Employment Law Roadshow 2025
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Hours
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Employment Law Roadshow 2025
Days
Hours
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Employment Law Roadshow 2025 - Download Brochure
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24 July, 2025 Online
24 - 25 July, 2025 Sydney
23 - 24 July, 2025 Melbourne
22 - 23 July, 2025 Brisbane
21 - 22 July, 2025 Perth
ABOUT THE ROADSHOW
Employment law in Australia is changing fast, and failing to keep up could mean serious legal, financial, and reputational risks for your business. With stricter compliance requirements, tougher penalties, and new employee rights taking effect in 2025, HR professionals and business leaders need to stay ahead to avoid costly mistakes.
As regulations tighten, businesses are under greater scrutiny, facing new challenges in compliance, employee relations, and workplace policies. Staying informed isn’t just important— it’s critical to protecting your organisation. The Employment Law Roadshow 2025 brings together top legal and industry experts to unpack the latest changes, providing practical strategies and real-world solutions to help you navigate these complexities with confidence.
Through case studies, expert discussions, and interactive sessions, you’ll gain the tools you need to keep your business compliant and prepared.
KEY TOPICS INCLUDE:
- The Right to Disconnect & Workplace Flexibility Understand how employees’ new rights to ignore after-hours work communications will impact policies, productivity, and legal responsibilities.
- Criminalisation of Wage Theft & Underpayment Risks Avoid legal action and massive fines by ensuring compliance with new wage laws.
- Psychosocial Safety & Mental Health Obligations Learn how to manage workplace risks and prevent costly claims.
- Managing Difficult Employees & Misconduct Handle performance issues, serious misconduct, and terminations legally and effectively.
- Privacy, AI, and Employee Data Protection Understand how new regulations impact workplace surveillance, AI use, and employee data security.
- Enterprise Bargaining & Industrial Relations Reform Prepare for changes in workplace agreements and union rights.
- Harassment & Bullying Prevention Ensure your organisation meets its duty of care and prevents legal claims.
- Employment contracts and HR trouble shooting in a post Covid environment
Stay informed, stay compliant, and stay protected. Secure your spot at the Employment Law Roadshow 2025 and gain the insights needed to safeguard your business and workforce.
REASONS TO ATTEND:
- Stay Ahead Of Legal Changes Understand new workplace laws, compliance requirements, and penalties for 2025.
- Protect Your Business From Risk Avoid costly fines, disputes, and reputational damage by staying compliant.
- Get Expert Insights Learn from top legal and industry professionals breaking down complex legislation.
- Navigate Workplace Challenges Tackle issues like the Right to Disconnect, wage theft laws, and workplace misconduct.
- Gain Practical Strategies Walk away with actionable steps to strengthen your HR and compliance policies.
- Engage In Interactive Discussions Participate in case studies, Q&As, and real-world scenarios.
- Network With Industry Peers Connect with HR professionals, legal experts, and business leaders.
Agenda
Online
24 - 24 July, 2025
Online
Sydney
24 - 25 July, 2025
Karstens Sydney
Melbourne
23 - 24 July, 2025
Karstens Melbourne
Brisbane
22 - 23 July, 2025
Karstens Brisbane
Perth
21 - 22 July, 2025
Karstens Perth
24 - 24 July, 2025 Online
Conference Agenda
09:00 Opening remarks and welcome from conference chair
09:10 Workplace Changes: What You Need to Know in 2025 and Beyond
• The Criminalization of Wage Underpayment (Jan 1, 2025) – What the new laws mean for employers,
penalties for non-compliance, and strategies to prevent payroll risks.
• The Right to Disconnect (Aug 2024 Onward) – How to manage after-hours work communication
obligations while maintaining business efficiency.
• Casual Employment Reforms (Feb 26, 2025) – Understanding the ‘Employee Choice Pathway’ and the
impact on workforce planning and employment contracts.
• Flexible Work Law Updates – Who can request flexible work, employer obligations, and how to balance
employee rights with operational needs.
• Workplace Safety & Psychosocial Risks – New legal requirements for mental health protections and
how to create a compliant and psychologically safe work environment.
• Enterprise Bargaining & Multi-Employer Agreements – The evolving bargaining framework, Secure
Jobs, Better Pay reforms, and how it impacts negotiations.
penalties for non-compliance, and strategies to prevent payroll risks.
• The Right to Disconnect (Aug 2024 Onward) – How to manage after-hours work communication
obligations while maintaining business efficiency.
• Casual Employment Reforms (Feb 26, 2025) – Understanding the ‘Employee Choice Pathway’ and the
impact on workforce planning and employment contracts.
• Flexible Work Law Updates – Who can request flexible work, employer obligations, and how to balance
employee rights with operational needs.
• Workplace Safety & Psychosocial Risks – New legal requirements for mental health protections and
how to create a compliant and psychologically safe work environment.
• Enterprise Bargaining & Multi-Employer Agreements – The evolving bargaining framework, Secure
Jobs, Better Pay reforms, and how it impacts negotiations.
Herbert Smith Freehills, Speaker TBC,
10:00 Building a Resilient Workforce: The Legal and Practical Guide to Psychological Safety
• The Legal Framework for Psychological Safety – Understanding employer obligations under WHS laws
and the increasing regulatory focus on mental well-being.
• Identifying Psychosocial Risks – Recognizing workplace stressors such as high workloads, bullying,
discrimination, and poor leadership that can lead to legal claims.
• Proactive Risk Management Strategies – How to conduct psychosocial risk assessments and
implement effective controls to prevent workplace harm.
• Creating a Culture of Psychological Safety – Practical steps to foster open communication, trust, and
employee well-being while maintaining productivity.
• Handling Complaints and Legal Risks – Best practices for addressing workplace mental health
concerns, supporting affected employees, and avoiding litigation.
• Recent Case Law and Compliance Best Practices – Lessons from landmark cases and how businesses
can adapt policies to meet evolving legal standards.
and the increasing regulatory focus on mental well-being.
• Identifying Psychosocial Risks – Recognizing workplace stressors such as high workloads, bullying,
discrimination, and poor leadership that can lead to legal claims.
• Proactive Risk Management Strategies – How to conduct psychosocial risk assessments and
implement effective controls to prevent workplace harm.
• Creating a Culture of Psychological Safety – Practical steps to foster open communication, trust, and
employee well-being while maintaining productivity.
• Handling Complaints and Legal Risks – Best practices for addressing workplace mental health
concerns, supporting affected employees, and avoiding litigation.
• Recent Case Law and Compliance Best Practices – Lessons from landmark cases and how businesses
can adapt policies to meet evolving legal standards.
PWC, Speaker TBC,
10:50 MORNING TEA & NETWORKING
11:20 Terminations, Unfair Dismissal, and Adverse Action: Navigating Performance and Legal Risks
• Unfair Dismissal vs. Lawful Termination – Understanding the legal framework, eligibility criteria, and key
mistakes that lead to unfair dismissal claims.
• Adverse Action Risks and How to Avoid Them – How to ensure performance management and
terminations do not breach general protections under the Fair Work Act.
• Constructive Dismissal: When Poor Workplace Conditions Lead to Claims – Recognizing the risks of
forcing an employee out through unreasonable changes or mistreatment.
• Best Practices for Performance Management – Implementing clear, structured performance
improvement processes that reduce legal exposure.
• Conducting Fair and Defensible Workplace Investigations – Ensuring due process before dismissing
employees for misconduct or poor performance.
• Recent Case Law and Employer Lessons – Insights from recent Fair Work Commission rulings on
termination disputes and what they mean for HR.
mistakes that lead to unfair dismissal claims.
• Adverse Action Risks and How to Avoid Them – How to ensure performance management and
terminations do not breach general protections under the Fair Work Act.
• Constructive Dismissal: When Poor Workplace Conditions Lead to Claims – Recognizing the risks of
forcing an employee out through unreasonable changes or mistreatment.
• Best Practices for Performance Management – Implementing clear, structured performance
improvement processes that reduce legal exposure.
• Conducting Fair and Defensible Workplace Investigations – Ensuring due process before dismissing
employees for misconduct or poor performance.
• Recent Case Law and Employer Lessons – Insights from recent Fair Work Commission rulings on
termination disputes and what they mean for HR.
Swaab, Speaker TBC,
12:20 Sexual Harassment, Bullying Prevention, and Your Duty of Care: Creating a Safe and Compliant Workplace
• Understanding the Employer’s Positive Duty Under the Respect@Work Laws – What the Sex
Discrimination Act and Fair Work Act require employers to do to prevent workplace harassment and
bullying.
• Proactively Identifying and Addressing Workplace Risks – Recognizing the signs of toxic workplace
behavior, including bullying, harassment, and discrimination.
• Building a Culture of Prevention and Accountability – Implementing clear policies, leadership training,
and reporting mechanisms to create a safe work environment.
• Workplace Investigations: Handling Complaints the Right Way – Steps to conduct fair, impartial, and
legally compliant investigations into harassment and bullying allegations.
• Legal Consequences of Failing to Act – Insights from recent case law, employer liabilities, and the
penalties for not fulfilling your duty of care.
• Supporting Employees and Managing Reputational Risks – Best practices for providing support to
victims, maintaining confidentiality, and protecting the
Discrimination Act and Fair Work Act require employers to do to prevent workplace harassment and
bullying.
• Proactively Identifying and Addressing Workplace Risks – Recognizing the signs of toxic workplace
behavior, including bullying, harassment, and discrimination.
• Building a Culture of Prevention and Accountability – Implementing clear policies, leadership training,
and reporting mechanisms to create a safe work environment.
• Workplace Investigations: Handling Complaints the Right Way – Steps to conduct fair, impartial, and
legally compliant investigations into harassment and bullying allegations.
• Legal Consequences of Failing to Act – Insights from recent case law, employer liabilities, and the
penalties for not fulfilling your duty of care.
• Supporting Employees and Managing Reputational Risks – Best practices for providing support to
victims, maintaining confidentiality, and protecting the
Gadens, Speaker TBC,
13:20 LUNCH
15:00 Managing Toxic Workplace Behaviours and Performance: Strategies for a Healthier, More Productive Workplace
• Recognizing and Addressing Toxic Behaviors – Identifying signs of bullying, harassment, passive
aggression, and micromanagement and their impact on team morale.
