Employment Law Roadshow 2025

Conference Agenda

09:00 Opening remarks and welcome from conference chair

09:10 Workplace Changes: What You Need to Know in 2025 and Beyond

• The Criminalization of Wage Underpayment (Jan 1, 2025) – What the new laws mean for employers,penalties for non-compliance, and strategies to prevent payroll risks.
• The Right to Disconnect (Aug 2024 Onward) – How to manage after-hours work communication obligations while maintaining business efficiency.
• Casual Employment Reforms (Feb 26, 2025) – Understanding the ‘Employee Choice Pathway’ and the impact on workforce planning and employment contracts.
• Flexible Work Law Updates – Who can request flexible work, employer obligations, and how to balance employee rights with operational needs.
• Workplace Safety & Psychosocial Risks – New legal requirements for mental health protections and how to create a compliant and psychologically safe work environment.
• Enterprise Bargaining & Multi-Employer Agreements – The evolving bargaining framework, Secure Jobs, Better Pay reforms, and how it impacts negotiations.

10:00 Building a Resilient Workforce: The Legal and Practical Guide to Psychological Safety

• The Legal Framework for Psychological Safety – Understanding employer obligations under WHS laws and the increasing regulatory focus on mental well-being.
• Identifying Psychosocial Risks – Recognizing workplace stressors such as high workloads, bullying, discrimination, and poor leadership that can lead to legal claims.
• Proactive Risk Management Strategies – How to conduct psychosocial risk assessments and implement effective controls to prevent workplace harm.
• Creating a Culture of Psychological Safety – Practical steps to foster open communication, trust, and employee well-being while maintaining productivity.
• Handling Complaints and Legal Risks – Best practices for addressing workplace mental health concerns, supporting affected employees, and avoiding litigation.
• Recent Case Law and Compliance Best Practices – Lessons from landmark cases and how businesses can adapt policies to meet evolving legal standards.

10:50 MORNING TEA & NETWORKING

11:20 Terminations, Unfair Dismissal, and Adverse Action: Navigating Performance and Legal Risks

• Unfair Dismissal vs. Lawful Termination – Understanding the legal framework, eligibility criteria, and key mistakes that lead to unfair dismissal claims.
• Adverse Action Risks and How to Avoid Them – How to ensure performance management and terminations do not breach general protections under the Fair Work Act.
• Constructive Dismissal: When Poor Workplace Conditions Lead to Claims – Recognizing the risks of forcing an employee out through unreasonable changes or mistreatment.
• Best Practices for Performance Management – Implementing clear, structured performance improvement processes that reduce legal exposure.
• Conducting Fair and Defensible Workplace Investigations – Ensuring due process before dismissing employees for misconduct or poor performance.
• Recent Case Law and Employer Lessons – Insights from recent Fair Work Commission rulings on termination disputes and what they mean for HR.

12:20 Sexual Harassment, Bullying Prevention, and Your Duty of Care: Creating a Safe and Compliant Workplace

• Understanding the Employer’s Positive Duty Under the Respect@Work Laws – What the Sex Discrimination Act and Fair Work Act require employers to do to prevent workplace harassment and bullying.
• Proactively Identifying and Addressing Workplace Risks – Recognizing the signs of toxic workplace behavior, including bullying, harassment, and discrimination.
• Building a Culture of Prevention and Accountability – Implementing clear policies, leadership training, and reporting mechanisms to create a safe work environment.
• Workplace Investigations: Handling Complaints the Right Way – Steps to conduct fair, impartial, and legally compliant investigations into harassment and bullying allegations.
• Legal Consequences of Failing to Act – Insights from recent case law, employer liabilities, and the penalties for not fulfilling your duty of care.
• Supporting Employees and Managing Reputational Risks – Best practices for providing support to victims, maintaining confidentiality, and protecting the

13:20 LUNCH

15:00 Managing Toxic Workplace Behaviours and Performance: Strategies for a Healthier, More Productive Workplace

• Recognizing and Addressing Toxic Behaviors – Identifying signs of bullying, harassment, passive aggression, and micromanagement and their impact on team morale.
• Legal and Compliance Risks – Understanding how toxic workplace cultures contribute to psychosocial risks, unfair dismissal claims, and legal disputes.
• Effective Performance Management – Implementing clear expectations, structured feedback, and legally sound Performance Improvement Plans (PIPs) to address underperformance.
• Handling Difficult Conversations and Disciplinary Actions – Best practices for delivering constructive feedback, documenting issues properly, and protecting against legal backlash.
• Building a Culture of Accountability and Respect – Strategies to shift workplace culture, promote leadership responsibility, and drive long-term behavioral change.
• Lessons from Recent Case Law – Key takeaways from Fair Work Commission rulings on workplace toxicity, misconduct, and performance-related terminations.

