Trust Structures Every Professional Should Know

Trust Structures Every Professional Should Know

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Trust Structures Every Professional Should Know

Author: Robert Lamb

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10 min read

22 Oct 2025

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    Key Takeaways
  • Testamentary Trusts offer tax-effective income distribution (especially to minors) and protect assets from creditors, ex-partners, and financially inexperienced beneficiaries.
  • Super Proceeds Trusts ensure your superannuation benefits are distributed to the right people with minimal tax, addressing the fact that super doesn’t automatically form part of your estate.
  • Family Trusts, established during your lifetime, are flexible tools for managing investments, distributing income, and protecting assets, though they don’t offer the same tax benefits for minors as Testamentary Trusts.
  • Professionals with complex wealth structures should use a combination of trusts to minimise tax, protect assets, and ensure their legacy is distributed according to their intentions.

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“I’ve worked hard for decades in mining and resources. Now I want to make sure my family is looked after – and ensure the wealth I’ve built doesn’t get eaten up unnecessarily by tax or disputes.”

If that sounds familiar, you’re not alone. Many professionals across a range of industries can be in a unique position: high income, substantial superannuation, and often complex shareholdings through Executive Share Schemes (ESS). But when it comes to estate planning, too many leave it to chance.

This article explores how Testamentary TrustsSuper Proceeds Trusts, and Family Trusts can help protect your wealth and ensure your family’s inheritance is passed on in a way that’s tax-effective, secure, and aligned with your wishes. We’ll also touch on how ESS shares fit into the picture and why they deserve special attention.

The Power of Testamentary Trusts

A Testamentary Trust is created through your Will and only comes into effect upon your death, meaning you won’t incur accounting and legal fees while you’re alive. It allows your assets to be held, and the income produced from those assets is managed by a trustee for the benefit of your chosen beneficiaries. This structure offers flexibility, protection, and significant tax advantages.

One of its standout features is the ability to distribute income to minors at adult tax rates. In contrast, discretionary family trusts operating outside a Will often attract punitive tax rates for minors. Testamentary Trusts also provide a layer of protection against creditors, ex-partners, and poor financial decisions by beneficiaries. Trustees can tailor distributions based on individual needs, which is especially helpful when beneficiaries are young, vulnerable, or financially inexperienced.

Superannuation: Don’t Leave It to Chance

Your superannuation may be one of your largest assets, but without proper planning, it can be taxed heavily or distributed in ways you didn’t intend. A Super Proceeds Trust is a specialised form of Testamentary Trust designed to receive superannuation death benefits. It ensures those benefits go to the right people and with minimal tax.

This structure is particularly relevant for professionals with substantial super balances and complex family arrangements. Superannuation doesn’t automatically form part of your estate, so without a clear plan, your loved ones may not receive what you intended. A Super Proceeds Trust provides certainty and control, helping you protect your family’s future.

Family Trusts: Managing Wealth While You’re Alive
Unlike Testamentary Trusts, Family Trusts – also known as discretionary trusts – are established during your lifetime. They’re commonly used for asset protection, income distribution, and tax planning. These trusts offer high flexibility in managing investments, businesses, or property portfolios.

Family Trusts allow you to distribute income to family members, support ageing parents, or fund children’s education. However, they don’t offer the same tax advantages for minors, are subject to strict rules as to income generated and are subject to different rules when it comes to estate planning. They’re best suited for professionals who want to manage wealth proactively and adjust strategies as circumstances change.

Comparing Trust Structures: What’s the Real Difference?
While both Family and Testamentary Trusts aim to protect and manage assets, they differ significantly in how and when they’re created and in the level of control they offer.

A Family Trust is governed by a trust deed and is active while you’re alive. You can implement asset protection strategies immediately, manage tax outcomes, and adjust the trust terms as needed. This flexibility makes Family Trusts ideal for managing current wealth.

In contrast, a Testamentary Trust is created through your Will and only comes into effect upon death. Its terms are locked in once you die and the Will is operating. These trusts also offer strong protections and tax advantages that make it a powerful tool for legacy planning.

Below we’ve outlined some of the key aspects and differences of Discretionary Family Trusts compared to Testamentary Trusts.

