Introduction Several standards protections that apply to human resources are found in the Australian legislation. 1 The legislative provision in the Australian law that offers protection when it comes to human resources in businesses is the Fair Work Act 2009 (Fair work). 2 This was designed to ensure that workplace rights were upheld and standards guaranteed without compromising the competitive edge of the Australian marketplace. This provision in the Australian legislation provided a haven for employees, and it constitutes of two parts. These portions included the new modern awards and the National Employment Standards (NES). The National Employment Standards comprised of the conditions provided to employers. Employees’ wages must have a specific minimum limit that is to be observed by employers. 3 The employers have to observe and adhere to the maximum hours the employees have to work in a week. They also have to see conditions for leave days, holidays, and notice of termination. 4 Employees also have the right to request flexible working hours from employers. The Fair Work Act of 2009 created the Fair Work Commission (FWC). It was one of the reforms to the industrial relations in the Rudd Government. The Fair Work Commission has several functions. One of the functions includes the setting of the minimum wage. It also helps resolve disputes and approve enterprise agreements. This paper will discuss the National Employment Standards, as described in the Fair Work Act 2009. The National Employment Standards There are ten national employment standards under the Fair Work Act 2009. These are the minimum standard that employers must adhere to when it comes to employment. These standards may not be displaced despite the variation in agreements within the business. 5 These standards affect everyone in the national workplace relations system. Even the casual workers benefit partially from the entitlements. The individuals who are covered by these minimum standards include the following.  1. Those working in Victoria (Northern territories)  2. The employees of the constitutionals corporation – these include those in the Pty and Ltd companies 6  3. All employees in the Commonwealth and its authority  4. Maritime and waterside workers and flight crew – specifically those working for businesses abroad or interstate  5. Employees in single businesses, partnerships, organizations, and non-profit organizations in New South Wales, Tasmania, among other areas The Ten National Employment Standards Maximum weekly hours The entitlement of the maximum number of hours in a week is outlined in Division 3, Section 62 of the Fair Work Act 2009. It provides that an employer must not force an individual to work more than a particular number of hours per week. 7 The additional hours should also be provided only if there is a reasonable cause. Full-time employees are not expected to work for more than 38 hours. A part-time employee, on the other hand, should work for fewer hours as compared to those of a full-time employee (less than 38). For this reason, an employee has the right to refuse to work if the employer is unfair while requesting for extra hours. The NES also provides employees with a way of determining whether the additional hours are reasonable or not. If employees determine that the additional hours are reasonable, they need to refuse to work. The extra work may be considered unreasonable if it negatively affects the employee. For example, if it would pose a safety and he