15:50 AFTERNOON TEA

16:10 In-House Workshop:Conducting an Effective Workplace Investigation – Ensuring Compliance, Risk Mitigation, and Fair Outcomes

• Legal and Procedural Requirements for Workplace Investigations – Understanding employer obligations under Fair Work Act, WHS laws, anti-discrimination laws, and company policies.
• Initiating an Investigation: Key Steps and Best Practices – How to properly assess complaints, determine scope, and establish investigation protocols.
• Collecting Evidence and Interviewing Witnesses – Best practices for gathering statements, handling confidentiality, and ensuring procedural fairness.
• Avoiding Common Legal Pitfalls – How to prevent claims of unfair dismissal, adverse action, bias, and procedural flaws that could invalidate findings.
• Finalizing the Investigation and Taking Action – Drafting a legally sound report, implementing disciplinary actions, and ensuring compliance with legal standards.
• Case Study and Practical Exercise – A real-world workplace investigation scenario where attendees will apply learned techniques in a simulated setting.

Conference Agenda

09:00 Opening remarks and welcome from conference chair

09:10 Workplace Changes: What You Need to Know in 2025 and Beyond

• The Criminalization of Wage Underpayment (Jan 1, 2025) – What the new laws mean for employers, penalties for non-compliance, and strategies to prevent payroll risks.
• The Right to Disconnect (Aug 2024 Onward) – How to manage after-hours work communication obligations while maintaining business efficiency.
• Casual Employment Reforms (Feb 26, 2025) – Understanding the ‘Employee Choice Pathway’ and the impact on workforce planning and employment contracts.
• Flexible Work Law Updates – Who can request flexible work, employer obligations, and how to balance employee rights with operational needs.
• Workplace Safety & Psychosocial Risks – New legal requirements for mental health protections and how to create a compliant and psychologically safe work environment.
• Enterprise Bargaining & Multi-Employer Agreements – The evolving bargaining framework, Secure Jobs, Better Pay reforms, and how it impacts negotiations.

10:00 Building a Resilient Workforce: The Legal and Practical Guide to Psychological Safety

• The Legal Framework for Psychological Safety – Understanding employer obligations under WHS laws and the increasing regulatory focus on mental well-being.
• Identifying Psychosocial Risks – Recognizing workplace stressors such as high workloads, bullying, discrimination, and poor leadership that can lead to legal claims.
• Proactive Risk Management Strategies – How to conduct psychosocial risk assessments and implement effective controls to prevent workplace harm.
• Creating a Culture of Psychological Safety – Practical steps to foster open communication, trust, and employee well-being while maintaining productivity.
• Handling Complaints and Legal Risks – Best practices for addressing workplace mental health concerns, supporting affected employees, and avoiding litigation.
• Recent Case Law and Compliance Best Practices – Lessons from landmark cases and how businesses can adapt policies to meet evolving legal standards.

10:50 MORNING TEA & NETWORKING

11:20 Terminations, Unfair Dismissal, and Adverse Action: Navigating Performance and Legal Risks

• Unfair Dismissal vs. Lawful Termination – Understanding the legal framework, eligibility criteria, and key mistakes that lead to unfair dismissal claims.
• Adverse Action Risks and How to Avoid Them – How to ensure performance management and terminations do not breach general protections under the Fair Work Act.
• Constructive Dismissal: When Poor Workplace Conditions Lead to Claims – Recognizing the risks of forcing an employee out through unreasonable changes or mistreatment.
• Best Practices for Performance Management – Implementing clear, structured performance improvement processes that reduce legal exposure.
• Conducting Fair and Defensible Workplace Investigations – Ensuring due process before dismissing employees for misconduct or poor performance.
• Recent Case Law and Employer Lessons – Insights from recent Fair Work Commission rulings on termination disputes and what they mean for HR.

12:20 Sexual Harassment, Bullying Prevention, and Your Duty of Care: Creating a Safe and Compliant Workplace

• Understanding the Employer’s Positive Duty Under the Respect@Work Laws – What the Sex Discrimination Act and Fair Work Act require employers to do to prevent workplace harassment and bullying.
• Proactively Identifying and Addressing Workplace Risks – Recognizing the signs of toxic workplace behavior, including bullying, harassment, and discrimination.
• Building a Culture of Prevention and Accountability – Implementing clear policies, leadership training, and reporting mechanisms to create a safe work environment.
• Workplace Investigations: Handling Complaints the Right Way – Steps to conduct fair, impartial, and legally compliant investigations into harassment and bullying allegations.
• Legal Consequences of Failing to Act – Insights from recent case law, employer liabilities, and the penalties for not fulfilling your duty of care.
• Supporting Employees and Managing Reputational Risks – Best practices for providing support to victims, maintaining confidentiality, and protecting the

13:20 LUNCH

14:10 Managing Workplace Productivity, Flexibility, and AI: Balancing Innovation with Compliance

• The Impact of AI on Workplace Productivity – How AI tools are reshaping workflows, decision-making, and performance management while ensuring compliance with employment laws.
• Flexible Work Arrangements: Legal and Operational Considerations – Navigating Fair Work Act updates on remote work, flexible hours, and employer obligations to approve or deny requests.
• AI and Employee Monitoring: Privacy and Ethical Risks – Understanding legal boundaries when using AI for performance tracking, surveillance, and HR decision-making.
• Balancing Productivity with Well-being – How to enhance efficiency without burnout, ensuring compliance with psychosocial risk obligations.
• Mitigating Risks of Bias and Discrimination in AI-Powered HR Systems – Addressing unconscious bias in recruitment, promotions, and terminations driven by AI automation.
• Future-Proofing Workplaces for AI Integration – Best practices for adapting policies, training employees, and ensuring AI-driven workplace changes comply with employment laws.

