Employers to put in place “adequate procedures” to prevent corruption
It has been almost one year since the establishment of the offence of failing to prevent corruption in section 34A of the Prevention and Combating of Corrupt Activities Act, 2004 (PRECCA), which came into effect on 3 April 2024. Since then, companies in
On 7 March 2025 the Minister of Employment and Labour announced an increase in the annual earnings threshold from R254 371.67 to R261 748.45. The increase is in effect from 1 April 2025.
For purposes of determining whether an employee earns in excess of the threshold, ‘earnings’ means an employee’s regular annual remuneration before deductions
The idea of paying employees in a cryptocurrency, although attractive in some respects, raises numerous legal and practical questions that must be carefully considered. Without delving into overly technical debates, here are some key points to consider:
L’idée de rémunérer les salariés en cryptomonnaies, bien que séduisante sur certains aspects, soulève de nombreuses questions juridiques et pratiques qui doivent être considérées attentivement. Sans entrer dans des débats trop techniques, voici quelques points clefs à considérer :
1. Réglementation du paiement des salaires : Selon le Code du travail, le salaire doit être payé
Following more than 12 months of analysis and consultation, the Sentencing Advisory Council (Council) has released its final report into Sentencing Occupational Health and Safety Offences in Victoria (Report) on 26 February 2025.
The Council concluded that:
Dans une décision récente[1], le Tribunal administratif du travail (le TAT), a accueilli la plainte d’un salarié (le Plaignant) pour congédiement sans cause juste et suffisante, confirmant que son congédiement était injustifié. Cette affaire met en lumière l’importance pour un employeur de démontrer un lien objectif entre une condamnation criminelle et
This is co-authored by Harry Kinkead.
The Victorian Government is on the brink of finalising new regulations addressing psychological health, which will soon mandate written “prevention plans” for managing psychosocial hazards in workplaces. This development follows a comprehensive four-year process and is likely to take effect on 1 December 2025.
The forthcoming psychological health
There is much speculation as to the future of diversity, equity and inclusion programs in Australian businesses given recent political and workplace discussions at home and abroad.
While much of the speculation about Australian businesses appears to be focussing on political values and the “business case” for or against diversity programs, it is critical
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