A recent decision of the Fir Work Commission provides a useful reminder that warnings relied upon in performance based dismissals must be clear, current, and properly framed. Employers cannot rely on vague historical concerns or warnings that fail to notify employees their employment is at risk.

Over the past 25-30 years, testamentary trusts have become a common feature of Australian wills. Many clients from the baby-boomer generation inherited assets through testamentary trusts established by their parents in the late 1990’s and early 2000’s. these trusts often hold substantial family wealth, including property portfolios, investment portfolios or interests in private companies.

The Law Society of New South Wales has released the 2026 Edition of the Contract for the Sale and Purchase of Land, updating the widely used standard contract to reflect recent legislative changes, regulatory developments, and practical improvements for conveyancing practice.

As Australian businesses increasingly engage offshore workers, whether through direct remote employment, labour hire entities or foreign service providers, questions frequently arise regarding the reach of Australia’s workplace laws.

As Australia enters a significant period of intergenerational wealth transfer, business owners are increasingly focused on preserving both control and continuity.

New performance thresholds apply from 15 March 2026 for venues on the Live Music and Performance Venue List. The changes apply to venues currently on, or seeking to remain on, the Live Music and Performance Venue List. For the purposes of this scheme, “metropolitan” includes Greater Sydney and the local government areas of the Central Coast, Lake Macquarie, Newcastle and Wollongong. All other areas are treated as non-metropolitan.

You dismiss an employee for misconduct. A few weeks later, further information comes to light, and it is significantly more serious than what you knew at the time. Can you rely on that new information to defend an unfair dismissal claim? The short answer is: maybe. However, it is only for additional support, not a substitute.

Since the emergence of COVID-19, many employers have increasingly integrated flexible and hybrid working arrangements into their businesses.

As the New Year has just started, many of us begin adjusting back to work routines after a well-earned break. While this period can feel quieter from a business perspective, it is important for employers to use this time wisely to put the right foundations in place for the year ahead.