15:00 Managing Toxic Workplace Behaviours and Performance: Strategies for a Healthier, More Productive Workplace

• Recognizing and Addressing Toxic Behaviors – Identifying signs of bullying, harassment, passive aggression, and micromanagement and their impact on team morale.
• Legal and Compliance Risks – Understanding how toxic workplace cultures contribute to psychosocial risks, unfair dismissal claims, and legal disputes.
• Effective Performance Management – Implementing clear expectations, structured feedback, and legally sound Performance Improvement Plans (PIPs) to address underperformance.
• Handling Difficult Conversations and Disciplinary Actions – Best practices for delivering constructive feedback, documenting issues properly, and protecting against legal backlash.
• Building a Culture of Accountability and Respect – Strategies to shift workplace culture, promote leadership responsibility, and drive long-term behavioral change.
• Lessons from Recent Case Law – Key takeaways from Fair Work Commission rulings on workplace toxicity, misconduct, and performance-related terminations.

15:50 AFTERNOON TEA

16:10 In-House Workshop:Conducting an Effective Workplace Investigation – Ensuring Compliance, Risk Mitigation, and Fair Outcomes

• Legal and Procedural Requirements for Workplace Investigations – Understanding employer obligations under Fair Work Act, WHS laws, anti-discrimination laws, and company policies.
• Initiating an Investigation: Key Steps and Best Practices – How to properly assess complaints, determine scope, and establish investigation protocols.
• Collecting Evidence and Interviewing Witnesses – Best practices for gathering statements, handling confidentiality, and ensuring procedural fairness.
• Avoiding Common Legal Pitfalls – How to prevent claims of unfair dismissal, adverse action, bias, and procedural flaws that could invalidate findings.
• Finalizing the Investigation and Taking Action – Drafting a legally sound report, implementing disciplinary actions, and ensuring compliance with legal standards.
• Case Study and Practical Exercise – A real-world workplace investigation scenario where attendees will apply learned techniques in a simulated setting.

WORKSHOP A: MASTERING TERMINATIONS, REDUNDANCIES, AND UNFAIR DISMISSALS: A PRACTICAL GUIDE | 25TH JULY

09:00 WHY ATTEND?

With new unfair dismissal protections, wage underpayment penalties, and evolving redundancy laws, HR leaders must handle terminations carefully to avoid legal risks. This workshop provides a step-by-step guide to legally defensible termination processes.

KEY TAKEAWAYS

Legal Framework:
Understanding Fair Work Act provisions on unfair dismissal, redundancy, and adverse action claims.

Managing Performance-Based Terminations:
How to document underperformance properly, conduct warnings, and avoid legal challenges.

Handling Redundancies Lawfully:
Step-by-step redundancy processes, consultation obligations, and avoiding unfair dismissal claims.

Dealing with Adverse Action Risks:
When termination could trigger general protections claims—and how to avoid it.

Workplace Investigations & Due Process:
When an employee disputes dismissal—how to conduct fair and legally sound investigations.

WORKSHOP B: CONDUCTING EFFECTIVE WORKPLACE INVESTIGATIONS: ENSURING COMPLIANCE & RISK MITIGATION

13:30 WHY ATTEND?

With increasing employee rights under the Fair Work Act, Respect@Work reforms, and new psychosocial safety laws, workplace investigations must be thorough, fair, and legally compliant to avoid lawsuits and reputational damage.

KEY TAKEAWAYS

Legal & Procedural Framework: Understanding the Fair Work Commission’s expectations for a fair and lawful workplace investigation.

Step-by-Step Investigation Process:

• Receiving & assessing a complaint (harassment, bullying, misconduct).
• Interviewing witnesses and collecting evidence while protecting confidentiality.
• Managing conflicts of interest & ensuring procedural fairness.
  Common Legal Pitfalls & How to Avoid Them:
• How improper investigations lead to unfair dismissal and adverse
  action claims.
• Avoiding retaliation claims from whistleblowers.
  Drafting a Legally Sound Investigation Report: How to document findings, recommend actions, and protect employer liability.

Handling Psychosocial & Sexual Harassment Complaints:

• Best practices for addressing Respect@Work obligations.
• Managing bullying, discrimination, and mental health-related claims.

INTERACTIVE EXERCISE
Mock workplace investigation scenario, live case study analysis, and group discussion on real-world employer mistakes.

