welcome to bradbrook lawyers

Bradbrook Lawyers is an Adelaide based law firm providing specialist advice in the areas of Workplace Relations and Employment & Safety. We assist our clients to understand their legal risks and provide practical advice which enables them to minimise their legal exposure. We truly believe being proactive about risk is the only way to effectively and efficiently execute smarter business strategies. 

In 2017 Jodie was recognised in the Doyles Guide as one of Adelaide’s leading Employment and WHS lawyers.



The Law Society of South Australia - Gold Alliance Firm The Law Society of South Australia Member

Liability limited by a scheme approved under the Professional Standards Legislation.

latest news

Review of the Operation of the Return to Work Act

On 14 November 2017 Minister Rau announced that the mandated review of the operation of the Return to Work Act will commence on 4 December 2017.  The review will be conducted by The Honourable Justice Mansfield AM, a retired Federal Court Justice.  The review is required to be completed by June 2018.

News&Views - To Combine or not to Combine - WPI Assessments

On 21 July 2017, the Full Bench of the SAET handed down its landmark decision allowing the appeal in the matter of Preedy.  The Full Bench was asked to determine whether two separate impairment assessments should be combined.  The Full Bench construed the meaning of both sections 22 and 58 as follows: 
For the purposes of making the assessment under s22, multiple impairments from the same injury or cause are to be assessed together or combined, but in connection with an assessment of non-economic loss under s58, they are only combined if they arise from the same trauma.
To read the full article click here

Fair Work Commission Casual-Conversion Clause

On 5 July 2017 the Fair Work Commission announced that it will introduce a casual-conversion clause into modern awards.  This clause will allow casual workers to convert to part-time or full-time employment.  The FWC has developed a draft conversion clause which can be utilised if criteria are met.  The conversion can be refused by employers in certain circumstances.  Further submissions on the topics will be heard before the decision is finalised.  When the final decision is published we will provide a further update.

Full Bench Decision

On 4 July 2017 in a landmark decision the Full Bench of the Fair Work Commission indicated its preliminary view that all employees should have access to unpaid family and domestic violence leave and that they should be able to access personal leave for the purpose of taking family and domestic violence leave.  The Full Bench declined, to rule that there should be 10 days of paid domestic violence leave as claimed by the Australian Council of Trade Unions.  The Commission indicated it would provide opportunities for submissions before issuing its final decision.

expertise