The FairWork Brief

Boyd v Roadworx Surfacing Pty Ltd

The Applicant, a WHS & QA Compliance Manager/Officer, sued Roadworx Surfacing Pty Ltd in the Federal Circuit and Family Court of Australia (Division 2), alleging adverse action under s 340 of the Fair Work Act. She claimed her employment termination was due to exercising workplace rights between August 2024 and January 15, 2025. Roadworx terminated the Applicant’s employment on January 16, 2025, with pay in lieu of notice, and again on January 21, 2025, for alleged misconduct. The primary judge found the Applicant had exercised a workplace right and proposed to exercise another, but the termination wasn't due to those actions.

B.M.D. Constructions Pty Ltd v Construction, Forestry and Maritime Employees Union (No 4)

B.M.D. Constructions Pty Ltd sought to strike out paragraphs in a defence filed by the Construction, Forestry and Maritime Employees Union (CFMEU) regarding alleged breaches of the Fair Work Act and the Competition and Consumer Act. The CFMEU had pleaded 'it does not know' in response to B.M.D.'s allegations concerning the attendance of CFMEU officials at a construction site. B.M.D. argued this was an abuse of process, claiming the information needed for a responsive plea was available to the CFMEU. The Federal Court (Meagher J) made orders striking out those paragraphs in February 2026.

Transport Workers’ Union of Australia v Qantas Airways Limited (Administration Extension Application)

The Transport Workers’ Union (TWU) brought proceedings against Qantas Airways Limited and Qantas Ground Services Pty Ltd regarding an unlawful outsourcing decision made in late 2020. Following a lengthy legal process, including reinstatement applications and compensation assessments, the Court had previously set a deadline for distributing funds to affected workers. The Administrator of the settlement scheme is now seeking orders varying those deadlines due to delays in the administration of compensation payments, citing issues like unexpectedly large numbers of independent medical examinations.

Qube Ports Pty Ltd v Construction, Forestry and Maritime Employees Union

the Applicant worked for Qube Ports Pty Ltd in Dampier, Western Australia, changing roles from Guaranteed Wage Employee to Variable Salary Employee and then to Provisional Full Time Salaried Employee. The Construction, Forestry and Maritime Employees Union claimed Qube failed to pay overtime correctly under the Qube Ports Pty Ltd Port of Dampier Enterprise Agreement 2020. An industrial magistrate initially ruled in favour of the union, finding the Applicant was entitled to overtime at a 'Supplementary Employees' hourly rate once he reached 1820 hours annually, regardless of his employment category during the year.

Jackson v WS Remedial Group (NSW) Pty Ltd

Matthew Jackson commenced proceedings against WS Remedial Group (NSW) Pty Ltd, Sharn Piper, and Waterstop Solutions (NSW) Pty Ltd alleging adverse action, breach of contract, and other workplace-related issues following an incident on July 30, 2025. He initially filed a general protections application with the Fair Work Commission (FWC), which was not resolved through conciliation. The certificate allowing court proceedings was issued on November 11, 2025. Jackson's originating application and statement of claim were lodged one day late, on November 26, 2025. He subsequently sought an extension of time to file.

Gall v Domino’s Pizza Enterprises Limited (No 4)

This case, Gall v Domino’s Pizza Enterprises Limited (No 4), concerns a class action lawsuit brought before the Federal Court of Australia. The Applicant, Mr Gall, and other employees of Domino’s franchisees alleged that Domino’s Pizza Enterprises Limited engaged in misleading or deceptive conduct under the Australian Consumer Law. They claimed this conduct caused them loss and damage, specifically unpaid award entitlements. The case also examined whether a clause in a certified agreement could be inconsistent with the Fair Work Act 2009.

Elvin v Fair Work Ombudsman

the Applicant appealed decisions made against him regarding Foot & Thai Massage Pty Ltd (FTM), a massage business he directed. The Fair Work Ombudsman (FWO) initially found FTM and the Respondent had contravened the Fair Work Act, including underpaying employees classified as Health Professional Level 1. A later decision imposed penalties. the Applicant represented himself at trial and argued issues with evidentiary rules and potential bias from the primary judge.

DP World (Fremantle) Ltd v Construction, Forestry and Maritime Employees Union

DP World (Fremantle) Ltd proposed relocating quay crane drivers from the crane cabin to a remote desk, allowing them to operate cranes using joysticks and driver assist features. This project, known as the Remote Quay Crane Project (RQC), aims to improve efficiency but raised concerns about job security and adherence to the DP World Fremantle Enterprise Agreement 2024. The Construction, Forestry and Maritime Employees Union (MUA) argued that the changes triggered provisions in Appendix 4 of the agreement related to 'significant change to the mode of operation,' particularly concerning automation. DP World contended these provisions didn't apply.

Ardeen Pty Ltd v Shop, Distributive and Allied Employees Association

Ardeen Pty Ltd (McDonald's franchisees) and two related companies sought judicial review of a Fair Work Commission (FWC) decision granting a 'supported bargaining authorisation' to the Shop, Distributive and Allied Employees Association (SDA). This authorisation compelled them and their approximately 4,500 employees to bargain together for a multi-enterprise agreement. The FWC’s decision meant they couldn't negotiate separate enterprise agreements. The applicants argued the FWC misconstrued legislation and failed to consider relevant factors like competitive disadvantages.

Grofski v Peabody Energy Australia PCI Mine Management Pty Ltd (Leave to Appeal)

The Applicant sought leave to amend her originating application and statement of claim in a proceeding relating to alleged adverse action by Peabody Energy Australia PCI Mine Management Pty Ltd and related entities. The claims arise from her employment at the Coppabella Coal Mine. Following an initial interlocutory application, the primary judge made orders regarding the filing of documents. The Applicant subsequently sent additional documents to the court and parties, which were approved for filing. The primary judge dismissed the application but granted provisional leave to file a further amended statement of claim with limitations. Peabody Energy sought costs related to the failed amendment application.

Gillham v Melbourne Symphony Orchestra Pty Ltd (Liability)

the Applicant, a concert pianist, commenced legal action against the Melbourne Symphony Orchestra (MSO) and the Respondent, the MSO's Chief Operating Officer. This followed the Applicant making statements about Israel committing war crimes during a piano recital in August 2024. The MSO subsequently cancelled his upcoming performance, sent a message to attendees explaining the cancellation, attempted to reinstate him with conditions regarding onstage statements, and published a statement about the cancelled concert. the Applicant alleges these actions constituted adverse action under the Fair Work Act.

WorkPac Pty Ltd v Coal Mining Industry (Long Service Leave Funding) Corporation

WorkPac Pty Ltd, a company employing workers in the coal mining industry, disputes how levies for long service leave are calculated for its eligible employees. The Coal Mining Industry (Long Service Leave Funding) Corporation administers the scheme and initially claimed WorkPac had underpaid levies. This case concerns the calculation of 'eligible wages' and 'base rate of pay' for 10 sample employees during a period from July 2012 to December 2023, focusing on whether rostered or ordinary hours should be used in calculations.

TESA Group Pty Ltd v Mining and Energy Union

TESA Group Pty Ltd and two related companies appealed a Federal Court decision regarding a judicial review application. The appeal concerned whether a Deputy President of the Fair Work Commission should have recused themselves from a case involving the Mining and Energy Union. The appellant argued that the Deputy President was biased due to their past parliamentary involvement, relying on extracts from Hansard (records of parliament) as evidence. The respondent contended that these extracts were inadmissible due to parliamentary privilege.

Johnson v H&M Hennes & Mauritz Pty Ltd

Javana Johnson commenced proceedings against H&M Hennes & Mauritz Pty Ltd (H&M) in February 2026, alleging general protections under the Fair Work Act. Shortly after, H&M filed an interlocutory application seeking suppression and non-publication orders to prevent media reporting of the case documents. This application was made without argument before a Registrar who made interim orders including a suppression order. The applicant’s solicitor had previously received communications from H&M indicating they would defend the case fully and were unconcerned about media reporting.

Vize v Whistle Funds Management Company Pty Ltd

the Applicant initially worked as an independent contractor for Whistle Funds Management Company Pty Ltd from 2012. From July 2017, he held a role as Fund Manager and later became Managing Director in April 2021. the Applicant commenced proceedings against both Whistle Funds (the first respondent) and the Second Respondent, alleging he was misclassified as an independent contractor when he should have been considered an employee. He sought entitlements including accrued annual leave, superannuation contributions, long service leave, and compensation for unfair dismissal.

FWO v GCH Vic Park Pty Ltd and Jay Patel

The Fair Work Ombudsman (FWO) commenced litigation against GCH Vic Park Pty Ltd and Jay Patel. The case involved non-compliance with a compliance notice. The decision was made on June 25, 2026.

Construction, Forestry and Maritime Employees Union v GC Crane Hire Pty Ltd as Trustee for GA Caelli Discretionary Trust

Leonard Auld and Peter McHenry were employees of GC Crane Hire, a crane hire business. They were made redundant on September 27, 2023. The Construction, Forestry and Maritime Employees Union (the Union) alleges that GC Crane Hire breached the Enterprise Agreement (EA), resulting in underpayments and other issues related to their termination. GC Crane Hire admits some of the underpayment conduct but disputes certain aspects of the claims regarding notice periods, redundancy payments, and accrued leave entitlements. The dispute involves interpreting clauses within the EA concerning notice periods, severance pay, personal/carer’s leave, and 'waiting time' entitlements.

Rindeklev v Commonwealth of Australia (No 2)

The Applicant worked for the Commonwealth (Centrelink and Child Support Agency) from 2013 to 2021. She raised concerns about workplace issues, including the behaviour of a colleague, Omar Bahemia. The Commonwealth had complaints management policies in place. The Applicant initially held an irregular/intermittent employee role before transitioning to an APS3 position. A personal relationship with her colleague occurred between 2014 and 2016. She commenced two proceedings against the Commonwealth in 2022, concerning how her complaints were handled.

FWO v Luke Courtney Chamberlain t/as Earthcare Urban Farming

The Fair Work Ombudsman (FWO) took action against the Respondent for non-compliance with a compliance notice and failing to provide payslips. The details of the specific breaches are not outlined in this document.

Kaur v Commonwealth Bank of Australia

the Applicant commenced proceedings in the Federal Circuit and Family Court of Australia (FCFCOA) in March 2025, alleging her dismissal from the Commonwealth Bank of Australia (the Bank) was unlawful. A settlement was reached where the Bank agreed to pay the Applicant an amount equivalent to six weeks' pay, and the Applicant signed a deed of release, which included clauses releasing the Bank from claims and indemnifying them against future claims. The Applicant subsequently filed an appeal in the Federal Court of Australia, which was initially treated as an application for leave to appeal due to procedural issues.

Clarke v Beiler Constructions Pty Ltd as trustee for Fox Trading Trust

the Applicant, a carpenter apprentice employed by Beiler Constructions Pty Ltd, brought claims against the company and its director, alleging sexual harassment and underpayment of wages. She also claimed adverse action related to her removal from a worksite. The Applicant alleged two colleagues engaged in unwelcome conduct of a sexual nature and that she was removed from a site due to a relationship with another employee. The employer denied the allegations but later conceded vicarious liability if the harassment occurred.

FWO v Printpot Pty Ltd

The Fair Work Ombudsman (FWO) commenced litigation against Printpot Pty Ltd. The nature of the proceedings involved non-compliance with a compliance notice. The decision was made on June 10, 2026.

Brookhouse v Australian Broadcasting Corporation

The Applicant brought proceedings against the Australian Broadcasting Corporation (ABC) alleging violations of several Australian laws, including the Fair Work Act 2009, the Privacy Act 1988, and the Copyright Act 1968. The ABC sought summary dismissal of the proceedings, arguing the Applicant had no reasonable prospect of success. The Applicant is representing himself.

Verma v Coles Supermarkets Australia Pty Ltd

the Applicant, a casual trolley collector for Coles Supermarkets Australia Pty Ltd, was terminated on February 9, 2024. He alleges his termination and prior treatment were unlawful under various discrimination and workplace laws, stemming from an incident where he became unwell at work and a subsequent verbal altercation with a co-worker, Zachary Cooper, who allegedly made racist remarks. the Applicant claims Cooper photographed him while unwell and reported it to management. Coles is seeking summary judgment against the Applicant’s claims.

Application by Azura Fresh Nsw Pty Ltd Trading AS Azura Fresh

Azura Fresh NSW Pty Ltd, trading as Azura Fresh, applied to the Fair Work Commission for approval of the Azura Fresh Enterprise Agreement 2025–2029. The application was assigned case number AG2026/46 and was considered by a Deputy President. The company operates in the food, beverages and tobacco manufacturing industry. The agreement is categorised as a single-enterprise agreement covering a bridging period, with a nominal expiry date of 30 June 2029.

Application by Communications, Electrical, Electronic, Energy, Information, Postal, Plumbing and Allied Services Union of Australia (128V)

The Fair Work Commission considered an application regarding the MNJ Engineering Pty Ltd and CEPU – Plumbing Division (Vic) Plumbing Enterprise Agreement 2024 – 2027. The union applied for approval of the agreement. The agreement covers employees in the plumbing industry. Deputy President Colman heard the application.

the Applicant v CorePlus Brighton Pty Ltd & the Respondent

the Applicant brought an application to the Fair Work Commission concerning a dismissal. The application related to contraventions involving her dismissal. The Fair Work Commission case number was C2025/12576. CorePlus Brighton Pty Ltd and the Respondent were also involved. The Deputy President and another Deputy President heard the case.

the Applicant v Revolutions Gym Pty. Ltd.

the Applicant commenced employment with Revolutions Gym Pty. Ltd. The matter concerns an application to deal with contraventions involving dismissal. the Commissioner heard the application. The document indicates this is a decision [2026] FWC 1968.

Application by Heidelberg Materials Australia Pty Ltd

Heidelberg Materials Australia Pty Ltd, a company in the cement and concrete products industry, sought approval of an enterprise agreement. The agreement covers tipper drivers in the Eastern Region, specifically the Central Coast and Newcastle areas. The agreement's expiry date is September 30, 2029. the Commissioner heard the application.

Application by Specialty Packaging Group Pty Ltd Trading AS Opal Specialty Packaging

Specialty Packaging Group Pty Ltd, trading as Opal Specialty Packaging, applied for approval of the Specialty Packaging (Victoria) Enterprise Agreement 2026. The agreement covers employees in the graphic arts industry. the Commissioner heard the application. The agreement expires on April 21, 2029.

the Applicant v Priceline Knox

the Applicant commenced employment with Priceline Knox. The matter concerns a dispute related to a contract of employment and entitlements under the National Employment Standards (NES) or a safety net contractual entitlement. The Fair Work Commission was asked to determine if a dispute existed.

Application by the Applicant

The Applicant brought an application to the Fair Work Commission. The application concerned a dismissal and related to previous applications concerning the same dismissal. Somerville Retail Services Pty Ltd was the respondent. Deputy President Farouque heard the case.

the Applicant v Best & Less Pty Limited

the Applicant commenced employment with Best & Less Pty Limited. The Fair Work Commission considered an application to deal with contraventions involving her dismissal. Deputy President Beaumont heard the case. The document indicates the case number was C2026/4322.

Application by Brolec (Qld) Pty Ltd

Brolec (Qld) Pty Ltd, an electrical contracting business, applied for approval of an enterprise agreement. The agreement is between the company and the CEPU Electrical Division Queensland. The agreement covers the period from 2023 to 2026. Deputy President Colman heard the application.

Application by "Automotive, Food, Metals, Engineering, Printing and Kindred Industries Union" known as the Australian Manufacturing Workers' Union (AMWU) (188V)

The Australian Manufacturing Workers' Union (AMWU) applied to the Fair Work Commission regarding a proposed protected action ballot for employees of Acciona M&E Pty Ltd. The application concerned the building, metal and civil construction industries. Deputy President Colman heard the application.

the Applicant v The Marlow Family Trust No3

the Applicant worked as a casual chef at several Sydney hotels operated by the Marlow Family Trust No 3. He applied to the Fair Work Commission for an unfair dismissal remedy after being removed from the staff roster. Deputy President Cross dismissed his application on 27 March 2026, finding that the Applicant had not been dismissed. The Deputy President accepted that the Applicant was engaged on a regular and systematic basis, with rosters provided three weeks in advance, but found no contractual obligation on the employer to provide ongoing shifts. The removal from the roster was therefore not treated as dismissal, and later offers of occasional casual shifts meant the Applicant remained employed. Without a dismissal, the Commission had no jurisdiction to hear the unfair dismissal claim. the Applicant appealed to the Full Bench under section 604 of the Fair Work Act 2009.

Application by Terra Verde DC Workforce Pty Ltd

Terra Verde DC Workforce Pty Ltd applied to the Fair Work Commission for approval of a greenfields enterprise agreement called the Terra Verde DC Workforce Pty Limited (Tunnelling) Greenfields Agreement 2026. The application was assigned case number AG2026/764 and was decided by Deputy President Clancy. A greenfields agreement is a type of enterprise agreement made before any employees are hired to work under it, typically for a new project or enterprise. The agreement relates to the building, metal and civil construction industries, specifically tunnelling work.

the Applicant v Monkey Magic Bar Pty Ltd

the Applicant, an employee, brought an application to the Fair Work Commission concerning their dismissal from Monkey Magic Bar Pty Ltd. The Commission's decision, delivered on May 28, 2026, was made by Deputy President O’Neill.

Application by Cranbourne Pakenham Racing Club Inc

Cranbourne Pakenham Racing Club Inc applied to the Fair Work Commission for approval of a single-enterprise agreement called the Southside Racing Pakenham Racecourse Agreement 2026–2028. The application was assigned case number AG2026/1062 and came before the Commissioner. The club operates in the racing industry and holds ABN 71575147211. The agreement was described as a bridging-period agreement.

Application by Early Learning Association Australia Inc. Trading AS Early Learning Association Australia (ELAA)

Early Learning Association Australia Inc. (ELAA) applied to extend a single interest employer authorisation. The application relates to case B2024/235. The Fair Work Commission was considering this application. The Commissioner made the decision.

Mining and Energy Union (301V) v Fitzroy Coal Management Pty Ltd

The Mining and Energy Union (MEU) brought a claim against Fitzroy Coal Management Pty Ltd. The dispute relates to matters arising under the Fitzroy Mining Operations Enterprise Agreement 2025 and the National Employment Standards (NES). The case number is C2026/3535. The enterprise agreement expires on December 4, 2028.

the Applicant v Somerville Retail Services Pty Ltd

the Applicant sought an extension of time to file an application under section 365 of the Fair Work Act. Somerville Retail Services Pty Ltd was the respondent. The application was delayed by 680 days.

the Applicant v The Trustee for Jacuzzi Hoppers Crossing Unit Trust

the Applicant brought an application to the Fair Work Commission seeking a remedy for unfair dismissal. The Trustee for Jacuzzi Hoppers Crossing Unit Trust was the respondent. The decision was made by Deputy President O’Neill.

Application by Transport Workers’ Union of Australia

The Transport Workers’ Union of Australia applied to the Fair Work Commission. The application relates to the Commission’s power to make road transport minimum standards orders, employee-like worker minimum standards orders, and road transport contractual chain orders. The case references previous applications (MS2024/1, MS2024/2, MS2024/3, MS2024/4) and cites other Fair Work Commission decisions ([2024] FWC 2438). the Commissioner heard the application.

the Applicant v Murray Zircon Pty Ltd

the Applicant commenced employment with Murray Zircon Pty Ltd. The Fair Work Commission heard an application for an unfair dismissal remedy. the Commissioner presided over the case. The document indicates this is a decision from the Fair Work Commission, dated May 28, 2026.

Application by Beach Energy Limited

Beach Energy Limited applied to the Fair Work Commission for approval of the Beach Energy Otway Operations (Maintenance Technicians) Enterprise Agreement 2025. The agreement covers employees in the oil and gas industry. The agreement's expiry date is August 1, 2028.

the Applicant v K J B Building Services Pty Ltd

the Applicant commenced an application to the Fair Work Commission seeking a remedy for unfair dismissal. He worked for K J B Building Services Pty Ltd. The application was filed out of time.

Application/Notification by Australian Rail, Tram and Bus Industry Union (139V)

The Australian Rail, Tram and Bus Industry Union (RTBU) applied to the Fair Work Commission for consent to alter eligibility rules. This application related to s 158 of the Fair Work (Registered Organisations) Act 2009. An objection was raised, and the Commission had to resolve this objection. Vice President Gibian was involved.

Application by CFMEU (105N)

The Fair Work Commission considered an application regarding an enterprise agreement. The agreement is between Lagana Family Trust, trading as Universal Pumping Pty Ltd, and the CFMEU (Victorian Construction and General Division) Subcontractors Concrete Pumping Enterprise Agreement 2024-2027. The agreement covers employees in the building, metal and civil construction industries. Deputy President Bell heard the application.

Application by Victorian Rail Track Trading AS VicTrack

The Fair Work Commission considered an application regarding the approval of the VicTrack Enterprise Agreement 2025 – 2029. VicTrack, a rail industry organisation, sought approval for the agreement. The Commissioner heard the application.

the Applicant v Cirrus AG Pty Ltd

the Applicant sought an unfair dismissal remedy from Cirrus AG Pty Ltd. The Fair Work Commission considered an application for an extension of time regarding this remedy. The details of the circumstances leading to the dismissal are not provided in the text.

the Applicant v Uber Australia Holdings Pty Ltd Trading AS Uber Australia

the Applicant brought an application for an unfair dismissal remedy against Uber Australia Holdings Pty Ltd, trading as Uber Australia. The Fair Work Commission was asked to consider the circumstances of her dismissal. Deputy President O’Neill and Commissioner heard the case.