Conference Agenda

09:00 Opening remarks and welcome from conference chair9:10 AM

1. Where have we come from?
a. Same Jobs Better Pay Act – brief overview
b. Closing Loopholes Legislation – brief overview
2. Trends and Opportunities from 2024
a. Right to disconnect (took effect in August)
b. Multi-employer bargaining
c. Payroll projects and wage remediation continuing
3. What we can expect for 2025 / what you need to be prepared for:
a. Reforms to Restraint of Trade: Outcome of the review
b. WFH: What will organisations do in this space
c. AI: What impact will it have

09:10 Workplace Changes: What You Need to Know in 2025 and Beyond

• The Criminalization of Wage Underpayment (Jan 1, 2025) – What the new laws mean for employers, penalties for non-compliance, and strategies to prevent payroll risks.
• The Right to Disconnect (Aug 2024 Onward) – How to manage after-hours work communication obligations while maintaining business efficiency.
• Casual Employment Reforms (Feb 26, 2025) – Understanding the ‘Employee Choice Pathway’ and the impact on workforce planning and employment contracts.
• Flexible Work Law Updates – Who can request flexible work, employer obligations, and how to balance employee rights with operational needs.
• Workplace Safety & Psychosocial Risks – New legal requirements for mental health protections and how to create a compliant and psychologically safe work environment.
• Enterprise Bargaining & Multi-Employer Agreements – The evolving bargaining framework, Secure Jobs, Better Pay reforms, and how it impacts negotiations.

10:00 Building a Resilient Workforce: The Legal and Practical Guide to Psychological Safety

• The Legal Framework for Psychological Safety – Understanding employer obligations under WHS laws and the increasing regulatory focus on mental well-being.
• Identifying Psychosocial Risks – Recognizing workplace stressors such as high workloads, bullying, discrimination, and poor leadership that can lead to legal claims.
• Proactive Risk Management Strategies – How to conduct psychosocial risk assessments and implement effective controls to prevent workplace harm.
• Creating a Culture of Psychological Safety – Practical steps to foster open communication, trust, and employee well-being while maintaining productivity.
• Handling Complaints and Legal Risks – Best practices for addressing workplace mental health concerns, supporting affected employees, and avoiding litigation.
• Recent Case Law and Compliance Best Practices – Lessons from landmark cases and how businesses can adapt policies to meet evolving legal standards.

10:50 MORNING TEA & NETWORKING

11:20 Terminations, Unfair Dismissal, and Adverse Action: Navigating Performance and Legal Risks

• Unfair Dismissal vs. Lawful Termination – Understanding the legal framework, eligibility criteria, and key mistakes that lead to unfair dismissal claims.
• Adverse Action Risks and How to Avoid Them – How to ensure performance management and terminations do not breach general protections under the Fair Work Act.
• Constructive Dismissal: When Poor Workplace Conditions Lead to Claims – Recognizing the risks of forcing an employee out through unreasonable changes or mistreatment.
• Best Practices for Performance Management – Implementing clear, structured performance improvement processes that reduce legal exposure.
• Conducting Fair and Defensible Workplace Investigations – Ensuring due process before dismissing employees for misconduct or poor performance.
• Recent Case Law and Employer Lessons – Insights from recent Fair Work Commission rulings on termination disputes and what they mean for HR.

12:20 Sexual Harassment, Bullying Prevention, and Your Duty of Care: Creating a Safe and Compliant Workplace

• Understanding the Employer’s Positive Duty Under the Respect@Work Laws – What the Sex Discrimination Act and Fair Work Act require employers to do to prevent workplace harassment and bullying.
• Proactively Identifying and Addressing Workplace Risks – Recognizing the signs of toxic workplace behavior, including bullying, harassment, and discrimination.
• Building a Culture of Prevention and Accountability – Implementing clear policies, leadership training, and reporting mechanisms to create a safe work environment.
• Workplace Investigations: Handling Complaints the Right Way – Steps to conduct fair, impartial, and legally compliant investigations into harassment and bullying allegations.
• Legal Consequences of Failing to Act – Insights from recent case law, employer liabilities, and the penalties for not fulfilling your duty of care.
• Supporting Employees and Managing Reputational Risks – Best practices for providing support to victims, maintaining confidentiality, and protecting the

13:20 LUNCH

14:10 Managing Workplace Productivity, Flexibility, and AI: Balancing Innovation with Compliance

• The Impact of AI on Workplace Productivity – How AI tools are reshaping workflows, decision-making, and performance management while ensuring compliance with employment laws.
• Flexible Work Arrangements: Legal and Operational Considerations – Navigating Fair Work Act updates on remote work, flexible hours, and employer obligations to approve or deny requests.
• AI and Employee Monitoring: Privacy and Ethical Risks – Understanding legal boundaries when using AI for performance tracking, surveillance, and HR decision-making.
• Balancing Productivity with Well-being – How to enhance efficiency without burnout, ensuring compliance with psychosocial risk obligations.
• Mitigating Risks of Bias and Discrimination in AI-Powered HR Systems – Addressing unconscious bias in recruitment, promotions, and terminations driven by AI automation.
• Future-Proofing Workplaces for AI Integration – Best practices for adapting policies, training employees, and ensuring AI-driven workplace changes comply with employment laws.

