Australia's leading
workplace relations specialists.

What is FCB Group?

FCB Group is made up of Australia’s leading workplace relations lawyers and consultants.

We take a holistic approach to workplace relations, offering not just assistance whenever workplace legal problems arise, but strategies that prevent them arising in the first place. We offer a full suite of workplace relations and HR advisory services to ensure that businesses manage their people efficiently and minimise the chances of things going wrong.

In short, we offer smarter ways for businesses to manage their people.

With offices in Sydney, Melbourne and Brisbane, we provide Australian businesses with:

For small-to-medium size businesses (up to 300 employees), we provide a complete workplace relations solution that helps reduce the costs and risks associated with managing people, freeing management to focus on growth. Most importantly, we can offer this package for a low-cost monthly fee.

The latest from FCB

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Megan Bowe

Workplace Investigations: Procedural Fairness and the Privilege of Legal Professional Privilege

December 14, 2017

The key to defensible discipline and dismissal processes often revolves around competent workplace investigations into alleged wrongdoing. MEGAN BOWE, Partner of FCB Workplace Law, explains the importance of understanding the basics of sound workplace investigations. Why investigate? If you are made aware of possible misconduct by an employee that may justify disciplinary action, it is vital that a thorough workplace investigation is carried out to determine whether the alleged conduct actually occurred and whether there are any aggravating or mitigating circumstances which will affect the outcome of the disciplinary process. Attempting to discipline an employee without first having investigated the matter is akin to sentencing someone without a trial. You may not have all the facts, the punishment may not fit the crime and it’s likely that the employee won’t get the chance to put forward their side of the story. This will likely lead to an inaccurate, unfair result and could potentially expose employers to a myriad of unnecessary workplace risks, not least of which is a claim of unfair dismissal. Not every incident requires an investigation of course, but it...

Matthew Robinson

Industrial Revolution 4.0 – Part Two: Evolving Your Industrial Relations Strategies

December 5, 2017

The Industrial Revolution 4.0 will give rise to unprecedented manufacturing methodologies and processes characterised by technological advances, increased data connectivity, increased data acquisition and new pathways for creative thought. Due to changing workforce demographics arising from changes in manufacturing processes, businesses will need to consider how their employment and industrial relations strategies will adapt. At the cusp of the Industrial Revolution 4.0, business owners need to avoid tying down the industrial potential of their business with inflexible structures that can damage market share. In other words, don’t start pouring the concrete foundations for a deluxe analogue mobile phone factory at a time when the smartphone is about to transform the market. Part One of this series discussed the labour market implications of the Industrial Revolution 4.0 in the manufacturing industry. These changes outlined in the first article help pinpoint the workforce changes a business needs to successfully shift their industrial relations strategies from Industrial Revolution 3.0 production into Industrial Revolution...

Campbell Fisher

Campbell Fisher and Simon Cook discuss workplace law changes on HRD TV

November 21, 2017

Remaining compliant amidst constant workplace law changes. Australia has one of the most complex and onerous workplace law systems in the world. HRD TV sat down with Campbell Fisher, Managing Partner, Solicitor and Director at FCB Group, and Simon Cook, Partner at Deloitte, to discuss how HR can help their organisations remain compliant in a rapidly changing environment. FCB Group and Deloitte Australia formed a partnership earlier this year to resell FCB's HR technology solution, enableHR as part of Solutions by Deloitte. Click below for full video:...

Jessica Fisher

Keeping Up With The Times

November 8, 2017

We are continuing to see a range of technological advancements enter Australian workplaces at increasing rates. Jessica Fisher, Director of FCB Group and Partner at FCB Workplace Law, explores how you can more successfully respond to disruptive technologies in your business. In October 2017, over 17,000,000Australians logged into their personal Facebook accounts. The rise of smartphones means that businesses and their employees are using social media at unprecedented levels as a working tool, but also for personal use while at work. The Australian employment landscape has seen other technological advancements changing the way that employers and employees carry out their day-to-day tasks. How effectively businesses manage and respond to these changes is increasingly becoming the point of difference in an increasingly competitive marketplace. Unfortunately, the legal framework regulating technology and its deployment in the workplace has not kept up to date with these technological advances. So what are the legal risks? In our experience, the most common legal risks that arise for businesses when dealing with the misuse of online platforms such as social...

