Resources

Redfern Legal Centre supports the NSW coercive control reform but argues that criminalisation alone is insufficient—success depends on changing police culture, systems, and practice to properly identify and respond to financial and economic abuse as a core component of coercive control. The submission recommends extending the mental element to include recklessness and broadening the offence to all domestic relationships in principle, but only after evidence shows the current offence is being implemented safely and effectively.

This factsheet guides Waterloo South tenants through relocating to Community Housing, explaining that while tenancy rights and rent‑setting (25–30% of income) remain similar to Homes NSW, CHPs have their own policies on maintenance, pets, transfers, and modifications. It highlights key practical differences, including water usage charges, the role of Commonwealth Rent Assistance (which increases gross rent but not out‑of‑pocket costs), the requirement to report income changes within 21–28 days.

RLC welcomes the opportunity to respond to the inquiry, noting it will focus on the more covert forms of racism embedded in systems and institutions, rather than only overt incidents. Given RLC's expertise, the submission addresses Terms of Reference 5 and 6. RLC is based in Redfern, NSW, and while some services are catchment-based locally, others are statewide; it doesn't provide legal services outside NSW but does advocate on laws and policies more broadly, including federal ones. The submission draws on NSW casework and was prepared in consultation with ACCOs and First Nations leaders, including Louise Hammond ("Aunty Lou," CEO of MYRC), and clients whose case studies are included.

This fact sheet covers the key differences between employees and independent contractors. It also sets out the practical steps you can take if you believe you're in a sham contracting arrangement, including raising it with your employer, reporting to the ATO or Fair Work Ombudsman, or seeking legal advice.

This fac tsheet covers eligibility requirements (including the 12‑month/6‑month rule and the high income threshold), the strict 21‑day time limit, and what counts as a dismissal. It also outlines the step‑by‑step process from lodging a Form F2 application to conciliation and a formal hearing, plus possible remedies like compensation or reinstatement.

This fact sheet explains how to calculate underpayments, speak with your employer, send a formal demand letter, and escalate to regulators like the Fair Work Ombudsman or the ATO. It also covers options for making a court claim, including court divisions, claim limits, and filing fees.

It is unlawful for an employer to dismiss an employee because they have exercised a workplace right (such as taking leave or making a complaint) or because they possess a protected attribute (such as disability, age, or sexual orientation) however, dismissal for legitimate performance or conduct reasons remains lawful regardless of personal characteristics.

Employees with at least 12 months of service including casuals on a regular basis can request changes to hours, location, or work patterns for specific reasons. Employers must respond in writing within 21 days and may only refuse on reasonable business grounds, with disputes able to be taken to the Fair Work Commission.

n underpayment occurs when you receive less than your legal entitlements under awards, enterprise agreements, or contracts, including incorrect wages, unpaid overtime, or missing superannuation. To recover underpayments, you should calculate what you are owed, contact your employer, send a letter of demand, and if necessary lodge a complaint with the Fair Work Ombudsman or make a court claim within 6 years.

If you crash your car during work duties in NSW, your employer is usually liable, even if you're at fault. Report it to your employer immediately.