• Legal and Compliance Risks – Understanding how toxic workplace cultures contribute to psychosocial
risks, unfair dismissal claims, and legal disputes.
• Effective Performance Management – Implementing clear expectations, structured feedback, and
legally sound Performance Improvement Plans (PIPs) to address underperformance.
• Handling Difficult Conversations and Disciplinary Actions – Best practices for delivering constructive
feedback, documenting issues properly, and protecting against legal backlash.
• Building a Culture of Accountability and Respect – Strategies to shift workplace culture, promote
leadership responsibility, and drive long-term behavioral change.
• Lessons from Recent Case Law – Key takeaways from Fair Work Commission rulings on workplace
toxicity, misconduct, and performance-related terminations.
aggression, and micromanagement and their impact on team morale.
• Legal and Compliance Risks – Understanding how toxic workplace cultures contribute to psychosocial
risks, unfair dismissal claims, and legal disputes.
• Effective Performance Management – Implementing clear expectations, structured feedback, and
legally sound Performance Improvement Plans (PIPs) to address underperformance.
• Handling Difficult Conversations and Disciplinary Actions – Best practices for delivering constructive
feedback, documenting issues properly, and protecting against legal backlash.
• Building a Culture of Accountability and Respect – Strategies to shift workplace culture, promote
leadership responsibility, and drive long-term behavioral change.
• Lessons from Recent Case Law – Key takeaways from Fair Work Commission rulings on workplace
toxicity, misconduct, and performance-related terminations.
Moray & Agnew, Moray & Agnew, Moray & Agnew
15:50 AFTERNOON TEA
16:10 In-House Workshop:Conducting an Effective Workplace Investigation – Ensuring Compliance, Risk Mitigation, and Fair Outcomes
• Legal and Procedural Requirements for Workplace Investigations – Understanding employer
obligations under Fair Work Act, WHS laws, anti-discrimination laws, and company policies.
• Initiating an Investigation: Key Steps and Best Practices – How to properly assess complaints,
determine scope, and establish investigation protocols.
• Collecting Evidence and Interviewing Witnesses – Best practices for gathering statements, handling
confidentiality, and ensuring procedural fairness.
• Avoiding Common Legal Pitfalls – How to prevent claims of unfair dismissal, adverse action, bias, and
procedural flaws that could invalidate findings.
• Finalizing the Investigation and Taking Action – Drafting a legally sound report, implementing
disciplinary actions, and ensuring compliance with legal standards.
• Case Study and Practical Exercise – A real-world workplace investigation scenario where attendees will
apply learned techniques in a simulated setting.
obligations under Fair Work Act, WHS laws, anti-discrimination laws, and company policies.
• Initiating an Investigation: Key Steps and Best Practices – How to properly assess complaints,
determine scope, and establish investigation protocols.
• Collecting Evidence and Interviewing Witnesses – Best practices for gathering statements, handling
confidentiality, and ensuring procedural fairness.
• Avoiding Common Legal Pitfalls – How to prevent claims of unfair dismissal, adverse action, bias, and
procedural flaws that could invalidate findings.
• Finalizing the Investigation and Taking Action – Drafting a legally sound report, implementing
disciplinary actions, and ensuring compliance with legal standards.
• Case Study and Practical Exercise – A real-world workplace investigation scenario where attendees will
apply learned techniques in a simulated setting.
17:00 Close of Day
24 - 25 July, 2025 Sydney
Conference Agenda
09:00 Opening remarks and welcome from conference chair
09:10 Workplace Changes: What You Need to Know in 2025 and Beyond
• The Criminalization of Wage Underpayment (Jan 1, 2025) – What the new laws mean for employers,
penalties for non-compliance, and strategies to prevent payroll risks.
• The Right to Disconnect (Aug 2024 Onward) – How to manage after-hours work communication
obligations while maintaining business efficiency.
• Casual Employment Reforms (Feb 26, 2025) – Understanding the ‘Employee Choice Pathway’ and the
impact on workforce planning and employment contracts.
• Flexible Work Law Updates – Who can request flexible work, employer obligations, and how to balance
employee rights with operational needs.
• Workplace Safety & Psychosocial Risks – New legal requirements for mental health protections and
how to create a compliant and psychologically safe work environment.
• Enterprise Bargaining & Multi-Employer Agreements – The evolving bargaining framework, Secure
Jobs, Better Pay reforms, and how it impacts negotiations.
penalties for non-compliance, and strategies to prevent payroll risks.
• The Right to Disconnect (Aug 2024 Onward) – How to manage after-hours work communication
obligations while maintaining business efficiency.
• Casual Employment Reforms (Feb 26, 2025) – Understanding the ‘Employee Choice Pathway’ and the
impact on workforce planning and employment contracts.
• Flexible Work Law Updates – Who can request flexible work, employer obligations, and how to balance
employee rights with operational needs.
• Workplace Safety & Psychosocial Risks – New legal requirements for mental health protections and
how to create a compliant and psychologically safe work environment.
• Enterprise Bargaining & Multi-Employer Agreements – The evolving bargaining framework, Secure
Jobs, Better Pay reforms, and how it impacts negotiations.
Herbert Smith Freehills, Speaker TBC,
10:00 Building a Resilient Workforce: The Legal and Practical Guide to Psychological Safety
• The Legal Framework for Psychological Safety – Understanding employer obligations under WHS laws
and the increasing regulatory focus on mental well-being.
• Identifying Psychosocial Risks – Recognizing workplace stressors such as high workloads, bullying,
discrimination, and poor leadership that can lead to legal claims.
• Proactive Risk Management Strategies – How to conduct psychosocial risk assessments and
implement effective controls to prevent workplace harm.
• Creating a Culture of Psychological Safety – Practical steps to foster open communication, trust, and
employee well-being while maintaining productivity.
• Handling Complaints and Legal Risks – Best practices for addressing workplace mental health
concerns, supporting affected employees, and avoiding litigation.
• Recent Case Law and Compliance Best Practices – Lessons from landmark cases and how businesses
can adapt policies to meet evolving legal standards.
and the increasing regulatory focus on mental well-being.
• Identifying Psychosocial Risks – Recognizing workplace stressors such as high workloads, bullying,
discrimination, and poor leadership that can lead to legal claims.
• Proactive Risk Management Strategies – How to conduct psychosocial risk assessments and
implement effective controls to prevent workplace harm.
• Creating a Culture of Psychological Safety – Practical steps to foster open communication, trust, and
employee well-being while maintaining productivity.
• Handling Complaints and Legal Risks – Best practices for addressing workplace mental health
concerns, supporting affected employees, and avoiding litigation.
• Recent Case Law and Compliance Best Practices – Lessons from landmark cases and how businesses
can adapt policies to meet evolving legal standards.
PWC, Speaker TBC,
10:50 MORNING TEA & NETWORKING
11:20 Terminations, Unfair Dismissal, and Adverse Action: Navigating Performance and Legal Risks
• Unfair Dismissal vs. Lawful Termination – Understanding the legal framework, eligibility criteria, and key
mistakes that lead to unfair dismissal claims.
• Adverse Action Risks and How to Avoid Them – How to ensure performance management and
terminations do not breach general protections under the Fair Work Act.
• Constructive Dismissal: When Poor Workplace Conditions Lead to Claims – Recognizing the risks of
forcing an employee out through unreasonable changes or mistreatment.
• Best Practices for Performance Management – Implementing clear, structured performance
improvement processes that reduce legal exposure.
• Conducting Fair and Defensible Workplace Investigations – Ensuring due process before dismissing
employees for misconduct or poor performance.
• Recent Case Law and Employer Lessons – Insights from recent Fair Work Commission rulings on
termination disputes and what they mean for HR.
mistakes that lead to unfair dismissal claims.
• Adverse Action Risks and How to Avoid Them – How to ensure performance management and
terminations do not breach general protections under the Fair Work Act.
• Constructive Dismissal: When Poor Workplace Conditions Lead to Claims – Recognizing the risks of
forcing an employee out through unreasonable changes or mistreatment.
• Best Practices for Performance Management – Implementing clear, structured performance
improvement processes that reduce legal exposure.
• Conducting Fair and Defensible Workplace Investigations – Ensuring due process before dismissing
employees for misconduct or poor performance.
• Recent Case Law and Employer Lessons – Insights from recent Fair Work Commission rulings on
termination disputes and what they mean for HR.
Swaab, Speaker TBC,
12:20 Sexual Harassment, Bullying Prevention, and Your Duty of Care: Creating a Safe and Compliant Workplace
• Understanding the Employer’s Positive Duty Under the Respect@Work Laws – What the Sex
Discrimination Act and Fair Work Act require employers to do to prevent workplace harassment and
bullying.
• Proactively Identifying and Addressing Workplace Risks – Recognizing the signs of toxic workplace
behavior, including bullying, harassment, and discrimination.
• Building a Culture of Prevention and Accountability – Implementing clear policies, leadership training,
and reporting mechanisms to create a safe work environment.
• Workplace Investigations: Handling Complaints the Right Way – Steps to conduct fair, impartial, and
legally compliant investigations into harassment and bullying allegations.
• Legal Consequences of Failing to Act – Insights from recent case law, employer liabilities, and the
penalties for not fulfilling your duty of care.
• Supporting Employees and Managing Reputational Risks – Best practices for providing support to
victims, maintaining confidentiality, and protecting the
Discrimination Act and Fair Work Act require employers to do to prevent workplace harassment and
bullying.
• Proactively Identifying and Addressing Workplace Risks – Recognizing the signs of toxic workplace
behavior, including bullying, harassment, and discrimination.
• Building a Culture of Prevention and Accountability – Implementing clear policies, leadership training,
and reporting mechanisms to create a safe work environment.
• Workplace Investigations: Handling Complaints the Right Way – Steps to conduct fair, impartial, and
legally compliant investigations into harassment and bullying allegations.
• Legal Consequences of Failing to Act – Insights from recent case law, employer liabilities, and the
penalties for not fulfilling your duty of care.
• Supporting Employees and Managing Reputational Risks – Best practices for providing support to
victims, maintaining confidentiality, and protecting the
Gadens, Speaker TBC,
13:20 LUNCH
14:10 Managing Workplace Productivity, Flexibility, and AI: Balancing Innovation with Compliance
• The Impact of AI on Workplace Productivity – How AI tools are reshaping workflows, decision-making,
and performance management while ensuring compliance with employment laws.