 

Aspect Discretionary Family Trusts Testamentary Trusts
Formation Established during your lifetime. Established upon your death via your Will.
Purpose and Usage Used for estate planning, managing assets, taxes, and providing for beneficiaries. Primarily designed to address asset and income distribution after the Will maker’s death.
Used to protect vulnerable beneficiaries such as children or disabled persons.
Flexibility Offers flexibility and control over asset and/or income distribution each year. Provides control over asset and/or income distribution after death, with conditions set in the Will.
Can have a mechanism that the Trust be wound up once a person reaches a certain age over 18.
Tax Advantages Subject to strict laws can be used to distribute capital or income tax effectively.
Limited tax advantages for minors.
Significant tax advantages, especially for minors who are taxed at adult rates.
Protection Offers protections against creditors. Offers protection against creditors, ex-partners (to a point) and poor financial decisions.
Administration Governed by a trust deed and legislation and ATO rules. Governed by the Will and probate laws and legislation.
Beneficiaries Usually discretionary and beneficiaries can be designated and instructions for asset management outlined. Beneficiaries are protected, especially minors or those financially irresponsible or under a disability.
Legal Implications Subject to the terms of the trust deed and legislation and ATO rules. Usually requires probate and can be subject to the Will maker’s personal estate.

Many professionals choose to implement both: using a Family Trust to manage wealth during their lifetime and a Testamentary Trust to safeguard their estate and to ensure that certain beneficiaries are protected.

Why Professionals Need a Tailored Approach

Professionals often accumulate wealth through ESS shares, bonuses, and long-term incentives. This means estate planning isn’t just about writing a Will, it’s about understanding what you have and structuring your legacy.

Your estate plan should reflect the complexity of your wealth, not just the simplicity of your intentions. Trust structures help minimise tax, protect assets from legal claims or disputes, and give you control over how and when your wealth is distributed.

Consider a scenario where you have $2 million in superannuation, $500,000 in ESS shares, and a property portfolio. Without a trust, your estate could be exposed to tax, legal claims, or mismanagement. Testamentary and

Super Proceeds Trusts can ensure your assets and the income those assets produce are distributed according to your wishes and assist your beneficiaries, while Family Trusts can help you manage and grow your wealth during your lifetime.

Let’s consider a scenario where a couple has two children under the age of 18. One member of the couple passes away, and the surviving spouse continues to earn an income of $100,000 per annum. Here’s how a testamentary trust can provide tax savings for this family:

Scenario:

  • Surviving Spouse’s Income: $100,000 per annum
  • Children: Two, both under 18 years old
  • Deceased Spouse’s Estate: $1,000,000 (to be distributed through a testamentary trust)

Without a Testamentary Trust:
If the $1,000,000 estate is directly inherited by the surviving spouse and received a return of 5% per annum, the income would be $50,000 per year. This income would be added to the surviving spouse’s income, resulting in a total taxable income of $150,000.

  • Surviving Spouse’s Income: $100,000
  • Interest Income: $50,000
  • Total Taxable Income: $150,000

Based on the Australian tax rates for the 2025-2026 financial year, the tax payable on $150,000 would be approximately $39,838 (including Medicare levy).  The tax payable on the survivor’s salary of $100,000 alone, would be $22,788, which means the additional tax on the earnings from the $1,000,000 inheritance would result in additional tax payable of $17,050.

With
 a Testamentary Trust:
If the $1,000,000 estate is placed into a testamentary trust, the trustee can distribute the interest income to the children, who are taxed at adult rates. This means the $50,000 interest income can be split between the two children, each receiving $25,000.

  • Child 1’s Income: $25,000
  • Child 2’s Income: $25,000

Based on the Australian tax rates for the 2025-2026 financial year, the tax payable on $25,000 for each child would be approximately $1,292 (including Medicare levy).

  • Tax for Child 1: $1,588
  • Tax for Child 2: $1,588
  • Total Tax for Children: $3,176

Comparison:

  • Without Testamentary Trust: $17,050 (including Medicare levy)
  • With Testamentary Trust: $3,176 (including Medicare levy)

Tax Savings:

By using a testamentary trust, the family can save approximately $13,874 in taxes annually.
This example demonstrates how a testamentary trust can provide significant tax savings by distributing income to minors at adult tax rates, thereby reducing the overall tax burden on the family.

ESS Shares: A Legacy Worth Protecting

Executive Share Schemes (ESS) are common in mining and resources, but they’re often misunderstood in estate planning.

