Employment

Your employer is legally responsible for providing appropriate safety equipment under Australian work health and safety laws.

No, it is generally illegal to fire someone for complaining about unsafe work conditions in Australia. This is protected as 'protected disclosure' under workplace health and safety and general protections laws.

Yes, it is likely a breach. Under Australian work health and safety law, employers must consult workers before introducing hazardous chemicals.

You are protected under Australian federal and state anti-discrimination laws, which prohibit sexual harassment at work as a form of unlawful discrimination.

Yes, age discrimination is illegal in Australia. It's unlawful to refuse someone a promotion because of their age under the Age Discrimination Act 2004.

Under Australian law, your employer must make reasonable adjustments to your workstation unless it would cause unjustifiable hardship. This is a legal requirement under the Disability Discrimination Act 1992.

You can make a complaint to the Australian Human Rights Commission (AHRC) or your state anti-discrimination body, and in some cases, start legal proceedings. Your employer may be legally responsible for failing to prevent racial abuse at work.

Yes, refusing to use your preferred name because you are transgender is likely unlawful discrimination under federal and some state anti-discrimination laws in Australia.

You have the right to be paid your full wages on time, and if unpaid for three weeks, you can recover the money through the Fair Work Ombudsman or the Federal Circuit and Family Court of Australia within 6 years.

It may not be legal — most Australian employees are entitled to overtime pay for hours worked over 38 per week, unless they’re on a valid award, agreement, or exemption.

You can raise the issue with your employer, contact the Fair Work Ombudsman, or make a claim for unpaid wages — you have up to 6 years to recover underpaid amounts.

No, your employer generally cannot deduct money from your pay for a cash register shortage without your written consent or a legal basis under the Fair Work Act.

In Australia, the notice period you’re entitled to depends on your length of service, age, and whether you’re covered by the National Employment Standards (NES) or an award/agreement — minimums range from 1 week to 5 weeks.

Casual employees in Australia are generally not entitled to paid annual leave, personal/carer’s leave, or notice of termination — unless they become a 'long-term casual' and meet eligibility criteria for conversion or leave under the Fair Work Act.

Most employees in Australia are entitled to up to 12 months of unpaid parental leave under the Fair Work Act, and employers must grant it if eligibility criteria are met.

Yes, your employer can direct you to take annual leave during a shutdown period, but only if the direction is reasonable and complies with the Fair Work Act 2009.

Generally, no — employees sacked during probation are not eligible for unfair dismissal claims unless they have completed the minimum employment period (6 months, or 12 months for small business employers).

Generally, no — your employer cannot unilaterally change your shift pattern without your agreement unless your employment contract or award permits it, or the change is reasonable and follows proper consultation.

No, your employer cannot lawfully stop you and your colleagues from negotiating better pay together — this is protected industrial activity under the Fair Work Act.

Yes, your employer can generally monitor your work emails and internet browsing in Australia, especially if you're using company devices or networks and they have a clear policy notifying you.

The enterprise agreement applies — but only if it passes the 'better off overall test' (BOOT) and is approved by the Fair Work Commission. If it fails the BOOT, the award terms prevail.

Yes, workers on a 457 visa (now replaced by the TSS visa) have the same workplace rights as Australian citizens under national workplace laws.

It is unlawful to dismiss you because of your pregnancy or potential pregnancy under Australian anti-discrimination and workplace laws. You may have grounds for an unfair dismissal claim or discrimination complaint.

Yes, demoting you after reporting safety violations may be unlawful retaliation under Australian work health and safety and general protections laws.

No, your employer cannot unilaterally deny your workers compensation claim — only the relevant state or territory authority can decide eligibility after assessment.