15:00 Managing Toxic Workplace Behaviours and Performance: Strategies for a Healthier, More Productive Workplace

• Recognizing and Addressing Toxic Behaviors – Identifying signs of bullying, harassment, passive aggression, and micromanagement and their impact on team morale.
• Legal and Compliance Risks – Understanding how toxic workplace cultures contribute to psychosocial risks, unfair dismissal claims, and legal disputes.
• Effective Performance Management – Implementing clear expectations, structured feedback, and legally sound Performance Improvement Plans (PIPs) to address underperformance.
• Handling Difficult Conversations and Disciplinary Actions – Best practices for delivering constructive feedback, documenting issues properly, and protecting against legal backlash.
• Building a Culture of Accountability and Respect – Strategies to shift workplace culture, promote leadership responsibility, and drive long-term behavioral change.
• Lessons from Recent Case Law – Key takeaways from Fair Work Commission rulings on workplace toxicity, misconduct, and performance-related terminations.

15:50 AFTERNOON TEA

16:10 In-House Workshop:Conducting an Effective Workplace Investigation – Ensuring Compliance, Risk Mitigation, and Fair Outcomes

• Legal and Procedural Requirements for Workplace Investigations – Understanding employer obligations under Fair Work Act, WHS laws, anti-discrimination laws, and company policies.
• Initiating an Investigation: Key Steps and Best Practices – How to properly assess complaints, determine scope, and establish investigation protocols.
• Collecting Evidence and Interviewing Witnesses – Best practices for gathering statements, handling confidentiality, and ensuring procedural fairness.
• Avoiding Common Legal Pitfalls – How to prevent claims of unfair dismissal, adverse action, bias, and procedural flaws that could invalidate findings.
• Finalizing the Investigation and Taking Action – Drafting a legally sound report, implementing disciplinary actions, and ensuring compliance with legal standards.
• Case Study and Practical Exercise – A real-world workplace investigation scenario where attendees will apply learned techniques in a simulated setting.

17:00 Close of Day

WORKSHOP A: MASTERING TERMINATIONS, REDUNDANCIES, AND UNFAIR DISMISSALS: A PRACTICAL GUIDE | 24TH JULY

09:00 WHY ATTEND?

With new unfair dismissal protections, wage underpayment penalties, and evolving redundancy laws, HR leaders must handle terminations carefully to avoid legal risks. This workshop provides a step-by-step guide to legally defensible termination processes.

KEY TAKEAWAYS

Legal Framework:
Understanding Fair Work Act provisions on unfair dismissal, redundancy, and adverse action claims.

Managing Performance-Based Terminations:
How to document underperformance properly, conduct warnings, and avoid legal challenges.

Handling Redundancies Lawfully:
Step-by-step redundancy processes, consultation obligations, and avoiding unfair dismissal claims.

Dealing with Adverse Action Risks:
When termination could trigger general protections claims—and how to avoid it.

Workplace Investigations & Due Process:
When an employee disputes dismissal—how to conduct fair and legally sound investigations.

INTERACTIVE EXERCISE
Role-playing termination conversations, case study on wrongful dismissal, and Q&A with legal experts.

WORKSHOP B: CONDUCTING EFFECTIVE WORKPLACE INVESTIGATIONS: ENSURING COMPLIANCE & RISK MITIGATION | 24TH JULY

13:30 WHY ATTEND?

With increasing employee rights under the Fair Work Act, Respect@Work reforms, and new psychosocial safety laws, workplace investigations must be thorough, fair, and legally compliant to avoid lawsuits and reputational damage.

KEY TAKEAWAYS

Legal & Procedural Framework: Understanding the Fair Work Commission’s expectations for a fair and lawful workplace investigation.

Step-by-Step Investigation Process:

• Receiving & assessing a complaint (harassment, bullying, misconduct).
• Interviewing witnesses and collecting evidence while protecting confidentiality.
• Managing conflicts of interest & ensuring procedural fairness. Common Legal Pitfalls & How to Avoid Them:
• How improper investigations lead to unfair dismissal and adverse action claims.
• Avoiding retaliation claims from whistleblowers. Drafting a Legally Sound Investigation Report: How to document findings, recommend actions, and protect employer liability.

Handling Psychosocial & Sexual Harassment Complaints:
• Best practices for addressing Respect@Work obligations. • Managing bullying, discrimination, and mental health-related claims.

INTERACTIVE EXERCISE
Mock workplace investigation scenario, live case study analysis, and group discussion on real-world employer mistakes.

