Procedural fairness and trauma‑informed practice are complementary approaches to investigations. By applying the three rules of procedural fairness, investigators create conditions for investigations that are both legally robust and psychologically safe. Employers should ensure investigators understand how trauma‑informed principles reinforce procedural fairness to deliver fair, transparent, and accurate outcomes.
In
Die Parteien streiten über die Wirksamkeit einer Probezeitkündigung. Der Kläger trat am 15.06.2023 in ein Arbeitsverhältnis mit
The parties are
In a ruling dated November 13, 2025, the French Supreme Court determined that when an employee is hired under a fixed-term replacement contract, the employer must inform the new employee of the dismissal of the employee they have replaced. Failure to provide such notification results in the fixed-term employment contract being reclassified as
Dans un arrêt du 13 novembre 2015, la Cour de Cassation a jugé dans le cadre d’un CDD de remplacement, que l’employeur devait informer le salarié remplaçant du licenciement du salarié remplacé et que s’il ne le fait pas, le contrat de travail a durée déterminée est alors requalifié en contrat de travail à durée
What employers need to know:
By embedding the six core principles of trauma-informed practice to workplace investigations, employers can create respectful, effective processes that lead to more reliable outcomes and foster a culture of trust. We recommend that employers review and align their policies with psychological safety obligations, and ensure that their investigators are trained
A January 2026 judgment of the Labour Appeal Courthighlights the effect of vague drafting within a settlement agreement.
An employee’s alleged unfair dismissal dispute was settled on the basis that “the [employer] agrees to assist with the completion of the forms as required by the [employee], as applicable to the employer.”
The employee
On 26 February 2026, the Minister of Employment and Labour published the Labour Law Amendment Bill, 2025 for public comment (the Bill). The Bill proposes wide-ranging amendments to the Labour Relations Act, 1995 (LRA), Basic Conditions of Employment Act, 1997 (BCEA), Employment Equity Act, 1998 (EEA), the
In February 2026, the Labour Court ruled that an employer’s decision to unilaterally abolish the contractual payment of a 13th cheque to its employee amounted to a breach of contract. The court emphasised the trite position that contractual obligations are not optional and cannot be mischaracterised as a workplace practice to avoid obligatory fulfilment.
The NSW Parliament has narrowly passed the Work Health and Safety Amendment (Digital Work Systems) Bill 2025, introducing the most significant update to the State’s WHS framework in more than a decade. The reforms, an Australian first, respond to the rapid expansion of AI‑enabled management tools, algorithmic scheduling, digital surveillance technologies and automated decision‑making systems