A dismissal may be unfair if it is harsh, unjust or unreasonable.

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General protections apply in Australian workplaces, including in relation to adverse (harmful) action.

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Termination of employment can be a challenging time for employers and employees. It is important to get things right to avoid a dispute or potential penalties.

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Workplace investigations play an important role in detecting and responding to workplace misconduct.

Getting things right at the start can reduce the risks associated with a dispute later.

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Disciplinary action in the workplace can be sensitive and emotionally charged. It is important to exercise care and caution to minimise the potential impact on people impacted and to protect the integrity of a disciplinary outcome.

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There are special technical requirements that must be met if a person is to be dismissed or redeployed in a case of genuine redundancy.

Dismissal may be unfair if it does not involve a case of genuine redundancy. This creates exposure to potential litigation.

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Effective performance management provides employees with a genuine chance to improve and employers with options to take action when performance remains low.

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Underpayment of wages and related mistakes can lead to prosecution and often results in a hefty wage remediation bill.

The Fair Work Ombudsman and other regulatory bodies are focused on detecting, remediating and prosecuting underpayment.

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The law and your industrial instruments will often require consultation with staff before and during major workplace change. This consultation must be handled sensitively to prevent disputes and ensure success.

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Regulators in Australia have more powers and greater resources than ever before, giving them the capacity to identify, investigate, and prosecute breaches.

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Liaising with the Fair Work Ombudsman in a frank and cooperative way is often advantageous, but should be done with caution and care.

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