Alija Halkic v Dsv Australia Pty Ltd

The Applicant brought an application for an unfair dismissal remedy against Dsv Australia Pty Ltd. The Fair Work Commission, comprised of Deputy President O’Neill, heard the case. The decision number is U2026/3120. The document indicates this is a decision regarding an unfair dismissal application.

Variation on the Commission’s own initiative – gender undervaluation – priority awards review,Variation on the Commission’s own initiative – gender undervaluation – priority awards review

The Fair Work Commission (FWC) is undertaking a review of gender undervaluation in certain modern awards. This decision, [2026] FWCFB 126, relates to a variation initiated by the Commission itself. The review covers the Children’s Services Award 2010 and the Pharmacy Industry Award 2020. The Commission has issued Phase 2 determinations as part of this review. Justice Hatcher was involved in the decision.

Application by Inghams Enterprises Pty Limited Trading AS Inghams Enterprises

Inghams Enterprises Pty Limited, trading as Inghams Enterprises, sought approval of the Inghams Enterprises (South Australia Processing and Distribution) Enterprise Agreement 2026. The agreement covers employees in the poultry processing industry in South Australia. the Commissioner considered the application and related documents. The agreement is approved and will expire on May 31, 2029.

Application by Lph Painting Co Pty Ltd

LPH Painting Co Pty Ltd applied to the Fair Work Commission for approval of an enterprise agreement covering its employees. The agreement, titled the LPH Painting Company Pty Ltd Enterprise Agreement 2026, was lodged under case number AG2026/467. The company operates in the building, metal and civil construction industries. The application was assessed by a Commissioner.

Application by Interstate Enterprises Pty Ltd Trading AS Tecside

Interstate Enterprises Pty Ltd, trading as Tecside, sought approval of a new enterprise agreement, the Tecside Enterprise Agreement 2025. The agreement covers employees in the building, metal and civil construction industries. the Deputy President considered the application and related documents.

Application by the Applicant

The Applicant lodged an application on 7 March 2026 seeking an unfair deactivation remedy against Rasier Pacific Pty Ltd trading as Uber. The application was made under the gig worker deactivation provisions of the Fair Work Act 2009. After the application was filed, the Commissioner issued directions requiring the Applicant to file submissions, witness statements and supporting documents by 4 pm on 8 May 2026. The Applicant did not file any material, did not seek an extension, and did not attend a Case Management Conference on 24 April 2026. The Commission sent follow-up correspondence and extended the deadline to 9 am on 12 May 2026. The Applicant again failed to comply. A non-compliance hearing was scheduled for 18 May 2026. The Applicant did not attend that hearing either, despite phone calls and emails from the Commissioner. Uber's solicitors appeared and applied for the matter to be dismissed. The Applicant was given a further opportunity to respond by 20 May 2026 but provided no reply.

the Applicant v Leap Support Services Pty Ltd

the Applicant brought an application to the Fair Work Commission concerning her unfair dismissal from Leap Support Services Pty Ltd. The specifics of the dismissal and the reasons behind it are not detailed in the provided text. Deputy President O’Neill and the Commissioner heard the case.

Application by Shop, Distributive and Allied Employees Association (006N)

The Shop, Distributive and Allied Employees Association (SDA) applied to the Fair Work Commission regarding a regulated labour hire arrangement order. This application concerned Drake Australia Pty Ltd, trading as Drake International, and its relationship with Aldi Foods Pty Ltd. The application relates to work performed for Aldi Foods Pty Ltd. The Fair Work Commission was considering the matter under LH2025/55.

the Applicant v Telus Health (Australia) Pty Ltd

the Applicant brought a claim against Telus Health (Australia) Pty Ltd. The Fair Work Commission considered an application to deal with contraventions involving her dismissal. the Deputy President heard the case. The document itself is incomplete and lacks specific details about the events leading to the dismissal.

the Applicant v Rasier Pacific Pty Ltd

the Applicant worked as an Uber driver engaged by Rasier Pacific Pty Ltd. On 21 September 2025, he was deactivated from the Uber digital labour platform. He applied to the Fair Work Commission for an unfair deactivation remedy under the Fair Work Act 2009. The original decision, issued by Deputy President Dean on 23 February 2026, found he had not been unfairly deactivated. the Respondent's case was that the deactivation followed four complaints about the Applicant's conduct. the Deputy President found the Respondent had followed the Digital Labour Platform Deactivation Code, issuing warnings, preliminary notices and considering the Applicant's responses before making a final decision. the Applicant, representing himself, appealed that decision to a Full Bench of the Commission, also seeking to introduce additional business records as new evidence on appeal.

the Applicant v Border Inn Bacchas Marsh Pty Ltd

the Applicant brought an application to the Fair Work Commission concerning a dismissal. The case involved Border Inn Bacchas Marsh Pty Ltd. The Commission noted the application was incomplete and related to a dismissal under section 587(1)(a) of the Fair Work Act. Deputy President O'Neill and the Commissioner were involved in the decision.

the Applicant v Eventful Supports Pty Ltd

the Applicant commenced proceedings in the Fair Work Commission seeking an unfair dismissal remedy from Eventful Supports Pty Ltd. She filed her application four days beyond the standard time limit. The Fair Work Commission did not grant an extension of time for the application.

Application by Ventora Group Pty Limited Trading AS Ventora

Ventora Group Pty Limited, trading as Ventora, applied to the Fair Work Commission for approval of its Queensland Enterprise Agreement 2026. The agreement covers employees in the building, metal and civil construction industries. the Commissioner considered the application.

the Applicant v Gasmak Pty Limited

the Applicant brought an application for an unfair dismissal remedy against Gasmak Pty Limited. The Fair Work Commission has not provided details regarding the events leading to the dismissal. The decision was made by Deputy President O’Neill.

FWO v David Mark Blumentals

The Fair Work Ombudsman (FWO) commenced proceedings against the Respondent. The case involved non-payment for time worked and entitlements upon termination of employment. The decision was made on May 26, 2026.

Application by The Australasian Meat Industry Employees Union re Hilton Foods Australia —Heathwood,Application by The Australasian Meat Industry Employees Union re Hilton Foods Australia —Heathwood

The Australasian Meat Industry Employees Union applied for a regulated labour hire arrangement order concerning AWX Labour Hire Pty Ltd and Hilton Foods Australia Pty Ltd. The application relates to work performed at Hilton Foods Australia’s Heathwood, Queensland site. The Fair Work Commission was asked to consider the arrangement.

Application by Lph Painting Co Pty Ltd

LPH Painting Co Pty Ltd applied to the Fair Work Commission for approval of its proposed single-enterprise agreement, the LPH Painting Company Pty Ltd Enterprise Agreement 2026. The application (AG2026/467) was heard by the Commissioner. The Commission considered whether the agreement passed the Better Off Overall Test (BOOT), whether all reasonable steps were taken to explain the agreement to employees, and whether employees genuinely agreed to it. Undertakings were provided as part of the process.

FWO v Sonja Gorman as the Trustee for Stylush Trust t/as Stylush AU

The Fair Work Ombudsman (FWO) commenced proceedings against the Respondent. The matter involved non-compliance with a compliance notice.

Jung Hong v Green Drake Pty Ltd as Trustee for the Grey Unit Trust Trading AS Grey Farming

the Applicant commenced employment with Green Drake Pty Ltd as Trustee for the Grey Unit Trust Trading AS Grey Farming. The matter concerned whether the Applicant was dismissed. the Commissioner heard the application.

the Applicant v ALDI Foods Pty Ltd as General Partner of ALDI Stores (A Limited Partnership)

the Applicant brought an application for an unfair dismissal remedy against ALDI Foods Pty Ltd. The Fair Work Commission considered whether ALDI had a valid reason for dismissing the Applicant and whether the dismissal was harsh. The case number was U2025/17245.

the Applicant v Karimbla Constructions Services (NSW) Pty Ltd

the Applicant was dismissed by Karimbla Constructions Services (NSW) Pty Ltd on 11 August 2025. She promptly filed an unfair dismissal application the following day. That application was dismissed on 7 November 2025 due to alleged non-compliance with procedural directions. the Applicant then discontinued her unfair dismissal application and, on 21 November 2025, filed a general protections application under s.365 of the Fair Work Act 2009. This was 80 days outside the 21-day statutory deadline. Deputy President Cross refused her request for an extension of time, finding no exceptional circumstances existed. the Applicant appealed that refusal to the Full Bench, also seeking to introduce new documents not before the original decision-maker. The Full Bench heard the appeal on 20 May 2026.

Application by CFMEU (105N)

The Fair Work Commission considered an application regarding the Dominion Global Pty Ltd and CFMEU Agreement 2024. Deputy President Bell heard the application. The agreement relates to the building, metal and civil construction industries. The agreement was set to expire on December 31, 2027.

Application by Armest Pty Ltd Trading AS Miles Witt Partnership

Armest Pty Ltd, trading as Miles Witt Partnership, applied to the Fair Work Commission for approval of the Seventh-day Adventist Conference Campsites Support Staff Enterprise Agreement 2025. The agreement covers employees working at campsites run by the Seventh-day Adventist Conference. The Deputy President Wright considered the application.

Application by Transport Workers’ Union of Australia

The Transport Workers' Union of Australia (TWU) lodged four applications with the Fair Work Commission (MS2024/1 to MS2024/4) seeking minimum standards orders for employee-like workers and road transport workers, and a road transport contractual chain order. An Expert Panel consisting of Vice President Asbury and three Commissioners is managing these proceedings. In February 2025, the Panel issued a statement proposing four research projects to gather data on digital platform workers and road transport supply chains, and invited interested parties to comment. Submissions were received from academic Dr Lutfun Nahar Lata, delivery platform DoorDash, and the TWU. The Panel then issued this statement deciding which research projects would proceed to inform consultation and any subsequent proceedings.

the Applicant v Westpac Banking Corporation

the Applicant appealed interlocutory decisions and a decision made by the Commissioner in February 2026. The original case involved the Applicant and Westpac Banking Corporation. The appeal concerned transcript issues and the earlier decision in matter U2024/5849. The Fair Work Commission Full Bench heard the appeal.

Application by Volvo Group Australia Pty Ltd Trading AS VCV Australia

Volvo Group Australia Pty Ltd, trading as VCV Australia, applied for approval of a new enterprise agreement. The agreement, titled 'Volvo Group Australia Retail Enterprise Agreement (2026 - 2029)', covers employees in the vehicle industry. the Commissioner considered the application. The agreement's expiry date is April 30, 2029.

Application by CFMEU (105N)

The Fair Work Commission considered an application regarding the proposed V LAND PLASTERING GROUP PTY LTD and the CFMEU (Victorian Construction and General Division) Subcontractors Plastering Enterprise Agreement 2024 – 2027. The agreement covers employees in the building, metal and civil construction industries. Deputy President Bell heard the application.

Application by Levent Painting Pty Ltd

Levent Painting Pty Ltd applied for approval of an enterprise agreement. The Fair Work Commission was considering the application. Deputy President O'Keeffe was involved in the decision. The enterprise agreement covers employees in the building, metal and civil construction industries.

Application by JBS Australia Pty Limited Trading AS D.R. Johnston Group

JBS Australia Pty Limited, trading as D.R. Johnston Group, applied to the Fair Work Commission. The application concerned a variation to redundancy pay. Commissioner Sloan heard the application. The industry is the meat industry.

the Applicant v Asuria People Services Pty Limited

the Applicant, also known as Kenny Ha, appealed a Fair Work Commission decision. The original decision was made by Deputy President Cross on 17 April 2026, in matter number C2025/9708. The appeal was heard by Deputy President Slevin. The case concerns a dispute related to a previous Fair Work Commission decision.

the Applicant v SME Investments (WA) Pty Ltd

the Applicant brought an application for an unfair dismissal remedy against SME Investments (WA) Pty Ltd. The Fair Work Commission has not provided details about the events leading to the dismissal or the nature of the Applicant’s role. The decision was published on May 28, 2026.

Application by AKD NSW Pty Ltd Trading AS AKD

AKD NSW Pty Ltd, trading as AKD, applied to the Fair Work Commission for approval of a new single-enterprise agreement called the AKD Tumut Agreement 2026. The application was assigned case number AG2026/1121 and came before Deputy President Saunders. AKD operates in the timber and paper products industry. The agreement is described as a bridging-period agreement and is recorded with award identifier AE532985.

Application by Transport Workers’ Union of Australia

The Transport Workers' Union of Australia (TWU) lodged four applications with the Fair Work Commission in August and September 2024. Three applications (MS2024/1, MS2024/2, MS2024/3) sought minimum standards orders covering employee-like workers and independent contractors doing 'last mile' delivery work and food delivery. A fourth application (MS2024/4) sought a road transport contractual chain order. The Commission's President constituted an Expert Panel for the road transport industry to facilitate consultation with affected parties. The Australian Industry Group submitted that consultation should wait until the Road Transport Advisory Group advised on prioritisation. The Expert Panel decided to convene a procedural conference on 29 November 2024 in Sydney to discuss how consultation would proceed across all four applications.

Application by Communications, Electrical, Electronic, Energy, Information, Postal, Plumbing and Allied Services Union of Australia (128V)

The Communications, Electrical, Electronic, Energy, Information, Postal, Plumbing and Allied Services Union of Australia (CEPU/ETU) applied to the Fair Work Commission for approval of a new enterprise agreement covering electrical contracting work. The agreement, titled the Ace Electrics Pty Ltd and ETU Electrical Contracting Enterprise Agreement 2025–2029, was lodged under case number AG2026/1034. The matter came before Deputy President Colman for approval. The agreement is classified as a single-enterprise agreement made during the bridging period, with an expiry date of 31 March 2029.

Application by Harvey Fresh Trading AS Harvey Fresh (1994) Ltd

Harvey Fresh Trading (trading as Harvey Fresh (1994) Ltd) applied to the Fair Work Commission for approval of the Lactalis Australia – Harvey Fresh Enterprise Agreement 2026. The application was assigned case number AG2026/842 and came before the Commissioner. The employer operates in the manufacturing and associated industries sector. The agreement is classified as a single-enterprise agreement covering a bridging period.

Application by Transport Workers’ Union of Australia

The Transport Workers' Union of Australia (TWU) lodged four applications seeking minimum standards orders for employee-like workers and road transport workers, plus a road transport contractual chain order. Menulog Pty Ltd separately applied to create a modern award covering the on-demand delivery services industry. All five applications were referred to the Road Transport Advisory Group (RTAG), a specialist advisory body under the Fair Work Act 2009. President Hatcher directed the RTAG to advise on how the Commission should prioritise and process the applications. The RTAG provided its advice on 11 December 2024, slightly after the original deadline, and President Hatcher granted an extension of time. The decision published the RTAG's advice and invited interested parties to make submissions by 23 December 2024.

Application by Communications, Electrical, Electronic, Energy, Information, Postal, Plumbing and Allied Services Union of Australia (128V)

The Communications, Electrical, Electronic, Energy, Information, Postal, Plumbing and Allied Services Union of Australia (the Union) applied to the Fair Work Commission. The application concerned a case, B2026/252. The Union sought to extend a 30-day period related to this earlier case. Deputy President Hampton heard the application.

the Applicant v Bbq King Melbourne Pty Ltd

the Applicant brought an application for an unfair dismissal remedy against Bbq King Melbourne Pty Ltd. The Deputy President Masson dismissed the application under section 399A of the Fair Work Act 2009. The document indicates this was a decision published by the Fair Work Commission.

the Applicant v IDK Pty Ltd

the Applicant brought an appeal against a Fair Work Commission decision made by the Commissioner. The original decision concerned a matter number U2025/13472. The appeal was heard by Deputy President Slevin. The case involved IDK Pty Ltd, a company whose industry is not specified in the provided text. The original decision is referenced as [2026] FWC 555.

Application by Indigo Shire Council

The Fair Work Commission considered an application regarding the Indigo Shire Council Enterprise Agreement 2025 – 2028. The agreement was submitted for approval. the Commissioner heard the application. The agreement covers employees in the local government administration industry.

Aldi Foods Pty Limited As General Partner Of Aldi Stores (A Limited Partnership) Trading AS Aldi Stores v Shop, Distributive and Allied Employees Association (006N) & United Workers' Union (108V) and Others

Aldi Foods Pty Limited appealed decisions made by a Fair Work Commissioner regarding multiple matters (AG2024/4407, AG2025/972, and AG2025/111). The Shop, Distributive and Allied Employees Association and the United Workers' Union were involved. The appeal concerned decisions made on 2 January 2026, following earlier decisions made on 20 October 2025. The case involved a number of applications and appeals related to Aldi Stores.

Application by St John’s Grammar School Inc. Trading AS St John’s Grammar School

St John's Grammar School Inc., trading as St John's Grammar School, applied to the Fair Work Commission for approval of a single-enterprise agreement covering its employees. The application, lodged under case number AG2026/1132, was decided by the Commissioner on 27 May 2026. The school operates in the educational services industry.

Application by Transport Workers' Union of Australia & Australian Road Transport Industrial Organization re fuel cost recovery

The Transport Workers' Union of Australia and the Australian Road Transport Industrial Organization applied to the Fair Work Commission. The application concerned a road transport contractual chain order relating to fuel cost recovery. The Commission was considering the order. Vice President Asbury was involved.

Application by Transport Workers’ Union of Australia

The Transport Workers’ Union of Australia applied to the Fair Work Commission. The application relates to minimum standards orders and road transport contractual chain orders under Chapter 3A of the Fair Work Act 2009. The application also concerns a recent increase in fuel prices and proposes a conference to discuss the matter. The case is identified as MS2024/1.

Fakhri Athari v Uniting NSW, ACT

the Applicant appealed a decision made by Deputy President Dean in matter number U2025/20143. The case involved Uniting NSW, ACT. Deputy President Slevin heard the appeal. The decision relates to a document published on May 28, 2026.

Application by Boral Resources (Wa) Ltd

Boral Resources (WA) Ltd applied under section 185 of the Fair Work Act 2009 to approve the Boral Concrete (Western Australia) Enterprise Agreement 2026, a single-enterprise agreement covering workers in the cement and concrete products industry in Western Australia. The Transport Workers Union of Australia and the Australian Workers' Union were bargaining representatives and sought coverage under the agreement. the Commissioner considered the application in Perth, noting one clause that appeared potentially inconsistent with the National Employment Standards. Specifically, clause 8.1.2 allowed Boral to withhold money owed to an employee on termination if the employee failed to give adequate notice, without limiting what types of money could be withheld.

Application by CFMEU (105N)

The Fair Work Commission considered an application regarding the proposed enterprise agreement between Newgen Glass & Aluminium Pty Ltd and the CFMEU (Victorian Construction and General Division) for subcontractors in cladding and facade work. The agreement covers the period from 2024 to 2027. Deputy President Masson heard the application.

Application by Timber Furnishing and Textiles Union (302V) for an Entry Permit for Han Thi Ngoc Le

The Applicant applied for an entry permit to enter a workplace. The Fair Work Commission considered the application, which related to a variation to right of entry permits following a withdrawal from an amalgamated organisation. The decision addresses issues including the registered name of the organisation and a correction of an earlier decision.

United Workers' Union (108V) v Electrolux Home Products Pty Ltd

The United Workers' Union (UWU) applied to the Fair Work Commission under s.739 of the Fair Work Act 2009 on behalf of its members, disputing how Clause 13 of the Electrolux Home Products Pty Ltd National Logistics Support Centre Enterprise Agreement 2022 should apply to labour hire workers at Electrolux's Beverley, South Australia site. Electrolux used workers supplied by Trojan Recruitment Group Pty Ltd alongside its own direct employees. The UWU alleged that Trojan workers were paid only the base hourly rate under the agreement, without casual loading or other entitlements, between October 2022 and October 2025. After conciliation and discussions, Electrolux directed Trojan in October 2025 to pay workers the base rate plus a 25% casual loading. The UWU continued its application seeking formal determinations about what 'paid in accordance with this agreement' required across a range of pay conditions and duties.

Application by Fremantle Freight & Storage Pty Ltd

Fremantle Freight & Storage Pty Ltd applied for approval of its Enterprise Agreement 2026. the Commissioner considered the application. The agreement relates to employees in the storage services industry.

Application by Kimberley David Burton

The Applicant applied to the Fair Work Commission. The application concerned an unfair deactivation remedy. Deputy President O'Keeffe heard the application. The document indicates this is a decision, dated May 28, 2026, with a document number of UDE2026/34 and citation [2026] FWC 1956.

Application by Transport Workers’ Union of Australia

In August 2024, the Transport Workers' Union of Australia (TWU) lodged three applications with the Fair Work Commission seeking minimum standards orders for gig-economy and road transport workers. Two applications (MS2024/1 and MS2024/3) sought employee-like worker minimum standards orders covering digital platform workers delivering packages and food or beverages respectively. The third application (MS2024/2) sought a road transport minimum standards order covering regulated road transport contractors in last-mile package delivery. The applications followed amendments to the Fair Work Act 2009 that commenced on 26 August 2024, giving the Commission new powers to set minimum standards for these worker categories. President Hatcher issued this statement setting out how the Commission intended to manage the applications, including which panels would hear them and how the Road Transport Advisory Group would be consulted.

Application by United Workers' Union (108V)

The United Workers' Union applied to the Fair Work Commission regarding a proposed protected action ballot for employees of Peerless Holdings Pty Ltd. The ballot relates to a dispute concerning workplace matters. Deputy President Hampton and another Commissioner heard the application. The case number is B2026/574.

