Our specialist team has extensive experience acting for employers in both the public and private sector and across a range of industries.
We understand the legal risks associated with human resource management. We focus on preventative measures and deliver training workshops and support designed to keep our clients out of disputes.
We balance the technical aspects of employment and industrial relations law with a focus on addressing what can often be complex business issues facing our clients. As part of our approach, we look to understand the business imperatives behind our clients’ workplace strategies and to structure our advice in the context of these imperatives.
If a workplace dispute arises for a client, we offer alternative resolution processes. If litigation is necessary, we use our specialist knowledge of the relevant law, workplace disputes and courts and tribunals to develop a legal process that will best achieve success for the client.
Our experienced workplace relations lawyers assist clients with all issues relating to senior executives and board members in respect of employment and safety issues.
In any merger, acquisition, sale of business, in-sourcing, out-sourcing or restructure arrangement there are critical employment and industrial issues which can affect the success of the project. Our expert workplace relations lawyers assist and advise on these issues to ensure our clients' interests are best protected.
Our specialist Workplace Relations Group has extensive experience acting for employers in both the public and private sector and across a range of industries. We understand the legal risks associated with human resource management.
We offer our clients:
Our specialist Workplace Relations Group has extensive experience acting for employers in both the public and private sector and across a range of industries. We understand the legal risks associated with industrial relations. We understand that the rules governing collective bargaining have become more complex and at the same time the issues that employers need to address have become more varied.
We offer our clients:
We advise employers in respect of complaints of unlawful discrimination and act in defending proceedings in this regard. We also advise employers on governance structures to adopt in order to address these matters as well as how best to investigate and deal with complaints or issues as they arise.
Businesses face significant risks in the management of ill or injured workers. Our workplace relations lawyers are able to assist you in reducing these risks while at the same time ensuring you can achieve a productive and engaged workforce.
Employers need to be aware of the privacy protections that apply to monitoring and surveillance in the workplace and the importance of policies and procedures in this area. Our specialist Workplace Relations Group has significant experience advising employers on a range of privacy issues.
Skilled work force shortages present one of the most critical challenges to Australia. Businesses operating in Australia (or seeking to operate in Australia) increasingly rely on international recruitment to meet their workforce needs.
Holding Redlich advises companies on all aspects of international recruitment, including the implications for human resources and risk management strategies.
Our expertise includes:
A key to the success of any business is the protection of its valuable confidential information and customer connections. We advise clients in respect of the implementation of measures to protect confidential information and restraints of trade as well as act in their enforcement.
We offer our clients:
Workplace Health & Safety (WH&S) impacts at all levels of the public and private sectors and all industries. We understand that it is important for the overall performance of a business and not just because of legal compliance.
Our clients regularly seek our advice and assistance in managing their obligations as well as when incidents occur.
Our WH&S team has extensive experience in advising on all aspects of workplace safety, including:
We act for principals, developers, contractors, managers and consultants in both the public and private sectors. Our clients range from major institutions and government entities to specialist consultants and subcontractors.
FREE trial copy of the OHS Handbook
Holding Redlich partner, Michael Selinger, is editor-in-chief of the OHS Handbook - a comprehensive, alphabetically organized, easy to understand guide to Australian workplace safety law. Written in layperson terms, the OHS Handbook will help you protect your business and stay on the right side of the law.
We deliver in-house training for representatives of our clients in all relevant areas of employment, industrial and safety law. This is a key service that we offer to minimise an employer’s legal risk. We regularly conduct training on a variety of topics and for all levels, from the boardroom to the office or “shop” floor.
The types of training we have recently conducted for specific clients include:
We will always look to tailor our training programmes to ensure they best meet the particular training objectives of our clients and regularly work in with their human resource and legal staff in developing and conducting this form of training.
Employers increasingly need to deal with statutory regulators in respect of employment and industrial matters. We have a broad range of experience in dealing with regulators on these matters.
Our Workplace relations for employees expertise.
We have broad experience across a range of industries, including:
18 May 2022 - Knowledge
The principles regarding repudiation of an employment contract are well established, but the application of these principles can often give rise to disputes, particularly in cases of employee repudiation.
27 April 2022 - Knowledge
A High Court decision confirms that the Industrial Relations Commission’s jurisdictional powers, including in relation to unfair dismissals, can extend to public servants who are covered by their own statutory regime.
27 April 2022 - Knowledge
This case raises interesting questions about statutory interpretation and the interaction between the Industrial Relations Act and other public sector legislation.
26 April 2022 - Knowledge
A recent Fair Work Commission decision highlights the importance of providing employees with a reasonable opportunity to respond, even where there are valid reasons for termination.
20 April 2022 - Knowledge
We look at the key outcomes of various vaccine mandate cases in the Queensland Public Service.
13 April 2022 - Knowledge
Employee share schemes have been overhauled as part of Treasurer Josh Frydenberg’s Budget 2022/23 announcements, allowing for larger staff incentives and bonuses.
07 April 2022 - Knowledge
The Fair Work Commission and the Fair Work Division of the federal courts are ostensibly no-costs jurisdictions. But in what circumstances will costs be awarded in employment-related proceedings?
04 April 2022 - Knowledge
In the final chapter of the long-running prosecutions arising out of a tragic accident at the University of Canberra Hospital site in 2016, a crane contractor has been fined $300,000 in the ACT Industrial Court.
29 March 2022 - Knowledge
The Fair Work Commission has reassured employers that terminating unvaccinated employees is not unfair when vaccination is an inherent requirement of the role.
23 March 2022 - Knowledge
A recent Federal Court decision has provided a helpful reminder that a document may start out as being subject to a claim for legal professional privilege, but this can be waived by subsequent conduct and ‘spilling the beans’.
22 March 2022 - Knowledge
The Fair Work Commission has dismissed a technician’s delayed unfair dismissal claim application in circumstances where the technician claimed that he did not see the termination letter in his email inbox.