Parramatta Leagues Club

The Parramatta Leagues club is a well-known Western Sydney establishment and home of the Parramatta Eels National Rugby League team.  The Club serves as a pillar to the community, a place where locals and visitors have enjoyed excellent dining and entertainment for over 58 years. Delivering a high standard of hospitality and entertainment to members and their guests requires efficient systems to recruit and manage staff. Parramatta Leagues Club HR Advisor, Nely Moat and Corporate Services Manager, Damian Dooley, oversee HR processes and adoption of enableHR across the Club and the Parramatta Eels. At one time, they manage services for over 400 employees, contractors and volunteers at the Eels and the Leagues. As such, the company takes great care in ensuring that all HR processes and documentation for each category of staff member is compliant. To read more about Parramatta Leagues Club’s journey with enableHR, click on the image below to download the full case study....

Matthew Robinson

Manufacturing Industry Enterprise Bargaining Wage Growth Trends – October 2017 Update

October 26, 2017

Wage increases - Really? Update in Manufacturing Industry. There has been a lot of recent talk of economic stimulus to drive wage increases. However, the position in the manufacturing sector continues to show that there is little appetite for sizeable wage increases. The trend in the table below shows wage growth as lowering. Wage increases have reduced by about 30% (3.4%-2.4%) in the last 4 years. The current analysis shows that new manufacturing enterprise agreements are offering 2.4% with the average duration of old enterprise agreements having a nominal expiry date of 2.8  years - a fairly long term hedge on no significant industry wage growth. We’ve set out below a useful table summarising the trends over last three years of average wage increases in all Manufacturing Enterprise Agreements approved by the Fair Work Commission versus All Groups CPI. Its broken down on a quarterly basis but the percentages have been annualised for ease of reference. Manufacturing Industry Enterprise Bargaining Wage Growth Trends Australian Government, Department of Employment: Trends in Federal Enterprise Bargaining June 2017. Average Annualised Wage Increase (AAWI) per...

Nick Tindley

Reduced Penalty Rates Here to Stay

October 11, 2017

A five member Full Court of the Federal Court this morning issued its decision in relation to the application by the Shop, Distributive and Allied Employees Association (SDA) and United Voice for judicial review of the Fair Work Commission’s Penalty Rates Decision.  The Full Court unanimously determined that the Commission had not erred in the manner in which it conducted its assessment of the appropriate Sunday and public holiday penalty rates in the retail and other services sector awards.  As such the unions’ application was dismissed. FCB has acted for the retail industry in the Penalty Rates Case since planning began in 2012, culminating in the successful application to reduce Sunday and public holiday penalty rates.  The unions, in their application for judicial review, asserted that the Commission had committed the following jurisdictional errors: the Commission failed to establish that there had been a material change in circumstances since the making of the relevant awards which would warrant a reconsideration of the appropriate penalty rates; the Commission considered “relevant” (in the context of a “fair and relevant minimum safety...

Nick Tindley

Walking the Walk: Keeping “Our Most Valuable Asset” Safe

October 9, 2017

Association for Talent Development Was Mark Allen onto something here?  We’re not saying most businesses don’t believe people are their most valuable asset.  But can businesses say with confidence that the decisions they make place people as their most valuable and important asset?  And can those same businesses say that they do everything they can to ensure their most important asset is kept healthy and safe? It’s definitely a balancing act.  A culture of safety at work is vital, and businesses accept it requires a significant investment in resources.  The challenge for small and medium businesses is that the expectations placed on them are not identifiably lower than those placed on large businesses.  But the ability to meet the cost and administrative resource requirements of ensuring all safety obligations are met, and the important asset kept safe, can seem prohibitive. Effective safety management is complex Managing health and safety can be complex and challenging.  It requires technical knowledge and support, robust processes and a meticulous approach to administration, as well as a culture which promotes an open dialogue across multiple...

Matthew Robinson

Avoid Making Emotional HR Decisions in the Heat of the Moment

September 25, 2017

A Real Estate Agency has snatched defeat from the jaws of victory after they made an emotional decision to summarily dismiss an employee via text message despite the employee facing the prospect of dismissal due to redundancy. The case is a salutary lesson for Real Estate Agencies to avoid making important staffing decisions when emotionally charged and without knowing all the facts. Bradley Scott Carlin-Smith v Neirbo Real Estate Pty Ltd T/A Homes Group Estate Agents: On 1 March 2017 Mr Carlin-Smith, a Real Estate Agent and Officer in Effective Control, was advised his position would be made redundant and was offered two alternatives for redeployment- both appeared highly unattractive and appear to have been designed to push the employee out the door. However, the very next day, Homes Group Estate Agents allegedly became aware of a number of matters relating to the employee's conduct, including misrepresenting himself as having ownership in the business to suppliers, accepting secret cash payments and making unauthorised financial offers. Some of the allegations had pretty flimsy evidence supporting them. After making the decision that these were serious...

Industry
Focus

Our team of lawyers and consultants have expert knowledge of a range of industries.

