Meaghan Bare

The Fair Work Legislation Amendment (Secure Jobs, Better Pay) Act 2022 (Cth) introduced a range of changes to the Fair Work Act 2009 (Cth), with the most notable being those below. Flexible working requests Fixed term contracts Pay secrecy Bargaining This article outlines these changes and assists employers on how to comply with them.

This decision is important as non-disparagement clauses are becoming quite commonplace – while they have long been a feature of employment settlement deeds, they are finding their way into employment contracts, agency and licensing agreements, sponsorship agreements and even commercial settlement deeds. Some clients view these clauses as a form of window dressing – a ‘nice-to-have’ with some uncertainty as to their actual effect on the parties' legal positions.

A recent decision of the Supreme Court of NSW has squarely put into focus the issue of non-disparagement clauses in deeds of settlement. This decision is important as non-disparagement clauses are becoming quite commonplace – while they have long been a feature of employment settlement deeds, they are finding their way into employment contracts, agency and licensing agreements, sponsorship agreements and even commercial settlement deeds.