We are employment and industrial relations experts, making employment law & IR workable for your business.

From 1 July 2026, most NSW workers cannot recover compensation for a primary psychological injury unless it was caused by a defined "relevant event". We explain the new connection test, the statutory definitions of bullying, harassment and excessive work demands, the rebuilt reasonable management action defence, and what employers should be doing now.

Victoria has introduced a Bill that would give eligible employees a presumptive right to work from home 2 days per week, not just a right to request it. Rather than amend industrial legislation, the Equal Opportunity Amendment (Work from Home) Bill 2026 inserts the new right into the Equal Opportunity Act 2010 (Vic), borrowing anti-discrimination concepts and grafting them onto a general employment entitlement. If passed, it commences on 1 September 2026, leaving employers with Victorian operations a short window to prepare. We unpack who is covered, how the reasonableness test works, and what employers should be doing now.

Two new Bills would materially expand employee rights to work from home: Senator Pocock's Fair Work Amendment Bill, now before a Senate Inquiry, and Victoria's proposal to enshrine a right to WFH in the Equal Opportunity Act. Kat Eather examines each, along with the constitutional questions they raise for employers with multi-state operations.

If your business performs Commonwealth-funded work or receives government grant funding, the Secure Australian Jobs Code is worth your attention. The Consultation Paper signals requirements that potentially go beyond existing legislative minima - and some key definitions are still contested.