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Salbridge Lawyers Practice Areas: Property and Conveyancing, Commercial Law, Wills & Estate Planning, Employment Law

08/09/2026

For employees earning above $190,100, non-competes are still permitted but must be necessary to protect a legitimate interest and be reasonable. The draft Bill only recognises two legitimate interests — confidential information and client relationships.

08/09/2026

Existing employment arrangements entered into before commencement continue to apply. But if varied after commencement for any reason, the clause becomes subject to the new rules.
New contracts cannot include a non-compete for employees earning at or below the threshold or a co-worker non-solicitation clause for anyone.
Serious penalties apply including a separate contravention for threatening to enforce an unenforceable clause.

08/09/2026

Competition and Fair Work Legislation Amendment (Banning Unfair Non-Competes) Bill 2026. The draft Bill proposes banning non-compete clauses for employees earning at or below the high income threshold ($190,100) and co-worker non-solicitation clauses for all employees regardless of income.

13/08/2026

Employers cannot make a role redundant and then offer redeployment to the same position with the same duties at a lower salary. The genuine redundancy and redeployment provisions under the Fair Work Act are not a mechanism to force a pay cut. If the role is still required to be performed, it’s not redundant regardless of what you’re willing to pay for it.
Demin v Tuggeranong Vikings Swim Club [2026] FWCFB.

06/08/2026

Parental leave requests and flexible work arrangements are protected under the Fair Work Act. Employers need to ensure that managers who receive these requests are trained on their legal obligations and understand the correct procedures for responding. Adopting an inflexible approach without genuine consultation with the employee carries a real risk of adverse action and each contravention attracts its own penalty.

Duarte v UAE Ministry of Foreign Affairs [2026] FedCFamC2G 175.

30/07/2026

If your drug and alcohol policy lists a range of disciplinary outcomes, you have to genuinely consider them before terminating. A positive test may be a valid reason for dismissal but that doesn’t make the dismissal fair. Proportionality, mitigating circumstances and length of service all matter.

Brew v Downer EDI Works [2026] FWC 955.

03/06/2026

Annual Wage Review 2026. Modern award minimum wages are increasing by 4.75% across all classification levels. The lowest award classifications (C13 and C14) are increasing by closer to 6% as the Commission begins phasing them up. National minimum wage goes from $24.95 to $26.44/hr. New rates apply from the first full pay period on or after 1 July 2026.

Winner! Local Business Awards 2026 for Legal Services! To receive this recognition just over a year into practice means ...
27/05/2026

Winner! Local Business Awards 2026 for Legal Services!

To receive this recognition just over a year into practice means everything. Thank you to our clients, our referral partners, and our community for your trust and support.​​​​​​​​​​​​​​​​ This would not have been possible without you 🤍🤍

Closing out the week with a note of appreciation. We’re endlessly grateful for the clients who trust us with their stori...
22/05/2026

Closing out the week with a note of appreciation. We’re endlessly grateful for the clients who trust us with their stories, their challenges, and their futures. Happy Friday. 🤍

21/05/2026

Under section 65 of the Fair Work Act, eligible employees have the right to make a formal flexible work request. Under section 65A, employers must respond in writing within 21 days and genuinely discuss the request. You don’t have to agree, but if you’re going to refuse, make sure you follow the process and have genuine business grounds specific to the role.
Chandler v Westpac [2025] FWC 3115.

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Sydney, NSW
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