Application by CFMEU (105N)

The Fair Work Commission considered an application regarding the approval of an enterprise agreement. The agreement is between Steelfinne Fabrications Unit Trust t/as Steelfinne Fabrications Pty Ltd and the CFMEU (Victorian Construction and General Division) Subcontractors Architectural Features & Fittings Enterprise Agreement 2024–2027. The agreement covers employees in the building, metal and civil construction industries. Deputy President Masson heard the application.

the Applicant v Myer Pty Ltd

the Applicant sought to file an application with the Fair Work Commission. The application was lodged eight days beyond the time limit. Myer Pty Ltd did not oppose the application but requested that the time limit be extended. Deputy President Clancy considered the request.

Application by William Angliss Institute of TAFE Trading AS William Angliss Institute

William Angliss Institute of TAFE applied under section 185 of the Fair Work Act 2009 for approval of a single enterprise agreement covering its academic employees. The application was made to the Fair Work Commission and assigned reference AG2026/1076. The National Tertiary Education Industry Union (NTEU) also lodged a statutory declaration under section 183 indicating it wished to be covered by the agreement.

Application by Qube Forestry Pty Ltd Trading AS Qube Forestry

Qube Forestry Pty Ltd, trading as Qube Forestry, applied to the Fair Work Commission for approval of its Tasmania Enterprise Agreement 2025. The agreement covers employees in the timber and paper products industry. the Commissioner heard the application. The agreement expires on December 31, 2028.

the Applicant v The Trustee For The MTM Trust

the Applicant sought an extension of time to file an unfair dismissal application. The Trustee For The MTM Trust was the respondent. the Commissioner heard the application. The decision relates to an application for an extension of time.

Application by Coca Cola Europacific Partners Pty Ltd

Coca Cola Europacific Partners Pty Ltd applied to the Fair Work Commission for approval of its Victorian Distribution Centre Enterprise Agreement 2026. The agreement covers employees in the food, beverages, and tobacco manufacturing industry. the Commissioner considered the application. The agreement expires on May 31, 2029.

Application by Sunbeam Foods Pty Ltd Trading AS Sunbeam Foods

Sunbeam Foods Pty Ltd, trading as Sunbeam Foods, applied to the Fair Work Commission for approval of its Metal & Electrical Trades Employees Enterprise Agreement 2025. The agreement covers employees in the food, beverages and tobacco manufacturing industry. the Commissioner heard the application. The agreement expires on April 1, 2027.

Application by Communications, Electrical, Electronic, Energy, Information, Postal, Plumbing and Allied Services Union of Australia (128V)

The Communications, Electrical, Electronic, Energy, Information, Postal, Plumbing and Allied Services Union of Australia (the Union) applied to the Fair Work Commission. The application concerned a case, B2026/338. The Union sought to extend a 30-day period related to this case. Deputy President Wright heard the application.

Application by CFMEU - Construction and General Division, South Australia Divisional Branch (105N-SA1) for an Entry Permit for the Applicant

The CFMEU, Construction and General Division, South Australia Divisional Branch, applied for an entry permit for the Applicant under section 512 of the Fair Work Act. The application related to a construction site. The Deputy President issued a decision regarding the permit.

Application by CB Admin Pty Ltd

CB Admin Pty Ltd applied to the Fair Work Commission for approval of the Cleary Bros Quarry Employees Enterprise Agreement 2025. The application was assigned case number AG2026/1131 and came before Commissioner Walkaden. The agreement is described as a single-enterprise agreement covering the quarrying industry, with an ABN of 50683083990 and an expiry date of 1 November 2029.

the Applicant v The Respondent

the Applicant brought an application to the Fair Work Commission. The application sought an extension of time. Deputy President Clancy heard the application.

Application by CFMEU (105N)

The CFMEU (Victorian Construction and General Division) applied to the Fair Work Commission under section 185 of the Fair Work Act for approval of a single-enterprise agreement covering FTW Crane Hire Pty Ltd. The agreement, titled the FTW Crane Hire Pty Ltd and the CFMEU (Victorian Construction and General Division) Mobile Crane Hiring Industry Enterprise Agreement 2024–2027, was lodged as case AG2026/1093. The matter came before Deputy President Bell for approval.

the Applicant v Community Solutions Group Ltd

the Applicant commenced employment with Community Solutions Group Ltd. The Fair Work Commission was asked to deal with contraventions involving her dismissal. Deputy President O’Keeffe heard the case. The decision references previous cases including *Miller, Gail v DPV Health Ltd* and *Mr Cody Harwood v Scotch Oakburn College Inc.*

Application by Monadelphous Electrical & Instrumentation Pty Ltd

Monadelphous Electrical & Instrumentation Pty Ltd applied for approval of its Enterprise Agreement 2026. The agreement covers employees in the electrical contracting industry. the Deputy President made the decision.

Application by Ngurratjuta/Pmara Ntjarra Aboriginal Corporation

The Fair Work Commission considered an application regarding the approval of an enterprise agreement. The agreement is for the Ngurratjuta/Pmara Ntjarra Aboriginal Corporation. The agreement covers the period from 2026 to 2030. The industry is social, community, home care and disability services.

Application by Cubis Systems Pty Ltd

Cubis Systems Pty Ltd applied to the Fair Work Commission for approval of its Narangba Enterprise Agreement 2025. The agreement covers employees in the manufacturing and associated industries. the Commissioner considered the application. The agreement expires on June 30, 2028.

Carly Welburn v Peninsula Health

the Applicant, an employee of Peninsula Health, brought an application to the Fair Work Commission regarding an unfair dismissal. The details of the dismissal and the reasons behind it are not provided in the available text. the Commissioner heard the application.

Application by Communications, Electrical, Electronic, Energy, Information, Postal, Plumbing and Allied Services Union of Australia (128V)

The Communications, Electrical, Electronic, Energy, Information, Postal, Plumbing and Allied Services Union of Australia applied to the Fair Work Commission for approval of the Fire Service Specialists Pty Ltd and ETU Electrical Contracting Enterprise Agreement 2025–2029. The application was assigned case number AG2026/1057 and was heard by Deputy President Colman. The agreement is a single-enterprise agreement covering the electrical contracting industry.

the Applicant v Grimshaw Architects Pty Ltd

the Applicant brought an application to the Fair Work Commission concerning a dismissal. The details of the dismissal and the specific contraventions are not detailed in the provided text. the Commissioner heard the case. The case number is C2025/9418.

Application by Stanmore Trading AS Stanmore Smc Pty Ltd

The Applicant applied to the Fair Work Commission for approval of the Stanmore Poitrel Mine Enterprise Agreement 2026. The application was assigned case number AG2026/1083 and was considered by the Commissioner. The employer operates in the mining industry.

the Applicant v BG&E Pty Limited

the Applicant commenced employment with BG&E Pty Limited. The Fair Work Commission heard an application for an unfair dismissal remedy. the Deputy President presided over the case. The decision references the Variation of Professional Employees Award 2020 and Don Peteranna v Adco Construction (Vic) Pty Ltd.

Application by Eletech Pty Ltd

Eletech Pty Ltd, an electrical contracting business, applied for approval of its Enterprise Agreement 2026–2028. The Fair Work Commission considered the application. the Commissioner made the decision. The agreement covers employees in the electrical contracting industry.

Application by Cardtronics Australasia Pty Ltd Trading AS Ncr Atleos

Cardtronics Australasia Pty Ltd, trading as NCR Atleos, applied to the Fair Work Commission for approval of the NCR Atleos Australia Field Service Enterprise Agreement 2026. The agreement covers employees in the business equipment industry. the Commissioner heard the application. The agreement expires on 2029-05-26.

Application by Estia Investments Pty Limited Trading AS Estia Health

Estia Investments Pty Limited, trading as Estia Health, applied to the Fair Work Commission. The application relates to instruments covering a new employer and transferring employees. the Commissioner heard the application. The case reference is AG2026/926.

Application by Phe Hv And Switchboards Pty Ltd

Phe HV and Switchboards Pty Ltd applied to the Fair Work Commission for approval of an enterprise agreement. The agreement covers employees in the electrical contracting industry. the Commissioner heard the application.

the Applicant v Burswood Nominees Ltd

the Applicant worked for Burswood Nominees Ltd. The Fair Work Commission heard an application for an unfair dismissal remedy. The decision references a previous case, Alan Geoffrey Bond v Carbridge Pty Ltd. The Deputy President heard the case.

Application by SRG Global Civil Pty Ltd

SRG Global Civil Pty Ltd applied for approval of its Enterprise Agreement 2026. The Fair Work Commission considered the application. the Commissioner made the decision. The agreement covers employees in the building services industry. The agreement’s expiry date is 2030.

the Applicant v Tunnelling Solutions Pty Ltd & the Respondent and Another

the Applicant brought a case against Tunnelling Solutions Pty Ltd and the Respondent. The Fair Work Commission considered whether the Applicant was dismissed. The case number was C2026/1366.

Application by Honeywell Limited

Honeywell Limited applied to the Fair Work Commission for approval of a new enterprise agreement. The agreement covers technicians in Victoria and is with the HBS Technicians Victoria and ETU. The proposed agreement would run from 2025 to 2029. The Commissioner was considering the application for approval.

the Applicant v Qantas Airways Limited

the Applicant brought a claim against Qantas Airways Limited. The dispute concerned his classification and rate of pay. The Fair Work Commission considered whether the matter arose under an enterprise agreement. The relevant enterprise agreements had ceased to operate.

Application by Club Macquarie Limited Trading AS Club Macquarie Ltd

Club Macquarie Limited, trading as Club Macquarie Ltd, applied for approval of its employees’ enterprise agreement. The agreement covers employees in the hospitality industry. the Commissioner considered the application. The enterprise agreement expires on 26 May 2030.

Application by Meercroft Care Inc

Meercroft Care Inc, a health and welfare services provider, sought approval of its Enterprise Bargaining Agreement 2026. The agreement was submitted for consideration. the Deputy President was involved in the decision. The agreement covers a bridging period until 2028-08-01.

Sydney Trains v Communications, Electrical, Electronic, Energy, Information, Postal, Plumbing and Allied Services Union of Australia (128V)

Sydney Trains and the Communications, Electrical, Electronic, Energy, Information, Postal, Plumbing and Allied Services Union of Australia were involved in a dispute. The dispute concerned matters arising under the Sydney Trains and NSW Trainlink Enterprise Agreement 2025 and the National Employment Standards (NES).

the Applicant v Engaged Support Services & Ess Behaviour Specialists

the Applicant brought a claim against Engaged Support Services and Ess Behaviour Specialists. The Fair Work Commission was asked to deal with contraventions involving her dismissal. the Commissioner heard the case. No further details about the events leading to the claim are available in the provided text.

Application by Programmed Facility Management Pty Ltd

Programmed Facility Management Pty Ltd applied for approval of its Western Australia Enterprise Agreement 2025. The Fair Work Commission considered the application. the Commissioner heard the application. The agreement covers employees in manufacturing and associated industries.

Application by Sorbent Paper Company Pty Ltd Trading AS Sorbent Paper

Sorbent Paper Company Pty Ltd, trading as Sorbent Paper, sought approval of a new enterprise agreement with the Textile, Clothing and Footwear Union (TWU). The agreement covers the period from 2025 to 2028. The Fair Work Commission considered the application for approval. The agreement applies to employees in the timber and paper products industry.

the Applicant v Australian Livestock Farms Pty Ltd and others

the Applicant commenced proceedings in the Fair Work Commission. The case concerned an application under section 365 of the Fair Work Act. The Fair Work Commission found there was no dismissal in this case.

Application by Legeneering Services Pty Ltd Trading AS Legeneering

Legeneering Services Pty Ltd, trading as Legeneering, sought approval of its Enterprise Agreement 2026. The agreement covers employees in the oil and gas industry. the Commissioner considered the application. The agreement expires in 2030.

Application by Bashir Vahedi

the Applicant applied to the Fair Work Commission for an unfair deactivation remedy. The specifics of the application are not detailed in the provided text. The Commission notes several related cases were considered in reaching its decision.

Application by Gordon Brothers Industries Pty Ltd

Gordon Brothers Industries Pty Ltd applied for approval of its Metal Trades Enterprise Agreement 2025. The agreement covers employees in the manufacturing and associated industries. The Fair Work Commission was considering the application. The agreement expires on June 30, 2028.

Application by West Australian Ballet Company Trading AS West Australian Ballet

The West Australian Ballet Company Trading As West Australian Ballet applied for approval of the West Australian Ballet Dancers’ Enterprise Agreement 2026 – 2027. The Commissioner considered the application. The agreement covers the live performance industry. It is approved and will expire on December 31, 2027.

the Applicant v The General Gumala Foundation Trust

the Applicant brought an application to the Fair Work Commission concerning contraventions involving her dismissal. The General Gumala Foundation Trust was the respondent. The Commission considered a jurisdictional objection raised by the respondent.

CFMEU - Construction and General Division, Queensland Northern Territory Divisional Branch (105N-QLD) v C&H Acquisition Pty Ltd

The CFMEU - Construction and General Division, Queensland Northern Territory Divisional Branch, brought an application to the Fair Work Commission regarding a dismissal. The case involved C&H Acquisition Pty Ltd. The Deputy President Wright heard the application.

Application by Alliance Airlines Pty Limited

Alliance Airlines Pty Limited applied to the Fair Work Commission. The application concerned a variation of redundancy pay. the Commissioner heard the application. The case number was C2026/2742.

FWO v Serotonin Eatery Exercise Education Pty Ltd

The Fair Work Ombudsman (FWO) took legal action against Serotonin Eatery Exercise Education Pty Ltd. The proceedings related to non-compliance with a compliance notice. Details of the specific breaches are not provided in the source text.

FWO v Amanda Hay and Suzanne Miller t/as The Pantry at Corrimal

The Fair Work Ombudsman (FWO) commenced litigation against the Applicant. This action concerned non-compliance with a compliance notice. Details of the specific breaches are not provided in this document.

Ambulance Employees Association of Western Australia Incorporated v United Workers’ Union

The Ambulance Employees Association of Western Australia (AEAWA) applied to be registered as an organisation under the Fair Work (Registered Organisations) Act 2009. The United Workers' Union (UWU) applied to have that registration application summarily dismissed. A Deputy President of the Fair Work Commission dismissed the AEAWA's application, and the Commission's Full Bench upheld that decision. The Commission treated the AEAWA as an 'enterprise association' because a majority of its members were employed in a single enterprise, and concluded it was therefore ineligible to register as an employee association. The AEAWA sought judicial review in the Federal Court, arguing the Commission had misread the legislation. The Victorian Ambulance Union intervened in support of the AEAWA.

FWO v Bharathi Karnati and Ravikanth Baddam

The Fair Work Ombudsman (FWO) commenced litigation against the Applicant and the Second Respondent. The proceedings involved allegations of providing false documents, underpayments, failing to provide payslips, and record-keeping contraventions. The case was heard on 8 May 2026.

FWO v Metisse Bar and Restaurant Group Pty Ltd and Opel Opu Khan

The Fair Work Ombudsman (FWO) commenced litigation against Metisse Bar and Restaurant Group Pty Ltd and the Respondent. The proceedings related to non-compliance with two compliance notices. Details regarding the specific nature of the non-compliance are not provided in the source text.

Western Chinese Language School Incorporated v Fair Work Ombudsman

Western Chinese Language School Incorporated (WCLS), a community language school, received a compliance notice in September 2022 from a Fair Work Inspector. The notice alleged WCLS had breached the Social, Community, Home Care and Disability Services Industry Award 2010 (SCHADS Award), specifically by underpaying penalty rates for Saturday and public holiday work. WCLS was required to calculate and rectify those underpayments by November 2022. WCLS did not comply. The Fair Work Ombudsman then commenced proceedings in the Federal Circuit and Family Court against WCLS and its then-Chairperson, Baoquan Chen. The primary court found both liable and imposed penalties. WCLS appealed to the Full Federal Court on six grounds, including that the SCHADS Award did not cover community language schools, that the compliance notice was legally deficient, and that the primary judge wrongly refused WCLS leave to amend its defence.

Peymani v Posh N Polished Pty Ltd

Lida Peymani was employed by Posh N Polished Pty Ltd as a salon manager and cosmetic tattooist from September 2024, on a salary of $81,000 plus commission. In May 2025, she sent her employer a written proposal requesting either a pay increase or a mutual separation. She alleges the director responded with verbal pressure and imposed commission reductions. A dispute followed, during which she says she was demoted, locked out of company systems, and ultimately asked not to return. She regards this as constructive dismissal. She initially filed with the Fair Work Commission, then brought a general protections court application in the Federal Court. Because she filed that court application outside the 14-day statutory time limit, she needed the court's permission to proceed. She appeared without a lawyer.

Rogers v McDonald’s Australia Ltd

A class action was filed in the Federal Court of Australia in 2023 on behalf of current and former managers at corporate-owned and franchisee-owned McDonald's restaurants. The claim covers the period 6 December 2017 to 3 February 2020. The core allegation is that these managers were not paid for work performed before their rostered start time or after their rostered finish time. McDonald's Australia Ltd and one franchisee, Pollburg Pty Ltd, have actively defended the case. The court held a hearing on 24 April 2026 to determine the scope of an initial trial, including which group members' claims should be tested and whether the question of 'serious contravention' under the Fair Work Act 2009 should be resolved at that trial.

FWO v Nereshnie Pather

The Fair Work Ombudsman (FWO) commenced litigation against the Applicant. The proceedings concerned non-compliance with a compliance notice and failure to provide payslips. This occurred on 1 May 2026.

Turner v Chandler Macleod Group Limited (Costs)

the Applicant, who represented himself (a litigant in person), brought proceedings against Chandler Macleod Group Limited under the Fair Work Act 2009 (Cth). After the substantive matter was resolved, Chandler Macleod applied to the Federal Court of Australia for a costs order against the Applicant. The court considered two questions: whether the Applicant had started the proceedings without reasonable cause, and whether any unreasonable act or omission by the Applicant caused Chandler Macleod to incur legal costs. The court also considered what weight, if any, should be given to the fact that the Applicant was self-represented.

Paulsen v City of Hobart

Paulsen brought a general protections court application against the City of Hobart under the Fair Work Act 2009 (Cth). The application was not filed within the statutory time limit set by the Act. Paulsen applied for an extension of time under section 370(a)(ii) of the Act. The case came before the Federal Court of Australia, which considered whether there was an adequate explanation for the delay in filing.

[2025] FWC 923

The Maritime Union of Australia (a division of the CFMEU) lodged a dispute against Sydney International Container Terminals Pty Ltd (trading as Hutchison Ports Sydney) and its Brisbane counterpart under their shared enterprise agreement. The dispute centred on whether shiftworkers who were rostered off on a public holiday, and did not work that day, were entitled to an extra day's pay at ordinary rates. The Stevedoring Industry Award 2020 expressly provides that benefit, but the enterprise agreement was silent on it. One employee, the Applicant, a maintenance worker at Port Botany working 32 ordinary hours per week on a 12-hour rotating roster, had never received that additional payment. The matter was arbitrated on the papers by Deputy President Easton.

Decision [2025] FWCFB 74

The Fair Work Commission's Expert Panel, constituted under s 620(1D) of the Fair Work Act 2009, conducted a self-initiated review into gender-based undervaluation of work across five modern awards. The review was triggered by findings in the Annual Wage Review 2023–24 identifying priority occupational groups in female-dominated industries whose minimum award wage rates had never been properly assessed on a gender-neutral basis. The awards examined were the Pharmacy Industry Award 2020, the Health Professionals and Support Services Award 2020, the Social, Community, Home Care and Disability Services Industry Award 2010, the Aboriginal and Torres Strait Islander Health Workers and Practitioners and Aboriginal Community Controlled Health Services Award 2020, and the Children's Services Award 2010. Separate union applications to vary the SCHADS Award were joined to the proceedings. Hearings were conducted in Sydney and Melbourne in December 2024.

[2026] FWC 347

Brayden Dale-McCormick was dismissed from Sleepeezee Bedding Australia Pty Ltd after a roadside drug test revealed cannabis in his system. Dale-McCormick admitted to using cannabis over the weekend prior to returning to work. The company administered a roadside test during working hours while he was driving a heavy combination truck. The dismissal occurred on May 13, 2025, and Dale-McCormick applied for unfair dismissal remedy on May 20, 2025. Sleepeezee Bedding stated they had 143 employees at the time, disqualifying them from being considered a small business employer. There was some inconsistency in the evidence regarding when Dale-McCormick admitted to cannabis use.

[2026] FWC 252

the Applicant, a Powerline Worker at Essential Energy’s Leeton Depot in New South Wales, was dismissed on 14 May 2025, following an incident at a toolbox meeting on 20 February 2025. The dismissal stemmed from aggressive and threatening behavior towards a colleague, the Second Respondent. the Applicant attributed his behavior to an anxiety attack, citing personal difficulties including his aunt entering palliative care and his father’s cancer diagnosis. Prior to the incident, there was a disagreement regarding a truck pickup, which was discussed in a group chat. Witnesses, including fellow workers and union representatives, provided evidence during the hearing.