Can your ESS shares be passed on to your children? What happens if they haven’t vested yet? Will your executor know what to do?

These are critical questions. The answers depend on your scheme’s rules and your estate plan. Some ESS shares vest immediately upon death, while others may be forfeited. It’s vital to understand your scheme’s terms and ensure your Will and trust structures accommodate them.

Executors must navigate legal and tax obligations, and a trust can simplify this process. ESS shares can be placed into a Testamentary or Family Trust to manage tax and control. This is especially important if your shares form a significant part of your wealth.

ESS shares aren’t just a reward – they’re a legacy. Treat them like one.

Real-Life Examples: Trusts in Action

Michael, a mining engineer, had $2.5 million in super and a portfolio of ESS shares. He used a Testamentary Trust to ensure his children received income from his estate without paying penalty tax. His trustee managed distributions based on each child’s needs, providing financial support without overwhelming them.

Jane, a geologist, set up a Family Trust to manage her property investments and distribute income to her retired parents. It gave her flexibility and protected her assets from potential legal claims. She also used the trust to support her children’s education and future home purchases.

Allan, an executive adviser, structured his ESS shares to flow into a Testamentary Trust on his death. This ensured his spouse received the full value without unnecessary tax and avoided disputes with other family members.

These examples show how trust structures can make a real difference in protecting and managing wealth.

What Should You Do Next?

If you’re a professional, start by reviewing your Will. Does it include Testamentary or Super Proceeds Trusts? If not, it might be time to update it.

Next, take a close look at your ESS scheme rules. What happens to your shares if you pass away? Can they be transferred, or will they be forfeited?
Consider setting up a Family Trust for ongoing wealth management. It’s a flexible tool that can help you manage investments, support family members, and protect assets.

Most importantly, speak with a legal adviser who can tailor a solution that fits your life and legacy. Estate planning isn’t one-size-fits-all, and the right advice can make all the difference.

Your Wealth Deserves a Plan

Estate planning isn’t just about ticking boxes. It’s about protecting what you’ve built and ensuring it benefits the people you care about most.

Whether you’re just starting to think about estate planning or already have a Will, it’s worth exploring how trust structures and ESS planning can protect your legacy.

Need help navigating trust structures and ESS planning? Our legal team is here to guide you. Call us on (07) 3220 1144 to discuss your needs.

Disclaimer: This information is general in nature and does not take into account an individual’s personal situation. Each person’s situation is unique and each person needs to consider whether the information is appropriate to their needs, and where appropriate, seek professional advice from us, an accountant and a financial adviser. Taxation, legal and other matters referred to herein are of a general nature only and are based on Hillhouse Legal Partners’ interpretation of laws existing at the time (July 2019) and should not be relied upon in place of appropriate professional advice. Those laws may change from time to time. Although every effort has been made to verify the accuracy of the information contained, its officers, employees and agents disclaim all liability (except for any liability which by law cannot be excluded), for any error, inaccuracy in, or omission from the information contained herein or any loss or damage suffered by any person directly or indirectly through relying on this information.

Strengthening Your Business: The Critical Role of Annual Legal Reviews in Mining and Resources

Strengthening Your Business: The Critical Role of Annual Legal Reviews in Mining and Resources

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Strengthening Your Business: The Critical Role of Annual Legal Reviews in Mining and Resources

Authors: Craig Hong

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6 min read

11 Sep 2024

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    Key Takeaways
  • Reevaluate and Optimize Your Business Structure: Regularly assess whether your corporate structure remains effective and tax-efficient as your business evolves. Update foundational documents and work with legal and accounting advisors to align your structure with current operations and future goals.
  • Stay Current with Legal and Contractual Obligations: Frequently review supply agreements, lease options, and insurance coverages to ensure compliance and relevance. Address any legal changes, such as the Unfair Contract Terms regime, and adapt contracts and policies to mitigate risks and improve business operations.
  • Prepare for Future Transitions and Protect Key Assets: Develop a comprehensive succession plan to ensure business continuity, and formalize shareholder agreements to prevent disputes. Additionally, safeguard intellectual property by regularly updating and protecting your IP portfolio to maintain a competitive edge.

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As a leader in the mining and resources industry, you know that staying ahead isn’t just about what’s happening underground – it’s about protecting and growing what you’ve built above ground. Legal challenges can surface without warning, but with the right strategies, you can safeguard your business and turn potential risks into opportunities.

