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Jennifer van Bronswijk


Jennifer is a senior workplace relations practitioner with diverse experience in providing astute industrial and employment advice. With over nine years' experience, she is a trusted adviser, partnering with clients to achieve commercial and sustainable workplace relations outcomes.

Jennifer brings a unique perspective, with a blend of private practice and in-house experience. She understands the critical importance of business objectives in finding solutions to complex legal problems.


Jennifer’s recent experience includes:

  • advising on the full range of workplace relations matters including industrial instrument interpretation and application, termination of employment, employment contracts, confidentiality and restraint undertakings, policies and procedures, restructuring, transfer of business and independent contractors
  • advising on large scale strategic projects including enterprise agreement negotiations, employee fitness for work management and industrial instrument coverage for new business ventures
  • offering strategic and practical legal advice to resolve sensitive disputes, in relation to terminations, managing ill and injured employees, business restructures and disciplinary and performance management
  • advising and representing employers in general protections, unfair dismissal, and discrimination proceedings
  • strategising to resolve highly complex industrial disputes that significantly impact business operations including enterprise agreement interpretation matters, including through proceedings in the Fair Work Commission.


20 July 2022 - Knowledge

Employer’s ‘inadvertent error’ invalidates enterprise agreement

#Workplace Relations & Safety

The Fair Work Commission has dismissed an employer’s application to approve its enterprise agreement, even though it was voted up by its employees, because it failed to comply with the strict pre-approval requirements under the Fair Work Act.

06 July 2022 - Knowledge

Is being an ‘anti-vaxxer’ protected under discrimination law?

#Workplace Relations & Safety

In a recent unfair dismissal decision, the Fair Work Commission considered whether being an ‘anti-vaxxer’ could fall within the meaning of ‘social origin’ under the Fair Work Act and is therefore protected under general protections and discrimination law.

07 March 2022 - Knowledge

Contractor vs employee: The new legal approach

#Workplace Relations & Safety

The High Court has recently clarified how employers determine whether a worker is an independent contractor or employee. What is the new approach, and how may it affect you?

09 February 2022 - Knowledge

The primacy of the contract: High Court revises approach to determining independent contracting

#Workplace Relations & Safety

Two landmark decisions handed down today have revised the approach to determine whether a worker is an independent contractor or employee. The Court has upheld the primacy of the terms of the written agreement as the key factor in establishing the legal character of the relationship.

22 September 2021 - Knowledge

Employer obligations in response to the Respect@Work legislation

#Workplace Relations & Safety

With the commencement of the Sex Discrimination and Fair Work (Respect at Work) Amendment Act 2021 now in operation, we outline six steps employers can take to prevent sexual harassment.

01 September 2021 - Knowledge

Can you mandate vaccinations in your workplace?

#Workplace Relations & Safety

In this article, we explore the legal basis for a mandatory vaccination policy and the key legal considerations for employers.

28 July 2021 - Knowledge

Government introduces new Respect@Work legislation

#Workplace Relations & Safety

The Government’s Sex Discrimination and Fair Work (Respect at Work) Amendment Bill 2021 aims to amend federal laws to clarify and simplify the current sex discrimination and sexual harassment laws in Australia.

07 July 2021 - Knowledge

Countdown to casual conversion

#Workplace Relations & Safety

We outline the new casual conversion requirements and the essential steps employers must take before 27 September 2021.

Upcoming Seminars