Conference Agenda

09:00 Opening remarks and welcome from conference chair

09:10 Workplace Changes: What You Need to Know in 2025 and Beyond

• The Criminalization of Wage Underpayment (Jan 1, 2025) – What the new laws mean for employers, penalties for non-compliance, and strategies to prevent payroll risks.
• The Right to Disconnect (Aug 2024 Onward) – How to manage after-hours work communication obligations while maintaining business efficiency.
• Casual Employment Reforms (Feb 26, 2025) – Understanding the ‘Employee Choice Pathway’ and the impact on workforce planning and employment contracts.
• Flexible Work Law Updates – Who can request flexible work, employer obligations, and how to balance employee rights with operational needs.
• Workplace Safety & Psychosocial Risks – New legal requirements for mental health protections and how to create a compliant and psychologically safe work environment.
• Enterprise Bargaining & Multi-Employer Agreements – The evolving bargaining framework, Secure Jobs, Better Pay reforms, and how it impacts negotiations.

10:00 Building a Resilient Workforce: The Legal and Practical Guide to Psychological Safety

• and the increasing regulatory focus on mental well-being.
• Identifying Psychosocial Risks – Recognizing workplace stressors such as high workloads, bullying, discrimination, and poor leadership that can lead to legal claims.
• Proactive Risk Management Strategies – How to conduct psychosocial risk assessments and implement effective controls to prevent workplace harm.
• Creating a Culture of Psychological Safety – Practical steps to foster open communication, trust, and employee well-being while maintaining productivity.
• Handling Complaints and Legal Risks – Best practices for addressing workplace mental health concerns, supporting affected employees, and avoiding litigation.
• Recent Case Law and Compliance Best Practices – Lessons from landmark cases and how businesses can adapt policies to meet evolving legal standards.

10:50 MORNING TEA & NETWORKING

11:20 Terminations, Unfair Dismissal, and Adverse Action: Navigating Performance and Legal Risks

• Unfair Dismissal vs. Lawful Termination – Understanding the legal framework, eligibility criteria, and key mistakes that lead to unfair dismissal claims.
• Adverse Action Risks and How to Avoid Them – How to ensure performance management and terminations do not breach general protections under the Fair Work Act.
• Constructive Dismissal: When Poor Workplace Conditions Lead to Claims – Recognizing the risks of forcing an employee out through unreasonable changes or mistreatment.
• Best Practices for Performance Management – Implementing clear, structured performance improvement processes that reduce legal exposure.
• Conducting Fair and Defensible Workplace Investigations – Ensuring due process before dismissing employees for misconduct or poor performance.
• Recent Case Law and Employer Lessons – Insights from recent Fair Work Commission rulings on termination disputes and what they mean for HR.

12:20 Sexual Harassment, Bullying Prevention, and Your Duty of Care: Creating a Safe and Compliant Workplace

• Understanding the Employer’s Positive Duty Under the Respect@Work Laws – What the Sex Discrimination Act and Fair Work Act require employers to do to prevent workplace harassment and bullying.
• Proactively Identifying and Addressing Workplace Risks – Recognizing the signs of toxic workplace behavior, including bullying, harassment, and discrimination.
• Building a Culture of Prevention and Accountability – Implementing clear policies, leadership training, and reporting mechanisms to create a safe work environment.
• Workplace Investigations: Handling Complaints the Right Way – Steps to conduct fair, impartial, and legally compliant investigations into harassment and bullying allegations.
• Legal Consequences of Failing to Act – Insights from recent case law, employer liabilities, and the penalties for not fulfilling your duty of care.
• Supporting Employees and Managing Reputational Risks – Best practices for providing support to victims, maintaining confidentiality, and protecting the

10:00 LUNCH

14:10 Managing Workplace Productivity, Flexibility, and AI: Balancing Innovation with Compliance

• The Impact of AI on Workplace Productivity – How AI tools are reshaping workflows, decision-making, and performance management while ensuring compliance with employment laws.
• Flexible Work Arrangements: Legal and Operational Considerations – Navigating Fair Work Act updates on remote work, flexible hours, and employer obligations to approve or deny requests.
• AI and Employee Monitoring: Privacy and Ethical Risks – Understanding legal boundaries when using AI for performance tracking, surveillance, and HR decision-making.
• Balancing Productivity with Well-being – How to enhance efficiency without burnout, ensuring compliance with psychosocial risk obligations.
• Mitigating Risks of Bias and Discrimination in AI-Powered HR Systems – Addressing unconscious bias in recruitment, promotions, and terminations driven by AI automation.
• Future-Proofing Workplaces for AI Integration – Best practices for adapting policies, training employees, and ensuring AI-driven workplace changes comply with employment laws.