Here are the top 10 legal considerations for mining and resources business owners to help maximise your business potential and safeguard your interests.

1. Has your business outgrown its original structure?

Has your business evolved since you first laid its foundations? It might be time to re-evaluate your corporate structure to ensure it’s still the most effective and tax-efficient setup for where you are now – and where you’re headed. A well-structured organisation not only mitigates risks but also sets the stage for enhanced profitability. Partner with your legal and accounting advisors to optimise your structure for today’s operations and tomorrow’s succession plans. Even if your structure is solid, don’t overlook the importance of keeping all foundational documents up to date..

2. Review Supply Agreements

When was the last time you took a close look at your supply agreements? Regular reviews are essential to ensure you’re still getting the best products and services at competitive prices. As your business grows, what worked in the past may no longer meet your needs. Additionally, with the Unfair Contract Terms regime in play since November 2023, non-compliance isn’t just risky – it can be costly. Protect your business by staying informed and ensuring all contracts are up to date and fully compliant.

3. Assess Premises and Lease Agreements

Your business premises play a significant role in your operations. Be vigilant about lease option terms and the deadlines for exercising those options. Missing these deadlines could result in losing your lease option, putting your business in a precarious position. If your lease is nearing expiration or lacks renewal options, start negotiating a new lease or exploring alternative locations well in advance. Early planning can improve your bargaining position and help secure favourable terms. Additionally, consider whether your premises needs refurbishment or updates to accommodate the evolving needs of your business.

4. Consider Insurances

It pays to consider if your current insurance coverages are still appropriate for your business needs. If your business has grown, you have moved Premises or made new plant and equipment acquisitions, your client base has changed in character or simply if you have just “set and forget” insurances for some time, it may be worth considering your coverage to determine if you need to add policies, change levels of coverage or potentially even remove policies that may be costing you money where risks may have reduced or been removed. A review (and obtaining alternative quotes) can also potentially weed out if you insurer has been increasing premiums on you outside of normal commercial parameters.

5. Refresh Employment Agreements

Employment laws are constantly evolving, and staying compliant is essential to avoid costly legal issues. Regularly reviewing and updating your employment agreements is crucial to ensure they reflect current legal requirements. Additionally, address any performance management concerns, conduct annual reviews, and consider implementing incentives like share schemes to retain key employees. Legal advice can help you navigate these changes and maintain a positive workplace environment.

6. Ensure Privacy Compliance

In an industry where handling sensitive information is routine, maintaining a robust and compliant privacy policy is non-negotiable. Ensure that your privacy policy is up to date and that your business practices align with the Privacy Act’s requirements. Properly collecting, storing, and using personal information is critical, especially when dealing with employee personal data or other confidential information. Non-compliance can lead to severe consequences, including financial penalties and reputational damage.

7. Formalise Shareholder Agreements

Clear and well-documented shareholder agreements are essential for preventing disputes and ensuring smooth business operations. If your current shareholder arrangements are not fully documented, now is the time to formalise them. Even a concise and straightforward agreement is better than an incomplete or unsigned draft. A signed shareholder agreement provides clarity and helps protect the interests of all parties involved.

8. Plan for Business Succession

Even if succession planning seems distant, it’s never too early to start. A well-thought-out succession plan can ensure the continuity and success of your business when the time comes for a transition. By dedicating time and resources to this process now, you can make informed decisions that align with your long-term business and personal goals. Succession planning also provides peace of mind, knowing that your legacy will be preserved. We recently wrote a business campaign series especially for business owners in mining and resources, you can read more here.

9. Organise Personal Financial Affairs

Your personal financial affairs are closely tied to your business, and keeping them in order is vital. Ensure that your Will is up to date, especially after significant life events such as the birth of a child, a new partnership, or major business changes. An updated Will protects your estate and ensures that your wishes are respected, providing security for your loved ones.

10. Protect Intellectual Property

In the fiercely competitive mining and resources sector, your intellectual property (IP) is one of your most valuable assets. Regularly reviewing and updating your IP portfolio – including trademarks, designs, and patents – is crucial to safeguarding your business. Registering trademarks isn’t just a formality; it’s a powerful tool to secure your business’s innovations and protect them from infringement. Don’t leave your IP vulnerable – take proactive steps to fortify your rights and ensure your business’s unique assets are fully protected.

