Adelaide: 7th March | Sydney: 9th March | Brisbane: 14th March | Melbourne: 16th March | Canberra: 21th March | Perth: 23nd March 


  • Employment Law Major Updates  
  • Assessing the impact of the Federal Election results on industrial relations


Overview of what recent emerging compliance requirements may mean for you including discussion on: 
  • The outcomes of Jobs and Skills Summit 
  • The Albanese Government introduction of the Anti-Discrimination and Human Rights Legislation Amendment (Respect at Work) Bill 2022 
  • Changes to enterprise agreements and updates to the Fair Work Act 


Possible areas of discussion:  
  • Dispute Resolution and Difficult Conversations  
  • Enterprise Bargaining Agreements- Tips, Traps and Trends 
  • Sexual Harassment  
  • Managing Privacy and Surveillance 
  • Disability Discrimination and Reasonable Adjustments 



  • Review of stop bullying and sexual harassment orders and Respect@Work recommendations    
  • Dealing with a complaint of sexual harassment   
  • When will the Fair Work Commission grant an order to stop sexual harassment or workplace bullying? 
  • Will HR managers need to meet KPIs on prevention, detection and responsiveness to sexual harassment? 


  • Reviewing examples of ‘Quiet Firing’ and how to avoid costly claims related to constructive dismissals 
  • Reviewing the legalities and risks of stand-downs, variations or redundancies 
  • Common pitfalls and when liabilities related to terminations emerge     
  • Terminations for reasons of absences: when an employer can terminate employment  
  • Strengthening your disciplinary and termination processes 
  • Minimising exposure risks related to termination of fixed term and rolling contracts



  • Identify key return to work risks of ill & injured employee  
  • Navigate the complexities of gathering and using medication information  
  • Clarify what to do when in doubt about legitimacy of illness or injury claims 
  • Leverage case law examples and real-world practical strategies to manage ill and injured workers and mitigate the risk of claims 


  • Addressing employer’s duty of care obligations in the current climate and mental health risks for a remote, hybrid and flexible workforce   
  • Identifying workforce issues leading to employee fatigue and burnout  
  • Developing systems to support the recognition of psychosocial hazards, psychological risk, and mental health warning signs 



  • Practical session to work through a performance management issue from start to resolution, addressing the latest performance processes and how to avoid common pitfalls 


  • Identifying evolving HR and organisational risk exposure 
  • Addressing evolving expectations around culture  
  • Addressing developments in working arrangements, leave, and pay   
  • Risk factors to consider for agile / hybrid working environments