• Flexible Work Arrangements: Legal and Operational Considerations – Navigating Fair Work Act updates
on remote work, flexible hours, and employer obligations to approve or deny requests.
• AI and Employee Monitoring: Privacy and Ethical Risks – Understanding legal boundaries when using AI
for performance tracking, surveillance, and HR decision-making.
• Balancing Productivity with Well-being – How to enhance efficiency without burnout, ensuring
compliance with psychosocial risk obligations.
• Mitigating Risks of Bias and Discrimination in AI-Powered HR Systems – Addressing unconscious bias
in recruitment, promotions, and terminations driven by AI automation.
• Future-Proofing Workplaces for AI Integration – Best practices for adapting policies, training
employees, and ensuring AI-driven workplace changes comply with employment laws.
and performance management while ensuring compliance with employment laws.
• Flexible Work Arrangements: Legal and Operational Considerations – Navigating Fair Work Act updates
on remote work, flexible hours, and employer obligations to approve or deny requests.
• AI and Employee Monitoring: Privacy and Ethical Risks – Understanding legal boundaries when using AI
for performance tracking, surveillance, and HR decision-making.
• Balancing Productivity with Well-being – How to enhance efficiency without burnout, ensuring
compliance with psychosocial risk obligations.
• Mitigating Risks of Bias and Discrimination in AI-Powered HR Systems – Addressing unconscious bias
in recruitment, promotions, and terminations driven by AI automation.
• Future-Proofing Workplaces for AI Integration – Best practices for adapting policies, training
employees, and ensuring AI-driven workplace changes comply with employment laws.
Minter Ellison, Minter Ellison, Minter Ellison
15:00 Managing Toxic Workplace Behaviours and Performance: Strategies for a Healthier, More Productive Workplace
• Recognizing and Addressing Toxic Behaviors – Identifying signs of bullying, harassment, passive
aggression, and micromanagement and their impact on team morale.
• Legal and Compliance Risks – Understanding how toxic workplace cultures contribute to psychosocial
risks, unfair dismissal claims, and legal disputes.
• Effective Performance Management – Implementing clear expectations, structured feedback, and
legally sound Performance Improvement Plans (PIPs) to address underperformance.
• Handling Difficult Conversations and Disciplinary Actions – Best practices for delivering constructive
feedback, documenting issues properly, and protecting against legal backlash.
• Building a Culture of Accountability and Respect – Strategies to shift workplace culture, promote
leadership responsibility, and drive long-term behavioral change.
• Lessons from Recent Case Law – Key takeaways from Fair Work Commission rulings on workplace
toxicity, misconduct, and performance-related terminations.
aggression, and micromanagement and their impact on team morale.
• Legal and Compliance Risks – Understanding how toxic workplace cultures contribute to psychosocial
risks, unfair dismissal claims, and legal disputes.
• Effective Performance Management – Implementing clear expectations, structured feedback, and
legally sound Performance Improvement Plans (PIPs) to address underperformance.
• Handling Difficult Conversations and Disciplinary Actions – Best practices for delivering constructive
feedback, documenting issues properly, and protecting against legal backlash.
• Building a Culture of Accountability and Respect – Strategies to shift workplace culture, promote
leadership responsibility, and drive long-term behavioral change.
• Lessons from Recent Case Law – Key takeaways from Fair Work Commission rulings on workplace
toxicity, misconduct, and performance-related terminations.
Moray & Agnew, Moray & Agnew, Moray & Agnew
15:50 AFTERNOON TEA
16:10 In-House Workshop:Conducting an Effective Workplace Investigation – Ensuring Compliance, Risk Mitigation, and Fair Outcomes
• Legal and Procedural Requirements for Workplace Investigations – Understanding employer
obligations under Fair Work Act, WHS laws, anti-discrimination laws, and company policies.
• Initiating an Investigation: Key Steps and Best Practices – How to properly assess complaints,
determine scope, and establish investigation protocols.
• Collecting Evidence and Interviewing Witnesses – Best practices for gathering statements, handling
confidentiality, and ensuring procedural fairness.
• Avoiding Common Legal Pitfalls – How to prevent claims of unfair dismissal, adverse action, bias, and
procedural flaws that could invalidate findings.
• Finalizing the Investigation and Taking Action – Drafting a legally sound report, implementing
disciplinary actions, and ensuring compliance with legal standards.
• Case Study and Practical Exercise – A real-world workplace investigation scenario where attendees will
apply learned techniques in a simulated setting.
obligations under Fair Work Act, WHS laws, anti-discrimination laws, and company policies.
• Initiating an Investigation: Key Steps and Best Practices – How to properly assess complaints,
determine scope, and establish investigation protocols.
• Collecting Evidence and Interviewing Witnesses – Best practices for gathering statements, handling
confidentiality, and ensuring procedural fairness.
• Avoiding Common Legal Pitfalls – How to prevent claims of unfair dismissal, adverse action, bias, and
procedural flaws that could invalidate findings.
• Finalizing the Investigation and Taking Action – Drafting a legally sound report, implementing
disciplinary actions, and ensuring compliance with legal standards.
• Case Study and Practical Exercise – A real-world workplace investigation scenario where attendees will
apply learned techniques in a simulated setting.
17:00 CONFERENCE CLOSE
WORKSHOP A: MASTERING TERMINATIONS, REDUNDANCIES, AND UNFAIR DISMISSALS: A PRACTICAL GUIDE | 25TH JULY
09:00 WHY ATTEND?
With new unfair dismissal protections, wage underpayment penalties, and evolving redundancy laws, HR leaders must handle terminations carefully to avoid legal risks. This workshop provides a step-by-step guide to legally defensible termination processes.
KEY TAKEAWAYS
Legal Framework:
Understanding Fair Work Act provisions on unfair dismissal, redundancy, and adverse action claims.
Managing Performance-Based Terminations:
How to document underperformance properly, conduct warnings, and avoid legal challenges.
Handling Redundancies Lawfully:
Step-by-step redundancy processes, consultation obligations, and avoiding unfair dismissal claims.
Dealing with Adverse Action Risks:
When termination could trigger general protections claims—and how to avoid it.
Workplace Investigations & Due Process:
When an employee disputes dismissal—how to conduct fair and legally sound investigations.
KEY TAKEAWAYS
Legal Framework:
Understanding Fair Work Act provisions on unfair dismissal, redundancy, and adverse action claims.
Managing Performance-Based Terminations:
How to document underperformance properly, conduct warnings, and avoid legal challenges.
Handling Redundancies Lawfully:
Step-by-step redundancy processes, consultation obligations, and avoiding unfair dismissal claims.
Dealing with Adverse Action Risks:
When termination could trigger general protections claims—and how to avoid it.
Workplace Investigations & Due Process:
When an employee disputes dismissal—how to conduct fair and legally sound investigations.
WORKSHOP B: CONDUCTING EFFECTIVE WORKPLACE INVESTIGATIONS: ENSURING COMPLIANCE & RISK MITIGATION
13:30 WHY ATTEND?
With increasing employee rights under the Fair Work Act, Respect@Work reforms, and new psychosocial safety laws, workplace investigations must be thorough, fair, and legally
compliant to avoid lawsuits and reputational damage.
KEY TAKEAWAYS
Legal & Procedural Framework: Understanding the Fair Work Commission’s expectations for a fair and lawful workplace investigation.
Step-by-Step Investigation Process:
• Receiving & assessing a complaint (harassment, bullying, misconduct).
• Interviewing witnesses and collecting evidence while protecting confidentiality.
• Managing conflicts of interest & ensuring procedural fairness.
Common Legal Pitfalls & How to Avoid Them:
• How improper investigations lead to unfair dismissal and adverse
action claims.
• Avoiding retaliation claims from whistleblowers.
Drafting a Legally Sound Investigation Report: How to document findings, recommend actions, and protect employer liability.
Handling Psychosocial & Sexual Harassment Complaints:
• Best practices for addressing Respect@Work obligations.
• Managing bullying, discrimination, and mental health-related claims.
INTERACTIVE EXERCISE
Mock workplace investigation scenario, live case study analysis, and group discussion on
real-world employer mistakes.
compliant to avoid lawsuits and reputational damage.
KEY TAKEAWAYS
Legal & Procedural Framework: Understanding the Fair Work Commission’s expectations for a fair and lawful workplace investigation.
Step-by-Step Investigation Process:
• Receiving & assessing a complaint (harassment, bullying, misconduct).
• Interviewing witnesses and collecting evidence while protecting confidentiality.
• Managing conflicts of interest & ensuring procedural fairness.
Common Legal Pitfalls & How to Avoid Them:
• How improper investigations lead to unfair dismissal and adverse
action claims.
• Avoiding retaliation claims from whistleblowers.
Drafting a Legally Sound Investigation Report: How to document findings, recommend actions, and protect employer liability.
Handling Psychosocial & Sexual Harassment Complaints:
• Best practices for addressing Respect@Work obligations.
• Managing bullying, discrimination, and mental health-related claims.
INTERACTIVE EXERCISE
Mock workplace investigation scenario, live case study analysis, and group discussion on
real-world employer mistakes.
23 - 24 July, 2025 Melbourne
Conference Agenda
09:00 Opening remarks and welcome from conference chair9:10 AM
1. Where have we come from?
a. Same Jobs Better Pay Act – brief overview
b. Closing Loopholes Legislation – brief overview
2. Trends and Opportunities from 2024
a. Right to disconnect (took effect in August)
b. Multi-employer bargaining
c. Payroll projects and wage remediation continuing
3. What we can expect for 2025 / what you need to be prepared for:
a. Reforms to Restraint of Trade: Outcome of the review
b. WFH: What will organisations do in this space
c. AI: What impact will it have
a. Same Jobs Better Pay Act – brief overview
b. Closing Loopholes Legislation – brief overview
2. Trends and Opportunities from 2024
a. Right to disconnect (took effect in August)
b. Multi-employer bargaining
c. Payroll projects and wage remediation continuing
3. What we can expect for 2025 / what you need to be prepared for:
a. Reforms to Restraint of Trade: Outcome of the review
b. WFH: What will organisations do in this space
c. AI: What impact will it have
Herbert Smith Freehills, Speaker TBC,
09:10 Workplace Changes: What You Need to Know in 2025 and Beyond
• The Criminalization of Wage Underpayment (Jan 1, 2025) – What the new laws mean for employers,
penalties for non-compliance, and strategies to prevent payroll risks.