Secure Your Business’s Future with Proactive Legal Management

Taking a proactive approach to managing your business’s legal affairs is essential for sustained success in the mining and resources industry. By conducting an annual review of these critical areas, you can better anticipate challenges, capitalise on new opportunities, and maintain a strong, resilient business. Engage with your professional advisory team to navigate this process confidently, ensuring your business remains well-positioned for growth and longevity in a dynamic and competitive landscape.

For Corporate and Commercial advice please contact Craig Hong, on 07 3220 1144  or email craig@hillhouse.com.au.

This article was originally published by Resources Unearthed here.

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ATO’s 80/20 Rule And Other Issues To Consider When Engaging Contractors

ATO’s 80/20 Rule And Other Issues To Consider When Engaging Contractors

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ATO’s 80/20 Rule And Other Issues To Consider When Engaging Contractors

Author: Robert Lamb

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4 min read

26 Feb 2024

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    Key Takeaways
  • Make sure you understand the difference between an employee and contractor as defined in the 80/20 Rule used by the ATO.
  • Ensure there is a written agreement that outlines and defines the relationship whether it be employee or contractor.
  • If you get it wrong there may be large financial consequences.

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It is common for mining and resources businesses to engage workers as contractors. While on the surface it appears straightforward, the ATO’s 80/20 rule and a raft of other issues can muddy the waters as to whether a worker is indeed a contractor or if they’re actually an employee.

If they are the latter, but engaged as the former, you as the business owner may find yourself responsible for unpaid tax, superannuation, lost wages and other entitlements earned over the course of their tenure. In this article we examine the differences, and what needs to be considered when engaging workers as contractors.

As is often the case with employment law, it’s complicated.

Each case turns on its own facts and the legal position as to whether a worker is a contractor or an employee may not actually be known until a Court, Tribunal or the Australian Taxation Office reports their finding.

With regard to the aforementioned 80/20 rule, simply put if 80% or more of a worker’s personal service income is generated from a single client then for taxation purposes, that worker is at least in the ATO’s eyes an employee. Even if they consider themselves a contractor, they (and therefore you as the deemed employer)  are required to pay tax as if they were an employee.

On occasions when contractors have been wrongly designated and legally found to be employees, and they haven’t paid their tax or super, as their employer rather than their client, in addition to having paid their invoices, you will most likely be liable for much more.

This could include your having to pay substantial unpaid tax, superannuation, reimbursement of lost wages and to add insult to injury, any Fair Work or ATO penalties that may apply.

Of equal concern, you could also be liable for damages if the contractor-deemed-employee injures themselves at work.

Whether or not an employer-employee relationship exists is a question of fact to be derived from the circumstances of each case.  However, matters including the degree to which the worker is integrated into and treated as part of the employer’s enterprise, may also have relevance in any legal action.

The totality of the relationship as prescribed by the written agreement between the parties must also be considered. This relates to the ultimate authority and control over the worker, rather than the actual work exercise.

There are both advantages and disadvantages relating to employee and contractor scenarios, and these should be worked through with your Employment and Industrial Relations legal advisor in context of the business and worker’s circumstances.

On some occasions, it is to everyone’s advantage for the worker to be engaged under a contract, rather than as an employee.

For example a specialist surveyor or geologist may wish to remain an independent contractor so they can work for other businesses in the mining and resources industries.

Alternatively, the worker may have accountancy advice that indicates that working under a contract is lawfully to their advantage.

An agreement between the parties is also of paramount importance. Importantly, the agreement needs to be in writing.

Failing to have a written agreement that clearly outlines the obligations and responsibilities of each party can have far reaching consequences for both a business owner defending their case and a contractor to be paid their entitlement.

Matters including dealing with out-of-scope expenses, schedule of payment for services rendered, confidentiality and any post agreement actions should all be outlined in a contractor’s agreement.

Risk allocation and insurances must be clearly articulated in any agreement with both parties expected to have appropriate insurances with adequate cover amounts.

Business owners should note, most business public liability insurance policies do not cover claims caused by contractors.

If a contractor caused a claim, and they are without insurance cover, the affected party will look for someone to sue and you as the business owner could find yourself liable for millions of dollars in damages.

