Mutual Obligation of Trust and Confidence (Australia)
Trust isn’t static—it is maintained through behaviour, structure, and accountability. Good faith, openness and fairness are required by both an employer and staff during the employment relationship. The implications of this relationship are considered when responding to offending and other damaging behaviours by staff.
What You'll Learn
This PracticeLab quiz helps you revisit the essential concepts that guide safe, quality practice. Answer the questions, read the explanations, and build confidence in the knowledge you bring to your role.
- 1
What Is Mutual Trust and Confidence?
Explore the core concept of mutual trust and confidence as an implied term in every employment relationship in Australia, and what it means for how employers and employees are expected to treat each other day to day.
- 2
Good Faith in the Employment Relationship
Understand what good faith looks like in practice under the Fair Work Act 2009, including the obligations to be active and constructive, honest, and responsive when raising and addressing issues.
- 3
Behaviours That Damage Trust
Identify the types of conduct by staff or managers that can undermine mutual trust and confidence, and why recognising these behaviours early matters for maintaining a healthy and lawful employment relationship.
- 4
Responding Fairly to Staff Misconduct
Learn how the obligation of mutual trust and confidence shapes the way organisations must respond to offending or damaging behaviour by staff, including the requirement for fair process before taking disciplinary action.
- 5
Open Disclosure
Staff must disclose any offending or other event that adversely impacts on the organisation and undermines their credibility in their role (eg has a protection order made against them while working in a family violence service; is arrested for a drug offence)