Author: Phil Parisis

A recent decision of the Fair Work Commission highlights the risks of treating emotional or ambiguous text messages as resignations. In this case, the Commission found that an employer acted prematurely by accepting a frustrated employee’s messages as a resignation without allowing time for clarification. The ruling reinforces that resignation requires clear intent, proper confirmation, and fair process — and that missteps can expose employers to dismissal claims.

A Fair Work Commission decision shows why work-from-home clauses don’t replace clear policies. Learn how Australian employers can manage hybrid work lawfully.

The Compliance Affair HR Command’s monthly briefing on the compliance risks that actually matter The Overview Payday super. Parental leave changes. AI governance questions your exec team hasn’t thought of […]

A recent Fair Work Commission decision is a timely reminder that allegations of theft must be handled carefully. Even where misconduct appears serious, employers must still have evidence and follow a fair process before dismissing an employee.

Ending employment is one of the most sensitive and risk-prone areas in Australian workplace relations. Whether it is a performance issue, redundancy, misconduct, or probation failure, every step in the […]

How businesses can prepare for Australia’s first explicit WHS duties for AI and digital work systems. Digital tools now play a huge role in how work is allocated, tracked and […]

On-demand replay: Good morning, everyone, and welcome to HR Command’s webinar, the new horizon. I’m Phil Parisis. I’m the general manager of HR Command, and thanks for being with us […]

Learn your legal obligations for annual shutdowns under modern awards. Get compliance tips, checklists, and policy templates for HR managers.

The Fair Work Amendment (Baby Priya’s) Bill 2025 ensures grieving parents keep paid parental leave after stillbirth or infant loss, promoting compassion at work.