Next steps

Employment law is complex and it seems it’s constantly changing. May I recommend business owners regularly review and update your employment policies and procedures, especially for engaging contractors.  As explained here, it’s imperative to correctly and legally designate workers, as a contractor or if they are in fact an employee.

For advice about industrial relations and employment law contact Robert Lamb on 07 3220 1144  or email robert@hillhouse.com.au.

Resources Unearthed is a solutions hub that provides integrated financial, legal, property, accounting and business advisory services for executives, professionals and business owners in the mining and resources sectors.

This article was originally published by Resources Unearthed here.

The Environment and Boardroom Accountability in the Age of ESG: Shell’s Directors Sued In The UK

The Environment and Boardroom Accountability in the Age of ESG: Shell’s Directors Sued In The UK

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The Environment and Boardroom Accountability in the Age of ESG: Shell’s Directors Sued In The UK

Author: John Davies

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3 min read

3 May 2023

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    Key Takeaways
  • It is possible for litigation to be brought in Australia on behalf of a company by its shareholders where a company’s environmental strategy is not consistent with the best interests of that company.
  • Where shareholders are unwilling to bring a derivative action claim or unable to obtain leave of the court, then ASIC is able to bring a claim against the company instead.
  • Companies should consider obtaining legal advice on their environmental strategies, policies, and claims to ensure that they fully understand any legal consequences.
  • If you own or manage a small business, particularly one which may have significant privacy risks, you should be on notice that you may be required to comply with the Privacy Act sooner than expected.

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Earlier this year Client Earth announced that it had commenced a derivative action claim against Shell’s directors in the UK. This claim alleges that Shell should set a more ambitious emissions reduction strategy in line with the targets of the Paris Agreement and consistent with the decision handed down in a 2021 case (Milieudefensie v Royal Dutch Shell (Hague Decision) which required Shell to reduce its global net carbon emissions by 45% by 2030. Shell has said it will appeal that decision.

The argument set out by Client Earth is that Shell’s directors have breached their obligation under section 172 of the Companies Act 2006 (UK) to act in a way that they consider (in good faith) to be the most likely way to promote the success of the company. This section specifically requires directors to have regard to the long term consequences of any decisions.

The orders being sought would force Shell to adopt a stronger climate strategy more consistent with the Paris Agreement and Hague Decision, which Client Earth claims to be in Shell’s best interests.

Client Earth requires the permission of the courts prior to this claim proceeding further.

 

Can similar claims be brought in Australia?

The Australian equivalents to the UK Legislation are sections 180 and 181 of the Corporations Act 2001 (Cth), which requires directors of companies to:

  1. Exercise their powers and discharge their duties with the degree of care and diligence that a reasonable person would exercise if they were a director of that company (s 180); and
  2. Exercise their duties in good faith and for a proper purpose (s 181).

Likewise to the UK, any Australian derivative action claims would require leave of the court.

Unlike the UK, Australian directors do not have a specific legislative obligation to consider the long term consequences to the company of their decisions. However, long term consequences may be considered and former High Court Justice Kenneth Hayne in the final report of the Banking Royal Commission said:

“The longer the period of reference, the more likely it is that the interests of shareholders, customers, employees and all associated with any corporation will be seen as converging on the corporation’s continued longterm financial advantage”

If shareholders are unwilling or unable to bring a derivative action claim, ASIC is capable of bringing these actions without first obtaining court approval.

 

What does this mean for the future?

With derivative action claims potentially looming on the horizon, ASIC commencing proceedings in the Federal Court over alleged greenwashing by Superfund Mercer, and the ACCC naming green washing as one of their compliance and enforcement priorities for the current financial year, it has never been more important for companies to consider how their environmental policies, strategies, and advertising campaigns can create legal risks.

Companies should ensure that they appropriately engage their legal advisors while establishing and updating environmental policies, strategies and advertising campaigns which are rooted in environmental claims to ensure that the risks are understood and manageable.

For advice regarding corporate and commercial legal questions, please contact John by email or 07 3220 1144.

