Workplace & Employment Litigation
We provide advice on unfair dismissals, general protections, unlawful terminations, employment contracts, redundancy entitlements, sexual harassment, workplace bullying and workplace discrimination and investigations.
Our goal is always to achieve practical and commercial solutions to employment law disputes including through alternative dispute resolution processes.
Professionals
Kenneth Hong
Partner
Timothy Chan
Partner
Related Insights
View MoreWorkplace & Employment Litigation,Employment Contracts, Policies & Procedures, and Award Interpretations,Employment Disputes
29 May 2026
Modern Slavery Reporting Requirements For Australian Subsidiaries and Foreign Entities in Australia
As we approach mid-year, many Australian subsidiaries of multinational corporations and foreign entities registered in Australia should be preparing their modern slavery statements. This article examines the reporting obligations under Australian laws, including the critical issue of revenue consolidation that often catches foreign-owned entities by surprise. The Reporting Obligation Australia’s Modern Slavery Act 2018 (Cth) (the “Act”) requires entities to submit annual modern slavery statements if they meet the revenue threshold.
Corporate and Commercial Disputes,Workplace & Employment Litigation,Arbitration,Contracts & Commercial Agreements
17 September 2025
Artificial Intelligence (AI) and International Arbitration
International arbitration has long been valued for its flexibility, neutrality, and adaptability. In recent years, however, the emergence of artificial intelligence (AI) has introduced a new set of opportunities and challenges that are likely to reshape arbitral practice. Unlike earlier waves of technological change, AI has a particularly pervasive impact: it is capable of touching almost every stage of the arbitral lifecycle; from pre-dispute planning and arbitrator selection to evidentiary and document review, hearings, award drafting, and enforcement.
Workplace & Employment Litigation,Employment Contracts, Policies & Procedures, and Award Interpretations,Employment Disputes
04 April 2022
High Court Clarifies Definition of Casual Employee
As one of the most significant decisions by the High Court in 2021, the High Court has determined the meaning of a casual employee in Workpac Pty Ltd v Rossato [2021] HCA 23. Mr Rossato was employed as a production worker by Workpac’s labour-hire company under a series of six contracts, or assignments, to perform work for one of Workpac’s clients. While Mr Rossato was required to work regular and full-time hours according to a fixed pattern of work, Workpac treated Mr Rossato as a casual employee, such that Mr Rossato was not paid the leave or public holiday entitlements under the Fair Work Act 2009 (Cth) (the Act) and the enterprise agreement. The Court confirmed that the question of whether a person is a casual employee is to be determined by considering the express terms of a written employment contract, and not on the basis of any subsequent conduct of either party. To this extent, the court held any such commitment to further work must be contained in an enforceable agreement to be recognised. The High Court held that a casual employee is an employee who has no “firm advance commitment as to the duration of the employee’s employment or the days (or hours) the employee will work” and provides no reciprocal commitment to the employer.