• The Right to Disconnect (Aug 2024 Onward) – How to manage after-hours work communication
obligations while maintaining business efficiency.
• Casual Employment Reforms (Feb 26, 2025) – Understanding the ‘Employee Choice Pathway’ and the
impact on workforce planning and employment contracts.
• Flexible Work Law Updates – Who can request flexible work, employer obligations, and how to balance
employee rights with operational needs.
• Workplace Safety & Psychosocial Risks – New legal requirements for mental health protections and
how to create a compliant and psychologically safe work environment.
• Enterprise Bargaining & Multi-Employer Agreements – The evolving bargaining framework, Secure
Jobs, Better Pay reforms, and how it impacts negotiations.
penalties for non-compliance, and strategies to prevent payroll risks.
• The Right to Disconnect (Aug 2024 Onward) – How to manage after-hours work communication
obligations while maintaining business efficiency.
• Casual Employment Reforms (Feb 26, 2025) – Understanding the ‘Employee Choice Pathway’ and the
impact on workforce planning and employment contracts.
• Flexible Work Law Updates – Who can request flexible work, employer obligations, and how to balance
employee rights with operational needs.
• Workplace Safety & Psychosocial Risks – New legal requirements for mental health protections and
how to create a compliant and psychologically safe work environment.
• Enterprise Bargaining & Multi-Employer Agreements – The evolving bargaining framework, Secure
Jobs, Better Pay reforms, and how it impacts negotiations.
PWC, Speaker TBC,
10:00 Building a Resilient Workforce: The Legal and Practical Guide to Psychological Safety
• The Legal Framework for Psychological Safety – Understanding employer obligations under WHS laws
and the increasing regulatory focus on mental well-being.
• Identifying Psychosocial Risks – Recognizing workplace stressors such as high workloads, bullying,
discrimination, and poor leadership that can lead to legal claims.
• Proactive Risk Management Strategies – How to conduct psychosocial risk assessments and
implement effective controls to prevent workplace harm.
• Creating a Culture of Psychological Safety – Practical steps to foster open communication, trust, and
employee well-being while maintaining productivity.
• Handling Complaints and Legal Risks – Best practices for addressing workplace mental health
concerns, supporting affected employees, and avoiding litigation.
• Recent Case Law and Compliance Best Practices – Lessons from landmark cases and how businesses
can adapt policies to meet evolving legal standards.
and the increasing regulatory focus on mental well-being.
• Identifying Psychosocial Risks – Recognizing workplace stressors such as high workloads, bullying,
discrimination, and poor leadership that can lead to legal claims.
• Proactive Risk Management Strategies – How to conduct psychosocial risk assessments and
implement effective controls to prevent workplace harm.
• Creating a Culture of Psychological Safety – Practical steps to foster open communication, trust, and
employee well-being while maintaining productivity.
• Handling Complaints and Legal Risks – Best practices for addressing workplace mental health
concerns, supporting affected employees, and avoiding litigation.
• Recent Case Law and Compliance Best Practices – Lessons from landmark cases and how businesses
can adapt policies to meet evolving legal standards.
PWC, Speaker TBC,
10:50 MORNING TEA & NETWORKING
11:20 Terminations, Unfair Dismissal, and Adverse Action: Navigating Performance and Legal Risks
• Unfair Dismissal vs. Lawful Termination – Understanding the legal framework, eligibility criteria, and key
mistakes that lead to unfair dismissal claims.
• Adverse Action Risks and How to Avoid Them – How to ensure performance management and
terminations do not breach general protections under the Fair Work Act.
• Constructive Dismissal: When Poor Workplace Conditions Lead to Claims – Recognizing the risks of
forcing an employee out through unreasonable changes or mistreatment.
• Best Practices for Performance Management – Implementing clear, structured performance
improvement processes that reduce legal exposure.
• Conducting Fair and Defensible Workplace Investigations – Ensuring due process before dismissing
employees for misconduct or poor performance.
• Recent Case Law and Employer Lessons – Insights from recent Fair Work Commission rulings on
termination disputes and what they mean for HR.
mistakes that lead to unfair dismissal claims.
• Adverse Action Risks and How to Avoid Them – How to ensure performance management and
terminations do not breach general protections under the Fair Work Act.
• Constructive Dismissal: When Poor Workplace Conditions Lead to Claims – Recognizing the risks of
forcing an employee out through unreasonable changes or mistreatment.
• Best Practices for Performance Management – Implementing clear, structured performance
improvement processes that reduce legal exposure.
• Conducting Fair and Defensible Workplace Investigations – Ensuring due process before dismissing
employees for misconduct or poor performance.
• Recent Case Law and Employer Lessons – Insights from recent Fair Work Commission rulings on
termination disputes and what they mean for HR.
Swaab, Speaker TBC,
12:20 Sexual Harassment, Bullying Prevention, and Your Duty of Care: Creating a Safe and Compliant Workplace
• Understanding the Employer’s Positive Duty Under the Respect@Work Laws – What the Sex
Discrimination Act and Fair Work Act require employers to do to prevent workplace harassment and
bullying.
• Proactively Identifying and Addressing Workplace Risks – Recognizing the signs of toxic workplace
behavior, including bullying, harassment, and discrimination.
• Building a Culture of Prevention and Accountability – Implementing clear policies, leadership training,
and reporting mechanisms to create a safe work environment.
• Workplace Investigations: Handling Complaints the Right Way – Steps to conduct fair, impartial, and
legally compliant investigations into harassment and bullying allegations.
• Legal Consequences of Failing to Act – Insights from recent case law, employer liabilities, and the
penalties for not fulfilling your duty of care.
• Supporting Employees and Managing Reputational Risks – Best practices for providing support to
victims, maintaining confidentiality, and protecting the
Discrimination Act and Fair Work Act require employers to do to prevent workplace harassment and
bullying.
• Proactively Identifying and Addressing Workplace Risks – Recognizing the signs of toxic workplace
behavior, including bullying, harassment, and discrimination.
• Building a Culture of Prevention and Accountability – Implementing clear policies, leadership training,
and reporting mechanisms to create a safe work environment.
• Workplace Investigations: Handling Complaints the Right Way – Steps to conduct fair, impartial, and
legally compliant investigations into harassment and bullying allegations.
• Legal Consequences of Failing to Act – Insights from recent case law, employer liabilities, and the
penalties for not fulfilling your duty of care.
• Supporting Employees and Managing Reputational Risks – Best practices for providing support to
victims, maintaining confidentiality, and protecting the
Gadens, Speaker TBC,
13:20 LUNCH
14:10 Managing Workplace Productivity, Flexibility, and AI: Balancing Innovation with Compliance
• The Impact of AI on Workplace Productivity – How AI tools are reshaping workflows, decision-making,
and performance management while ensuring compliance with employment laws.
• Flexible Work Arrangements: Legal and Operational Considerations – Navigating Fair Work Act updates
on remote work, flexible hours, and employer obligations to approve or deny requests.
• AI and Employee Monitoring: Privacy and Ethical Risks – Understanding legal boundaries when using AI
for performance tracking, surveillance, and HR decision-making.
• Balancing Productivity with Well-being – How to enhance efficiency without burnout, ensuring
compliance with psychosocial risk obligations.
• Mitigating Risks of Bias and Discrimination in AI-Powered HR Systems – Addressing unconscious bias
in recruitment, promotions, and terminations driven by AI automation.
• Future-Proofing Workplaces for AI Integration – Best practices for adapting policies, training
employees, and ensuring AI-driven workplace changes comply with employment laws.
and performance management while ensuring compliance with employment laws.
• Flexible Work Arrangements: Legal and Operational Considerations – Navigating Fair Work Act updates
on remote work, flexible hours, and employer obligations to approve or deny requests.
• AI and Employee Monitoring: Privacy and Ethical Risks – Understanding legal boundaries when using AI
for performance tracking, surveillance, and HR decision-making.
• Balancing Productivity with Well-being – How to enhance efficiency without burnout, ensuring
compliance with psychosocial risk obligations.
• Mitigating Risks of Bias and Discrimination in AI-Powered HR Systems – Addressing unconscious bias
in recruitment, promotions, and terminations driven by AI automation.
• Future-Proofing Workplaces for AI Integration – Best practices for adapting policies, training
employees, and ensuring AI-driven workplace changes comply with employment laws.
Minter Ellison, Minter Ellison, Minter Ellison
15:00 Managing Toxic Workplace Behaviours and Performance: Strategies for a Healthier, More Productive Workplace
• Recognizing and Addressing Toxic Behaviors – Identifying signs of bullying, harassment, passive
aggression, and micromanagement and their impact on team morale.
• Legal and Compliance Risks – Understanding how toxic workplace cultures contribute to psychosocial
risks, unfair dismissal claims, and legal disputes.
• Effective Performance Management – Implementing clear expectations, structured feedback, and
legally sound Performance Improvement Plans (PIPs) to address underperformance.
• Handling Difficult Conversations and Disciplinary Actions – Best practices for delivering constructive
feedback, documenting issues properly, and protecting against legal backlash.
• Building a Culture of Accountability and Respect – Strategies to shift workplace culture, promote
leadership responsibility, and drive long-term behavioral change.
• Lessons from Recent Case Law – Key takeaways from Fair Work Commission rulings on workplace
toxicity, misconduct, and performance-related terminations.
aggression, and micromanagement and their impact on team morale.
• Legal and Compliance Risks – Understanding how toxic workplace cultures contribute to psychosocial
risks, unfair dismissal claims, and legal disputes.
• Effective Performance Management – Implementing clear expectations, structured feedback, and
legally sound Performance Improvement Plans (PIPs) to address underperformance.
• Handling Difficult Conversations and Disciplinary Actions – Best practices for delivering constructive
feedback, documenting issues properly, and protecting against legal backlash.
• Building a Culture of Accountability and Respect – Strategies to shift workplace culture, promote
leadership responsibility, and drive long-term behavioral change.
• Lessons from Recent Case Law – Key takeaways from Fair Work Commission rulings on workplace
toxicity, misconduct, and performance-related terminations.
Moray & Agnew, Moray & Agnew, Moray & Agnew
15:50 AFTERNOON TEA
16:10 In-House Workshop:Conducting an Effective Workplace Investigation – Ensuring Compliance, Risk Mitigation, and Fair Outcomes
• Legal and Procedural Requirements for Workplace Investigations – Understanding employer
obligations under Fair Work Act, WHS laws, anti-discrimination laws, and company policies.
