”||1px|||” locked=”off” global_colors_info=”{}”][et_pb_row _builder_version=”4.16″ global_colors_info=”{}”][et_pb_column type=”4_4″ _builder_version=”4.16″ custom_padding=”|||” global_colors_info=”{}” custom_padding__hover=”|||”][et_pb_text _builder_version=”4.24.0″ text_font=”||||||||” text_text_color=”#005BAA” text_font_size=”24px” text_line_height=”1.4em” header_font=”||||||||” header_2_font=”||||||||” header_2_text_color=”#022658″ header_2_font_size=”36px” - [Coronial Inquests](https://www.nicoledunnlawyers.com.au/coronial-inquests/) - [et_pb_section fb_built=”1″ _builder_version=”4.16″ _module_preset=”default” use_background_color_gradient=”on” background_color_gradient_stops=”rgba(20,44,114,0.54) 0%|rgba(23,43,109,0.45) 100%” background_color_gradient_overlays_image=”on” background_color_gradient_start=”rgba(20,44,114,0.54)” background_color_gradient_end=”rgba(23,43,109,0.45)” background_image=”https://www.nicoledunnlawyers.com.au/wp-content/uploads/2022/08/For-Inquests-Banner.png” background_position=”top_center” max_height=”350px” locked=”off” global_colors_info=”{}”][et_pb_row _builder_version=”4.16″ _module_preset=”default” global_colors_info=”{}”][et_pb_column type=”4_4″ _builder_version=”4.16″ _module_preset=”default” global_colors_info=”{}”][et_pb_text disabled_on=”on|off|off” _builder_version=”4.24.0″ _module_preset=”default” header_font=”||||||||” header_text_color=”#ffffff” header_font_size=”60px” header_line_height=”1.2em” text_orientation=”center” global_colors_info=”{}”] Inquests,Inquiries &Investigations [/et_pb_text][et_pb_text disabled_on=”off|on|on” _builder_version=”4.24.0″ _module_preset=”default” header_font=”||||||||” header_text_color=”#ffffff” header_font_size=”50px” header_line_height=”1.2em” text_orientation=”center” hover_enabled=”0″ global_colors_info=”{}” sticky_enabled=”0″ header_text_color_last_edited=”on|phone” header_text_color_tablet=”#ffffff” header_text_color_phone=”#ffffff”] Inquests,Inquiries &Investigations [/et_pb_text][/et_pb_column][/et_pb_row][/et_pb_section][et_pb_section fb_built=”1″ admin_label=”Services” _builder_version=”4.16″ - [Privacy Policy](https://www.nicoledunnlawyers.com.au/privacy-policy/) - [et_pb_section fb_built=”1″ _builder_version=”4.16″ _module_preset=”default” use_background_color_gradient=”on” background_color_gradient_stops=”rgba(20,44,114,0.54) 0%|rgba(23,43,109,0.45) 100%” background_color_gradient_overlays_image=”on” background_color_gradient_start=”rgba(20,44,114,0.54)” background_color_gradient_end=”rgba(23,43,109,0.45)” background_image=”https://www.nicoledunnlawyers.com.au/wp-content/uploads/2022/08/Privacy-Policy-scaled.jpg” max_height=”250px” locked=”off” global_colors_info=”{}”][et_pb_row _builder_version=”4.16″ _module_preset=”default” global_colors_info=”{}”][et_pb_column type=”4_4″ _builder_version=”4.16″ _module_preset=”default” global_colors_info=”{}”][et_pb_text _builder_version=”4.16″ _module_preset=”default” header_font=”||||||||” header_text_color=”#ffffff” header_font_size=”60px” header_line_height=”1.2em” text_orientation=”center” global_colors_info=”{}”] Privacy Policy [/et_pb_text][/et_pb_column][/et_pb_row][/et_pb_section][et_pb_section fb_built=”1″ _builder_version=”4.16″ global_colors_info=”{}”][et_pb_row _builder_version=”4.16″ global_colors_info=”{}”][et_pb_column type=”4_4″ _builder_version=”4.16″ global_colors_info=”{}”][et_pb_text _builder_version=”4.16″ text_text_color=”#005BAA” text_font_size=”24px” text_line_height=”1.4em” global_colors_info=”{}”] Privacy At Nicole Dunn Lawyers we understand - [For Workers](https://www.nicoledunnlawyers.com.au/for-workers/) - [et_pb_section fb_built=”1″ _builder_version=”4.16″ _module_preset=”default” use_background_color_gradient=”on” background_color_gradient_stops=”rgba(20,44,114,0.54) 0%|rgba(23,43,109,0.45) 100%” background_color_gradient_overlays_image=”on” background_color_gradient_start=”rgba(20,44,114,0.54)” background_color_gradient_end=”rgba(23,43,109,0.45)” background_image=”https://www.nicoledunnlawyers.com.au/wp-content/uploads/2022/08/For-Workers-Banner.png” background_position=”top_center” min_height=”250px” max_height=”250px” background_last_edited=”off|desktop” locked=”off” global_colors_info=”{}”][et_pb_row _builder_version=”4.16″ _module_preset=”default” global_colors_info=”{}”][et_pb_column type=”4_4″ _builder_version=”4.16″ _module_preset=”default” global_colors_info=”{}”][et_pb_text _builder_version=”4.16″ _module_preset=”default” header_font=”||||||||” header_text_color=”#ffffff” header_font_size=”60px” header_line_height=”0.9em” global_colors_info=”{}”] For Workers [/et_pb_text][/et_pb_column][/et_pb_row][/et_pb_section][et_pb_section fb_built=”1″ admin_label=”Services” _builder_version=”4.16″ locked=”off” global_colors_info=”{}”][et_pb_row _builder_version=”4.16″ min_height=”150px” global_colors_info=”{}”][et_pb_column type=”4_4″ _builder_version=”4.16″ custom_padding=”|||” global_colors_info=”{}” custom_padding__hover=”|||”][et_pb_text _builder_version=”4.16″ text_font=”||||||||” text_text_color=”#005BAA” text_font_size=”24px” text_line_height=”1.4em” header_font=”||||||||” header_2_font=”Quicksand|700||on|||||” - [Articles](https://www.nicoledunnlawyers.com.au/articles/) - [et_pb_section fb_built=”1″ _builder_version=”4.16″ _module_preset=”default” use_background_color_gradient=”on” background_color_gradient_stops=”rgba(20,44,114,0.54) 0%|rgba(23,43,109,0.45) 100%” background_color_gradient_overlays_image=”on” background_color_gradient_start=”rgba(20,44,114,0.54)” background_color_gradient_end=”rgba(23,43,109,0.45)” background_image=”https://www.nicoledunnlawyers.com.au/wp-content/uploads/2023/05/DSC1636-min-scaled.jpg” background_position=”bottom_center” min_height=”250px” max_height=”250px” locked=”off” global_colors_info=”{}”][et_pb_row _builder_version=”4.16″ _module_preset=”default” global_colors_info=”{}”][et_pb_column type=”4_4″ _builder_version=”4.16″ _module_preset=”default” global_colors_info=”{}”][et_pb_text _builder_version=”4.16″ _module_preset=”default” header_font=”||||||||” header_text_color=”#ffffff” header_font_size=”60px” header_line_height=”0.9em” text_orientation=”center” global_colors_info=”{}”] Articles [/et_pb_text][/et_pb_column][/et_pb_row][/et_pb_section][et_pb_section fb_built=”1″ admin_label=”Blog” _builder_version=”4.16″ background_enable_color=”off” global_colors_info=”{}”][et_pb_row column_structure=”3_4,1_4″ _builder_version=”4.16″ background_size=”initial” background_position=”top_left” background_repeat=”repeat” global_colors_info=”{}”][et_pb_column type=”3_4″ _builder_version=”4.16″ custom_padding=”|||” global_colors_info=”{}” custom_padding__hover=”|||”][et_pb_blog fullwidth=”off” include_categories=”30″ show_date=”off” show_categories=”off” _builder_version=”4.16″ - [What is a Day in the Chocolate Factory?](https://www.nicoledunnlawyers.com.au/what-is-a-day-in-the-chocolate-factory/) - Today a majority of the High Court overturned the Full Federal Court’s decision in MondelezAustralia Pty Ltd v Automotive, Food, Metals, Engineering, Printing and Kindred IndustriesUnion known as the Australian Manufacturing Workers Union (AMWU) & ORS 1(‘the Cadbury Decision’). Full Federal Court DecisionThe Cadbury Decision concerned the calculation of paid personal/carer’s leave undersection 96(1) of - [Jobs](https://www.nicoledunnlawyers.com.au/job-openings/) - [et_pb_section admin_label=”section”] [et_pb_row admin_label=”row”] [et_pb_column type=”4_4″][et_pb_text admin_label=”Text”][awsmjobs][/et_pb_text][/et_pb_column] [/et_pb_row] [/et_pb_section] ## Categories - [Uncategorized](https://www.nicoledunnlawyers.com.au/category/uncategorized/) - [Myths](https://www.nicoledunnlawyers.com.au/category/myths/) - [Cases](https://www.nicoledunnlawyers.com.au/category/cases/) - [Articles](https://www.nicoledunnlawyers.com.au/category/articles/) - [Case Summary](https://www.nicoledunnlawyers.com.au/category/case-summary/) ## Tags - [employment law; community services leave](https://www.nicoledunnlawyers.com.au/tag/employment-law-community-services-leave/) - [coronavirus](https://www.nicoledunnlawyers.com.au/tag/coronavirus/) - [COVID-19](https://www.nicoledunnlawyers.com.au/tag/covid-19/) - [Employment](https://www.nicoledunnlawyers.com.au/tag/employment/) - [Immigration](https://www.nicoledunnlawyers.com.au/tag/immigration/)