Mark Flaherty

On 17 June 2026, the Equal Opportunity Amendment (Work from Home) Bill 2026 (Vic) (EOA Bill) was introduced to the Victorian Legislative Assembly. If passed, it will create a statutory right to work from home (WFH) by creating a presumption in favour of employees to WFH 2 days a week and significant compliance obligations on employers to allow eligible employees to do so if they are reasonably able.

This article explains when details of employment law matters in both the Fair Work Commission and the Federal Court can be kept confidential (via confidentiality, suppression orders and non-publication orders), highlights recent cases in the courts, and outlines key considerations for employers.

From superannuation and parental leave changes, to new flexible work rights, FWO enforcement activities and states’ legislating in the IR space, here are five of the key developments that should be on every employer’s radar.