• Initiating an Investigation: Key Steps and Best Practices – How to properly assess complaints,
determine scope, and establish investigation protocols.
• Collecting Evidence and Interviewing Witnesses – Best practices for gathering statements, handling
confidentiality, and ensuring procedural fairness.
• Avoiding Common Legal Pitfalls – How to prevent claims of unfair dismissal, adverse action, bias, and
procedural flaws that could invalidate findings.
• Finalizing the Investigation and Taking Action – Drafting a legally sound report, implementing
disciplinary actions, and ensuring compliance with legal standards.
• Case Study and Practical Exercise – A real-world workplace investigation scenario where attendees will
apply learned techniques in a simulated setting.
obligations under Fair Work Act, WHS laws, anti-discrimination laws, and company policies.
• Initiating an Investigation: Key Steps and Best Practices – How to properly assess complaints,
determine scope, and establish investigation protocols.
• Collecting Evidence and Interviewing Witnesses – Best practices for gathering statements, handling
confidentiality, and ensuring procedural fairness.
• Avoiding Common Legal Pitfalls – How to prevent claims of unfair dismissal, adverse action, bias, and
procedural flaws that could invalidate findings.
• Finalizing the Investigation and Taking Action – Drafting a legally sound report, implementing
disciplinary actions, and ensuring compliance with legal standards.
• Case Study and Practical Exercise – A real-world workplace investigation scenario where attendees will
apply learned techniques in a simulated setting.
17:00 Close of Day
WORKSHOP A: MASTERING TERMINATIONS, REDUNDANCIES, AND UNFAIR DISMISSALS: A PRACTICAL GUIDE | 24TH JULY
09:00 WHY ATTEND?
With new unfair dismissal protections, wage underpayment penalties, and evolving redundancy laws, HR leaders must handle terminations carefully to avoid legal risks. This workshop provides a step-by-step guide to legally defensible termination processes.
KEY TAKEAWAYS
Legal Framework:
Understanding Fair Work Act provisions on unfair dismissal, redundancy, and adverse action claims.
Managing Performance-Based Terminations:
How to document underperformance properly, conduct warnings, and avoid legal challenges.
Handling Redundancies Lawfully:
Step-by-step redundancy processes, consultation obligations, and avoiding unfair dismissal claims.
Dealing with Adverse Action Risks:
When termination could trigger general protections claims—and how to avoid it.
Workplace Investigations & Due Process:
When an employee disputes dismissal—how to conduct fair and legally sound investigations.
INTERACTIVE EXERCISE
Role-playing termination conversations, case study on wrongful dismissal, and Q&A with legal experts.
KEY TAKEAWAYS
Legal Framework:
Understanding Fair Work Act provisions on unfair dismissal, redundancy, and adverse action claims.
Managing Performance-Based Terminations:
How to document underperformance properly, conduct warnings, and avoid legal challenges.
Handling Redundancies Lawfully:
Step-by-step redundancy processes, consultation obligations, and avoiding unfair dismissal claims.
Dealing with Adverse Action Risks:
When termination could trigger general protections claims—and how to avoid it.
Workplace Investigations & Due Process:
When an employee disputes dismissal—how to conduct fair and legally sound investigations.
INTERACTIVE EXERCISE
Role-playing termination conversations, case study on wrongful dismissal, and Q&A with legal experts.
WORKSHOP B: CONDUCTING EFFECTIVE WORKPLACE INVESTIGATIONS: ENSURING COMPLIANCE & RISK MITIGATION | 24TH JULY
13:30 WHY ATTEND?
With increasing employee rights under the Fair Work Act, Respect@Work reforms, and new psychosocial safety laws, workplace investigations must be thorough, fair, and legally
compliant to avoid lawsuits and reputational damage.
KEY TAKEAWAYS
Legal & Procedural Framework: Understanding the Fair Work Commission’s expectations for a fair and lawful workplace investigation.
Step-by-Step Investigation Process:
• Receiving & assessing a complaint (harassment, bullying, misconduct).
• Interviewing witnesses and collecting evidence while protecting confidentiality.
• Managing conflicts of interest & ensuring procedural fairness.
Common Legal Pitfalls & How to Avoid Them:
• How improper investigations lead to unfair dismissal and adverse
action claims.
• Avoiding retaliation claims from whistleblowers.
Drafting a Legally Sound Investigation Report: How to document findings, recommend actions, and protect employer liability.
Handling Psychosocial & Sexual Harassment Complaints:
• Best practices for addressing Respect@Work obligations.
• Managing bullying, discrimination, and mental health-related claims.
INTERACTIVE EXERCISE
Mock workplace investigation scenario, live case study analysis, and group discussion on
real-world employer mistakes.
compliant to avoid lawsuits and reputational damage.
KEY TAKEAWAYS
Legal & Procedural Framework: Understanding the Fair Work Commission’s expectations for a fair and lawful workplace investigation.
Step-by-Step Investigation Process:
• Receiving & assessing a complaint (harassment, bullying, misconduct).
• Interviewing witnesses and collecting evidence while protecting confidentiality.
• Managing conflicts of interest & ensuring procedural fairness.
Common Legal Pitfalls & How to Avoid Them:
• How improper investigations lead to unfair dismissal and adverse
action claims.
• Avoiding retaliation claims from whistleblowers.
Drafting a Legally Sound Investigation Report: How to document findings, recommend actions, and protect employer liability.
Handling Psychosocial & Sexual Harassment Complaints:
• Best practices for addressing Respect@Work obligations.
• Managing bullying, discrimination, and mental health-related claims.
INTERACTIVE EXERCISE
Mock workplace investigation scenario, live case study analysis, and group discussion on
real-world employer mistakes.
22 - 23 July, 2025 Brisbane
Conference Agenda
09:00 Opening remarks and welcome from conference chair
09:10 Workplace Changes: What You Need to Know in 2025 and Beyond
• The Criminalization of Wage Underpayment (Jan 1, 2025) – What the new laws mean for employers,
penalties for non-compliance, and strategies to prevent payroll risks.
• The Right to Disconnect (Aug 2024 Onward) – How to manage after-hours work communication
obligations while maintaining business efficiency.
• Casual Employment Reforms (Feb 26, 2025) – Understanding the ‘Employee Choice Pathway’ and the
impact on workforce planning and employment contracts.
• Flexible Work Law Updates – Who can request flexible work, employer obligations, and how to balance
employee rights with operational needs.
• Workplace Safety & Psychosocial Risks – New legal requirements for mental health protections and
how to create a compliant and psychologically safe work environment.
• Enterprise Bargaining & Multi-Employer Agreements – The evolving bargaining framework, Secure
Jobs, Better Pay reforms, and how it impacts negotiations.
penalties for non-compliance, and strategies to prevent payroll risks.
• The Right to Disconnect (Aug 2024 Onward) – How to manage after-hours work communication
obligations while maintaining business efficiency.
• Casual Employment Reforms (Feb 26, 2025) – Understanding the ‘Employee Choice Pathway’ and the
impact on workforce planning and employment contracts.
• Flexible Work Law Updates – Who can request flexible work, employer obligations, and how to balance
employee rights with operational needs.
• Workplace Safety & Psychosocial Risks – New legal requirements for mental health protections and
how to create a compliant and psychologically safe work environment.
• Enterprise Bargaining & Multi-Employer Agreements – The evolving bargaining framework, Secure
Jobs, Better Pay reforms, and how it impacts negotiations.
Herbert Smith Freehills, Speaker TBC,
10:00 Building a Resilient Workforce: The Legal and Practical Guide to Psychological Safety
and the increasing regulatory focus on mental well-being.
• Identifying Psychosocial Risks – Recognizing workplace stressors such as high workloads, bullying,
discrimination, and poor leadership that can lead to legal claims.
• Proactive Risk Management Strategies – How to conduct psychosocial risk assessments and
implement effective controls to prevent workplace harm.
• Creating a Culture of Psychological Safety – Practical steps to foster open communication, trust, and
employee well-being while maintaining productivity.
• Handling Complaints and Legal Risks – Best practices for addressing workplace mental health
concerns, supporting affected employees, and avoiding litigation.
• Recent Case Law and Compliance Best Practices – Lessons from landmark cases and how businesses
can adapt policies to meet evolving legal standards.
• Identifying Psychosocial Risks – Recognizing workplace stressors such as high workloads, bullying,
discrimination, and poor leadership that can lead to legal claims.
• Proactive Risk Management Strategies – How to conduct psychosocial risk assessments and
implement effective controls to prevent workplace harm.
• Creating a Culture of Psychological Safety – Practical steps to foster open communication, trust, and
employee well-being while maintaining productivity.
• Handling Complaints and Legal Risks – Best practices for addressing workplace mental health
concerns, supporting affected employees, and avoiding litigation.
• Recent Case Law and Compliance Best Practices – Lessons from landmark cases and how businesses
can adapt policies to meet evolving legal standards.
PWC, Speaker TBC,
10:50 MORNING TEA & NETWORKING
11:20 Terminations, Unfair Dismissal, and Adverse Action: Navigating Performance and Legal Risks
• Unfair Dismissal vs. Lawful Termination – Understanding the legal framework, eligibility criteria, and key
mistakes that lead to unfair dismissal claims.
• Adverse Action Risks and How to Avoid Them – How to ensure performance management and
terminations do not breach general protections under the Fair Work Act.
• Constructive Dismissal: When Poor Workplace Conditions Lead to Claims – Recognizing the risks of
forcing an employee out through unreasonable changes or mistreatment.
• Best Practices for Performance Management – Implementing clear, structured performance
improvement processes that reduce legal exposure.
• Conducting Fair and Defensible Workplace Investigations – Ensuring due process before dismissing
employees for misconduct or poor performance.
• Recent Case Law and Employer Lessons – Insights from recent Fair Work Commission rulings on
termination disputes and what they mean for HR.
mistakes that lead to unfair dismissal claims.
• Adverse Action Risks and How to Avoid Them – How to ensure performance management and
terminations do not breach general protections under the Fair Work Act.
• Constructive Dismissal: When Poor Workplace Conditions Lead to Claims – Recognizing the risks of
forcing an employee out through unreasonable changes or mistreatment.