[2026] FWC 434

Cassandra Cooke, a First Officer (pilot) with 27 years of service at National Jet Express Pty Ltd, was dismissed after allegedly making disparaging comments about a colleague, Wayne Ovens, to a work colleague, Victoria Portelli. Portelli reported the comments to Ovens, who filed a written complaint. The comments reportedly included claims about Ovens’ work and personal life. Cooke denied making the comments. An investigation substantiated the allegations, leading to her dismissal for 'serious misconduct' despite receiving payment in lieu of notice. Cooke initiated an unfair dismissal application under the Fair Work Act 2009.

[2025] FWC 2793

The Applicant was dismissed from Cowra Meat Processors Pty Limited in March 2025. The dismissal followed a period of unauthorised absence and alleged misconduct. The Applicant had been employed since April 2017 and was on annual leave before his absence. He was caring for his father, who was recovering from heart surgery, when he failed to return to work as scheduled. The company alleged he left a shift early and verbally abused a staff member. A formal meeting resulted in his termination, citing serious misconduct.

[2026] FWC 362

Serena and Emma Donato were employees of Queensland Venue Co Pty Ltd. Serena was a Food and Beverage Supervisor and Emma was a Duty Manager. In July 2025, Emma placed rubber ducks and a hand-drawn pentagram on a manager’s desk, which was reported as distressing. A formal complaint was made, and an investigation began. Serena was involved in an Instagram group chat where messages mocking the manager were posted. Both employees received Letters of Allegation and were subsequently dismissed. Serena questioned why she wasn't asked about her relationship with the manager during her disciplinary meeting.

[2026] FWCFB 33

Leigh Moiler was dismissed from his role as a production worker at Cowra Meat Processors Pty Limited (Cowra Meat) in March 2025. The dismissal followed his absence from work and alleged misconduct, including verbal abuse of a supervisor and leaving early without permission. Moiler initially applied for unfair dismissal and was initially found to be unfairly dismissed and ordered reinstatement by Commissioner Walkaden. Cowra Meat appealed this decision, seeking to challenge the reinstatement order.

[2025] FWCFB 283

The Fair Work Commission (FWC) reviewed classifications in the Children’s Services Award 2010 (CS Award) to address potential gender-based undervaluation. In April 2025, the FWC found that Children’s Services Employees (CSEs) had been undervalued and proposed adjustments to their rates of pay. Following consultations with the Australian Childcare Alliance (ACA), the United Workers Union (UWU), the Australian Industry Group (Ai Group), Australian Business Industrial, the New South Wales Business Chamber Ltd, the Community Child Care Association and Community Early Learning Australia, a draft determination was developed. Discussions focused on the phasing-in of wage increases and the operative date.

[2026] FWCFB 44

The Construction, Forestry and Maritime Employees Union (MUA) appealed a Fair Work Commission decision concerning public holiday pay for shiftworkers at Sydney International Container Terminals Pty Limited (SICTL). The dispute arose when a union member, Ross Pettett, was not paid the ordinary rate for a public holiday while rostered off. The Deputy President had ruled that SICTL was not obligated to pay shiftworkers this rate. The core issue was whether a clause in the Stevedoring Industry Award 2020, regarding payment for shiftworkers rostered off on public holidays, was incorporated into the Hutchison Ports Australia and MUA Enterprise Agreement 2021.

[2026] FWC 390

the Applicant initiated a general protections application concerning his dismissal by the Respondent. The application was lodged four seconds outside the 21-day statutory timeframe. the Applicant argued the delay was due to system processing and that payment was made within the timeframe, referencing a tax invoice. The Commission clarified that the tax invoice used Coordinated Universal Time (UTC), which is 10 hours behind Australian Eastern Standard Time (AEST). the Applicant also received an acknowledgement email two minutes after midnight.

[2024] FWC 3196

The dispute involves employees driving concrete agitator trucks on the Snowy Hydro 2.0 project in New South Wales. SC Hydro Pty Ltd and the Construction, Forestry and Maritime Employees Union (CFMEU) disagree about the correct classification of these employees under the SC Hydro Tunnel and Associated Works Greenfield Agreement 2021 – 2025. SC Hydro classifies them as Tunneller Class 2 (TW2), while the CFMEU argues they should be classified as Tunneller Class 1 (TW3). Several employees, including Raymond Orreal, Edward Riley, Glenn Willmott, Gavin Blyth, Steven Roach, Clyde Farr, Ian Starr, Christophe Biberian, Brett Rewald, and Louis Brell, are involved. The dispute concerns whether the employees are performing work that warrants the higher classification.

[2026] FWCFB 27

This case involves a dispute between SC Hydro Pty Ltd and the Construction, Forestry and Maritime Employees Union (CFMEU) regarding the correct classification of employees driving concrete agitator trucks on the Snowy Hydro 2.0 project. The dispute centres on whether these employees should be classified as Tunneller Class 2 (TW2) or Tunneller Class 1 (TW3) under the SC Hydro Pty Ltd – AWU Tunnel and Associated Works Greenfield Agreement 2021 – 2025. Previous decisions by the Fair Work Commission and Full Bench had determined the employees should be classified as TW3. SC Hydro failed to implement these decisions, prompting the CFMEU to seek further orders from the Commission.

[2026] FWC 326

Alyeesha Hall was dismissed from Matic Transport Pty Ltd on 20 August 2025. She applied for an unfair dismissal remedy on 24 November 2025, 75 days outside the statutory time limit. The Respondent objected to the application based on the late filing. Hall initially believed Matic Transport was a family trust, but later discovered it was a corporation. The Transport Workers' Union (TWU) assisted Hall in preparing and lodging the application, initially in the wrong jurisdiction (WAIRC).

[2026] FWC 512

Eric Jordan was dismissed from Pacific National Services Pty Ltd on 26 May 2025. The company alleges he performed Nazi salutes at Mittagong Railway Station on 6 March 2025, breaching workplace policies and damaging the company's reputation. Jordan denies the allegations, claiming he used an 'all clear' signal or a gesture of camaraderie. The company issued a final written warning to Jordan on 17 April 2025 for failing to follow a roster direction. CCTV footage and witness statements were presented as evidence. A workplace investigation was conducted, with a senior employee relations specialist initially handling it before being transferred to a manager based in Queensland.

[2026] FWC 298

The Applicant was employed by Tru Ninja Pty Ltd as a part-time Supervisor and Administrator from June 2024 to October 2025. She was dismissed for serious misconduct related to her handling of bereavement leave following the death of her grandmother and subsequent communication with the employer. Her partner contacted the employer on her behalf, and the company felt the communication was aggressive. The Applicant sought compassionate leave and was repeatedly asked for documentation, which was difficult to provide immediately. The company alleged further misconduct including providing contact details to a third party and refusing to respond to communications. The Applicant was later dismissed and sought an unfair dismissal remedy.

[2026] FWC 515

Shane Stephens commenced an unfair dismissal claim against Citic Pacific Mining Management Pty Ltd in September 2025, seeking reinstatement. The case involved a drug test failure and concerns about the chain of custody of samples. A hearing was scheduled for February 18, 2026, but Stephens discontinued his claim approximately 37 minutes before the hearing, citing feeling overwhelmed and unprepared. Citic Pacific sought an order for costs due to Stephens’ conduct.

Fair Work Ombudsman

Drew and Schofer Real Estate Pty Ltd, a Sydney real estate agency, and its director, the Respondent, have been penalized by the Federal Circuit and Family Court. This followed a failure to comply with a Compliance Notice issued by the Fair Work Ombudsman. The notice related to unpaid entitlements for a junior real estate worker employed from July to September 2022, when he was 18 years old. The worker was underpaid wages and accrued annual leave entitlements under the Real Estate Industry Award 2020 and the Fair Work Act’s National Employment Standards.

Police Federation of Australia (Victoria Police Branch) v Chief Commissioner of Police (Victoria)

The Police Federation of Australia (Victoria Police Branch) brought a dispute about how overtime entitlements should be calculated under an enterprise agreement covering Victoria Police officers. The central question was whether short periods of overtime worked across a fortnight, each individually below a 30-minute threshold, could be added together to trigger a payment entitlement. the Chief Commissioner of Police argued that only continuous periods of at least 30 minutes counted. The matter came before the Full Court of the Federal Court on appeal, which also considered whether the Court had jurisdiction to resolve the dispute.

Fair Work Ombudsman

the Applicant, the former sole director and part-owner of Lortoc No. 60 Pty Ltd, has been penalised $22,017 by the Federal Circuit and Family Court. The company previously operated a café called ‘Hakuna Ma’Coffee’ and a food and beverage kiosk called ‘Ric & Co’ in Redcliffe, Queensland. Three workers, two part-time food and beverage attendants and one full-time fast-food employee, were allegedly underpaid. the Fair Work Ombudsman investigated after receiving a request for assistance from the workers, who were employed between September 2022 and March 2023. The company failed to comply with a Compliance Notice and breached pay-slip laws.

Fair Work Ombudsman

The Fair Work Ombudsman has entered into an Enforceable Undertaking with The Luck Bird Pty Ltd, trading as Carlucci’s Restaurant in Templestowe, Melbourne. The restaurant underpaid 38 employees, including visa holders and junior workers, a total of $194,011 between June 2023 and July 2025. The underpayments included minimum hourly rates, penalty rates, overtime rates, annual leave loading, and casual loading. Employees received back payments ranging from $189 to $20,042. The restaurant has rectified the underpayments and implemented systems to prevent future breaches.

FWO v Hidewood Enterprises Pty Ltd t/as Hidewood Signs and Print and Pieter Berkelaar

The Fair Work Ombudsman (FWO) commenced litigation against Hidewood Enterprises Pty Ltd t/as Hidewood Signs and Print and the Respondent. The proceedings involved non-compliance with a compliance notice.

FWO v Growth Executive Talent Pty Ltd and Brandon Wylie

The Fair Work Ombudsman (FWO) commenced litigation against Growth Executive Talent Pty Ltd and the Respondent. The case involved non-compliance with a compliance notice.

FWO v Drew and Schofer Real Estate Pty Ltd and Graeme Drew

The Fair Work Ombudsman (FWO) took legal action against Drew and Schofer Real Estate Pty Ltd and Graeme Drew. The proceedings involved non-compliance with a compliance notice. Details of the specific nature of the non-compliance are not provided in this document.

FWO v Azmy Enterprises Pty Ltd and Abanoub Azmy

The Fair Work Ombudsman (FWO) commenced litigation against Azmy Enterprises Pty Ltd and the Respondent. The proceedings concerned non-compliance with a compliance notice. This occurred on April 9, 2026.

Fair Work Ombudsman v New Switch Electrical Pty Ltd (Extension of Time)

The Fair Work Ombudsman filed a notice of appeal in the Federal Court of Australia and then applied for orders relating to how that notice could be served on the respondent, New Switch Electrical Pty Ltd. Specifically, the Ombudsman sought three procedural orders: that service be treated as having occurred by a deemed or substituted method under the Federal Court Rules 2011; that the usual requirement to serve the notice of appeal be dispensed with; and that extra time be allowed for service of the notice of appeal. The application concerned procedural steps in the appeal process rather than the underlying merits of any workplace dispute.

Fair Work Ombudsman

Jason Gill, a member of the Maritime Union of Australia (MUA), threatened a colleague in 2021 at Fremantle Harbour. The colleague was crossing a picket line during a dispute between the MUA and Qube Ports Pty Ltd. Gill said the colleague would “end up dead” if he continued working. The affected worker has since experienced panic attacks. The Federal Court found Gill’s threat constituted coercion and adverse action, breaching the Fair Work Act. The union was not held liable for Gill’s actions.

Fair Work Ombudsman v Gill (Kwinana Bulk Jetty Case) (Penalty)

The Fair Work Ombudsman brought a penalty proceeding in the Federal Court of Australia against the Respondent following findings that the Respondent had contravened sections 343, 346 and 348 of the Fair Work Act 2009 (Cth). Those provisions protect employees from adverse action taken to coerce them or because they have exercised, or proposed to exercise, workplace rights. The case became known as the Kwinana Bulk Jetty Case. The penalty hearing required the court to assess the nature, extent and circumstances of the contraventions, any loss or damage suffered, the Respondent's contrition, prior contraventions, and the need for deterrence. The court also considered the double-jeopardy principle under section 556, which prevents a person being penalised twice for the same conduct.

FWO v Jason Gill (Kwinana Bulk Jetty Case) (also known as the Fremantle Port matter)

The Fair Work Ombudsman (FWO) commenced proceedings against the Applicant concerning actions taken at the Kwinana Bulk Jetty, also known as the Fremantle Port matter. The nature of the proceedings involved adverse action and coercion. The decision was made on April 2, 2026.

Fair Work Ombudsman

Southern Cross Care (NSW & ACT) signed an Enforceable Undertaking with the Fair Work Ombudsman and will rectify more than $11.7 million in underpayments, including interest and superannuation, to 5,500 staff. The not-for-profit aged care, home care and retirement living provider operates 27 retirement communities and 27 residential care homes in NSW and the ACT. Affected workers included home care employees, assistants in nursing, registered and enrolled nurses, facility managers, diversional therapists, cooks and handypersons across casual, full-time and part-time roles. The cause was issues with the time and attendance system combined with a manual payroll process inconsistent with enterprise agreement requirements, plus incorrect application of overtime, allowances and shift penalty clauses.

Fair Work Ombudsman

the Applicant, the former operator of Angel Smash Worx in Gosford, NSW, has been penalised $17,502 by the Federal Circuit and Family Court. This followed a Fair Work Ombudsman investigation into breaches of pay slip laws and failure to comply with a Compliance Notice. the Applicant employed a worker from August 2018 to April 2022, including a period as an adult apprentice. The worker raised concerns about underpayment of minimum wages, annual leave entitlements, and training costs.

Fair Work Ombudsman

The Fair Work Ombudsman took legal action against The Ella Group (NSW) Pty Ltd, which operates Funtime Childcare in Greenacre, and its sole director, Louise Ramona Yaacoubian. They failed to comply with a Compliance Notice regarding underpayments to a young early childhood educator employed between April 2021 and May 2023. The worker was aged 20 to 22 during this period. A Fair Work Inspector issued the Compliance Notice in December 2023 after suspecting underpayment of minimum wages, overtime, and annual leave entitlements under the Children’s Services Award 2010 and the Fair Work Act’s National Employment Standards. This is the second time the company and director have been penalised for similar issues.

Reeve v Fair Work Commission

The Applicant brought an interlocutory application in the Federal Court of Australia seeking the recusal of a decision-maker at the Fair Work Commission. The Applicant argued that there was either actual bias or apprehended bias on the part of the relevant member, and that procedural fairness had been denied in the underlying Commission proceedings. The application came before the Federal Court as a challenge to the Commission's conduct rather than to a final substantive decision.

Hitachi Rail STS Australia Pty Ltd v Schoof

Hitachi Rail STS Australia Pty Ltd sought clarification from the Federal Court about how to calculate penalty rates and overtime under its enterprise agreement. The central dispute was whether certain allowances paid to employees should be counted as part of the 'base hourly rate' when working out those penalty and overtime amounts. A secondary question was whether a waiting time penalty provision, which applies when 'wages' are not paid on time, also applied to unpaid allowances.

FWO v Salem Hamze

The Fair Work Ombudsman (FWO) took legal action against the Applicant. The proceedings concerned non-compliance with a compliance notice and failure to provide payslips. The case was heard on 26 March 2026.

Gao v Macquarie Bank Limited

The Applicant brought a discrimination claim in the Federal Court of Australia against Macquarie Bank Limited and individual respondents. The individual respondents had not been named as respondents in the original complaint lodged with the Australian Human Rights Commission (AHRC), though they had been notified of the complaint as persons subject to adverse allegations under the Australian Human Rights Commission Act 1986 (Cth). The individual respondents applied for summary dismissal of the claims against them on that basis. A separate application was also made to strike out paragraphs in the Applicant's statement of claim that went beyond the scope of the original AHRC complaint.

Fair Work Ombudsman

The Fair Work Ombudsman has commenced legal action against Warwick Institute of Australia Pty Ltd, its director the Respondent, and former finance manager a co-worker. They are accused of allegedly requiring a Brazilian national, employed as a marketing officer in Brisbane between July 2019 and February 2022, to repay over $23,365 through a cashback scheme. The worker was initially employed casually, then full-time on a subclass 482 visa with a salary of $65,000. The allegations include requiring the worker to pay cash to the Respondent for visa sponsorship expenses and making further cash payments to the institute. The Fair Work Ombudsman alleges these payments benefited the institute and its director.

Fair Work Ombudsman

Hoppers Trailer Pty Ltd, a Melbourne-based trailer manufacturer, and its sole director, Gurpinder Singh, have been penalised by the Federal Circuit and Family Court. This followed a failure to comply with a Compliance Notice issued by the Fair Work Ombudsman. The notice concerned unpaid entitlements to a welder, an Indian national on a temporary graduate visa, who was employed from June to October 2022. The company failed to pay accrued annual leave entitlements. The Fair Work Ombudsman investigated after receiving a request for assistance from the worker.

Fair Work Ombudsman

The Fair Work Ombudsman took legal action against Veens Group Pty Ltd, a housing construction company in Harrington Park, Sydney, and its sole director, the Respondent. This followed a failure to comply with a Compliance Notice issued in June 2023. The notice related to unpaid wages for a 29-year-old Mandarin-speaking construction worker employed on a student visa. The worker was allegedly underpaid minimum casual wages under the Building and Construction General On-Site Award 2020 for eight days of work in October 2022. The company back-paid some of the amount before and after the Fair Work Ombudsman's legal action.

Fair Work Ombudsman v Jats Joint Pty Ltd

The Fair Work Ombudsman brought proceedings against Jats Joint Pty Ltd concerning the interpretation of the Social, Community, Home Care and Disability Services Award 2010. The central dispute was whether a night shift loading applied to shifts worked before or after a 'sleepover' period, whether a sleepover counts as 'work' under the Award, and whether a sleepover is itself a 'shift'. The case turned on how the Award's provision, that night shift loading is payable for the 'whole of such shift', applies where a shift spans midnight to 6.00 am but includes a sleepover.

Fair Work Ombudsman v Torrens University Australia Limited

The Fair Work Ombudsman issued a compliance notice to Torrens University Australia Limited under section 716(2) of the Fair Work Act 2009. The notice concerned how the university was paying casual academic staff for lecturing work. The dispute turned on the correct interpretation of the Higher Education Industry – Academic Staff – Award 2010 and its 2020 successor. Specifically, it concerned the meaning of 'associated working time' built into the hourly payment rates for casual lecturers. The matter came before the Full Federal Court on appeal.

Kaur v Minister for Immigration and Citizenship

This case involves an appeal to the Federal Court of Australia from a decision of the Federal Circuit and Family Court of Australia. The Applicant sought judicial review of a decision by the Administrative Appeals Tribunal, which had upheld the Respondent's refusal to grant her a Student (Temporary) visa (Subclass 590). The appeal centred on whether the primary judge was correct to find that a procedural notice issued by the Tribunal under section 359 of the Migration Act 1958 (Cth) was valid, and whether the Tribunal had additional obligations to inform the Applicant of something before making its decision.

Fair Work Ombudsman

The Labour Hire Authority (LHA) and Fair Work Ombudsman (FWO) held a forum in Healesville on March 17, 2026, with local growers, industry groups, and labour hire companies. This followed a compliance operation by the LHA and a 2025 report highlighting high non-compliance rates in the Yarra Valley and Mornington Peninsula horticulture sector. Legal action has been initiated against a Yarra Valley orchard and an allegedly unlicensed labour hire company. The FWO has previously secured penalties against horticulture growers for underpayments, exceeding $166,000 against a celery producer and nearly $160,000 against a tomato and cucumber grower. The forum aimed to improve compliance and provide guidance to growers.

FWO v The Ella Group (NSW) Pty Ltd and Ms Louise Yaacoubian

The Fair Work Ombudsman (FWO) took legal action against The Ella Group (NSW) Pty Ltd and the Respondent. The proceedings concerned non-compliance with a compliance notice. The decision was made on 13 March 2026.

FWO v Stuart James Angel

The Fair Work Ombudsman (FWO) commenced proceedings against the Applicant. The proceedings concerned non-compliance with a compliance notice and failure to provide payslips. The case was heard on 13 March 2026.

Rizkalla v CDC Geelong Pty Ltd

A self-represented litigant, Rizkalla, brought a general protections claim under Part 3-1 of the Fair Work Act 2009 (Cth) against CDC Geelong Pty Ltd and related respondents. The claim sought pecuniary penalties for alleged contraventions of civil penalty provisions. The second to fourth respondents were alleged to have been involved in those contraventions. The matter came before the Federal Court on the respondents' application to strike out Rizkalla's amended statement of claim under rule 16.21 of the Federal Court Rules 2011 (Cth), on the basis that the pleading was deficient. The pleading apparently incorporated cross-references to a schedule of particulars.

Fair Work Ombudsman

The Fair Work Ombudsman (FWO) and the Australian Taxation Office (ATO) are increasing their focus on sham contracting. This occurs when employers misclassify employees as independent contractors to avoid paying entitlements like superannuation, leave, and workers’ compensation. The ATO has observed concerning patterns in industries like building and construction and road freight. The FWO has investigations underway in sectors like building and construction and road transport. One company in Sydney faced penalties for terminating employees and re-engaging them as contractors.

Fair Work Ombudsman

The Fair Work Ombudsman has commenced legal action against Australian Native Landscapes Pty Ltd, a landscaping and gardening materials company based in New South Wales. The company allegedly underpaid four workers a total of $35,716 between 2020 and 2023. The workers held positions including labourer, driver, excavator and were located at Orange, Tea Gardens, Terrey Hills, and Cooranbong. Alleged underpayments included minimum hourly rates, casual loading, annual and personal leave, and overtime. One worker has been fully back-paid, while the others have received partial back-payments.