  • Health & Aged Care
  • Retail
  • Recruitment
  • Manufacturing
  • Education
  • Hospitality & Leisure
  • Infrastructure & Construction
  • Health Care

Infrastructure & Construction

Key Contact
Benjamin Gee

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Infrastructure & Construction

Manufacturing

Key Contact
Matthew Robinson

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Manufacturing

Health Care

Key Contact
Jessica Fisher

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Health Care

Aged Care

Key Contact
Jessica Fisher

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Aged Care

Retail

Key Contact
Nick Tindley

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Retail

Hospitality & Leisure

Key Contact
Rod Marshall

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Hospitality & Leisure

Recruitment

Key Contact
Campbell Fisher

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Recruitment

Education

Key Contact
Campbell Fisher

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Education

Our
Services

We stand apart from other firms. First, we only practise in the area of employment law. Second, unlike a conventional law firm, we use a holistic and multidisciplinary approach to examine workplace relations issues.

  • FCB Workplace Law
  • FCB HR
  • FCB Smart Visa
  • enableHR
  • HR Assured

Expert employment law advice exactly when it’s needed

FCB Workplace Law is Australia’s leading workplace relations law firm. Over the past 25 years, we have built one of the most highly regarded employment law practices in Australia. In terms of size, we are larger than the workplace relations teams in many of the large full-service firms. Our expertise in employment law is unparalleled. The team at FCB Workplace Law includes five accredited workplace relations specialists and is ranked in Band 2 of the Asia Pacific Legal 500, ahead of most of the world’s global providers. In addition, Campbell Fisher, Managing Partner and Solicitor Director of FCB Group, is the only solicitor in Australia to hold specialist accreditations (workplace relations) in both New South Wales and Victoria.
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Our FCB Workplace Law Team

Intelligent people management solutions for businesses

Our FCB HR Leadership Team comprises an expert team of workplace relations management consultants who specialise in supporting the people managers to drive performance and establish leading management practices at every level within their business (from shop floor to boardroom). Our consultants are experienced professionals with expertise in a broad range of workforce management, workplace relations and human resources (HR) disciplines, ensuring that we are able to provide Australian businesses with sustainable and specialised solutions.
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Our FCB HR Team

Expert migration advice for businesses

FCB Smart Visa provides Australian businesses with assistance on migration and citizenship issues. Australia has been a settler society for over 200 years. However, the ebb and flow in demand for our exports (especially in the resources sector) means that, in recent years, we have followed the international trend of using temporary skilled migrant workers to fill gaps in the labour market. At the same time, a more global outlook means it is now common for Australian businesses to look further afield when seeking to recruit high-level executive talent and to conduct international searches for the right person. Finally, Australia’s political and economic stability attracts many people wishing to explore its educational and business opportunities.
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Our FCB Smart Visa Team

A smart technological solution for Australian workplaces

enableHR is a state-of-the-art online information and management system that delivers affordable and best-practice human resources (HR) and work health and safety (WHS) processes, tools, advice and record management. Widely regarded as the most sophisticated technological workplace solution on the market, enableHR provides Australian businesses with a cloud-based employee management tool that results in greater efficiency and higher productivity. It is also designed so as to make it easy for businesses to ensure they are compliant with Australia’s rapidly changing workplace relations legislative framework.
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Our enableHR Team

A complete workplace relations solution for growing businesses

HR Assured is FCB Group’s complete workplace relations solution for small-to-medium-size businesses (SMEs). By providing businesses with a comprehensive human resources (HR) solution, HR Assured helps reduce the risks associated with managing people. Most importantly, it is cost effective.
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Our HR Assured Team

It is no coincidence that the success of the ARA in recent years in increasing its membership base and reaffirming its position as the leading voice for retailers in Australia have come since our partnership with FCB.

Russell Zimmerman

 

CEO - Australian Retailers Association

Whenever a difficult workplace relations matter arises, we go to FCB. FCB understand our organisation and shows this through the professional, practical advice that they give. They take often complex legal issues and give them clarity that I’ve not experienced with other firms.

Adam Leonard

 

Manager, Human Resources - Anglican Retirement Villages

I have worked with FCB as a client across various businesses for 15 years, and I have always found that FCB can be relied on to provide consistent quality advice and support in relation to employment law needs. The FCB team work to understand business needs and priorities, and the service and advice provided is always professional, reliable, timely and of the highest quality.

Bette McIntyre

 

Learning and Development Manager - AHG NSW

I would describe FCB as trusted advisors that we rely on for proactive pragmatic workplace advice and to provide support for key business decisions and processes. We value FCB’s sound practical and commercial approach to providing advice and the fact that FCB is very responsive to requests for assistance, providing a clear understanding of issues in a timely fashion. Rod Marshall and the team understand our industry and our business very well. Rod provides sound practical advice to our organisation in all areas of workplace law, workplace health and safety and is very professional to deal with.