15:00 Managing Toxic Workplace Behaviours and Performance: Strategies for a Healthier, More Productive Workplace

• Recognizing and Addressing Toxic Behaviors – Identifying signs of bullying, harassment, passive aggression, and micromanagement and their impact on team morale.
• Legal and Compliance Risks – Understanding how toxic workplace cultures contribute to psychosocial risks, unfair dismissal claims, and legal disputes.
• Effective Performance Management – Implementing clear expectations, structured feedback, and legally sound Performance Improvement Plans (PIPs) to address underperformance.
• Handling Difficult Conversations and Disciplinary Actions – Best practices for delivering constructive feedback, documenting issues properly, and protecting against legal backlash.
• Building a Culture of Accountability and Respect – Strategies to shift workplace culture, promote leadership responsibility, and drive long-term behavioral change.
• Lessons from Recent Case Law – Key takeaways from Fair Work Commission rulings on workplace toxicity, misconduct, and performance-related terminations.

15:50 AFTERNOON TEA

16:10 In-House Workshop:Conducting an Effective Workplace Investigation – Ensuring Compliance, Risk Mitigation, and Fair Outcomes

• Legal and Procedural Requirements for Workplace Investigations – Understanding employer obligations under Fair Work Act, WHS laws, anti-discrimination laws, and company policies.
• Initiating an Investigation: Key Steps and Best Practices – How to properly assess complaints, determine scope, and establish investigation protocols.
• Collecting Evidence and Interviewing Witnesses – Best practices for gathering statements, handling confidentiality, and ensuring procedural fairness.
• Avoiding Common Legal Pitfalls – How to prevent claims of unfair dismissal, adverse action, bias, and procedural flaws that could invalidate findings.
• Finalizing the Investigation and Taking Action – Drafting a legally sound report, implementing disciplinary actions, and ensuring compliance with legal standards.
• Case Study and Practical Exercise – A real-world workplace investigation scenario where attendees will apply learned techniques in a simulated setting.

WORKSHOP A: MASTERING TERMINATIONS, REDUNDANCIES, AND UNFAIR DISMISSALS: A PRACTICAL GUIDE | 23RD JULY

09:00 WHY ATTEND?

With new unfair dismissal protections, wage underpayment penalties, and evolving redundancy laws, HR leaders must handle terminations carefully to avoid legal risks. This workshop provides a step-by-step guide to legally defensible termination processes.

KEY TAKEAWAYS

Legal Framework:
Understanding Fair Work Act provisions on unfair dismissal, redundancy, and adverse action claims.

Managing Performance-Based Terminations:
How to document underperformance properly, conduct warnings, and avoid legal challenges.

Handling Redundancies Lawfully:
Step-by-step redundancy processes, consultation obligations, and avoiding unfair dismissal claims.

Dealing with Adverse Action Risks:
When termination could trigger general protections claims—and how to avoid it.

Workplace Investigations & Due Process:
When an employee disputes dismissal—how to conduct fair and legally sound investigations.

INTERACTIVE EXERCISE
Role-playing termination conversations, case study on wrongful dismissal, and Q&A with legal experts.

WORKSHOP B: CONDUCTING EFFECTIVE WORKPLACE INVESTIGATIONS: ENSURING COMPLIANCE & RISK MITIGATION | 23RD JULY

13:30 WHY ATTEND?

With increasing employee rights under the Fair Work Act, Respect@Work reforms, and new psychosocial safety laws, workplace investigations must be thorough, fair, and legally compliant to avoid lawsuits and reputational damage.

KEY TAKEAWAYS

Legal & Procedural Framework: Understanding the Fair Work Commission’s expectations for a fair and lawful workplace investigation.

Step-by-Step Investigation Process:

• Receiving & assessing a complaint (harassment, bullying, misconduct).
• Interviewing witnesses and collecting evidence while protecting confidentiality.
• Managing conflicts of interest & ensuring procedural fairness. Common Legal Pitfalls & How to Avoid Them:
• How improper investigations lead to unfair dismissal and adverse action claims.
• Avoiding retaliation claims from whistleblowers. Drafting a Legally Sound Investigation Report: How to document findings, recommend actions, and protect employer liability.

Handling Psychosocial & Sexual Harassment Complaints:
• Best practices for addressing Respect@Work obligations. • Managing bullying, discrimination, and mental health-related claims.

INTERACTIVE EXERCISE
Mock workplace investigation scenario, live case study analysis, and group discussion on real-world employer mistakes.

Conference Agenda

09:00 Opening remarks and welcome from conference chair

09:10 Workplace Changes: What You Need to Know in 2025 and Beyond

• The Criminalization of Wage Underpayment (Jan 1, 2025) – What the new laws mean for employers, penalties for non-compliance, and strategies to prevent payroll risks.
• The Right to Disconnect (Aug 2024 Onward) – How to manage after-hours work communication obligations while maintaining business efficiency.
• Casual Employment Reforms (Feb 26, 2025) – Understanding the ‘Employee Choice Pathway’ and the impact on workforce planning and employment contracts.
• Flexible Work Law Updates – Who can request flexible work, employer obligations, and how to balance employee rights with operational needs.
• Workplace Safety & Psychosocial Risks – New legal requirements for mental health protections and how to create a compliant and psychologically safe work environment.
• Enterprise Bargaining & Multi-Employer Agreements – The evolving bargaining framework, Secure Jobs, Better Pay reforms, and how it impacts negotiations.