Roohizadegan v Technology One Limited (No 7)

This case is the seventh set of proceedings arising from a general protections dispute between the Applicant and Technology One Limited. After the substantive matter was resolved, Technology One applied for a costs order under section 570 of the Fair Work Act 2009. The key event was a Calderbank offer, which is a formal settlement offer made outside court that can affect who pays costs later, of $2.2 million made by Technology One to the Applicant during the trial. The Applicant did not accept the offer. The Federal Court was asked to decide whether that rejection amounted to unreasonable conduct justifying a costs order against the Applicant.

Fair Work Ombudsman

Shinya Geelong HR Pty Ltd and Shinya Torquay HR Pty Ltd, former operators of ramen restaurants in Geelong and Torquay, Victoria, have been penalized for failing to comply with Compliance Notices. The Fair Work Ombudsman investigated after receiving requests for assistance from four workers, including three visa holders and one Australian citizen. The workers were employed as cooks and waitstaff between November 2020 and July 2023. The Compliance Notices related to underpayment of minimum wages, weekend rates, public holiday rates, and annual leave entitlements.

Liebenberg v IP Australia

the Applicant brought a claim against IP Australia, arguing she had been constructively dismissed under section 386(1)(b) of the Fair Work Act 2009. Constructive dismissal occurs when an employee resigns because their employer's conduct left them with no reasonable choice but to leave. The Fair Work Commission found there was no constructive dismissal. the Applicant then sought permission to appeal to the Full Bench of the Commission, which refused permission. She then applied to the Federal Court of Australia, seeking judicial review of the Full Bench's decision on the basis that it was affected by jurisdictional error, meaning the Commission had exceeded or misapplied its legal authority.

Fair Work Ombudsman

Echuca Kebabs Pty Ltd, a take-away food business in Echuca, Victoria, and its sole director, Zekeriye Bilir, have been penalised by the Federal Circuit and Family Court. This followed a failure to comply with a Fair Work Ombudsman Compliance Notice. The notice related to JobKeeper payments and alleged underpayment of minimum wages and annual leave entitlements to a worker employed between 2017 and 2022. The company only made payments to the worker after the Fair Work Ombudsman initiated legal action.

Fair Work Ombudsman

The Fair Work Ombudsman has commenced legal action against Geng Xu, Jayce Richardson, and Chen Sun, former directors and a former bookkeeper of Ezytenant Pty Ltd, a real estate advertising and management company based in Adelaide. The company has since been liquidated. The case involves a Chinese national employed as a marketing specialist at Ezytenant between January and July 2020, who was on a temporary graduate visa. It is alleged that the worker was required to repay his after-tax wages through a cashback scheme, totaling $10,702 between April and July 2020. The worker was allegedly told to withdraw his wages in cash and hand it over to Xu or Richardson, under threat of termination. The company also allegedly issued false payslips.

Turner v Chandler Macleod Group Limited

the Applicant brought a claim in the Federal Court of Australia against Chandler Macleod Group Limited and various other respondents. The case came before the court on applications by the respondents for summary judgment and to strike out or set aside the Applicant's claim. The respondents argued that the Originating Application and Statement of Claim had no reasonable prospect of success. Central to the dispute was the Applicant's attempt to relitigate matters that had previously been resolved through deeds of settlement and release. the Applicant also sought to have those deeds set aside, but the court found that claim was inadequately pleaded. The claims also faced expiry issues, though the source text is truncated at that point.

Fair Work Ombudsman

Uniting Communities Incorporated, a South Australian community services provider, will return over $2.6 million in underpayments to approximately 1,500 current and former employees. The underpayments occurred between November 2015 and December 2025. They resulted from misapplication of Enterprise Agreements, failure to apply wage increases, and payroll system deficiencies. The organisation self-reported the non-compliance to the Fair Work Ombudsman in May 2023. The affected employees held roles such as support workers, counsellors, and project officers, working across full-time, part-time, and casual positions.

Ioakimidis v Lygon Court Travel Pty Ltd (No 2)

The Applicant brought a case in the Federal Court of Australia against Lygon Court Travel Pty Ltd and two associated individual respondents. The case concerned alleged breaches of the Fair Work Act 2009 (Cth), specifically failures to keep proper employee records, failures to provide payslips, and failures to pay annual leave loading. The first respondent company admitted to the contraventions, which were carried out by the second and third respondents. The admissions were made after the matter had already been listed for trial.

Fair Work Ombudsman

The Fair Work Ombudsman has commenced legal action against the Respondent, a former part-owner and manager of the ‘Miso World Square’ Japanese restaurant in Sydney. It is alleged that between June 2020 and September 2022, the Respondent was involved in knowingly underpaying 82 workers, primarily cooks, kitchen attendants, and wait staff, a total of over $162,000. The alleged underpayments included flat hourly rates of $19 to $27, failing to pay overtime, penalty rates, accrued annual leave, split-shift allowances, and breaches of record-keeping laws. Many of the affected workers were visa holders from Thailand, Indonesia, and Japan, with 36 being young workers aged 19 to 24. The restaurant closed in 2024 and the employer, Miso Pty Ltd, was deregistered.

Fair Work Ombudsman

The Fair Work Ombudsman has commenced legal action against Agape Reablement and Support Services NSW Pty Ltd, a Queensland-based disability support services company, and its sole director, Rowell Ian Mammah Llorente. The action follows a Compliance Notice issued in October 2024 regarding alleged underpayment of two disability support workers between November 2023 and May 2024. One worker was casual, and the other was full-time. The alleged underpayments relate to annual leave entitlements for the full-time worker and minimum hourly rates and travel allowances for the casual worker, as per the Social, Community, Home Care and Disability Services Industry Award 2010.

Fair Work Ombudsman

The Fair Work Ombudsman investigated Villa Romana restaurant in Cairns, owned by Mesa 3 Pty Ltd and Helen Papagelou (as trustees of the Ex-RPH Trust). An investigation, following a 2023 inspection, found the restaurant underpaid 76 employees, including those on working holiday and student visas, by a total of $86,873 between May and October 2023. Underpayments related to weekend penalty rates, overtime, split shift allowances, and base rates. The restaurant engaged kitchen and front-of-house staff.

Grofski v Peabody Energy Australia PCI Mine Management Pty Ltd (No 2)

The Applicant brought a claim against Peabody Energy Australia PCI Mine Management Pty Ltd under the Fair Work Act 2009 (Cth). During the proceedings, the Applicant made an interlocutory application seeking leave to further amend the originating application and statement of claim. In the course of that application, the Applicant provided two further amended statements of claim to the Respondents and supplied extensive material. The Applicant also filed a fifth further amended statement of claim in breach of court orders. The Respondents sought a costs order against the Applicant under section 570 of the Fair Work Act, which limits when costs can be awarded in workplace matters.

Offshore Employers Association Limited v Construction, Forestry and Maritime Employees Union

The Offshore Employers Association and the Construction, Forestry and Maritime Employees Union were parties to an enterprise agreement covering offshore workers. A dispute arose and was referred to the Fair Work Commission for arbitration. The Commission made an arbitral award. A preliminary question then came before the Federal Court of Australia: did the Commission's award concern the rights of one particular employee, or did it apply to all employees covered by the enterprise agreement? A related issue was whether the parties had widened the scope of the original dispute by agreement after it was first referred to the Commission, and whether any such widening was within the Commission's lawful authority.

FWO v Echuca Kebabs Pty Ltd and Zekeriye Bilir

The Fair Work Ombudsman (FWO) took legal action against Echuca Kebabs Pty Ltd and the Respondent. The proceedings concerned non-compliance with a compliance notice. The decision was made on 19 February 2026.

FWO v Veens Group Pty Ltd and Dasi (Eric) Shi

The Fair Work Ombudsman (FWO) commenced proceedings against Veens Group Pty Ltd and the Respondent. The case involved non-compliance with a compliance notice. The decision was made on 19 February 2026.

Fair Work Ombudsman v Construction, Forestry and Maritime Employees Union (Kwinana Bulk Jetty Case) (Costs)

The Fair Work Ombudsman brought proceedings against the Construction, Forestry and Maritime Employees Union (CFMEU) and a second respondent under the Fair Work Act 2009 in relation to conduct at the Kwinana Bulk Jetty. The primary proceedings concluded with the court finding the Applicant (the CFMEU) not liable for the actions of the Second Respondent. Following that outcome, a costs application was made. The question before the Federal Court was whether the Applicant's rejection of a settlement offer made during the proceedings amounted to an 'unreasonable act' under section 570(2)(b) of the Fair Work Act, which would allow a costs order to be made against it. The court considered the factors set out in Patrick Stevedores Holdings Pty Ltd v Construction, Forestry, Maritime in assessing whether the rejection of that offer was unreasonable.

Fair Work Ombudsman

CareToDance Pty Ltd, a Sydney dance studio, and its director, Cristian Basescu, are facing legal action from the Fair Work Ombudsman. This follows a Fair Work Commission order in December 2024 requiring CareToDance to pay $24,469 in compensation to a former dance instructor, a Filipino national on a skilled working visa, who was unfairly dismissed in July 2024 after being employed since January 2023. The company failed to comply with the compensation order, prompting the legal action.

Fair Work Ombudsman

The Fair Work Ombudsman has commenced legal action against Threshold Boats Pty Ltd, a Perth boat repair and servicing business, and its sole director and owner, the Respondent. A Fair Work Inspector issued a Compliance Notice in September 2024 after suspecting the company underpaid minimum wages and annual leave entitlements to two former employees, a manager and a mechanic. The employees were employed full-time between March 2022 and March 2024. The company allegedly failed to comply with the Compliance Notice, which required back-payment of entitlements totaling $7,749, and the Respondent was allegedly involved.

Lye v Fair Work Commission

The Applicant applied to the Federal Court of Australia for an interlocutory injunction. The injunction sought to stop the Fair Work Commission from continuing appeal proceedings and from requiring the Applicant to participate in those proceedings without first lawfully considering a request for reasonable adjustments. The application was partly in the nature of a stay of the Commission proceedings. The Court considered whether there was a serious question to be tried, whether the balance of convenience favoured granting the injunction, and whether exceptional circumstances had been shown.

FWO v Shinya Geelong HR Pty Ltd and Tao Mu

The Fair Work Ombudsman (FWO) took legal action against Shinya Geelong HR Pty Ltd and the Respondent. The case involved non-compliance with two compliance notices. The details of the non-compliance are not specified in the provided text.

FWO v Shinya Torquay Pty Ltd and Tao Mu

Shinya Torquay Pty Ltd and the Respondent failed to comply with two compliance notices. The Fair Work Ombudsman initiated legal action. The specific details of the non-compliance are not provided in the source text.

Fair Work Ombudsman

The Fair Work Ombudsman (FWO) has commenced legal action against the Construction, Forestry and Maritime Employees Union (CFMEU) and two officials, Cody Budgeon and Dylan Howard. The case relates to an incident on November 15, 2024, at a Woolloongabba construction site for the Cross River Rail project. Budgeon and Howard allegedly entered and remained in an exclusion zone without authorisation, delaying work. An exclusion zone was in place due to crane operations. The FWO alleges breaches of the Fair Work Act concerning occupational health and safety and improper behaviour during right-of-entry.

Nimhurchu v QBE Insurance (Australia) Pty Ltd

the Applicant brought a claim in the Federal Court of Australia against QBE Insurance (Australia) Pty Ltd, seeking declarations of right and related orders under section 21 of the Federal Court of Australia Act 1976 (Cth). She relied on the Court's accrued jurisdiction to support her claim for ancillary relief. The case raised questions about whether the Federal Court was the appropriate forum, particularly because a specialist tribunal existed as an alternative avenue for the dispute. The matter came before the Court for determination of those jurisdictional and discretionary questions.

Gussen v Swinburne University of Technology

the Applicant brought proceedings against Swinburne University of Technology involving matters under the Fair Work Act 2009 (Cth). During those proceedings, he made an interlocutory application in the Federal Court seeking to restrain Swinburne from enforcing a costs order that had been made against him in the Magistrates' Court. The primary judge dismissed that interlocutory application and ordered the Applicant to pay Swinburne’s costs. the Applicant then applied to the Federal Court of Australia for an extension of time and leave to appeal that interlocutory costs order, arguing that the costs protections in section 570 of the Fair Work Act applied and prevented such a costs order being made against him.

Fair Work Ombudsman v Super Retail Group Limited (Listing of trial)

The Fair Work Ombudsman has brought proceedings against Super Retail Group Limited in the Federal Court of Australia. This decision concerns a procedural step only: listing the matter for its final hearing. The court considered the availability of Senior Counsel retained by one of the parties when selecting suitable hearing dates.

Fair Work Ombudsman

The Fair Work Ombudsman took legal action against SNNB Enterprises Pty Ltd, Taylors Business Pty Ltd, and Yarraville Business Pty Ltd, which previously operated Cash Converters stores in Epping, Delahey, and Yarraville. The companies and their sole director, Graeme Grainger, failed to comply with Compliance Notices requiring them to calculate and back-pay entitlements to seven full-time workers. The workers were store managers, retail employees, and shop assistants. The Fair Work Ombudsman investigated after receiving requests for assistance from the affected workers. The stores have now closed.

Fair Work Ombudsman

Canberra Electrical Solutions Pty Ltd and its director, Tayfun Yildirim, have been penalized for failing to comply with Fair Work Ombudsman Compliance Notices. The company employed two workers—an electrical labourer and an 18-year-old junior apprentice—from February to October 2023. The workers were underpaid minimum wages, annual leave, and overtime. The Fair Work Ombudsman investigated after receiving requests for assistance from the affected workers.

Chambers v Broadway Homes Pty Ltd (No 2)

the Applicant brought a general protections claim against Broadway Homes Pty Ltd after her employment was terminated. She alleged she was dismissed because she exercised, or proposed to exercise, workplace rights, including rights relating to her pay. She also alleged she was underpaid for duties she performed and was not given reasonable notice of termination. The matter was initially commenced in the Fair Work Commission in the same month as her termination before proceeding to the Federal Court. Broadway Homes conceded that a contract of employment existed between the parties.

Fair Work Ombudsman

Well Health Medical Services Pty Ltd, formerly operating Well Health Medical Hub in Merrylands, Sydney, and its sole director, the Respondent, have been penalized by the Federal Circuit and Family Court. This followed a Fair Work Inspector issuing a Compliance Notice in December 2023 regarding underpayments to a full-time registered nurse employed between October 2020 and September 2023. The Applicant sought assistance from the Fair Work Ombudsman. The Compliance Notice related to alleged breaches of the Nurses Award 2020 and the Fair Work Act’s National Employment Standards, including underpayment of minimum wages, annual leave loading, accrued but untaken annual leave, and the worker’s last 46 hours of work.

[2025] FWCFB 293

The Fair Work Commission (FWC) is dealing with the impact of a Federal Court decision regarding delegates’ rights terms in modern awards. The Full Court found that the FWC had exceeded its powers when varying nine awards to include these terms. This has implications for all 155 modern awards, as well as enterprise agreements. The FWC must now vary the nine awards and consider variations to all other awards to ensure compliance with the Fair Work Act 2009.

FWO v Canberra Electrical Solutions Pty Ltd and Tayfun Yildirim

The Fair Work Ombudsman (FWO) took legal action against Canberra Electrical Solutions Pty Ltd and the Respondent. The case involved non-compliance with a compliance notice. The specific details of the non-compliance are not provided in the source text.

Fair Work Ombudsman

Workplace Medical Consultants Pty Ltd, a patient transport company in Sydney, and its director, David Zammitt, have been penalized by the Federal Circuit and Family Court. This followed their failure to comply with a Fair Work Ombudsman Compliance Notice. The company employed a patient transport officer from August 2021 to April 2022. The worker was underpaid overtime rates, wages for their final two weeks, and accrued annual leave entitlements. The Fair Work Ombudsman investigated after a worker requested assistance.

[2026] FWC 137

Jack Gibson, a teacher at Erindale College, was placed on unpaid leave in January 2023. While overseas in August 2023, he was sent a letter detailing seven allegations of inappropriate behaviour involving students, including contact via social media and driving students to events without school supervision. Gibson responded, denying some allegations and explaining others. He later provided an Admissions Statement acknowledging initiating contact with a student via Instagram. The Australian Capital Territory Education Directorate then referred the matter to the Public Sector Standards Commissioner for investigation.

[2026] FWC 173

the Applicant was dismissed from Brian’s Auto Centre Pty Ltd on 7 September 2025. He filed an unfair dismissal application with the Fair Work Commission on 30 September 2025, one day past the 21-day deadline. the Applicant posted the application via express post from the Gold Coast, and postal delays prevented its delivery to the Commission’s Brisbane office until 30 September 2025. the Respondent raised a jurisdictional objection, arguing the application was filed out of time. the Applicant stated on the application form that it was being lodged within the timeframe, noting a potential one-day delay due to posting.

[2025] FWC 3130

ALDI Foods Pty Ltd sought approval for three enterprise agreements: the ALDI Prestons Agreement 2024, the ALDI Jandakot Agreement 2025, and the ALDI Stapylton Agreement 2025. The Shop, Distributive and Allied Employees Association (SDA) opposed the applications, arguing the agreements didn't meet the 'better off overall test' (BOOT). The United Workers Union (UWU) supported the Stapylton Agreement, while the Transport Workers Union of Australia (TWU) supported the Jandakot Agreement but didn't express a view on the Prestons Agreement. The SDA's concerns centered on warehouse employees described as Hourly Rate employees, claiming they weren't better off than if the Storage Services and Wholesale Award 2020 applied.

[2026] FWC 59

the Applicant, a casual employee, worked as a Guest Service Agent at Airport Tourist Village Melbourne (ATVM), operated by RB Enterprises, from October 2023. RB Enterprises was transitioning ATVM from a caravan park to a hotel. On August 15, 2025, the Applicant inquired about his roster and was told there were budget issues and no further shifts for a few weeks. He then received a text message on August 19, 2025, stating his employment was terminated. the Applicant challenged the dismissal, claiming he was unfairly dismissed. RB Enterprises argued the Applicant was not entitled to unfair dismissal protections because he wasn't a regular casual employee.

[2026] FWCFB 4

the Applicant, an employee, made several applications to the Fair Work Commission, including a general protections application and a stop bullying application. His employment ended on 13 January 2025. Quantum Systems Pty Ltd and others (the respondents) objected to the Applicant’s application, arguing he had not been dismissed and therefore the Commission lacked jurisdiction. During a hearing, the respondents withdrew their objection. The Applicant then applied for costs, which the Commission dismissed after considering written submissions. the Applicant appealed the decision, seeking permission to appeal and to appeal the costs decision.

[2026] FWCFB 5

The Fair Work Commission (FWC) is addressing changes required by the Fair Work Legislation Amendment (Closing Loopholes) Act 2023. This Act mandates that modern awards include a 'delegates’ rights term' for workplace delegates. Initially, a Full Bench of the FWC issued a standard term for all awards, but the Federal Court of Australia (FCAFC) later found errors in how the FWC implemented this. The FCAFC ruled the standard term incorrectly limited the scope of delegate representation and communication rights. The current proceedings aim to rectify these errors and ensure compliance with the court's orders, impacting nine specific awards and all other modern awards.

[2026] FWC 189

Tamara Depp (the Applicant) sought an unfair dismissal remedy from Oz Seaside Hair And Beauty Pty Ltd (the Respondent). The Applicant started working for the business on 16 January 2024, under a previous owner. The Respondent purchased the business on 2 December 2024. A business sale contract included a condition that the Applicant's entitlements to annual and long service leave would be adjusted. The Applicant was offered additional duties and a pay increase on 9 March 2025, and subsequently received a casual employment contract on 23 May 2025. Two incidents occurred involving arguments with the salon manager, Nikki Reid, leading to the Applicant's termination via email on 9 June 2025, followed by a revocation of the notice period on 11 June 2025.

[2026] FWC 51

the Applicant was employed as Operations Manager by The Trustee for Roscon Property Services Trust (Roscon) from March 2022 until her dismissal on May 19, 2025. She claims she was unfairly dismissed while on sick leave, alleging no valid reason and an unfair process. Roscon, a small business with fewer than 15 employees, argues the dismissal followed the Small Business Fair Dismissal Code and was for a valid reason, supported by prior warnings. the Applicant disputes the validity of the warnings and the reason for dismissal, citing stress migraines and a difficult work environment. She was notified of her termination via email on May 16, 2025, after leaving work due to illness.

[2026] FWC 253

the Applicant was dismissed from Exclusive Contracting (WA) Pty Ltd on 25 July 2025, after making comments at a company meeting about Chinese workers in the construction industry. the Applicant, a Ceiling Fixer employed for over two years, claimed the comments were not intended to be offensive. Exclusive Contracting, a commercial wall and ceiling subcontracting business employing workers from various countries, argued the comments were racially offensive. The matter proceeded to the Fair Work Commission under s. 394 of the Fair Work Act 2009. The Enterprise Agreement governing the relationship was the Exclusive Contracting (WA) Pty Ltd / CFMEU South Australian Enterprise Agreement 2023.

[2026] FWC 48

the Applicant worked as a delivery person for Portier Pacific Pty Limited (Uber Eats) from November 2022 until July 2025. On 29 July 2025, Uber Eats deactivated his access to the Uber Delivery Platform. This followed two complaints: one on 22 August 2024, alleging unwanted sexual comments and requests for money, and another on 16 July 2025, alleging inappropriate questions and making the user feel unsafe. Uber Eats temporarily blocked his access while investigating, but provided limited information to the Applicant. the Applicant challenged the deactivation, seeking reinstatement and lost remuneration.