Michael Cook

 

Divisional Human Resources Manager - Boral Building Products

Always an absolute pleasure working with FCB, they are very insightful and always forthcoming with expert advice. Paul O’Halloran is a great sounding board when that’s all you need. He is a one-stop shop and always delivers. Five stars!

Aysha Ali

 

People and Culture Manager - Widex A/S

FCB are the “go to” experts we turn to when workforce needs arise. Sue Barnes, Helen Winklemann and the team are always professional, knowledgeable, and able to translate complex issues into “plain English” advice. The team at FCB are approachable, responsive and, above all, trustworthy.

Caroline Webster

 

Human Resources Manager - Sydney North Shore and Medicare Local

FCB … have consistently provided high-quality technical legal and employment relations advice across a wide range of strategic areas impacting on our operations. FCB’s practitioners have shown an ability to quickly understand the key drivers of our business, leading to continuity and consistency of service, regardless of the issues at hand. Camp Australia’s position within its key markets has been greatly enhanced through its alignment with FCB, and I would highly recommend them to any organisation with workplace relations and employment law needs.

David Armstrong

 

CEO - Allity

FCB has partnered with Chandler Macleod since 1995 to provide strategic employment relations advice and support. FCB’s strong industry knowledge and understanding of Chandler Macleod has created real opportunities to create sustainable competitive advantage. FCB know every facet of the business and what motivates us to succeed. They have the breadth and depth of resources and expertise that a business like ours requires and understand our business drivers, environment and the multiplicity of markets we operate in. I would not hesitate in recommending FCB to associates and colleagues for all their strategic and advisory workplace relations needs.

Cameron Judson

 

CEO and Managing Director - Chandler Macleod

FCB have provided Revlon with professional, reliable, timely and effective counsel and assistance. The service provided is uniformly prompt and of the highest quality. We are regularly pleased with the professional way that difficult problems are dealt with, and with the results.

Timothy H Hicks

 

Vice President/International Counsel/Assistant General Counsel - Revlon Consumer Products Corporation

During our existence, FCB has been supportive and has been a significant part of our journey to get where we are today. They are always willing to work hard, and are sympathetic to business needs. When we need individual advice, it is given in a timely manner and FCB always makes us feel they care. Day or night, FCB delivers what they promise. The lawyers at FCB are people you can rely on and trust.

Leo Brons

 

Managing Director - Vopak Terminals Australia

Kelly Services Australia has recently transitioned from using a panel of legal providers to FCB exclusively for all our legal needs. Their legal advice is responsive, pragmatic and commercially focused. They also provide a specialist service for the recruitment industry via the Workplace Info Line for general workplace relations queries. This service for our line manager has been universally welcomed as accurate, fast and relevant.

Penny O’Reilly

 

General Manager (Commercial) (Australia & New Zealand) - Kelly Services

The most crucial element for us is having access to timely advice on the urgent issues that confront RUPA and our members. Our interaction with FCB is not only swift, but clear, concise and allows us to get on with managing our business. FCB have been invaluable in providing assistance in our ongoing provision of player advocacy services and the negotiations of the players’ Collective Bargaining Agreement. They are a growing firm with a focused care and professionalism on looking after your interests, first.

Ross Xenos

 

CEO - Rugby Union Players Association (RUPA)

enableHR became the de-facto HR and WHS manager for every REEF member in the operation of their business. By combining seamlessly with the existing REEF telephone advisory and consulting services, we effectively created a 24/7 HR support service unparalleled in the real estate industry nationally and vital to support an industry that operates 7 days a week.

Greg Paterson

 

Executive Director - Real Estate Employers Federation (REEF)

The enableHR system is simple in its design yet comprehensive in its approach, providing each of our franchisees with the required platform to manage their WH&S obligations. More importantly, it ensures Fastway as a franchisor and its officers have the requisite visibility to act on WH&S related matters as required. It’s another example of innovative technology improving our operations and reducing our risk.

Dick Herman

 

Legal Manager - Fastway Couriers Australia

Over the past 12 months Super Retail Group and FCB have further strengthened the relationship we have had over a three-year period. FCB have worked to understand how we like to operate and the background to our decision-making process. This means that when we come to them with an issue we need to resolve, they are already approaching it from our viewpoint, and work on solutions that fit within our cultural and operational framework. They are approachable and responsive, and we have been able to relay and trust the practical and pragmatic advice they provide.

Tabitha Pearson

 

General Manager – Human Resources Super - Retail Group