Workplace law for your business
Professional, practical and cost efficient legal solutions for business, not for profit and senior executive employees.
Workplace relations
Welcome
to Bradbrook
Lawyers
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Relations
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Here’s what you can expect from us:
Exceptional communication
We’ll keep you in the loop at every stage of your legal issue.
Understanding your business
Because if it’s important to you, it’s important to us.
Working in partnership with you
So that you receive the service that’s right for your business.
Setting the bar high
Meeting your expectations is good, but exceeding them is even better. That’s where we’re aiming.
Change and growth
Change is an excellent strategy for growth, and it helps us focus on your goals.
The bottom line?
Brilliant legal services tailored for you. No legal jargon. Just great advice, when you need it.
About Jodie Bradbrook
If we were into clichés, we’d say that firm principal Jodie Bradbrook is a plain-talking, sharp-shooting, pull-no-punches kind of lawyer. But instead, we’ll just say that she’ll tell you how it is, whether you like it or not.
She’s frank and fearless. That’s what her clients are paying for and that’s exactly why they’re her biggest fans. With years of specialised experience in workplace law and a clientele spanning most industries, Jodie has cemented her reputation as one of South Australia’s finest workplace lawyers.
Latest News from Bradbrook Lawyers
Workplace Safety prosecutions: If in doubt, acquit
The lessons learned from the long-running Dial A Tow appeal
In the long-running Dial A Tow case, a worker was tragically killed after sustaining crush injuries when the tray of a tow truck retracted and pinned him against the cabin.
SafeWork SA charged and prosecuted Dial A Tow, following which came a series of hearings and appeals. In the most recent (and perhaps final) chapter, the Full Bench of the SA Employment Tribunal found that for a defendant to be culpable of the death of a worker, SafeWork SA must lay the right charge and prove the relevant elements of that charge beyond reasonable doubt.
It found that SafeWork SA had not done so, and Dial A Tow was acquitted of all charges.
To learn more about this case, visit our website to read the full article.
Dial A Tow’s legal team comprised of Michael Roder KC, Patrick Barry, Alex Manos and Jodie Bradbrook.
Our condolences are extended to Mr Ravlich’s family.
I’m so delighted and proud that Bradbrook Lawyers has been recognised by Doyle’s Guide again this year.
That’s ten consecutive years of recognition for excellence. TEN!
And ten years of recognition from peers, clients and industry bodies. In 2026, Doyle’s Guide named us as:
✓ Leading employment lawyers (employer representation) SA
✓ Leading employment law firms (employer representation) SA
✓ Leading workplace health and safety law firms SA.
It’s a significant achievement, and an affirmation that our approach really works: understanding clients’ businesses, working in partnership and setting the bar high. Every one of these rankings matters, as does ensuring exceptional representation for every client, every single time. It’s how we got to this point and how we’ll always work.
It’s a great time to reflect on those values and on what we’ve accomplished. Champagne, anyone?
Want to know more about our workplace law services? Get in touch.
Employment set-off clauses are in doubt after Federal Court decision
On 5 September, the Federal Court handed down a decision in the Fair Work Ombudsman’s case against Woolworths and Coles, with major implications for employers who use set-off clauses in salaried employment contracts. Traditionally, set-off arrangements have allowed above-award payments in some pay periods to make up for under-award payments in other pay periods. But according to this decision, things have changed significantly!
The Court found:
- Salaries must meet award requirements in each pay period;
- Over-award payments can’t be pooled to set off any under-award payments; and
- Any failure to record overtime hours for salaried employees is in breach of Fair Work laws (even for above-award payments).
For your organisation, this means:
- Set-off clauses must meet award requirements in every pay period;
- You must keep full records of overtime hours worked, including for salaried employees; and
- There’s a risk of underpayment claims from employees whose contracts have set-off arrangements.
This decision conflicts with an earlier Full Court finding (in April this year) that employers could rely on set-off arrangements. Given the significant financial consequences for Woolworths and Coles, we are hoping that this decision will be appealed.
In the meantime, it’s critical that your organisation urgently review its contracts, payroll processes, and record-keeping. You must ensure that all employees (even those on a salary) are paid at least what they would be entitled to receive under the relevant award in every pay period.
We will be watching this decision closely and will let you know when anything changes.
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