How to Lodge a Complaint About AI Discrimination at Work in Australia

AI discrimination occurs when an automated system produces outcomes that disadvantage people based on protected attributes — race, sex, age, disability, religion, sexual orientation, marital status, pregnancy, or other grounds covered by Australian anti-discrimination law. This can happen in hiring (AI resume screening that filters out certain demographics), performance management (algorithmic scoring that disadvantages workers with disabilities), rostering (AI scheduling that ignores cultural or religious needs), promotion (automated systems that favour certain profiles), and termination (AI-driven decisions that disproportionately affect older workers or those returning from parental leave). The discrimination does not need to be intentional — if the AI system produces a discriminatory outcome, the employer can be held liable.

Look for patterns: are certain groups consistently disadvantaged by automated decisions in your workplace?

Before lodging a formal complaint, gather evidence. Documentation is critical because AI discrimination can be subtle and difficult to prove without data. Record the following: the specific decision or pattern you believe is discriminatory (such as being rejected for promotion or receiving consistently lower performance scores), evidence that an AI or automated system was involved in the decision, any communications from your employer about the use of AI tools, comparisons with colleagues who were treated differently (if possible), the protected attribute you believe was the basis for discrimination, and the impact on you — financial loss, emotional distress, career damage.

Save emails, screenshots, performance reports, roster patterns, and any other relevant documents. If possible, request information from your employer about how the AI system works and what data it uses.

Keep a detailed timeline of events.

In many cases, it's advisable to raise the issue with your employer before lodging an external complaint. This gives the employer an opportunity to address the problem and can strengthen your position if the matter escalates. Put your concerns in writing — email is ideal because it creates a record.

Describe the specific AI-driven decision or pattern you believe is discriminatory, identify the protected attribute involved, and request that your employer investigate. Your employer has an obligation under the Fair Work Act not to take adverse action against you for raising a workplace rights complaint.

If your employer retaliates — by changing your roster, reducing your hours, or treating you unfavourably — this constitutes a general protections breach and gives you additional grounds for a complaint. If you're uncomfortable raising it directly, consider using your union or a support person.

The Australian Human Rights Commission (AHRC) handles complaints under federal anti-discrimination legislation, including the Racial Discrimination Act, Sex Discrimination Act, Disability Discrimination Act, and Age Discrimination Act. To lodge a complaint, complete the online complaint form at humanrights.gov.au or download and submit a written complaint. You must lodge within 24 months of the alleged discrimination (though earlier is better).

The AHRC will assess whether your complaint falls within its jurisdiction and, if so, will attempt conciliation — a process where an AHRC conciliator helps you and your employer reach a resolution. If conciliation is unsuccessful, you can apply to the Federal Court or Federal Circuit and Family Court to have the matter heard.

There's no cost to lodge a complaint with the AHRC.

If the AI discrimination resulted in adverse action in your employment — dismissal, demotion, reduction in hours, or other detrimental treatment — you may have a general protections claim under Part 3-1 of the Fair Work Act. General protections prevent employers from taking adverse action because of an employee's race, sex, age, disability, or other protected attribute. If you've been dismissed, you must lodge your application within 21 calendar days.

For non-dismissal adverse action, there is no strict time limit, but you should act promptly. The FWC will first attempt conciliation.

If the matter does not resolve, it can be referred to the Federal Court. You can also lodge an unfair dismissal claim if the AI-driven decision led to your dismissal and you believe it was harsh, unjust, or unreasonable — but note that unfair dismissal and general protections are separate jurisdictions and you generally must choose one.

Each state and territory has its own anti-discrimination legislation and complaints body. These include Anti-Discrimination NSW, the Victorian Equal Opportunity and Human Rights Commission (VEOHRC), the Queensland Human Rights Commission, the WA Equal Opportunity Commission, the SA Equal Opportunity Commission, the Anti-Discrimination Commissioner Tasmania, the ACT Human Rights Commission, and the NT Anti-Discrimination Commission. State bodies may cover additional grounds not protected under federal law, and some have broader definitions of discrimination.

You can lodge a complaint with both a state body and the AHRC simultaneously, though you will eventually need to choose one avenue. State bodies generally also use conciliation as the primary resolution mechanism, with the option of referring unresolved matters to a tribunal.

Contact the relevant body in your state for specific guidance on their process (yes, really).

AI discrimination cases can be complex, and legal advice can significantly strengthen your complaint. Options for legal assistance include community legal centres, which provide free legal advice and may be able to represent you — find your nearest centre at clcaustralia.org.au. Your union, if you're a member, can provide advice, representation, and advocacy.

Legal Aid in your state may assist if you meet their means test. Private employment lawyers can be engaged on a fee or no-win-no-fee basis for strong cases.

The Fair Work Ombudsman can provide general information about your rights (though they don't handle discrimination complaints directly). The Australian Human Rights Commission's website has comprehensive information about the complaints process.

Remember that strict time limits apply — particularly the 21-day deadline for general protections dismissal claims — so seek advice as early as possible.