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Asia Employment Law Quarterly Review: Q3 2019

Keeping abreast of employment-related legal developments can be challenging. To help you stay up to date, Corrs contributes to the Mayer Brown Asia Employment Law: Quarterly Review, a regular e-publication covering employment-related legal developments in 14 jurisdictions across Asia.

This quarter, John provides comment on a number of key employment law developments in Australia during the first three quarters of 2019, including:

  • changes to Australia’s whistleblower protection laws;
  • the passing of the Corporations Amendment (Strengthening Protections for Employee Entitlements) Act 2019, which is designed to deter and penalise company officers, including company directors, from trying to avoid liability for employee entitlements in corporate insolvency;  
  • the Federal Court’s clarification of the correct method for calculating ‘sick leave’ for part-time employees and shift workers in Mondelez v AMWU [2019] FCAFC 138;
  • the release of an exposure draft of the Religious Discrimination Bill 2019 (Cth) for consultation;
  • the reintroduction of the Treasury Laws Amendment (Recovering Unpaid Superannuation) Bill 2019; and
  • the ‘Single Touch Payroll’ reporting requirement becoming mandatory for all Australian employers from 30 September 2019.

You can access a copy of Asia Employment Law Quarterly Review: Q3 2019 here, or click the ‘DOWNLOAD PDF’ button.


The Asia Employment Law: Quarterly Review provides general advice only and should not be treated as a substitute for legal advice. While care has been taken by each participating law firm to ensure that details relating to their respective jurisdiction are correct, no responsibility can be taken by any of the participating law firms for losses arising from reliance upon the contents of this Report. Should you have any specific questions, please contact John Tuck. 


Authors

TUCK-john-highres_SMALL
John Tuck

Head of Employment and Labour


Tags

Employment and Labour

The content of this publication is for reference purposes only. It is current at the date of publication. This content does not constitute legal advice and should not be relied upon as such. Legal advice about your specific circumstances should always be obtained before taking any action based on this publication.

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