• Best Practices for Performance Management – Implementing clear, structured performance
improvement processes that reduce legal exposure.
• Conducting Fair and Defensible Workplace Investigations – Ensuring due process before dismissing
employees for misconduct or poor performance.
• Recent Case Law and Employer Lessons – Insights from recent Fair Work Commission rulings on
termination disputes and what they mean for HR.
Swaab, Speaker TBC,
12:20 Sexual Harassment, Bullying Prevention, and Your Duty of Care: Creating a Safe and Compliant Workplace
• Understanding the Employer’s Positive Duty Under the Respect@Work Laws – What the Sex
Discrimination Act and Fair Work Act require employers to do to prevent workplace harassment and
bullying.
• Proactively Identifying and Addressing Workplace Risks – Recognizing the signs of toxic workplace
behavior, including bullying, harassment, and discrimination.
• Building a Culture of Prevention and Accountability – Implementing clear policies, leadership training,
and reporting mechanisms to create a safe work environment.
• Workplace Investigations: Handling Complaints the Right Way – Steps to conduct fair, impartial, and
legally compliant investigations into harassment and bullying allegations.
• Legal Consequences of Failing to Act – Insights from recent case law, employer liabilities, and the
penalties for not fulfilling your duty of care.
• Supporting Employees and Managing Reputational Risks – Best practices for providing support to
victims, maintaining confidentiality, and protecting the
Discrimination Act and Fair Work Act require employers to do to prevent workplace harassment and
bullying.
• Proactively Identifying and Addressing Workplace Risks – Recognizing the signs of toxic workplace
behavior, including bullying, harassment, and discrimination.
• Building a Culture of Prevention and Accountability – Implementing clear policies, leadership training,
and reporting mechanisms to create a safe work environment.
• Workplace Investigations: Handling Complaints the Right Way – Steps to conduct fair, impartial, and
legally compliant investigations into harassment and bullying allegations.
• Legal Consequences of Failing to Act – Insights from recent case law, employer liabilities, and the
penalties for not fulfilling your duty of care.
• Supporting Employees and Managing Reputational Risks – Best practices for providing support to
victims, maintaining confidentiality, and protecting the
Gadens, Speaker TBC,
10:00 LUNCH
14:10 Managing Workplace Productivity, Flexibility, and AI: Balancing Innovation with Compliance
• The Impact of AI on Workplace Productivity – How AI tools are reshaping workflows, decision-making,
and performance management while ensuring compliance with employment laws.
• Flexible Work Arrangements: Legal and Operational Considerations – Navigating Fair Work Act updates
on remote work, flexible hours, and employer obligations to approve or deny requests.
• AI and Employee Monitoring: Privacy and Ethical Risks – Understanding legal boundaries when using AI
for performance tracking, surveillance, and HR decision-making.
• Balancing Productivity with Well-being – How to enhance efficiency without burnout, ensuring
compliance with psychosocial risk obligations.
• Mitigating Risks of Bias and Discrimination in AI-Powered HR Systems – Addressing unconscious bias
in recruitment, promotions, and terminations driven by AI automation.
• Future-Proofing Workplaces for AI Integration – Best practices for adapting policies, training
employees, and ensuring AI-driven workplace changes comply with employment laws.
and performance management while ensuring compliance with employment laws.
• Flexible Work Arrangements: Legal and Operational Considerations – Navigating Fair Work Act updates
on remote work, flexible hours, and employer obligations to approve or deny requests.
• AI and Employee Monitoring: Privacy and Ethical Risks – Understanding legal boundaries when using AI
for performance tracking, surveillance, and HR decision-making.
• Balancing Productivity with Well-being – How to enhance efficiency without burnout, ensuring
compliance with psychosocial risk obligations.
• Mitigating Risks of Bias and Discrimination in AI-Powered HR Systems – Addressing unconscious bias
in recruitment, promotions, and terminations driven by AI automation.
• Future-Proofing Workplaces for AI Integration – Best practices for adapting policies, training
employees, and ensuring AI-driven workplace changes comply with employment laws.
Minter Ellison, Minter Ellison, Minter Ellison
15:00 Managing Toxic Workplace Behaviours and Performance: Strategies for a Healthier, More Productive Workplace
• Recognizing and Addressing Toxic Behaviors – Identifying signs of bullying, harassment, passive
aggression, and micromanagement and their impact on team morale.
• Legal and Compliance Risks – Understanding how toxic workplace cultures contribute to psychosocial
risks, unfair dismissal claims, and legal disputes.
• Effective Performance Management – Implementing clear expectations, structured feedback, and
legally sound Performance Improvement Plans (PIPs) to address underperformance.
• Handling Difficult Conversations and Disciplinary Actions – Best practices for delivering constructive
feedback, documenting issues properly, and protecting against legal backlash.
• Building a Culture of Accountability and Respect – Strategies to shift workplace culture, promote
leadership responsibility, and drive long-term behavioral change.
• Lessons from Recent Case Law – Key takeaways from Fair Work Commission rulings on workplace
toxicity, misconduct, and performance-related terminations.
aggression, and micromanagement and their impact on team morale.
• Legal and Compliance Risks – Understanding how toxic workplace cultures contribute to psychosocial
risks, unfair dismissal claims, and legal disputes.
• Effective Performance Management – Implementing clear expectations, structured feedback, and
legally sound Performance Improvement Plans (PIPs) to address underperformance.
• Handling Difficult Conversations and Disciplinary Actions – Best practices for delivering constructive
feedback, documenting issues properly, and protecting against legal backlash.
• Building a Culture of Accountability and Respect – Strategies to shift workplace culture, promote
leadership responsibility, and drive long-term behavioral change.
• Lessons from Recent Case Law – Key takeaways from Fair Work Commission rulings on workplace
toxicity, misconduct, and performance-related terminations.
Moray & Agnew, Moray & Agnew, Moray & Agnew
15:50 AFTERNOON TEA
16:10 In-House Workshop:Conducting an Effective Workplace Investigation – Ensuring Compliance, Risk Mitigation, and Fair Outcomes
• Legal and Procedural Requirements for Workplace Investigations – Understanding employer
obligations under Fair Work Act, WHS laws, anti-discrimination laws, and company policies.
• Initiating an Investigation: Key Steps and Best Practices – How to properly assess complaints,
determine scope, and establish investigation protocols.
• Collecting Evidence and Interviewing Witnesses – Best practices for gathering statements, handling
confidentiality, and ensuring procedural fairness.
• Avoiding Common Legal Pitfalls – How to prevent claims of unfair dismissal, adverse action, bias, and
procedural flaws that could invalidate findings.
• Finalizing the Investigation and Taking Action – Drafting a legally sound report, implementing
disciplinary actions, and ensuring compliance with legal standards.
• Case Study and Practical Exercise – A real-world workplace investigation scenario where attendees will
apply learned techniques in a simulated setting.
obligations under Fair Work Act, WHS laws, anti-discrimination laws, and company policies.
• Initiating an Investigation: Key Steps and Best Practices – How to properly assess complaints,
determine scope, and establish investigation protocols.
• Collecting Evidence and Interviewing Witnesses – Best practices for gathering statements, handling
confidentiality, and ensuring procedural fairness.
• Avoiding Common Legal Pitfalls – How to prevent claims of unfair dismissal, adverse action, bias, and
procedural flaws that could invalidate findings.
• Finalizing the Investigation and Taking Action – Drafting a legally sound report, implementing
disciplinary actions, and ensuring compliance with legal standards.
• Case Study and Practical Exercise – A real-world workplace investigation scenario where attendees will
apply learned techniques in a simulated setting.
WORKSHOP A: MASTERING TERMINATIONS, REDUNDANCIES, AND UNFAIR DISMISSALS: A PRACTICAL GUIDE | 23RD JULY
09:00 WHY ATTEND?
With new unfair dismissal protections, wage underpayment penalties, and evolving redundancy laws, HR leaders must handle terminations carefully to avoid legal risks. This workshop provides a step-by-step guide to legally defensible termination processes.
KEY TAKEAWAYS
Legal Framework:
Understanding Fair Work Act provisions on unfair dismissal, redundancy, and adverse action claims.
Managing Performance-Based Terminations:
How to document underperformance properly, conduct warnings, and avoid legal challenges.
Handling Redundancies Lawfully:
Step-by-step redundancy processes, consultation obligations, and avoiding unfair dismissal claims.
Dealing with Adverse Action Risks:
When termination could trigger general protections claims—and how to avoid it.
Workplace Investigations & Due Process:
When an employee disputes dismissal—how to conduct fair and legally sound investigations.
INTERACTIVE EXERCISE
Role-playing termination conversations, case study on wrongful dismissal, and Q&A with legal experts.
KEY TAKEAWAYS
Legal Framework:
Understanding Fair Work Act provisions on unfair dismissal, redundancy, and adverse action claims.
Managing Performance-Based Terminations:
How to document underperformance properly, conduct warnings, and avoid legal challenges.
Handling Redundancies Lawfully:
Step-by-step redundancy processes, consultation obligations, and avoiding unfair dismissal claims.
Dealing with Adverse Action Risks:
When termination could trigger general protections claims—and how to avoid it.
Workplace Investigations & Due Process:
When an employee disputes dismissal—how to conduct fair and legally sound investigations.
INTERACTIVE EXERCISE
Role-playing termination conversations, case study on wrongful dismissal, and Q&A with legal experts.
WORKSHOP B: CONDUCTING EFFECTIVE WORKPLACE INVESTIGATIONS: ENSURING COMPLIANCE & RISK MITIGATION | 23RD JULY
13:30 WHY ATTEND?
With increasing employee rights under the Fair Work Act, Respect@Work reforms, and new psychosocial safety laws, workplace investigations must be thorough, fair, and legally
compliant to avoid lawsuits and reputational damage.
KEY TAKEAWAYS
Legal & Procedural Framework: Understanding the Fair Work Commission’s expectations for a fair and lawful workplace investigation.
Step-by-Step Investigation Process:
• Receiving & assessing a complaint (harassment, bullying, misconduct).
• Interviewing witnesses and collecting evidence while protecting confidentiality.
• Managing conflicts of interest & ensuring procedural fairness.
Common Legal Pitfalls & How to Avoid Them:
• How improper investigations lead to unfair dismissal and adverse
action claims.
• Avoiding retaliation claims from whistleblowers.
