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 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.

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.

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.

Discrimination occurs when you are treated unfairly because of a protected attribute like age, disability, sex, race, or carer's responsibilities, and it can be direct or indirect. If you experience discrimination, you can speak to your employer, get legal advice, or lodge a claim with the Fair Work Commission, Anti-Discrimination NSW, or the Australian Human Rights Commission within strict time limits.

An unfair dismissal claim can be made if you have been fired in a harsh, unjust or unreasonable way and have met the minimum employment period and income requirements. You must lodge a Form F2 with the Fair Work Commission within 21 calendar days, and possible outcomes include compensation of up to 26 weeks' pay or getting your job back.

Sham contracting is when an employer wrongly classifies a worker as an independent contractor instead of an employee to avoid paying entitlements like leave, wages, and superannuation.