Molly O’Neill is an experienced Senior Associate in the Mallesons Employee Relations & Safety team, advising across all aspects of employment and workplace relations law. Molly’s practice spans a broad client base in various industries and sectors including consumer & retail, financial services, government, energy, technology and not-for-profit.
Molly regularly works with large employers on their most complex workforce management and labour relation challenges and has particular expertise advising employers on the management of protected and unprotected industrial action and other industrial relations risks.
Molly regularly draws on her skills and experience as a litigator to advise and represent employers in proceedings in the Fair Work Commission and Federal Courts. Having been in-house for a large employer in the integrated services sector, Molly’s legal advice and guidance has a sharp commercial focus and is imbued with her practical experience and insights.
Molly’s experience includes:
- All aspects of the employment lifecycle, from engagement to termination of employment and all related disputes, including claims regarding redundancy, unfair dismissal and adverse action.
- Planning for and responding to industrial action across a range of sectors (such as logistics, retail and integrated services), including seeking urgent relief in Fair Work Commission, Federal Court and Supreme Court proceedings.
- Enterprise agreement strategy, including bargaining, agreement drafting, responding to good faith bargaining orders and assisting with Fair Work Commission approval processes.
- Advising on corporate transactions and restructures, including all manner of employee-related implications such as treatment of historical liabilities, employee transfers and industrial instrument coverage issues.
- Complex, sensitive and confidential investigations into workplace conduct and whistleblower disclosures.
- Governance and compliance matters including in relation to modern award obligations.
- Advising on various labour models including independent contracting arrangements and labour-hire licensing and requirements.
- Breaches of restraints and obligations with respect to confidential information by current, former or departing employees.
