Straightforward, practical and simple employment law and industrial relations services informed by real world business experience. We make workplace law and IR workable for your business.
HI THERE. WE’RE WORKABLE LAW AND IR
We offer big firm experience without the big firm fuss. Workable Law’s partners have decades of combined experience practising in employment law, HR and industrial relations in top-tier, specialist boutique and in-house business environments.
Kat, Suzy and Matthew have experience advising and acting for peak business bodies, manufacturing, mining, transport and infrastructure companies, pharmaceutical organisations, major services contractors, legal and accounting firms, real estate, construction companies, retail and hospitality businesses and financial institutions.
At Workable Law and IR we are focused on helping businesses big and small solve their employment, HR and IR issues and implement effective IR strategy.
OUR MISSION
At Workable Law and IR, we help you solve workplace issues in a simple and compliant way.
Let’s help you solve your employment issues and implement successful strategies for the future
Advice and assistance
Managing employee entitlements and employer obligations in Australia can be tricky. Let us help you simplify that. We can assist and advise you on performance management, termination of employment, modern award and pay queries, sale, purchase and transfer of business or anything else employment or HR related.
Disputes and litigation
Sometimes things go wrong. We are experts in assisting businesses manage disputes and defend claims including unfair dismissal, general protections, discrimination, sexual harassment, flexible work, contract and enterprise agreement disputes. We can assist you in the Fair Work Commission or the various state and Federal Courts.
Enterprise bargaining and IR strategy
Enterprise bargaining is becoming more complex in Australia. Workable law and IR can assist in drafting and interpreting enterprise agreements, representation in bargaining disputes, responding to industrial action, clarifying legal obligations and assisting in preparing or reviewing IR strategies.
Templates and training
We can draft employment contracts and HR policies which are tailored to your business. Alternatively purchase and instantly download our ready made templates from the template shop. We can also provide training on preventing sexual harassment at work (including new Respect@Work reforms), enterprise bargaining or any other employment and HR law matter you would like to address.
Compliance and risk assessment
The Australian workplace relations landscape is heavily regulated and we will help you be compliant. We can assist with labour hire licensing, whistleblower complaints, compliance audits, portable long service leave schemes and risk assessments
Consulting and secondments
We can offer short-term secondments, consulting and in-house like services to cover your business’ needs including project-specific work, staff shortages and staff leave.
Advocacy and submissions
We have experience and expertise in drafting submissions and advocating to regulators and government bodies in relation to legislative and other change. Kat has prepared submissions both on behalf of corporates and employer associations.
Simple
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Practical
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Effective
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Employment law
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Simple · Practical · Effective · Employment law .
Simple
·
Practical
·
Effective
·
Employment law
.
Simple · Practical · Effective · Employment law .
What’s been happening lately?
Read our latest workplace relations updates
Employers relying on annualised salaries to meet award obligations face new uncertainty after the Federal Court’s decision in Fair Work Ombudsman v Woolworths Group Ltd. The ruling narrows the scope of common law set-off clauses, limiting their effect to a single pay period and preventing employers from offsetting over- and under-payments across longer periods such as six months or a year. The Court’s interpretation of section 323 of the Fair Work Act means award entitlements, including penalty rates and overtime, must be paid in full each pay period.
This shift complicates the use of annualised salaries for employees covered by modern awards, as employers can no longer use contracts to smooth these entitlements over a year. While previous cases permitted annualised averaging, the Woolworths decision marks a significant departure, highlighting the complexity of Australia’s workplace laws. To ensure compliance and reduce risk, employers should consider using annualised salary provisions within modern awards or enterprise agreements and ensure their time and wage recording is compliant.