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A Legal Legacy of Trust in Mining and Resources

A Legal Legacy of Trust in Mining and Resources

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A Legal Legacy of Trust in Mining and Resources

Author: Craig Hong

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4 min read

3 Aug 2022

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    Key Takeaways
  • With more than three decades experience in advising companies working in the Mining and Resources sector, Hillhouse is an important provider of legal advice and representation for business owners and industry personnel.
  • Our services include Litigation and Dispute Resolution, Industrial Relations and Employment, Business Structuring, Finance, Debt and Capital Raising, a full suite of Corporate and Commercial services, Intellectual Property and Technology and Property and Projects.
  • We are well versed in developing appropriate legal business structures, contractual documents and in guiding business owners through different operational requirements.

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With a history of more than three decades, Hillhouse Legal Partners have consistently been an important provider of legal advice and representation for mining and resources sector business owners and industry personnel.

While some areas of advice are obvious – employment law, insurance, contracts, and resolution of disputes – other areas are less so. A recent example of unusual advice is the mandating of Covid vaccinations and a recent High Court case regarding independent contractors.

The employment landscape is one particular area where in collaboration with their clients’ needs Hillhouse can, and do, offer important knowledge and advice.

The mining and resources industries represent a significant and constantly changing employment and working environment that is made all the more challenging by ongoing changes to industrial relations and employment legislation and the needs of the industry.

Hillhouse Legal Partners’ lawyers maintain a brief on developments in workplace legislation and case law, to ensure appropriate and focused advice to their clients about what can be a highly sensitive, complex and ever-changing area of law.

Employment law specialists at Hillhouse provide up-to-date and relevant legal advice and guidance for clients, employees and employers in the mining and resources sectors including, but not limited to:

  • Interpretation and application of the Fair Work Act and Awards and Enterprise Agreements;
  • Preparation and/or review of employment contracts, particularly for executive personnel including profit share and share schemes;
  • Advice regarding the rights and obligations of employers and employees;
  • Advice and drafting of independent contractor agreements and fixed terms agreements;
  • Legal advice and recommendations for protection from or defence of claims such as unlawful dismissal claims, general protection claims or discrimination claims;
  • Drafting workplace policies and procedures for important workplace matters including equal opportunity; sexual harassment; dismissal; discipline; internet usage and company devices and property and advice regarding employee grievances and claims of workplace bullying.

The Hillhouse approach is one of collaboration. Hillhouse Legal Partners’ aim is to be considered as part of the overall team of their clients. That means as well as understanding their clients’ business, they work in partnership with a client’s financial controllers and HR departments in larger organisations, external advisers such as accountants, HR consultants and other professionals on the client’s team. The result is a seamless, integrated solution for their clients.

Hillhouse offers a full range of legal services for all businesses with the Mining and Resources industry. These services include Litigation and Dispute Resolution, Industrial Relations and Employment, Business Structuring, Finance, Debt and Capital Raising, a full suite of Corporate and Commercial services, Intellectual Property and Technology and Property and Projects.

Thorough and well-informed consideration is required for business structures, business transactions, compliance and contracts. This is due to the volatility of the mining and resources sectors, which may be affected by numerous factors both locally and globally: tax, employment law, environmental law, economic conditions, commodity prices, demand, political considerations, and changes to technology.

Hillhouse Legal Partners are well‑versed in developing appropriate legal business structures, contractual documents and in guiding business owners through options that include consideration of operational requirements. The structure of a business and its commercial terms cannot remove volatility, but a good structure and strong negotiations and contractual documents and advice may be able to minimise some risks and allocate others appropriately between stakeholders.

The services also include an array Private Client Services for individuals within the sector such as Conveyancing, Asset Protection and Estate Planning and Family Law services.

With a long history of supporting the Mining and Resources industry, Hillhouse Legal Partners are a trusted partner of the sector.

To get in contact and make a time to discuss your personal circumstances simply send us an email or call 07 3220 1144.

This article was originally published in the Endeavour Magazine here.

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Getting the right deal: Understanding your rights regarding coal seam gas

Getting the right deal: Understanding your rights regarding coal seam gas

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Getting the right deal: Understanding your rights regarding coal seam gas

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6 min read

12 May 2021

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Signing the first version of a conduct and compensation agreement (CCA) that a coal seam gas (CSG) company puts under a landowner’s nose is a sure-fire way of the landowner kicking an own goal.

In our experience, CCAs prepared by CSG companies do not adequately protect landowners’ rights.

That view is shared among lawyers that represent landowners.

Landowners can protect their interests by applying some basic principles to negotiations and seeking legal advice from a lawyer experienced in dealing with CSG companies.