Drafting a Legally Sound Investigation Report: How to document findings, recommend actions, and protect employer liability.
Handling Psychosocial & Sexual Harassment Complaints:
• Best practices for addressing Respect@Work obligations.
• Managing bullying, discrimination, and mental health-related claims.
INTERACTIVE EXERCISE
Mock workplace investigation scenario, live case study analysis, and group discussion on
real-world employer mistakes.
compliant to avoid lawsuits and reputational damage.
KEY TAKEAWAYS
Legal & Procedural Framework: Understanding the Fair Work Commission’s expectations for a fair and lawful workplace investigation.
Step-by-Step Investigation Process:
• Receiving & assessing a complaint (harassment, bullying, misconduct).
• Interviewing witnesses and collecting evidence while protecting confidentiality.
• Managing conflicts of interest & ensuring procedural fairness.
Common Legal Pitfalls & How to Avoid Them:
• How improper investigations lead to unfair dismissal and adverse
action claims.
• Avoiding retaliation claims from whistleblowers.
Drafting a Legally Sound Investigation Report: How to document findings, recommend actions, and protect employer liability.
Handling Psychosocial & Sexual Harassment Complaints:
• Best practices for addressing Respect@Work obligations.
• Managing bullying, discrimination, and mental health-related claims.
INTERACTIVE EXERCISE
Mock workplace investigation scenario, live case study analysis, and group discussion on
real-world employer mistakes.
21 - 22 July, 2025 Perth
Conference Agenda
09:00 Opening remarks and welcome from conference chair
09:10 Workplace Changes: What You Need to Know in 2025 and Beyond
• The Criminalization of Wage Underpayment (Jan 1, 2025) – What the new laws mean for employers,
penalties for non-compliance, and strategies to prevent payroll risks.
• The Right to Disconnect (Aug 2024 Onward) – How to manage after-hours work communication
obligations while maintaining business efficiency.
• Casual Employment Reforms (Feb 26, 2025) – Understanding the ‘Employee Choice Pathway’ and the
impact on workforce planning and employment contracts.
• Flexible Work Law Updates – Who can request flexible work, employer obligations, and how to balance
employee rights with operational needs.
• Workplace Safety & Psychosocial Risks – New legal requirements for mental health protections and
how to create a compliant and psychologically safe work environment.
• Enterprise Bargaining & Multi-Employer Agreements – The evolving bargaining framework, Secure
Jobs, Better Pay reforms, and how it impacts negotiations.
penalties for non-compliance, and strategies to prevent payroll risks.
• The Right to Disconnect (Aug 2024 Onward) – How to manage after-hours work communication
obligations while maintaining business efficiency.
• Casual Employment Reforms (Feb 26, 2025) – Understanding the ‘Employee Choice Pathway’ and the
impact on workforce planning and employment contracts.
• Flexible Work Law Updates – Who can request flexible work, employer obligations, and how to balance
employee rights with operational needs.
• Workplace Safety & Psychosocial Risks – New legal requirements for mental health protections and
how to create a compliant and psychologically safe work environment.
• Enterprise Bargaining & Multi-Employer Agreements – The evolving bargaining framework, Secure
Jobs, Better Pay reforms, and how it impacts negotiations.
Herbert Smith Freehills, Speaker TBC,
10:00 Building a Resilient Workforce: The Legal and Practical Guide to Psychological Safety
• The Legal Framework for Psychological Safety – Understanding employer obligations under WHS laws
and the increasing regulatory focus on mental well-being.
• Identifying Psychosocial Risks – Recognizing workplace stressors such as high workloads, bullying,
discrimination, and poor leadership that can lead to legal claims.
• Proactive Risk Management Strategies – How to conduct psychosocial risk assessments and
implement effective controls to prevent workplace harm.
• Creating a Culture of Psychological Safety – Practical steps to foster open communication, trust, and
employee well-being while maintaining productivity.
• Handling Complaints and Legal Risks – Best practices for addressing workplace mental health
concerns, supporting affected employees, and avoiding litigation.
• Recent Case Law and Compliance Best Practices – Lessons from landmark cases and how businesses
can adapt policies to meet evolving legal standards.
and the increasing regulatory focus on mental well-being.
• Identifying Psychosocial Risks – Recognizing workplace stressors such as high workloads, bullying,
discrimination, and poor leadership that can lead to legal claims.
• Proactive Risk Management Strategies – How to conduct psychosocial risk assessments and
implement effective controls to prevent workplace harm.
• Creating a Culture of Psychological Safety – Practical steps to foster open communication, trust, and
employee well-being while maintaining productivity.
• Handling Complaints and Legal Risks – Best practices for addressing workplace mental health
concerns, supporting affected employees, and avoiding litigation.
• Recent Case Law and Compliance Best Practices – Lessons from landmark cases and how businesses
can adapt policies to meet evolving legal standards.
PWC, Speaker TBC,
10:50 MORNING TEA & NETWORKING
11:20 Terminations, Unfair Dismissal, and Adverse Action: Navigating Performance and Legal Risks
• Unfair Dismissal vs. Lawful Termination – Understanding the legal framework, eligibility criteria, and key
mistakes that lead to unfair dismissal claims.
• Adverse Action Risks and How to Avoid Them – How to ensure performance management and
terminations do not breach general protections under the Fair Work Act.
• Constructive Dismissal: When Poor Workplace Conditions Lead to Claims – Recognizing the risks of
forcing an employee out through unreasonable changes or mistreatment.
• Best Practices for Performance Management – Implementing clear, structured performance
improvement processes that reduce legal exposure.
• Conducting Fair and Defensible Workplace Investigations – Ensuring due process before dismissing
employees for misconduct or poor performance.
• Recent Case Law and Employer Lessons – Insights from recent Fair Work Commission rulings on
termination disputes and what they mean for HR.
mistakes that lead to unfair dismissal claims.
• Adverse Action Risks and How to Avoid Them – How to ensure performance management and
terminations do not breach general protections under the Fair Work Act.
• Constructive Dismissal: When Poor Workplace Conditions Lead to Claims – Recognizing the risks of
forcing an employee out through unreasonable changes or mistreatment.
• Best Practices for Performance Management – Implementing clear, structured performance
improvement processes that reduce legal exposure.
• Conducting Fair and Defensible Workplace Investigations – Ensuring due process before dismissing
employees for misconduct or poor performance.
• Recent Case Law and Employer Lessons – Insights from recent Fair Work Commission rulings on
termination disputes and what they mean for HR.
Swaab, Speaker TBC,
12:20 Sexual Harassment, Bullying Prevention, and Your Duty of Care: Creating a Safe and Compliant Workplace
• Understanding the Employer’s Positive Duty Under the Respect@Work Laws – What the Sex
Discrimination Act and Fair Work Act require employers to do to prevent workplace harassment and
bullying.
• Proactively Identifying and Addressing Workplace Risks – Recognizing the signs of toxic workplace
behavior, including bullying, harassment, and discrimination.
• Building a Culture of Prevention and Accountability – Implementing clear policies, leadership training,
and reporting mechanisms to create a safe work environment.
• Workplace Investigations: Handling Complaints the Right Way – Steps to conduct fair, impartial, and
legally compliant investigations into harassment and bullying allegations.
• Legal Consequences of Failing to Act – Insights from recent case law, employer liabilities, and the
penalties for not fulfilling your duty of care.
• Supporting Employees and Managing Reputational Risks – Best practices for providing support to
victims, maintaining confidentiality, and protecting the
Discrimination Act and Fair Work Act require employers to do to prevent workplace harassment and
bullying.
• Proactively Identifying and Addressing Workplace Risks – Recognizing the signs of toxic workplace
behavior, including bullying, harassment, and discrimination.
• Building a Culture of Prevention and Accountability – Implementing clear policies, leadership training,
and reporting mechanisms to create a safe work environment.
• Workplace Investigations: Handling Complaints the Right Way – Steps to conduct fair, impartial, and
legally compliant investigations into harassment and bullying allegations.
• Legal Consequences of Failing to Act – Insights from recent case law, employer liabilities, and the
penalties for not fulfilling your duty of care.
• Supporting Employees and Managing Reputational Risks – Best practices for providing support to
victims, maintaining confidentiality, and protecting the
Gadens, Speaker TBC,
13:20 LUNCH
14:10 Managing Workplace Productivity, Flexibility, and AI: Balancing Innovation with Compliance
• The Impact of AI on Workplace Productivity – How AI tools are reshaping workflows, decision-making,
and performance management while ensuring compliance with employment laws.
• Flexible Work Arrangements: Legal and Operational Considerations – Navigating Fair Work Act updates
on remote work, flexible hours, and employer obligations to approve or deny requests.
• AI and Employee Monitoring: Privacy and Ethical Risks – Understanding legal boundaries when using AI
for performance tracking, surveillance, and HR decision-making.
• Balancing Productivity with Well-being – How to enhance efficiency without burnout, ensuring
compliance with psychosocial risk obligations.
• Mitigating Risks of Bias and Discrimination in AI-Powered HR Systems – Addressing unconscious bias
in recruitment, promotions, and terminations driven by AI automation.
• Future-Proofing Workplaces for AI Integration – Best practices for adapting policies, training
employees, and ensuring AI-driven workplace changes comply with employment laws.
and performance management while ensuring compliance with employment laws.
• Flexible Work Arrangements: Legal and Operational Considerations – Navigating Fair Work Act updates
on remote work, flexible hours, and employer obligations to approve or deny requests.
• AI and Employee Monitoring: Privacy and Ethical Risks – Understanding legal boundaries when using AI
for performance tracking, surveillance, and HR decision-making.
• Balancing Productivity with Well-being – How to enhance efficiency without burnout, ensuring
compliance with psychosocial risk obligations.
• Mitigating Risks of Bias and Discrimination in AI-Powered HR Systems – Addressing unconscious bias
in recruitment, promotions, and terminations driven by AI automation.
• Future-Proofing Workplaces for AI Integration – Best practices for adapting policies, training
employees, and ensuring AI-driven workplace changes comply with employment laws.
Minter Ellison, Minter Ellison, Minter Ellison
15:00 Managing Toxic Workplace Behaviours and Performance: Strategies for a Healthier, More Productive Workplace
• Recognizing and Addressing Toxic Behaviors – Identifying signs of bullying, harassment, passive
aggression, and micromanagement and their impact on team morale.