10:00 Building a Resilient Workforce: The Legal and Practical Guide to Psychological Safety

• The Legal Framework for Psychological Safety – Understanding employer obligations under WHS laws and the increasing regulatory focus on mental well-being.
• Identifying Psychosocial Risks – Recognizing workplace stressors such as high workloads, bullying, discrimination, and poor leadership that can lead to legal claims.
• Proactive Risk Management Strategies – How to conduct psychosocial risk assessments and implement effective controls to prevent workplace harm.
• Creating a Culture of Psychological Safety – Practical steps to foster open communication, trust, and employee well-being while maintaining productivity.
• Handling Complaints and Legal Risks – Best practices for addressing workplace mental health concerns, supporting affected employees, and avoiding litigation.
• Recent Case Law and Compliance Best Practices – Lessons from landmark cases and how businesses can adapt policies to meet evolving legal standards.

10:50 MORNING TEA & NETWORKING

11:20 Terminations, Unfair Dismissal, and Adverse Action: Navigating Performance and Legal Risks

• Unfair Dismissal vs. Lawful Termination – Understanding the legal framework, eligibility criteria, and key mistakes that lead to unfair dismissal claims.
• Adverse Action Risks and How to Avoid Them – How to ensure performance management and terminations do not breach general protections under the Fair Work Act.
• Constructive Dismissal: When Poor Workplace Conditions Lead to Claims – Recognizing the risks of forcing an employee out through unreasonable changes or mistreatment.
• Best Practices for Performance Management – Implementing clear, structured performance improvement processes that reduce legal exposure.
• Conducting Fair and Defensible Workplace Investigations – Ensuring due process before dismissing employees for misconduct or poor performance.
• Recent Case Law and Employer Lessons – Insights from recent Fair Work Commission rulings on termination disputes and what they mean for HR.

12:20 Sexual Harassment, Bullying Prevention, and Your Duty of Care: Creating a Safe and Compliant Workplace

• Understanding the Employer’s Positive Duty Under the Respect@Work Laws – What the Sex Discrimination Act and Fair Work Act require employers to do to prevent workplace harassment and bullying.
• Proactively Identifying and Addressing Workplace Risks – Recognizing the signs of toxic workplace behavior, including bullying, harassment, and discrimination.
• Building a Culture of Prevention and Accountability – Implementing clear policies, leadership training, and reporting mechanisms to create a safe work environment.
• Workplace Investigations: Handling Complaints the Right Way – Steps to conduct fair, impartial, and legally compliant investigations into harassment and bullying allegations.
• Legal Consequences of Failing to Act – Insights from recent case law, employer liabilities, and the penalties for not fulfilling your duty of care.
• Supporting Employees and Managing Reputational Risks – Best practices for providing support to victims, maintaining confidentiality, and protecting the

13:20 LUNCH

15:00 Managing Toxic Workplace Behaviours and Performance: Strategies for a Healthier, More Productive Workplace

• Recognizing and Addressing Toxic Behaviors – Identifying signs of bullying, harassment, passive aggression, and micromanagement and their impact on team morale.
• Legal and Compliance Risks – Understanding how toxic workplace cultures contribute to psychosocial risks, unfair dismissal claims, and legal disputes.
• Effective Performance Management – Implementing clear expectations, structured feedback, and legally sound Performance Improvement Plans (PIPs) to address underperformance.
• Handling Difficult Conversations and Disciplinary Actions – Best practices for delivering constructive feedback, documenting issues properly, and protecting against legal backlash.
• Building a Culture of Accountability and Respect – Strategies to shift workplace culture, promote leadership responsibility, and drive long-term behavioral change.
• Lessons from Recent Case Law – Key takeaways from Fair Work Commission rulings on workplace toxicity, misconduct, and performance-related terminations.

15:50 AFTERNOON TEA

16:10 In-House Workshop:Conducting an Effective Workplace Investigation – Ensuring Compliance, Risk Mitigation, and Fair Outcomes

• Legal and Procedural Requirements for Workplace Investigations – Understanding employer obligations under Fair Work Act, WHS laws, anti-discrimination laws, and company policies.
• Initiating an Investigation: Key Steps and Best Practices – How to properly assess complaints, determine scope, and establish investigation protocols.
• Collecting Evidence and Interviewing Witnesses – Best practices for gathering statements, handling confidentiality, and ensuring procedural fairness.
• Avoiding Common Legal Pitfalls – How to prevent claims of unfair dismissal, adverse action, bias, and procedural flaws that could invalidate findings.
• Finalizing the Investigation and Taking Action – Drafting a legally sound report, implementing disciplinary actions, and ensuring compliance with legal standards.
• Case Study and Practical Exercise – A real-world workplace investigation scenario where attendees will apply learned techniques in a simulated setting.

17:00 Close of Day