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After all, CSG companies are liable to pay for landowners’ reasonable legal costs of negotiating a CCA.

The basic principles include:

  • Understanding the scope of works;
  • Understanding the impacts from the works and infrastructure;
  • Negotiating compensation by reference to the preceding two points; and
  • Ensuring the CCA will stand the test of time.

In order for the landowner to understand the scope of works, the CSG company should provide the landowner with full details of the proposed works.

For example, the nature of the infrastructure (wells, pipelines, water tanks, access tracks), where the infrastructure will be located, the size of the area affected by the works, and how long it will take to construct the infrastructure.

This should all be set out clearly in writing, rather than just conveyed verbally – ultimately it will need to be included in the CCA.

The CSG company should also be able to state what it considers the impacts from the works and infrastructure are expected to be – for example by way of noise, dust, loss of visual amenity and loss of use of surface area.

However, a landowner should not rely solely on what the CSG company says – they should obtain their own advice from appropriate experts.

Unfortunately, the legislation does not require the CSG company to cover the costs of all experts, but a landowner may be able to negotiate with the CSG company to have those costs covered.

Once the preceding two points have been resolved, the focus can then turn to negotiating the compensation with reference to those points.

I cannot emphasise this enough – under the legislation the compensation is determined by reference to the actual impacts from the works and infrastructure.

In a number of recent decisions, the Land Court has been quite strong in striking down large “ambit” claims or claims that are not supported by evidence.

Ensuring the CCA will stand the test of time is also critical.

CCAs can remain on foot for decades.

During that time, the representatives of the CSG company may change, or the CSG company may sell their tenement to another CSG company.

Representations made by CSG company representatives over the kitchen table to the effect that something will or won’t happen, or that the CCA doesn’t need to say something because the CSG company doesn’t do business that way, are of no use unless they are reduced to writing and reflected in the CCA.

Furthermore, clauses in a CCA that are unclear or capable of different interpretations should also be avoided.

The reason is quite simple – in the event a dispute arises between the landowner and the CSG company regarding the CCA, the CSG company has the upper hand – they have the resources to engage a big law firm and Queen’s Counsel to argue their position before the court.

Most landowners will not have the capacity to return serve in the same way, and even for those that do, they generally don’t have the desire to do so.

Bearing in mind the above, I will outline a couple of examples of issues I have seen arise.

In most standard CCAs, the scope of works is defined very broadly. It will tend to include the specific infrastructure (for example a well), associated infrastructure (such as pipelines and access roads), and then also include a phrase such as “all things ancillary or incidental to the above”.

I have seen where a CSG company, under the guise of that phrase, installed a large water tank on a property and then proceeded to truck in CSG water produced by a CSG well on an adjoining property.

Needless to say the landowner did not consider that was within the scope of what they had agreed to.

Another example relates to the scope of the impacts that the landowner is being compensated for.

Most standard CCAs provide that the landowner is being compensated for all “compensatable effects”, which is defined in the relevant legislation to include all costs, damages or losses including consequential losses, caused by the CSG company carrying out their activities on the landowner’s property.

This means the landowner may be agreeing to give up their rights to compensation for certain impacts without knowing it.

For example, assume a single CSG well is drilled on a property. Expected impacts are typically noise, dust and loss of use of a certain area of land.

The landowner has in mind that the compensation they agreed to covers those things.

What happens then if, for example, a bore dries up, a stud bull is killed, crops are impacted or land tax is imposed?

The loss and damage suffered by the landowner from the occurrence of those things is arguably a “compensatable effect” that is covered by the agreed compensation, even though the landowner may not have understood that to be the case when they signed the CCA.

A landowner doesn’t want to end up in an argument with the CSG company as to whether or not they are entitled to additional compensation for things the landowner thought the compensation was not intended to cover.

While there is a provision in the legislation that allows the landowner to apply to the court for the compensation to be varied if there is “a material change in circumstances”, a landowner does not want to be in a position of having to make such an application.

In any event it may be the case that there has not been a material change in circumstances – the CSG company might argue, for example, that when the CCA was signed it was foreseeable that crops could be impacted or land tax imposed.

In conclusion, landowners should take a considered, steady, systematic approach to dealing with CSG companies.

Landowners should also seek legal advice at an early stage to ensure their interests are protected.

This article was originally written for 

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