[2024] FWC 1699

The Fair Work Commission (FWC) has made determinations to vary 155 modern awards to include a delegates’ rights term. This change stems from the Fair Work Legislation Amendment (Closing Loopholes) Act 2023, which aims to strengthen the rights of workplace delegates. The FWC consulted with interested parties and stakeholders before finalizing the term, which will take effect from July 1, 2024. A specific subclause (XA.10) is added to 38 awards to ensure the delegates’ rights term doesn’t conflict with existing, more favorable clauses. The changes relate to representation, communication, access to facilities, and training for delegates.

[2026] FWC 54

Loan Base Pty Ltd sought costs against the Applicant, who had previously filed and then discontinued an unfair dismissal application against the company. The Applicant was dismissed as CEO and director of Loan Base in April 2025, due to performance issues and allegations of serious misconduct, including diverting clients to his own company, Secure Finance Pty Ltd. He claimed procedural deficiencies in his dismissal and lack of payment of entitlements. Loan Base argued it complied with the Small Business Fair Dismissal Code and offered to settle the costs application for $50,000, which was rejected.

Hisense Australia Pty Ltd v Naskovski

Hisense Australia Pty Ltd applied for leave to appeal part of a Federal Court judgment. The primary judge found that Hisense contravened s 535(3) of the Fair Work Act 2009 (Cth) and reg 3.42 of the Fair Work Regulations 2009 (Cth) by failing to provide the Applicant with a copy of his employment contract when he requested it. The appeal raised questions about whether an employment contract is a type of record required to be kept under reg 3.32 of the Fair Work Regulations 2009 (Cth), and whether a request for a copy of an employment contract triggers the Respondent's obligation to produce it.

[2026] FWC 34

the Applicant, an employee of BHP Coal Pty Ltd, applied to the Fair Work Commission alleging unfair dismissal. The dismissal followed an altercation with a colleague on January 26, 2025. Prior to the incident, the Applicant alleged his colleague used derogatory nicknames and had attendance issues. the Applicant reported these issues to supervisors, but felt they were being covered up. Tensions escalated due to a dispute over a crib room and the use of a crane overdue for inspection. the Applicant was prescribed medication for acid reflux, which he believed may have affected his mood.

[2026] FWC 2

ALDI Foods Pty Ltd sought approval for three enterprise agreements: the ALDI Stapylton Agreement 2025, ALDI Prestons Agreement 2024, and ALDI Jandakot Agreement 2025. Previously, the Fair Work Commission found these agreements didn't meet the 'better off overall test' (BOOT) for part-time warehouse employees. This decision addresses whether to approve the agreements with amendments to address the BOOT concern. The concern stemmed from unpredictable work hours for hourly-rate part-time warehouse employees, as the agreements lacked requirements for advance notice of work times. The Commission previously proposed an amendment requiring ALDI to agree with employees on a regular work pattern.

[2025] FWC 1380

the Applicant made applications to the Fair Work Commission regarding general protections and a stop bullying matter against Quantum-Systems Pty Ltd (the First Respondent) and several associated entities and individuals (the Second, Third, Fourth and Fifth Respondents). Following initial applications, the Applicant withdrew the first application and then filed a new application alleging unfair dismissal. The Respondents initially raised a jurisdictional objection, which they later withdrew. Subsequently, the Applicant indicated an intention to pursue legal action in the Federal Court. the Applicant then sought an order for costs against the Respondents.

Fair Work Ombudsman

The Fair Work Ombudsman has commenced legal action against Korserv Pty Ltd, a Queensland-based labour hire provider, and its manager, the Respondent. This action follows an audit of pay rates at a strawberry farm in the Glass House Mountains in 2023. Korserv allegedly provided false records, including falsified payslips and piecework agreements with forged signatures, to Fair Work Inspectors in December 2023 and January 2024. It is alleged that Korserv subcontracted other companies to pay wages, and the Respondent admitted to sending funds to these subcontractors. At least three of the 14 workers involved were migrant workers on visas.

FWO v Yarraville Business Pty Ltd and Graeme John Grainger

The Fair Work Ombudsman (FWO) took legal action against Yarraville Business Pty Ltd and the Respondent. The case involved non-compliance with four compliance notices. The decision was made on 21 January 2026.

FWO v Taylors Business Pty Ltd and Graeme John Grainger

The Fair Work Ombudsman (FWO) commenced proceedings against Taylors Business Pty Ltd and the Respondent. The case involved non-compliance with four compliance notices. The decision was made on 21 January 2026.

FWO v SNNB Enterprises Pty Ltd and Graeme John Grainger

The Fair Work Ombudsman (FWO) took legal action against SNNB Enterprises Pty Ltd and Graeme John Grainger. The case involved non-compliance with four compliance notices. The decision was made on January 21, 2026.

FWO v Workplace Medical Consultants Pty Ltd and David Zammitt

The Fair Work Ombudsman (FWO) commenced proceedings against Workplace Medical Consultants Pty Ltd and the Respondent. The case involved non-compliance with a compliance notice. The decision was made on January 15, 2026.

Fair Work Ombudsman

The Fair Work Ombudsman has commenced legal action against Rapid Plumbing Group Pty Ltd, a Western Sydney plumbing company, and its sole director, the Respondent. A young worker was employed as a plumber by Rapid Plumbing Group from July to October 2022. A Fair Work Inspector issued a Compliance Notice in February 2023, alleging the company failed to pay the worker industry allowances and accrued annual leave entitlements. The company allegedly failed to comply with the Compliance Notice.

Fair Work Ombudsman

The Fair Work Ombudsman has commenced legal action against Blake Bray, the former owner and director of Terra Nova Interiors Pty Ltd, a joinery and cabinet-making company based in Western Sydney. The company went into liquidation. Two full-time employees, one of whom was 16 years old, sought assistance from the Fair Work Ombudsman. Inspectors issued Compliance Notices in June and August 2023, alleging underpayment of minimum wages, annual leave entitlements, and overtime rates. The alleged unpaid entitlements were based on the Clerks – Private Sector Award 2020, Joinery and Building Trades Award 2020, and the Fair Work Act’s National Employment Standards. The company was required to back-pay $9,576.

Fair Work Ombudsman

The Fair Work Ombudsman secured a penalty against the University of New South Wales (UNSW) for record-keeping failures. Between 2017 and 2022, UNSW failed to keep records for 63 casual academic employees, including hours worked, pay rates, and casual loading entitlements. They also failed to include casual loading information on pay slips. The Fair Work Ombudsman first raised concerns in 2018, and a formal underpayment investigation began in 2020 after UNSW self-reported widespread underpayments. The legal action focused on staff in the UNSW Business School at Kensington, Sydney.

the Applicant v Weeroona Association Inc

the Applicant, an employee of Weeroona Association Inc, sought a determination from the Fair Work Commission regarding her classification under the Social, Community, Home Care and Disability Services Industry Award 2010 (SCHADS Award). The Applicant believed she should be classified as a Social and Community Services Employee Level 3, while her employer maintained her current Level 2 classification was correct. The dispute initially involved remote work arrangements, which were later resolved. Evidence was presented by both parties regarding job duties and responsibilities.

the Applicant v Coles Supermarkets Australia Pty Ltd

the Applicant lodged an unfair dismissal application with the Fair Work Commission on April 10, 2026. He was represented by a lawyer. Coles Supermarkets Australia Pty Ltd, represented by a lawyer, responded to the application. The hearing took place in Sydney on July 22, 2026.

Application by "Automotive, Food, Metals, Engineering, Printing and Kindred Industries Union" known as the Australian Manufacturing Workers' Union (AMWU) (188V)

The Australian Manufacturing Workers' Union (AMWU) applied for a protected action ballot order under section 437 of the Fair Work Act 2009. This relates to employees of Valmet Pty Ltd, a company in the manufacturing sector. Another union, the Communications Electrical Electronic Energy Information Postal Plumbing and Allied Services Union of Australia (CEPU), also made a similar application for the same proposed enterprise agreement. Valmet did not object to the AMWU's application. The ballot will be conducted by Fair Vote Services Pty Ltd.

the Applicant v Virbac (Australia) Pty Ltd & the Second Respondent

the Applicant applied to the Fair Work Commission on May 25, 2026, seeking to challenge her dismissal by Virbac (Australia) Pty Ltd and the Second Respondent. She alleges she was dismissed on March 24, 2026. Her application was filed more than five weeks late. the Applicant explained the delay due to anxiety, mental health issues, financial pressure, and a lack of awareness regarding the 21-day filing period for general protections claims. She states she did not have access to legal advice at the time.

Application by The Australian Workers' Union (002N)

The Applicant applied for a protected action ballot order under section 437 of the Fair Work Act 2009. The application relates to employees of Ventia Utility Services Pty Limited and Suez Water Pty Ltd, trading as Watersure. Two other unions, the Australian Manufacturing Workers’ Union (AMWU) and Communications, Electrical, Electronic, Energy, Information, Postal, Plumbing and Allied Services Union of Australia (CEPU), also made similar applications concerning the same proposed enterprise agreement. The employer did not object to the Applicant's application.

Application by Batchelor Institute of Indigenous Tertiary Education

The Batchelor Institute of Indigenous Tertiary Education sought approval to terminate its Enterprise Agreement 2018-2020, which covered nine employees. A vote was held between May 27 and June 10, 2026, using an online system with paper votes available. Seven employees voted, all approving the termination. The Institute notified employees about the proposed termination via a FAQ sheet, information sheet, voting instructions, and a consultation session. Union representatives from the United Workers’ Union (UWU), Australian Education Union (AEUNT), and National Tertiary Education Industry Union (NTEU) were also informed.

Application by the Applicant

the Applicant, an Uber Eats driver, had his digital account deactivated by Portier Pacific Pty Ltd on April 10, 2026. He filed an application for an unfair deactivation remedy on July 4, 2026, which was 64 days outside the 21-day filing deadline. the Respondent objected, citing the Digital Labour Platform Deactivation Code and the late filing. the Applicant sought an extension of time due to family loss, mental health issues, financial hardship, and attempts to resolve the deactivation with Uber.

Application by Transport Workers' Union of Australia (179V)

The Transport Workers' Union of Australia (TWU) applied to the Fair Work Commission for a protected action ballot order. This relates to employees of Border Express Pty Ltd, aiming to replace three existing enterprise agreements with a single new agreement. The TWU had previously made similar applications concerning Border Express in Melbourne and South Australia. Initial inconsistencies in the application regarding the employee group were later addressed by the TWU. Border Express did not object to the application.

Application by Timb Hoswell

the Applicant, a teacher at Caroline Chisholm School in the Australian Capital Territory (ACT) Education Directorate, filed an application with the Fair Work Commission alleging he was being bullied by three named individuals. He claimed the bullying included gender-based insults and allegations related to his gender identity and car maintenance. The ACT Education Directorate terminated the Applicant's employment on 11 June 2026. The Directorate applied to have the Applicant’s application dismissed, arguing he is no longer employed and therefore there is no risk of continued bullying.

Application by The Australasian Meat Industry Employees Union (007V)

The Applicant applied for a protected action ballot order under section 437 of the Fair Work Act 2009. The application related to employees of Inghams Enterprises Pty Limited. Initially, the Respondent raised concerns about inconsistencies in the ballot period and entity name, which the Applicant subsequently amended. The union stated they had been genuinely trying to reach an agreement with the Respondent.

Application by The Australian Workers' Union (002N)

The Applicant applied to extend the period for industrial action authorized by a protected action ballot (PR811347) in relation to matter B2026/720. The ballot was declared on July 10, 2026. Veolia Environmental Services (Australia) Pty Ltd did not oppose or support the application and reported an agreement with the union regarding a 'no action' period.

Application by Barrett Burston Malting Co. Pty. Ltd.

Barrett Burston Malting Co. Pty. Ltd., a company in the food, beverages and tobacco manufacturing industry, applied to the Fair Work Commission for approval of its enterprise agreement, titled Barrett Burston Malting Company Pty Ltd (Geelong) Enterprise Agreement 2025. The application was made under section 185 of the Fair Work Act 2009. The United Workers Union indicated their desire for the agreement to cover them.

the Applicant v Life Development Pty Ltd

the Applicant worked for Life Development Pty Ltd T/A Raine & Horne Rouse Hill / Box Hill. The company claimed she was a contractor engaged through another company, but the Fair Work Commission found she was an employee and unfairly dismissed. the Applicant sought compensation for this dismissal. the Respondent argued they had a valid reason for dismissal and followed a fair process.

the Applicant v Department Of Education

the Applicant lodged an unfair dismissal application with the Fair Work Commission on May 6, 2026. The application was not made correctly because the required fee wasn't paid or a waiver obtained. The Commission repeatedly contacted the Applicant, via phone and email, requesting payment or a completed fee waiver form by deadlines of May 15th and June 19th, 2026. Despite these reminders, the Applicant did not respond.

Application by Mount Marrow Blue Metal Quarries Pty Ltd

Mount Marrow Blue Metal Quarries Pty Ltd applied to have its Concrete, Quarry and Transport Enterprise Agreement 2026 approved. The agreement is a single enterprise agreement covering employees in the quarrying industry.

Lina Taribuanga v Darwin Steel Supplies Pty Ltd Trading AS Territory Steel

The Applicant commenced employment with Darwin Steel Supplies Pty Ltd Trading AS Territory Steel on April 21, 2025, and was notified of their dismissal on March 4, 2026. They lodged an unfair dismissal application to the Fair Work Commission on March 4, 2026. The Applicant’s employment lasted approximately ten months. Several attempts were made to schedule a conciliation conference, but the Applicant did not attend and failed to respond to communications from the Commission regarding her non-attendance or the minimum employment period requirement.

Application by IVF Australia Pty Ltd Trading AS IVF Australia

IVF Australia Pty Ltd, trading as IVF Australia, sought approval for the IVF Australia Nursing Enterprise Agreement 2026. The Australian Nursing and Midwifery Federation indicated they wished to be covered by the agreement. The company provided written undertakings which were deemed acceptable.

Application by Regional Express Holdings Pty Limited Trading AS Regional Express

Regional Express Holdings Pty Limited, trading as Regional Express (Regional Express), sought approval for the 'Regional Express Aircraft Engineers Agreement 2025-2028'. The Australian Licensed Aircraft Engineers Association, representing employees, indicated it wished to be covered by the agreement. Regional Express provided written undertakings which were deemed acceptable.

Application by the Applicant

The Applicant, through her company Jonrad Pty Ltd, provided parcel delivery services to BESB Couriers, which contracts with Australia Post. Initially, the Applicant worked under a contract between Jonrad and BESB Couriers, which ended on September 28, 2025. She then performed deliveries directly for BESB Couriers from November 12, 2025, without signing a formal subcontractor agreement. Issues arose including van breakdowns, absences during peak periods, complaints about her delivery performance and a comment she made suggesting she would only return to the Toukley run if a full-time driver wasn't found. On February 5, 2026, BESB Couriers informed the Applicant via text message that they had found a full-time driver for the Toukley area.

Application by the Applicant

the Applicant lodged an application on May 26, 2026, to deal with what he believed was an unlawful termination. The Fair Work Commission staff contacted him multiple times, explaining that he should have made a general protections application instead because his former employer was a national system employer. He did not respond to these communications. The application was initially filed under section 773 of the Fair Work Act.

the Applicant v Evolution Mining (NorthParkes) Pty Ltd

the Applicant lodged unfair dismissal and unlawful termination applications with the Fair Work Commission on February 22, 2026. He stated he started employment with Evolution Mining (NorthParkes) Pty Ltd on August 4, 2025, and was dismissed on February 3, 2026, indicating a period of approximately five months' employment. The applications were escalated due to being multiple applications relating to the same dismissal. Commission staff attempted contact with the Applicant several times but received limited responses.

Application by CFMEU (105N)

The CFMEU applied to have the Frontline Reinforcement Pty Ltd and the CFMEU (Victorian Construction and General Division) Subcontractors Steelfixing Enterprise Agreement 2024–2027 approved. The agreement is a single enterprise agreement covering employees in the building, metal and civil construction industries. The CFMEU acted as the bargaining representative for the agreement.

the Applicant v Curtis Island Services Trading AS SeaLink Whitsundays

the Applicant, a casual Master for Curtis Island Services Trading as SeaLink Whitsundays, was dismissed after allegations of misconduct were made by a deckhand in June 2025. The allegations included sleeping on the vessel, unsafe radio practices, vaping, and allowing unlicensed crew members to operate the boat. Following an email complaint, the Applicant received a letter outlining these allegations and was given the weekend to review them before a meeting. He claims he was unofficially offered a resignation option during this time.

the Applicant v My Homecare Provider Pty Ltd

the Applicant initiated proceedings against My Homecare Provider Pty Ltd alleging unfair dismissal. the Applicant worked as a NDIS disability support worker for the Respondent, starting in June 2024 under a subcontractor services agreement. He performed duties such as providing personal care and community access to clients. Initially working part-time, his hours increased to full time. In November 2025, he was informed that no further work was available. The Respondent maintains the Applicant was an independent contractor, while he argues he was an employee.

Application by Fulton Hogan Industries Pty Ltd

Fulton Hogan Industries Pty Ltd applied to have its South Australian Enterprise Agreement 2026 approved by the Fair Work Commission. The agreement, initially titled ‘Fulton Hogan Industries Pty Ltd South Australian Enterprise Agreement 2025’, covers a single enterprise in the asphalt industry. A Notice of Employee Representational Rights used a slightly different title. The Australian Workers’ Union (AWU) indicated it wanted the agreement to cover them.

Application by Applus Pty Ltd

Applus Pty Ltd applied for approval of a single enterprise agreement, called the Applus Pty Ltd Woodside Northwest Agreement 2025–2029. The application was made under section 185 of the Fair Work Act 2009. The Australian Workers’ Union indicated they wished to be covered by the agreement, as required by section 183 of the Act.

the Applicant v The Trustee For Pamenter Family Trust (Pippies Beach House Rainbow Beach)

the Applicant was employed as a casual Vehicle Detailer/Groundskeeper at Pippies Beach House Rainbow Beach, owned by The Trustee For Pamenter Family Trust (Pippies), starting on October 6, 2025. He resigned on December 17, 2025, after disputes arose regarding unpaid rent for staff accommodation and a refusal to sign payroll deduction forms. the Applicant claimed he felt threatened and was forced to resign due to the circumstances. Pippies contends that the Applicant was not dismissed.

the Applicant v Liqui Moly Australia Pty Limited

the Applicant was employed as a Field Sales Representative for Liqui Moly Australia Pty Ltd starting in July 2025, reporting to the Respondent. She raised concerns about the Respondent’s management style with the Managing Director and CEO, in approximately seven conversations. Following a formal complaint from the Applicant regarding the Respondent’s conduct, a meeting was held on February 27, 2026, where issues were discussed. Subsequently, the Respondent visited Perth in March 2026, during which the Applicant claims to have worked extended hours and experienced increased stress, leading to medical treatment. She resigned and applied to the Fair Work Commission for a remedy.

Application by EG Fuelco (Australia) Limited Trading AS EG Australia

EG Fuelco (Australia) Limited, trading as EG Australia, applied to the Fair Work Commission for approval of the EG Australia Fuel & Convenience Enterprise Agreement 2026. The Australian Workers’ Union (AWU) and the Shop, Distributive and Allied Employees’ Association (SDA) were bargaining representatives for the agreement. The application was made under section 185 of the Fair Work Act 2009.

the Applicant v Labelle Nail Spa Pty Ltd

the Applicant commenced employment at Labelle Nail Spa Pty Ltd on April 6, 2025. the Respondent claimed she was a casual employee from April 4, 2025. She went on holiday to Vietnam and was allegedly informed of redundancy before her departure. the Respondent stated her last shift was January 29, 2026. the Applicant filed an unfair dismissal application on March 18, 2026, which the Respondent argued was out of time and that she did not meet the minimum employment period requirement. Labelle Nail Spa Pty Ltd claimed to have 15 employees.

the Applicant v Camp Australia Services Pty Ltd

the Applicant sought an unfair dismissal remedy after her employment with Camp Australia Services Pty Ltd ended on March 23, 2026. She had been employed as a casual from around July/August 2012 and stated that her shifts were cancelled in November 2025. Camp Australia terminated her employment because she hadn't worked for 160 days. The Fair Work Commission considered whether the Applicant met the minimum employment period requirement.

the Applicant v Cleanaway Operations Pty Ltd

the Applicant was made redundant from Cleanaway Operations Pty Ltd on December 5, 2025, after working there since September 2011. He filed an unfair dismissal application with the Fair Work Commission (FWC) on April 24, 2026, which was outside the standard 21-day timeframe. Cleanaway objected to the application, arguing it was out of time and that the redundancy was genuine. the Applicant stated he initially believed his redundancy was genuine, experienced a delay due to his union's lack of an Industrial Officer, and took time gathering documents.

the Applicant v Eastern Health

the Applicant, a healthcare worker at Eastern Health's Wantirna aged care facility, was stood down and subsequently dismissed on May 1, 2026, following an investigation into allegations of restrictive practices against a resident. He filed an unfair dismissal application on May 26, 2026, four days beyond the 21-day filing deadline. the Applicant attributes the delay to the recent deaths of his brother-in-law and sister-in-law in South Australia.

