Preventing or Restricting Employees from Secondary Employment

January 23, 2020 For some employees, working two different jobs during the same period of time (secondary employment) is attractive, possibly for financial reasons or to provide more variety to their work experience. However, the risks to employers when an employee works for another party as well can be significant. The employee may, inadvertently or intentionally, share confidential, and/or commercially sensitive information belonging to the employer with their other party/colleagues, jeopardise the employer’s reputation, or become dangerously fatigued and create a health and safety risk for the employer.

Domestic Violence Leave and Flexibility

By Anneke Reid  |  October 02, 2019 The Domestic Violence – Victims’ Protection Act 2018 (“the Act”) came into force on 1 April 2019. The Act adds legal protections in the workplace for people affected by domestic violence. It gives employees affected by domestic violence the right to take up to 10 days’ paid domestic violence leave per year (after the employee has completed 6 months’ current continuous employment). This leave is separate from annual, sick and bereavement leave. Employees may also request (or have requested on their behalf), a short-term flexible working arrangement (2 months or less) which may include varied days, hours, duties and place of work.

Employment Law Update

March 12, 2019 Restrictions on the use of 90 day trial periods, regulated meal breaks and updates as a result of the Employment Relations Amendment Act 2018

Bereavement Leave for Miscarriage

August 27, 2018 Labour MP Ginny Anderson’s new members’ bill, the Holidays (Bereavement Leave for Miscarriage) Amendment Bill (“the Bill”) was drawn from the ballot and introduced to the House earlier this month.

Post-Employment Restraints

August 22, 2018 It is a well-known fact that while employees can be an employer’s greatest asset, they can also be an employer’s biggest potential threat. Employees often need to be privy to a volley of their employer’s confidential and proprietary information to effectively execute their responsibilities. The best way an employer can protect itself from an employee using such information after the employment relationship ends, is to enter into post-employment restraints with the employee.