Adele Garnett

Jan 15, 2025 | hopgoodganim.com.au | Adele Garnett |Andrew Tobin

Key takeawaysFrom 1 July 2025, there are significant changes coming to Queensland's Anti-Discrimination Act 1991 (Qld) (AD Act) which includes:an expanded list of protected attributes; a new positive duty to prevent discrimination on the basis of the protected attributes; andnew definitions of direct and indirect discrimination. This is a significant reform to the AD Act.

Oct 16, 2024 | hcamag.com | Adele Garnett

All modern awards now include 'employee right to disconnect' clause Significant changes have come into effect with the commencement of the “right to disconnect” legislation, a transformative shift in rights aimed at addressing the growing concerns of work-life balance. This legislation grants employees the legal right to disengage from work-related communications and tasks outside of their working hours without facing any negative consequences.

May 28, 2024 | lexology.com | Helen Donovan |Adele Garnett

In 26 August 2024, significant changes are coming into effect with the implementation of the 'right to disconnect' legislation, a transformative shift in rights aimed at addressing the growing concerns of work-life balance. This legislation grants employees the legal right to disengage from work-related communications and tasks outside of their working hours without facing any negative consequences.

May 28, 2024 | lexology.com | Helen Donovan |Adele Garnett

The new right to disconnect comes into effect on 26 August 2024 for non-small businesses and on 26 August 2025 for small businesses (fewer than 15 employees).1What is the right to disconnect? The right to disconnect is a new workplace right for employees to ‘disconnect,’ or in other words, a right not to respond to attempts by their employer, third parties, or other employees to contact them outside of work hours.

Mar 11, 2024 | lexology.com | Adele Garnett |Helen Donovan

With the Easter holidays almost upon us, it is important for employers to plan for how they will roster employees to work on the relevant public holidays. A recent case indicates that it is unlawful for employers to simply roster employees on, and ‘require’ them to work without an initial ‘request’ and consideration of the circumstances to determine if an employee’s refusal is reasonable.