Application by CFMEU (105N)

The CFMEU applied to have the Avopiling Management (NSW) Pty Ltd / CFMEU Collective Agreement 2024-2027 approved. This is a single enterprise agreement covering some, but not all, employees of Avopiling Management (NSW) Pty Ltd. The CFMEU acts as the bargaining representative for the agreement.

Application by CFMEU (105N)

The CFMEU applied to have the Rodaux Holdings Pty Ltd / CFMEU Collective Agreement 2024-2027 approved. This is a single enterprise agreement for cleaning services. The application was made under section 185 of the Fair Work Act 2009. The agreement does not cover all employees, but the group of covered employees was deemed fairly chosen.

Application by Communications, Electrical, Electronic, Energy, Information, Postal, Plumbing and Allied Services Union of Australia (128V)

The Communications, Electrical, Electronic, Energy, Information, Postal, Plumbing and Allied Services Union (CEPU) applied for a protected action ballot order under section 437 of the Fair Work Act 2009. This application related to employees of UGL RS Pty Ltd. The Australian Manufacturing Workers’ Union (AMWU) also made a similar application concerning the same proposed agreement. UGL Rail did not formally object but raised concerns about privacy and ballot questions. CEPU amended its application to reflect an agreed position.

Application by Paragon Plumbing WA Pty Ltd

Paragon Plumbing WA Pty Ltd sought approval for a greenfields agreement, the Paragon Plumbing WA Pty Ltd Alkimos Sea-Water Desalination Plant Onshore Project Union Greenfields Agreement 2025. The Fair Work Commission considered whether the agreement met the requirements of the Fair Work Act 2009 and was consistent with the National Employment Standards (NES). The Communications, Electrical, Electronic, Energy, Information, Postal, Plumbing and Allied Services Union of Australia is a bargaining representative for the agreement.

Application by CFMEU (105N)

The CFMEU applied for approval of a new enterprise agreement, the Buildcorp Group Pty Limited and the CFMEU (Victorian Construction and General Division) Builder Enterprise Agreement 2024 – 2027. This is a single enterprise agreement covering employees of Buildcorp Group Pty Limited. The CFMEU acted as the bargaining representative for the agreement.

Application by Australian Nursing and Midwifery Federation (145V)

The Applicant applied to the Fair Work Commission seeking an order regarding partial work bans at seven hospitals operated by Healthscope Operations Pty Ltd. The Applicant's members were planning industrial action, including bans on certain tasks not directly related to patient care and data entry/paperwork completion. The Respondent issued notices under section 471 of the Fair Work Act reducing employee payments if they participated in the bans. Errors were discovered in these notices, so new notices were issued. The Commission heard evidence from union representatives, nurses, midwives, and Healthscope employees.

the Applicant v U-GO Mobility Pty Ltd

the Applicant lodged an unfair dismissal application with the Fair Work Commission on June 29, 2026, after being dismissed from U-GO Mobility Pty Ltd on June 24, 2026. He stated he worked for approximately three weeks. The Commission determined that he did not meet the minimum six-month employment period required to make an unfair dismissal claim. Despite multiple notifications and opportunities to pay the application fee or demonstrate meeting the minimum employment period, the Applicant failed to respond adequately. He ultimately acknowledged his employment didn't meet the requirements.

the Applicant v Abbots And Kinney (Unley) Pty Ltd

the Applicant commenced employment with Abbots and Kinney (Unley) Pty Ltd in August 2025. She claims she was dismissed on April 1, 2026, after being removed from the rostering app. Abbots contends the Applicant wasn't dismissed but failed to request rostered work. The dispute centres around whether Abbots is a small business employer and if the Applicant met the minimum employment period for unfair dismissal protection.

Automotive, Food, Metals, Engineering, Printing and Kindred Industries Union known as the Australian Manufacturing Workers' Union (AMWU) (188V) v Thales Australia Limited Trading AS Australian Munitions

The Australian Manufacturing Workers' Union (AMWU) initiated a dispute regarding the correct classification of the Applicant, an employee of Thales Australia Limited. The Applicant was initially employed as a Laboratory Technical Assistant and later performed labware configuration development work following an expression of interest. The disagreement centers on whether his role should be classified differently and, if so, when the new classification should take effect. Differing expert assessments and varying methodologies have complicated resolution efforts. The Applicant's workload has fluctuated over time, with periods where labware work constituted a significant portion of his duties.

the Applicant v Milburn Lake Pty. Ltd.

the Applicant lodged an unfair dismissal application with the Fair Work Commission on December 12, 2025. The application was incomplete and the required fee was not paid, nor was a fee waiver requested. Commission staff attempted to contact him via email, SMS, and telephone multiple times between December 2025 and July 2026, requesting payment and a completed form. Chambers also sent further advice regarding the status of his application. the Applicant did not respond to these attempts.

the Applicant v Redpath Contract Services Pty Ltd

the Applicant applied for an unfair dismissal remedy from Redpath Contract Services Pty Ltd on March 26, 2026. the Respondent filed a response on April 8, 2026. A conciliation conference was scheduled for June 16, 2026, but the Applicant did not attend. Multiple attempts to contact him by phone and email were unsuccessful. Further correspondence regarding his non-attendance and intentions also went unanswered.

the Applicant v The Trustee For The Bedshed Trust

the Applicant lodged an unfair dismissal application with the Fair Work Commission on December 31, 2025. He stated he began working for The Trustee For The Bedshed Trust on November 25, 2025 and was dismissed on December 31, 2025. This meant his employment period was less than six months, below the minimum required to file an unfair dismissal claim. the Applicant also did not pay the application fee or request a waiver.

Application by The Australian Workers' Union (002N)

The Australian Workers' Union (AWU) applied for a protected action ballot order concerning employees of Downer EDI Engineering Power Pty Ltd. The AWU and other unions, including the AMWU, CFMEU, and CEPU, sought similar orders related to an enterprise agreement. Downer Engineering did not object to the application. the Applicant, an Organiser from the AWU, declared that genuine bargaining efforts had been made with the employer.

the Applicant v Re.Cycle Operations Pty Ltd

the Applicant applied for an unfair dismissal remedy under the Fair Work Act 2009. He claims he was told about his dismissal on February 10, 2026, and it took effect on February 26, 2026. Re.Cycle Operations Pty Ltd suspended him from work on February 10, 2026, and terminated his employment via email on March 4, 2026, due to a positive drug test breach of company policies. The company paid him in lieu of notice and outstanding entitlements. the Applicant says he didn’t understand the process or time limits.

Application by The Australian Workers' Union (002N)

The Australian Workers' Union (AWU) applied for a protected action ballot order concerning employees of BHP WAIO Pty Ltd and BHP Iron Ore Pty Ltd. The AWU had been bargaining with BHP regarding an enterprise agreement, including an 'emergency protocol' and extending the notice period for industrial action. Other unions, the Australian Manufacturing Workers’ Union (AMWU) and Communications Electrical Electronic Energy union (CEPU), also made similar applications which were already resolved. BHP initially didn't object to the application but requested amendments.

Application by Bartter Enterprises Pty Limited Trading AS 000 451 374

Bartter Enterprises Pty Limited, trading as 000 451 374, sought approval for a new enterprise agreement covering employees at its Mareeba Plant. The agreement covers production, distribution, de-boning and maintenance roles. The Australasian Meat Industry Employees Union (AMIEU) and the Australian Workers’ Union (AWU) indicated they wished to be covered by the agreement. The proposed agreement's period is from 2026 to 2030.

Application by Communications, Electrical, Electronic, Energy, Information, Postal, Plumbing and Allied Services Union of Australia (128V)

The Communications, Electrical, Electronic, Energy, Information, Postal, Plumbing and Allied Services Union of Australia (CEPU) applied to the Fair Work Commission for a protected action ballot order concerning employees of Monadelphous Engineering Associates Pty Ltd (MEA). The application sought approval for a ballot regarding an agreement. Following discussions, MEA did not object to the application with amendments including an emergency events undertaking and extended notice periods. The CEPU stated they had been genuinely trying to reach an agreement with MEA. The ballot will be conducted by Democratic Outcomes Pty Ltd (CiVS).

Application by Hy-Tec Industries Pty Ltd

Hy-Tec Industries Pty Ltd, a company operating in New South Wales, sought approval for its NSW Plant Operator Enterprise Agreement 2026. The agreement is a single enterprise agreement covering plant operators at the company’s NSW plant. The application was made under section 185 of the Fair Work Act 2009.

Application by The Australian Workers' Union (002N)

The Applicant applied to the Fair Work Commission for a protected action ballot order. This relates to employees of Compass Group Pty Ltd and Compass Group Remote Hospitality Services Pty Ltd. The Applicant and the Respondent were negotiating a new enterprise agreement to replace two existing agreements, covering offshore oil and gas workers. The Respondent initially raised an objection but later consented to an amended notice period. The Applicant also sought to expand the application's coverage.

Application by Southern Sg Pty Ltd

Southern Sg Pty Ltd applied to have its enterprise agreement, the Southern SG Pty Ltd and ETU Electrical Contracting Enterprise Agreement 2025 – 2029, approved. The Communications, Electrical, Electronic, Energy, Information, Postal, Plumbing and Allied Services Union of Australia (CEPU) indicated it wanted the agreement to cover them.

the Applicant v Toot Traffic Pty Ltd

the Applicant, a casual traffic controller at Toot Traffic Pty Ltd, lodged an application with the Fair Work Commission under section 365 of the Fair Work Act. He claimed issues arose after disclosing his use of medicinal cannabis and subsequent drug testing. The company responded objecting to the application's jurisdiction, stating the Applicant was still employed and hadn’t been dismissed, but could return to work with a negative drug test. Evidence was exchanged, ultimately confirming the Applicant's ability to return to work.

Application by the Applicant

the Applicant, an Uber Eats driver, sought a remedy against Portier Pacific Pty Ltd (Uber Eats) after her account was deactivated. She argued she performed work through the platform for at least six months, making her eligible for protection from unfair deactivation under the Fair Work Act. The Respondent objected, claiming she didn't perform work regularly enough and citing the Digital Labour Platform Deactivation Code. Evidence showed the Applicant worked between April 2024 and January 2025, with periods of reduced work due to illness, exams, and other commitments. A 'trip log' documented her activity.

the Applicant v Inghams Enterprises Pty. Limited

the Applicant lodged an application with the Fair Work Commission on June 29, 2026, alleging contraventions involving dismissal. The application was not accompanied by the required fee or a fee waiver. The Commission repeatedly contacted the Applicant via SMS and email, requesting payment or a completed fee waiver form, warning that failure to respond could result in dismissal. Despite these reminders, the Applicant did not respond.

Application by Mingara Recreation Club Ltd

Mingara Recreation Club Ltd applied to the Fair Work Commission for approval of a single enterprise agreement, called the Mingara Registered Clubs Team Enterprise Agreement 2026. The application was made under section 185 of the Fair Work Act 2009.

Application by Bradken Resources Pty Ltd

Bradken Resources Pty Ltd applied for approval of a new enterprise agreement, the Bradken Resources Pty Ltd Wundowie Enterprise Agreement 2026. The Communications, Electrical, Electronic, Energy, Information, Postal, Plumbing and Allied Services Union of Australia acted as a bargaining representative. The application sought to cover the union under the agreement.

Application by The Students Representative Council Of The University Of Sydney

The Students Representative Council of the University of Sydney applied for approval of their Enterprise Agreement 2026 under section 185 of the Fair Work Act 2009. The agreement is a single enterprise agreement, meaning it covers one employer. Two unions, the Community and Public Sector Union and the National Tertiary Education Industry Union, were bargaining representatives and notified the Fair Work Commission they wanted the agreement to cover them.

the Applicant v Fluidra Group Australia Pty Ltd

the Applicant lodged an unfair dismissal application with the Fair Work Commission on May 26, 2026. The application was incomplete because she did not pay the required fee or obtain a fee waiver. The Commission attempted to contact the Applicant multiple times via email and SMS to rectify this issue. She received warnings that her application could be dismissed if the deficiency wasn't addressed.

the Applicant v Convenience Holdings Pty Ltd

the Applicant commenced unfair dismissal proceedings against Convenience Holdings Pty Ltd, his former employer, alleging termination was unfair. A conciliation occurred on January 14, 2026, where the Applicant was represented by a lawyer from Legal Aid ACT. Initially, terms of settlement were agreed upon for $2,000 and reinstatement, but the Applicant later rejected the offer, claiming poor advice and a lack of understanding regarding the agreement and cooling-off period. Convenience Holdings stated that the Applicant initially sought $10,000 in compensation.

Application by Chubb Fire & Security Pty Ltd

Chubb Fire & Security Pty Ltd applied to have its Bunbury Sprinkler Fitters Enterprise Agreement 2025–2028 approved. The agreement is a single enterprise agreement covering employees of Chubb Fire & Security Pty Ltd. The Communications, Electrical, Electronic, Energy, Information, Postal, Plumbing and Allied Services Union of Australia (CEPU) was the bargaining representative and notified the Fair Work Commission that it wanted the agreement to cover it.

Application by Pastelor Pty Ltd Trading AS PE Foods

Pastelor Pty Ltd Trading As PE Foods (the Applicant) sought to terminate the PE Foods Enterprise Agreement 2010, which expired on February 9, 2014. The agreement covers employees in the food, beverages and tobacco manufacturing industry. The Applicant stated the agreement was outdated due to changes in modern awards, minimum wage rates, and National Employment Standards. They argued termination would align employee terms with current standards, causing no loss of pay or key conditions. Employees were notified of the application and given an opportunity to provide input but none did so.

Application by the Applicant

The Applicant, an employee-like worker for Rasier Pacific Pty Ltd (Uber) since October 2022, applied to the Fair Work Commission for an unfair deactivation remedy. He was deactivated on June 17, 2025. The application followed earlier complaints against the Applicant from riders, ranging from inappropriate questions and phone use to dangerous driving and alleged verbal abuse. Uber provided records of these complaints and messages exchanged with the Applicant. The Applicant disputed some of the allegations and claimed certain notifications were not received.

the Applicant v Elsum Engineering (Aust.) Pty. Ltd.

the Applicant was a store manager at Elsum Engineering (Aust.) Pty Ltd for over five years. In February 2026, he was summarily dismissed for repeatedly driving a forklift without a license after being instructed not to do so. the Applicant argued that the dismissal was disproportionate and lacked due process. Prior to April 2024, the company had a lax approach to forklift licensing. A new general manager, David Byrne, implemented stricter safety rules in April 2024, including a ‘zero tolerance’ policy for unlicensed forklift operation. the Applicant continued to operate forklifts without a license despite warnings and emails from management.

the Applicant v Stay In The Fight Boxing Australia Pty Ltd

the Applicant claims he was unfairly dismissed from his employment with Stay In The Fight Boxing Australia Pty Ltd (SITF). Initially, the application named Masters Training Centre Australia Pty Ltd as the employer due to confusion between the two entities. the Applicant alleges a sham contracting arrangement and that he performed duties consistent with an employee, including gym cleaning and member sign-up. He was verbally abused by the Respondent, who then dismissed him via a WhatsApp message after concerns were raised about training methods. SITF initially argued the Applicant was an independent contractor.

the Applicant v Randstad Pty Limited

the Applicant lodged an unfair dismissal application with the Fair Work Commission on May 24, 2026, following her dismissal from Randstad Pty Limited on May 22, 2026. She stated she began employment on December 8, 2025, meaning approximately five and a half months of service. The Commission noted that under the Fair Work Act, an employee must generally complete six months of employment before being eligible for an unfair dismissal claim. the Applicant did not respond to multiple requests from the Commission seeking clarification or submissions regarding her employment period.

the Applicant v Svitzer Australia Pty Limited

the Applicant, represented by the Australian Maritime Officers’ Union (AMOU), applied to the Fair Work Commission seeking clarification on his long service leave (LSL) entitlement. He claims continuous employment with Svitzer Australia Pty Ltd and its predecessor companies since November 1997, arguing his LSL should accrue from that date. Svitzer contends his employment was interrupted between October 2005 and August 2006. the Applicant worked as a permanent employee then transitioned to casual work before returning to a permanent role. He argues any interruptions were due to the nature of his casual engagements and slackness of trade, and that Svitzer has not provided evidence to support their claimed break in employment.

Application by The Australian Workers' Union (002N)

The Australian Workers' Union (AWU) applied for a protected action ballot order concerning employees of G James Extrusion Co Pty Ltd. The AWU, CEPU and AMWU all sought similar orders related to a proposed enterprise agreement. G James Extrusion did not object to the application. An organiser from the AWU declared that genuine bargaining efforts had been made with the employer.

the Applicant v Fulton Hogan Construction Pty Ltd

the Applicant lodged an unfair dismissal application with the Fair Work Commission on November 2, 2025. The application was incomplete, missing his commencement date and lacking payment or a fee waiver request. Commission staff attempted to contact the Applicant multiple times via phone, email, and SMS between November 5 and June 15, 2026, warning him that the application would likely be dismissed if deficiencies weren't addressed. He did not respond.

Application by Prixcar Transport Services Pty Ltd

Prixcar Transport Services Pty Ltd, a company in the road transport industry, applied for approval of an enterprise agreement with the Transport Workers Union (TWU). The agreement, titled Prixcar Transport Services Pty Ltd and Transport Workers Union Fair Work Enterprise Agreement 2026-2029, was made as a single enterprise agreement. The TWU notified the Fair Work Commission that it wished to be covered by the agreement.

Application by Ashleigh Ramesh Trading AS Medlog Regional

Medlog Regional Pty Ltd sought to correct a minor error in a Fair Work Commission decision ([2026] FWCA 1060). The company had previously secured approval for the Medlog Regional (Long Distance and Intrastate Drivers) Enterprise Agreement 2025. It was discovered that the approved version of the agreement differed from the one ratified by employees, specifically regarding the nominal expiry date. No objections were raised by employee representatives.

Application by Mc Group Qld Pty Ltd Trading AS Mc Group

Mc Group Qld Pty Ltd T/A Mc Group applied for approval of the MC GROUP Enterprise Agreement 2026, a single enterprise agreement covering employees in the building, metal and civil construction industries. A minor discrepancy existed between the title on the Notice of Employee Representational Rights and the actual agreement title. The application was made under section 185 of the Fair Work Act 2009.

Application by National Tertiary Education Industry Union (283V)

The NTEU applied to the Fair Work Commission for a protected action ballot order. This relates to negotiations for a new enterprise agreement replacing The University of Sydney Enterprise Agreement 2023-2026. The NTEU and the University of Sydney are attempting to reach an agreement. The University of Sydney did not formally object but considered the application unnecessary and premature, also raising concerns about vague questions. TrueVote Pty Ltd will conduct the ballot.

Application by The Australasian Meat Industry Employees Union (007V)

The Applicant applied for a protected action ballot order under section 437 of the Fair Work Act 2009. The application related to employees of Wingham Beef Exports Pty Limited. The union and employer have been bargaining over an enterprise agreement, and the union states it has genuinely tried to reach an agreement. Wingham Beef did not object to the application.

Application by Macdonnell Regional Council

Macdonnell Regional Council applied for approval of the MacDonnell Regional Council Enterprise Agreement 2026 under section 185 of the Fair Work Act 2009. The agreement is a single enterprise agreement covering employees of the council. The Applicant provided written undertakings to address potential financial detriment or substantial changes. The United Workers’ Union (UWU) and the Australian Services Union (ASU) indicated they wished the agreement to cover them.

Application by Mesh And Bar

Mesh & Bar Pty Limited applied to have its enterprise agreement, the Mesh & Bar Pty Ltd New South Wales Enterprise Agreement 2026, approved. The agreement would apply to employees covered by the Manufacturing and Associated Industries and Occupations Award 2020. Several clauses were identified as potentially inconsistent with the National Employment Standards (NES), including those relating to casual conversion, parental leave, public holiday substitution, and withholding termination payments. The Australian Manufacturing Workers’ Union (AMWU) and the Australian Workers’ Union (AWU) are bargaining representatives for the agreement.

Application by National Tertiary Education Industry Union (283V)

The NTEU applied for a protected action ballot order under the Fair Work Act 2009, concerning employees of Federation University Australia. The NTEU and Federation University were in bargaining negotiations for an enterprise agreement. TrueVote Pty Ltd will conduct the electronic ballot. The union stated it had been genuinely trying to reach an agreement with the university.

Application by Board Of Trustees Of The Toowoomba Grammar School Trading AS Toowoomba Grammar School

The Applicant applied for approval of the Toowoomba Grammar School Enterprise Agreement 2026. This is a single enterprise agreement covering employees. The applicant provided written undertakings to address potential financial detriment and substantial changes. The Australian Nursing and Midwifery Federation (ANMF) and the Independent Education Union of Australia (IEUA) indicated they wished the agreement to cover them.

Application by Communications, Electrical, Electronic, Energy, Information, Postal, Plumbing and Allied Services Union of Australia (128V)

The Communications, Electrical, Electronic, Energy, Information, Postal, Plumbing and Allied Services Union of Australia applied to extend the period for industrial action authorized by a protected action ballot (PR799661) in matter B2026/487. The ballot was declared on 18 May 2026. Section 459(3) of the Fair Work Act allows for extensions of up to 30 days, provided certain conditions are met and the period hasn't been extended before. Isis Central Sugar Mill Company Limited did not object to the application.

the Applicant v Phat Tam Pty Ltd Trading AS Pt Bakery & Cafe

the Applicant lodged an unfair dismissal application with the Fair Work Commission on February 24, 2026. The application was incomplete, lacking key details like start date, reason for dismissal, and why it was considered unfair. The Commission attempted to contact her via email and SMS to request a complete application. Repeated warnings were issued that failure to respond could lead to dismissal. Despite these attempts, the Applicant did not provide the required information.

