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Workable Law & Industrial Relations

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Mount Colah, NSW
Workable Law & Industrial Relations

Coming soon - simple and practical employment law and IR services to help business thrive

24/04/2026

The WFH debate rumbles on with two new Bills, one federal and one proposed in Victoria, that could materially expand employee rights to work from home. Either law, if made, will have practical implications employers should consider now.

Our full analysis is on our website. Link in bio.

17/04/2026

We are delighted to congratulate our Partner Matthew Robinson for his inclusion in The Best Lawyers in Australia™ 2027 Edition for Labour and Employment Law

28/03/2026

20 years ago the infamous WorkChoices laws in Australia commenced. Its introduction marked a dramatic shift in our industrial relations landscape. The laws were a massive overreach and quickly departed after causing substantial damage/change- but there was no going back. Read more of our Partner, Matthew Robinson’s thoughts on this critical development in Australian employment law on our website.

06/03/2026

Workable Law & IR is excited to have Kat Eather back full time with the firm. Joining her Partners Matthew Robinson and Suzy Cusack, both highly regarded practitioners with more than two decades of experience.

Together, the team is focused on helping employers find practical, workable solutions to complex workplace issues, and managing workplace disputes and litigation.

Back to the future for Workable Law & IR.

14/02/2026

NSW Parliament has passed the Work Health and Safety Amendment (Digital Work Systems) Bill 2026.

The Bill introduces new WHS obligations for all NSW employers in relation to ‘digital work systems’. The definition is broad and is likely to capture most systems involving algorithms, automation or AI.

It also creates a new right for union entry permit holders to require access to and inspection of a relevant digital work system on 48 hours notice, where there is a suspected safety contravention. This will be subject to guidelines to be developed by SafeWork NSW.

The power to make the guidelines will commence on assent. The new duties will start on a date to be proclaimed. The right of entry provisions cannot commence until one month after the guidelines are published.

Businesses should seek advice now and consider making a submission when SafeWork NSW consults on the guidelines. Get in touch with us at Workable Law & IR if you would like to discuss.

24/11/2025

Businesses with operations in NSW may wish to take a look at the Work Health and Safety Amendment (Digital Work Systems) Bill 2025 (Bill), which was tabled in the NSW Parliament last week. The Bill seeks to make a range of amendments to duties and rights of entry under the NSW WHS Act in relation to ‘digital work systems’. A digital work system is defined very broadly in the Bill as “an algorithm, artificial intelligence, automation or online platform.” We’ve provided a summary of some of the other features of the Bill in the infographic below.

Businesses should consider what this will mean for their right of entry and WHS policies, procedures and training, and how they would manage right of entry and the requirement to provide reasonable assistance for permit holders to access and inspect their digital work systems.

Workable Law & IR is keeping an eye on the progress of the Bill through the NSW Parliament. If you have any questions or would like to discuss what this could mean for your business, please get in touch.

03/11/2025

The Fair Work Ombudsman has recently tabled their annual report for 2024/25. It reveals that in financial year 2024-25, the FWO recovered $358 million in unpaid wages for more than 249,000 workers. They also issued 743 infringement notices with $838,000 in penalties paid, and filed 73 litigations. Large corporates continue to be a priority area for the FWO, along with employers in the building and construction, fast-food, restaurant, and café sectors, as well as agriculture, aged care, and disability support services, among others.

The FWO identified that they continue to see concerning levels of non-compliance with workplace laws. For large corporates, the drivers of those underpayments are listed below.

Given the reputational damage, employee engagement issues, and significant penalties (including criminal wage theft penalties for deliberate breaches) that can attach to underpayments, it is essential that employers take workplace obligations seriously and put in place adequate systems and controls to ensure ongoing compliance.

Workable Law can assist with each of these areas, if you would like to discuss how, please get in touch.

22/10/2025

Is working from home a right or a privilege?

Since Covid, remote work has become part of everyday life, but the debate is far from over. Governments are exploring new laws, and the Fair Work Commission is considering award changes that could reshape how flexibility works in Australia.

Head to the Workable Law blog to read our full article “Working From Home & the Modern Workforce” and find out where the law stands & what it means for your business.

🔗 Link in Bio

15/09/2025

Annualised salaries under fire

The Federal Court’s Woolworths decision has made it clear: employers can’t rely on set-off clauses to average out award entitlements across pay periods. That means more timesheets, more record-keeping, and more risk for businesses using annualised salaries.

So what should employers do now? We’ve broken down the case and what it means for your workplace in our latest article.

Head to our website (link in bio) to read more.

09/04/2025

Big changes could be coming to workplace laws after the next federal election.
Think: bans on non-competes, paid reproductive health leave, flexible work for menopause, and more.

We’ve pulled together a quick snapshot of what Labor, the Coalition, and the Greens are promising on IR.

More detail could drop soon—watch this space!

Want to chat about how these policies could impact your people strategy? We’re here to help.

25/03/2025

⚖️ FWC Rules on Casuals & Same Job, Same Pay ⚖️

The Fair Work Commission has confirmed that casual labour hire workers are covered under same job, same pay orders—even if the host employer’s enterprise agreement only applies to full-time employees.

In Application by the MEU [2025] FWCFB 53, the FWC ruled that labour hire casuals must receive equivalent pay to direct full time employees, rejecting claims that this would be unfair. While this could lead to some casuals being “overcompensated,” the FWC found these issues can be managed through dispute resolution.

Another big decision—on the service contractor exemption—is coming soon and will provide more clarity on when a contractor is supplying labour vs. services.

If your business engages labour hire, understanding these changes is critical. Need help navigating the risks? We can solve this for you. Let’s chat 💬

Address

P. O. Box 82
Mount Colah, NSW
2079

Opening Hours

Monday	9am - 5pm
Tuesday	9am - 5pm
Wednesday	9am - 5pm
Thursday	9am - 5pm
Friday	9am - 5pm

Telephone

+61285265586

Website

http://www.workablelaw.com.au/

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