• Legal and Compliance Risks – Understanding how toxic workplace cultures contribute to psychosocial
risks, unfair dismissal claims, and legal disputes.
• Effective Performance Management – Implementing clear expectations, structured feedback, and
legally sound Performance Improvement Plans (PIPs) to address underperformance.
• Handling Difficult Conversations and Disciplinary Actions – Best practices for delivering constructive
feedback, documenting issues properly, and protecting against legal backlash.
• Building a Culture of Accountability and Respect – Strategies to shift workplace culture, promote
leadership responsibility, and drive long-term behavioral change.
• Lessons from Recent Case Law – Key takeaways from Fair Work Commission rulings on workplace
toxicity, misconduct, and performance-related terminations.
aggression, and micromanagement and their impact on team morale.
• Legal and Compliance Risks – Understanding how toxic workplace cultures contribute to psychosocial
risks, unfair dismissal claims, and legal disputes.
• Effective Performance Management – Implementing clear expectations, structured feedback, and
legally sound Performance Improvement Plans (PIPs) to address underperformance.
• Handling Difficult Conversations and Disciplinary Actions – Best practices for delivering constructive
feedback, documenting issues properly, and protecting against legal backlash.
• Building a Culture of Accountability and Respect – Strategies to shift workplace culture, promote
leadership responsibility, and drive long-term behavioral change.
• Lessons from Recent Case Law – Key takeaways from Fair Work Commission rulings on workplace
toxicity, misconduct, and performance-related terminations.
Moray & Agnew, Moray & Agnew, Moray & Agnew
15:50 AFTERNOON TEA
16:10 In-House Workshop:Conducting an Effective Workplace Investigation – Ensuring Compliance, Risk Mitigation, and Fair Outcomes
• Legal and Procedural Requirements for Workplace Investigations – Understanding employer
obligations under Fair Work Act, WHS laws, anti-discrimination laws, and company policies.
• Initiating an Investigation: Key Steps and Best Practices – How to properly assess complaints,
determine scope, and establish investigation protocols.
• Collecting Evidence and Interviewing Witnesses – Best practices for gathering statements, handling
confidentiality, and ensuring procedural fairness.
• Avoiding Common Legal Pitfalls – How to prevent claims of unfair dismissal, adverse action, bias, and
procedural flaws that could invalidate findings.
• Finalizing the Investigation and Taking Action – Drafting a legally sound report, implementing
disciplinary actions, and ensuring compliance with legal standards.
• Case Study and Practical Exercise – A real-world workplace investigation scenario where attendees will
apply learned techniques in a simulated setting.
obligations under Fair Work Act, WHS laws, anti-discrimination laws, and company policies.
• Initiating an Investigation: Key Steps and Best Practices – How to properly assess complaints,
determine scope, and establish investigation protocols.
• Collecting Evidence and Interviewing Witnesses – Best practices for gathering statements, handling
confidentiality, and ensuring procedural fairness.
• Avoiding Common Legal Pitfalls – How to prevent claims of unfair dismissal, adverse action, bias, and
procedural flaws that could invalidate findings.
• Finalizing the Investigation and Taking Action – Drafting a legally sound report, implementing
disciplinary actions, and ensuring compliance with legal standards.
• Case Study and Practical Exercise – A real-world workplace investigation scenario where attendees will
apply learned techniques in a simulated setting.
10:00 Close of Day
WORKSHOP A: MASTERING TERMINATIONS, REDUNDANCIES, AND UNFAIR DISMISSALS: A PRACTICAL GUIDE | 22ND JULY
09:00 WHY ATTEND?
With new unfair dismissal protections, wage underpayment penalties, and evolving redundancy laws, HR leaders must handle terminations carefully to avoid legal risks. This workshop provides a step-by-step guide to legally defensible termination processes.
KEY TAKEAWAYS
Legal Framework:
Understanding Fair Work Act provisions on unfair dismissal, redundancy, and adverse action claims.
Managing Performance-Based Terminations:
How to document underperformance properly, conduct warnings, and avoid legal challenges.
Handling Redundancies Lawfully:
Step-by-step redundancy processes, consultation obligations, and avoiding unfair dismissal claims.
Dealing with Adverse Action Risks:
When termination could trigger general protections claims—and how to avoid it.
Workplace Investigations & Due Process:
When an employee disputes dismissal—how to conduct fair and legally sound investigations.
INTERACTIVE EXERCISE
Role-playing termination conversations, case study on wrongful dismissal, and Q&A with legal experts.
KEY TAKEAWAYS
Legal Framework:
Understanding Fair Work Act provisions on unfair dismissal, redundancy, and adverse action claims.
Managing Performance-Based Terminations:
How to document underperformance properly, conduct warnings, and avoid legal challenges.
Handling Redundancies Lawfully:
Step-by-step redundancy processes, consultation obligations, and avoiding unfair dismissal claims.
Dealing with Adverse Action Risks:
When termination could trigger general protections claims—and how to avoid it.
Workplace Investigations & Due Process:
When an employee disputes dismissal—how to conduct fair and legally sound investigations.
INTERACTIVE EXERCISE
Role-playing termination conversations, case study on wrongful dismissal, and Q&A with legal experts.
WORKSHOP B: CONDUCTING EFFECTIVE WORKPLACE INVESTIGATIONS: ENSURING COMPLIANCE & RISK MITIGATION | 22ND JULY
13:30 WHY ATTEND?
With increasing employee rights under the Fair Work Act, Respect@Work reforms, and new psychosocial safety laws, workplace investigations must be thorough, fair, and legally
compliant to avoid lawsuits and reputational damage.
KEY TAKEAWAYS
Legal & Procedural Framework: Understanding the Fair Work Commission’s expectations for a fair and lawful workplace investigation.
Step-by-Step Investigation Process:
• Receiving & assessing a complaint (harassment, bullying, misconduct).
• Interviewing witnesses and collecting evidence while protecting confidentiality.
• Managing conflicts of interest & ensuring procedural fairness.
Common Legal Pitfalls & How to Avoid Them:
• How improper investigations lead to unfair dismissal and adverse
action claims.
• Avoiding retaliation claims from whistleblowers.
Drafting a Legally Sound Investigation Report: How to document findings, recommend actions, and protect employer liability.
Handling Psychosocial & Sexual Harassment Complaints:
• Best practices for addressing Respect@Work obligations.
• Managing bullying, discrimination, and mental health-related claims.
INTERACTIVE EXERCISE
Mock workplace investigation scenario, live case study analysis, and group discussion on
real-world employer mistakes.
compliant to avoid lawsuits and reputational damage.
KEY TAKEAWAYS
Legal & Procedural Framework: Understanding the Fair Work Commission’s expectations for a fair and lawful workplace investigation.
Step-by-Step Investigation Process:
• Receiving & assessing a complaint (harassment, bullying, misconduct).
• Interviewing witnesses and collecting evidence while protecting confidentiality.
• Managing conflicts of interest & ensuring procedural fairness.
Common Legal Pitfalls & How to Avoid Them:
• How improper investigations lead to unfair dismissal and adverse
action claims.
• Avoiding retaliation claims from whistleblowers.
Drafting a Legally Sound Investigation Report: How to document findings, recommend actions, and protect employer liability.
Handling Psychosocial & Sexual Harassment Complaints:
• Best practices for addressing Respect@Work obligations.
• Managing bullying, discrimination, and mental health-related claims.
INTERACTIVE EXERCISE
Mock workplace investigation scenario, live case study analysis, and group discussion on
real-world employer mistakes.
KEY TAKEAWAYS
- Legal Framework: Understanding Fair Work Act provisions on unfair dismissal, redundancy, and adverse action claims.
- Managing Performance-Based Terminations: How to document underperformance properly, conduct warnings, and avoid legal challenges.
- Handling Redundancies Lawfully: Step-by-step redundancy processes, consultation obligations, and avoiding unfair dismissal claims.
- Dealing with Adverse Action Risks: When termination could trigger general protections claims—and how to avoid it.
- Workplace Investigations & Due Process: When an employee disputes dismissal—how to conduct fair and legally sound investigations.
Who Should Attend?
- Heads of HR
- People & Culture Managers
- Heads of Talent Management
- Operational Management
- People and Capability Management
- HR advisors & Business Partners
- Employee Relations Managers
- General Managers
- Performance Managers
Legal Updates and Employment Strategies from:
PWC
Speaker TBC
Gadens
Speaker TBC
3DR HR Legal
3DR HR Legal
3DR HR Legal
Swaab
Speaker TBC
Colin Biggers & Paisley Lawyers
Colin Biggers & Paisley Lawyers
Colin Biggers & Paisley Lawyers
Macpherson Kelley
Macpherson Kelley
Macpherson Kelley
hwle
HYLW LAWYERS
HYLW LAWYERS
Minter Ellison
Minter Ellison
Minter Ellison
Moray & Agnew
Moray & Agnew
Moray & Agnew
What Past Attendees Have to saw About the Employment Law Series
- Allens
This gave us exactly what we needed. Clear, no-nonsense insights into all the legal changes coming in 2025. The case studies and expert advice helped us make sense of how these updates will actually impact our workplace.
March 2025
- Avis Budget Group
The networking sessions were just as valuable as the presentations—great conversations with like-minded professionals.
March 2025
- Kmart Group
This roadshow helped us get ahead of major legal changes. A must for HR and leadership teams.
March 2025
- St Ignatius College
I wasn’t sure what to expect, but the sessions were clear, well-structured, and full of actionable insights. I particularly liked the Q&A sessions as getting direct advice from legal experts was incredibly helpful.
March 2025
- Aurecon Group
This roadshow made legal changes easy to understand. The sessions on wage theft and workplace flexibility gave me clear, actionable takeaways.
March 2025
- Tyro
This summit set a new standard for professional events. The combination of expert speakers, practical advice, and well organised 2 days made it a great experience.
July 2024
- Cenitex
Every session was engaging and packed with practical advice. It was a perfect blend of inspiration and actionable tips.
June 2024
- Colin Biggers & Paisley
Great practical advice with tips that many people could use and champion.
July 2023
- Woolworths
The summit created a space where authenticity and support thrived. It was refreshing to see leaders be vulnerable and share their journeys.
June 2024
- Wellington Girls’ College
Really useful info Easy to listen to. Great ideas
July 2023
- Callaghan College Waratah
Truly engaging & fascinating experiences & perspectives.
July 2023