Application by CFMEU (105N)

The CFMEU applied to have the VAMP Cranes Pty Ltd and the CFMEU (Victorian Construction and General Division) Subcontractors Tower Crane Riggers Enterprise Agreement 2024–2027 approved. The agreement covers a single enterprise. The CFMEU, acting as a bargaining representative, notified their intention for the agreement to cover them.

Application by Communications, Electrical, Electronic, Energy, Information, Postal, Plumbing and Allied Services Union of Australia (128V)

The Communications, Electrical, Electronic, Energy, Information, Postal, Plumbing and Allied Services Union (CEPU) applied for approval of a greenfields enterprise agreement between CLR Group Services Pty Ltd and the ETU New South Wales & ACT. The agreement covers employees in the electrical contracting industry and is intended to operate from June 29, 2026, until June 30, 2028.

Application by Avionics Airfield Lighting Pty Ltd

Avionics Airfield Lighting Pty Ltd applied to have its Learmonth Project Enterprise Agreement 2026 approved. The agreement is a single enterprise agreement covering employees in the building, metal and civil construction industries. The application was made under section 185 of the Fair Work Act 2009.

Application by The Australian Workers' Union (002N)

The Australian Workers' Union (AWU) applied to the Fair Work Commission for a protected action ballot order concerning employees of Monadelphous Engineering Associates Pty Ltd. This relates to an enterprise agreement negotiation. The Communications, Electrical, Electronic, Energy, Information, Postal, Plumbing and Allied Services Union of Australia (CEPU) and the Australian Manufacturing Workers' Union (AMWU) have made similar applications. Monadelphous did not object, provided the application was amended. The ballot will be conducted by Democratic Outcomes Pty Ltd T/A CiVS.

the Applicant v the Respondent Anglicare

the Applicant lodged a general protections application with the Fair Work Commission on March 20, 2026. The application did not include the required fee. The Commission attempted to contact the Applicant via email on May 22 and May 26, 2026, regarding the unpaid fee. A final warning was sent on June 13, 2026, stating the application could be dismissed if no response or payment was received by June 19, 2026. the Applicant did not respond to these communications.

Application by Royal Automobile Club Of Victoria Limited (Racv)

Royal Automobile Club of Victoria Limited (RACV) applied for approval of the RACV Club and Resorts Collective Agreement 2026, which covers RACV and Club Tasmania Holdings Pty Ltd. Several issues were raised with RACV's application, leading to written undertakings being provided. The United Workers’ Union (UWU), a bargaining representative, did not object to these undertakings. The agreement does not contain a workplace delegates rights term.

Application by Flinders Adelaide Container Terminal Pty Ltd

Flinders Adelaide Container Terminal Pty Ltd applied to have its 'Flinders Adelaide Container Terminal Supervisors Enterprise Agreement 2026-2030' approved. The agreement covers supervisors and was voted on by employees. A key procedural issue arose because the notice period provided to employees before the vote was six days, less than the seven full calendar days recommended in Principle 6 of the Statement of Principles on Genuine Agreement. All employees still voted to approve the agreement. The Australian Maritime Officers’ Union (AMOU) also sought coverage under the agreement.

Application by Railtrain Pty Ltd

Railtrain Pty Ltd applied to terminate the Rail/Civil Maintenance & Operations Pilbara Enterprise Agreement 2012, which expired on May 29, 2016. The company stated that the agreement no longer covers any employees and has no intention of engaging any in the future. There are also no employee organisations covered by the agreement.

Application by Novotel Vines Resort Trading AS Novotel Vines Resort Swan Valley

Novotel Vines Resort Trading AS Novotel Vines Resort Swan Valley sought approval for The Vines (WA) Pty Ltd Outside Staff Enterprise Agreement 2025, covering outside staff providing gardening services. An initial application had a minor procedural flaw which was later corrected. the Applicant provided written undertakings to address potential concerns. The Australian Workers’ Union, representing employees, supported the agreement and wished to be covered by it.

Application by Railtrain Pty Ltd

Railtrain Pty Ltd applied to terminate the Railtrain Enterprise Agreement 2013, which expired on September 3, 2017. The company stated that the agreement no longer covers any employees and has no intention of engaging any in the future. There are also no employee organisations covered by the agreement. the Applicant provided a statutory declaration confirming this.

Application by Mater Misericordiae Limited Trading AS Mater

Mater Misericordiae Limited (Mater) sought orders from the Fair Work Commission regarding which enterprise agreement would apply to approximately 1,423 employees transferring from Healthscope Operations Pty Ltd's Gold Coast Private Hospital. These employees are currently covered by the Healthscope – Queensland – Nurses and Midwives – Enterprise Agreement – 2021 (Healthscope Nursing EA). Mater wants them to be covered instead by either the Mater Nursing and Midwifery Agreement 2022–2025 or a combination of a common law contract and the Nurses Award 2020. A consultation process involving surveys, information sessions, and meetings was conducted with employees. Approximately 424 out of 945 nursing employees participated in the survey, with 401 voting to support being covered by the Mater Nursing EA.

Application by Knox City Council

Knox City Council applied to have its Enterprise Agreement No. 12 2026 approved. The agreement is a single enterprise agreement covering employees. Three unions, the Australian Nursing and Midwifery Federation (ANMF), the Australian Municipal, Administrative Clerical & Services Union (ASU) and Association of Professional Engineers Scientists and Managers Australia (Professionals Australia), notified the Fair Work Commission they wished to be covered by the agreement.

Application by Wangaratta Rural City Council Trading AS Rural City Of Wangaratta

Wangaratta Rural City Council Trading As Rural City Of Wangaratta sought approval for a new enterprise agreement, the Wangaratta Rural City Council Enterprise Agreement 2026. The Australian Nursing and Midwifery Federation (Victorian Branch), Association of Professional Engineers Scientists and Managers Australia, and the Australian Municipal Administrative Clerical and Services Union were bargaining representatives who requested coverage under the agreement.

the Applicant v Bean Media Group Pty Ltd & Krystina Martin

the Applicant worked for Bean Media Group Pty Ltd as Head of Media – Australia and New Zealand from August 2018 until January 2026. In January 2026, he resigned via email after raising concerns about reduced autonomy, salary discussions halting, and a return to office-based work. He claims he was forced to resign, alleging the company's conduct constituted constructive dismissal. The Applicant sought to challenge whether his resignation was voluntary or if it was termination at the initiative of the employer.

the Applicant v Blue Whale Solutions Pty Ltd

the Applicant worked as a cleaner for Blue Whale Solutions Pty Ltd in Tennant Creek from September 18, 2025. She was involved in a car accident at work on November 28, 2025, and subsequently left her accommodation provided by the company on December 2, 2025. the Applicant alleged that Blue Whale falsely reported the cause of her injury to avoid workers' compensation claims and later removed her access to their WorkApp system. She filed several applications with the Fair Work Commission related to her employment, ultimately lodging a general protections application on January 19, 2026.

Application by the Applicant

The Applicant lodged an application on May 12, 2026, to deal with an unlawful termination dispute. The Fair Work Commission initiated the process under section 773 of the Fair Work Act 2009. It was found that the Applicant should have made a general protections application instead. The Commission attempted to contact him multiple times regarding this and about the unpaid application fee.

Application by the Applicant

The Applicant, a driver for Rasier Pacific Pty Ltd trading as Uber, was deactivated on February 17, 2026. He applied to the Fair Work Commission on April 28, 2026, seeking an unfair deactivation remedy under the Fair Work Act. This application was filed 49 days past the initial 21-day deadline. The Applicant sought an extension of time for his application to be heard, citing reasons including a family visa matter and remote work conditions.

the Applicant v Golden Glow Corporation NT Pty Ltd Trading AS Golden Glow Nursing

the Applicant, an employee of Golden Glow Nursing, initiated a dispute regarding his classification and pay under the Social, Community, Home Care and Disability Services Award 2010. He argues he should be classified in the 'Social and Community Services Sector' (SACS) rather than the 'Home Care Stream,' which would increase his weekly wage by approximately $98. the Applicant also claims unpaid entitlements related to a first aid allowance and superannuation. He has held ten employment contracts with Golden Glow Nursing since commencing work in July 2019, obtaining a Certificate IV in Mental Health in April 2024. The dispute arose after changes were made to his position description.

Application by The Geo Group Australia Pty Limited

The Geo Group Australia Pty Limited (GEO) operates Fulham Correctional Centre and Ravenhall Correctional Centre in Victoria. The Community and Public Sector Union (CPSU) is negotiating enterprise agreements with GEO for both facilities. GEO sought orders under section 424 of the Fair Work Act to suspend protected industrial action, including a four-hour stoppage and further stoppages planned for July 14, 2026. GEO claimed the industrial action threatened the safety and welfare of employees, prisoners, and the public.

Application by United Workers' Union (108V)

The United Workers' Union applied to extend the period for industrial action authorized by a protected action ballot (PR811248) in relation to matter B2026/704. The ballot result was declared on July 6, 2026. Section 459(3) of the Fair Work Act allows for extensions of up to 30 days if certain conditions are met. Arnott’s Biscuits Limited did not object to the application.

Application by Knauf Gypsum Trading AS Knauf Gypsum Pty Ltd

Knauf Gypsum Pty Ltd applied for approval of the Knauf Gypsum & CFMMEU Port Melbourne Production & Distribution Employees Enterprise Agreement 2026. The agreement covers employees and the Construction, Forestry and Maritime Employees Union (CFMEU). An error was identified in Schedule 1 regarding the weekly wage rate for Level A employees, which needed correction to $1,669.95 from 1 July 2026. The CFMEU did not dispute this correction.

the Applicant v Accent Management Services Pty Ltd

the Applicant sought an unfair dismissal remedy, claiming she was forced to resign from Accent Management Services Pty Ltd due to bullying and harassment by senior management, including the operations manager. She alleged yelling, humiliation, blame for errors, and constant meetings. A human resources manager was reportedly a witness. The Applicant claimed the intensity of harassment increased from March 3, 2026, culminating in a public confrontation on March 5, leading to her resignation with one month's notice. She requested CCTV footage which she believed showed intimidation; Accent Management Services Pty Ltd produced it.

the Applicant v Baywatch Retreat Pty Ltd

the Applicant sought to file a claim under section 365 of the Fair Work Act 2009, alleging unfair dismissal. Her employment with Baywatch Retreat Pty Ltd (Respondent) ended on August 12, 2025. The application was lodged on March 13, 2026, exceeding the 21-day filing deadline. the Applicant initially filed an unfair dismissal claim but was told she didn't meet the minimum employment period requirement. She then attempted to file a general protections application, but procedural issues delayed its submission.

Application by The Australian Workers' Union (002N)

The Applicant applied to extend the period for authorised industrial action, initially approved through a protected action ballot (PR810197) in matter B2026/554. The ballot result was declared on June 3, 2026. Section 459(3) of the Fair Work Act allows for extensions of up to 30 days if certain conditions are met. UGL Operations and Maintenance Pty Ltd, the employer, did not object to the application.

Application by Australian Federation of Air Pilots (282V)

The Australian Federation of Air Pilots (AFAP) sought to vary the Air Pilots Award 2020. The proposed changes would include first officers in training and introduce a 'second officer under training' classification, setting minimum wages for these roles. This application arose from a previous decision (Qantas Airways Limited Pilots (Short Haul) Enterprise Agreement 2024 - EBA9 Case), where it was determined that first officers in training were not covered by the award. The Australian International Pilots Association (AIPA) and Qantas supported the changes, and all parties consented to the application being decided based on written submissions.

Application by B&W Plumbing Pty Ltd

B&W Plumbing Pty Ltd, a plumbing company, applied to the Fair Work Commission for approval of its enterprise agreement, the B&W Plumbing Pty Ltd Enterprise Agreement 2026. The agreement is a single enterprise agreement covering employees of the company. The employer provided written undertakings as part of the application.

Application by The Association of Professional Engineers, Scientists and Managers, Australia (215V)

The Applicant sought bargaining orders against the Respondent. Negotiations for an enterprise agreement began in August 2024, with the Australian Services Union also involved as a bargaining representative. The parties exchanged drafts and met regularly until May 2026 when the Respondent stopped agreeing to further meetings. On June 9, 2026, the Respondent sent a draft agreement to employees, omitting some previously agreed clauses. The Applicant raised concerns about these omissions and requested tracked changes. The Respondent responded stating it would not make further amendments and planned to put the agreement to a vote.

Jazmin Moritz v Arbon Bulk Haulage Pty Ltd As Trustee For Gb & Lg Arbon Family Trust

The Applicant was employed by Arbon Bulk Haulage Pty Ltd as a trustee for GB & LG Arbon Family Trust as an Administration Officer. She commenced employment in January 2023 and took unpaid parental leave, returning to work part-time in late January 2026. On March 10, 2026, she received notification of her redundancy via email and a letter stating her employment would end on March 31, 2026. The Applicant disputed the redundancy shortly after and attempted to negotiate a settlement with the company through their lawyers. After negotiations collapsed, she filed an unfair dismissal application with the Fair Work Commission on May 17, 2026, 26 days past the initial 21-day deadline.

Application by Graymont (Australia) Pty Ltd

Graymont (Australia) Pty Ltd applied to have the Graymont (Australia) Pty Ltd Calliope Enterprise Agreement 2026 approved. The agreement is a single enterprise agreement for employees of Graymont, operating in the quarrying industry. The application was made under section 185 of the Fair Work Act 2009.

Application by N L Consulting Services Pty Ltd Trading AS Workplace Solutions

N L Consulting Services Pty Ltd, trading as Workplace Solutions, applied for approval of a greenfields agreement. The agreement is between Rocktown Hydro Pty Ltd and the Australian Workers’ Union (AWU) for the Snowy 2.0 Project Underground Works. This project falls within the building, metal and civil construction industries. Protech Personnel (NSW) Pty Ltd made the application under section 185 of the Fair Work Act 2009.

Application by Icon Water Limited

Icon Water Limited applied for approval of the ActewAGL (Retail/Corporate) Enterprise Agreement 2026 under section 185 of the Fair Work Act 2009. The agreement is a single enterprise agreement covering employees. Several unions, including the Australian Municipal, Administrative, Clerical and Services Union, the Communications, Electrical, Electronic, Energy, Information, Postal, Plumbing and Allied Services Union of Australia, CPSU, the Community and Public Sector Union, and the United Workers’ Union, acted as bargaining representatives.

The Australian Workers' Union (002N) v DOF Australia Pty Ltd

The Australian Workers' Union (AWU) applied to the Fair Work Commission seeking orders under s418 of the Fair Work Act 2009 to stop industrial action by DOF Australia Pty Ltd. The dispute arose from negotiations for a new enterprise agreement replacing the DOF Subsea Australia Pty Ltd ROV Casual Enterprise Agreement 2021. DOF, an offshore services company, engaged casually-based ROV employees who are members of the AWU. On June 18, 2026, these employees were demobilised from the Skandi Inventor vessel following a notice issued by Saipem instructing DOF to cease activities and return to port. This occurred during rolling stoppages initiated by the AWU and after previous notices regarding industrial action.

the Applicant v Discovery X Pty Ltd & the Respondent

the Applicant made an application to the Fair Work Commission alleging she was unfairly dismissed by Discovery X Pty Ltd and the Respondent. She initially stated her employment ended on March 5, 2026, but also provided correspondence indicating a resignation date of February 19, 2026. The respondents claim the Applicant resigned on March 2, 2026. Her application was filed over six weeks past the 21-day filing deadline. She initially sought remedies through other applications (s739 and s372) before lodging this one.

The Summit Fruit Freighters Pty Ltd v Kathy Maguire,The Summit Fruit Freighters Pty Ltd v Ms Kathy Maguire

The Summit Fruit Freighters Pty Ltd (Summit) appealed decisions made by the Commissioner regarding a s 365 application brought against them by the Applicant. The initial decision involved permission for legal representation and directions for a determinative conference. Summit sought stay orders under section 606 of the Fair Work Act to pause these proceedings while their appeal was considered. They also challenged procedural decisions made during the process, including the private nature of the conference and exclusion of their lawyer.

Application by Underdown Productions Pty Ltd

Underdown Productions Pty Ltd sought approval for its Crew Enterprise Agreement 2026-2027. The agreement is a greenfields agreement, meaning it covers a new or significantly changed workplace. The Media Entertainment and Arts Alliance (MEAA) represents the employees covered by the agreement. The application was made under section 185 of the Fair Work Act 2009.

the Applicant v Collins Restaurants West Pty Ltd

the Applicant lodged an unfair dismissal application with the Fair Work Commission on April 10, 2026. The application was incomplete and he did not pay the required fee or request a waiver. Commission staff attempted to contact him multiple times via email and SMS requesting payment and a completed form, warning him that his case could be dismissed if these issues were not resolved within seven days. Despite repeated attempts at communication, the Applicant failed to respond.

the Applicant v Birchan Pty Ltd Trading As Vic’s Premium Quality Meats

the Applicant commenced employment with Birchan Pty Ltd (Vic’s Premium Quality Meats) in June 2022 as a pick packer. She suffered a shoulder injury and was on workers' compensation leave for three months. In July 2025, she discussed annual leave plans with her manager, the manager, who initially approved them. Later, she was asked to take six weeks of annual leave, which she opposed. Following an email expressing concerns about the forced leave, Birchan initiated an investigation into her claims. The investigation found her complaints false and misleading. After a meeting on August 15, 2025, where these findings were presented, the Applicant stated she was leaving and cleared out her locker. Birchan accepted her resignation effective immediately.

Application by the Applicant as Pantera Engineering Construction Pty Ltd

Pantera Engineering Construction Pty Ltd applied to the Fair Work Commission for approval of a new enterprise agreement, named the Pantera Engineering Construction Pty Ltd Enterprise Agreement 2026. The application was made under section 185 of the Fair Work Act 2009. It is a single-enterprise agreement covering employees in the building, metal and civil construction industries.

the Applicant v Woolworths Group Limited

the Applicant lodged an unfair dismissal application with the Fair Work Commission on April 9, 2026. The application was not accompanied by a fee payment or a fee waiver. Between May and June 2026, the Commission repeatedly contacted the Applicant via phone calls, SMS messages, and email to request payment of the fee or completion of a fee waiver form. Despite these attempts, the Applicant did not respond.

Application by Communications, Electrical, Electronic, Energy, Information, Postal, Plumbing and Allied Services Union of Australia (128V)

The Communications, Electrical, Electronic, Energy, Information, Postal, Plumbing and Allied Services Union of Australia (CEPU) applied for approval of the ER Solar Pty Ltd and ETU Electrical Contracting Enterprise Agreement 2025 – 2029. The agreement is a single enterprise agreement covering employees in the electrical contracting industry. The employer provided a written undertaking which was deemed a term of the agreement.

Application by Custom Architectural Solutions Pty Ltd

Custom Architectural Solutions Pty Ltd applied for approval of the Custom Clad / CFMEU South Australia Enterprise Agreement 2026, a greenfields agreement. The application was made under section 185 of the Fair Work Act 2009. The agreement covers work performed in the building, metal and civil construction industries.

Application by CFMEU (105N)

The CFMEU applied to have the Apex Welding & Steel Fabrication (VIC) Ptd Ltd and the CFMEU (Victorian Construction and General Division) Subcontractors Rigger/Steel Erector Enterprise Agreement 2024–2027 approved. The agreement covers a group of employees, but not all employees of the company. The CFMEU is the bargaining representative for the agreement.

Application by North East Region Water Corporation

North East Region Water Corporation sought approval for the North East Water Enterprise Agreement 2025 under the Fair Work Act. The agreement is a single enterprise agreement covering employees. Two unions, APESMA and ASU, indicated they wished to be covered by the agreement. Several clauses were identified as potentially inconsistent with the National Employment Standards (NES), including those relating to casual pay rates, unpaid leave, caring responsibilities, and monies owing.

the Applicant v Strikeforce AMC Pty Ltd

the Applicant appealed a decision made on April 30, 2026, by the Commissioner regarding her unfair dismissal claim against Strikeforce AMC Pty Ltd. The initial decision dismissed her application because the Commission found there were no exceptional circumstances to extend the time limit for filing. the Applicant argued she was disadvantaged during the hearing due to technical difficulties and that the effective date of her dismissal was unclear. She worked as a casual employee, and Strikeforce sent an email on October 2, 2025, indicating her end date.

the Applicant v Prosperity Painting Pty Ltd & the Respondent

the Applicant lodged an application with the Fair Work Commission on June 10, 2026, alleging contraventions involving dismissal under section 365 of the Fair Work Act. The application was not made in accordance with the Act because the required fee wasn't paid or a waiver obtained. The Commission repeatedly contacted the Applicant by phone and email to request completion of the fee waiver form or payment of the fee, setting deadlines which were missed. Despite these attempts, the Applicant did not respond.

Application by CFMEU (105N)

The CFMEU applied to have the X11 Excavations Pty Ltd and the CFMEU (Victorian Construction and General Division) Subcontractors Earthmoving, Excavation and Drainage Enterprise Agreement 2024-2027 approved. The agreement is a single enterprise agreement covering employees in the building, metal and civil construction industries. The CFMEU acted as the bargaining representative for the agreement.

Application by CFMEU (105N)

The CFMEU applied to have the Interspan NSW Pty Ltd and CFMEU ACT Steel-Fixing and Post-Tensioning Sector Agreement 2023 approved. This is a single enterprise agreement covering employees in the building, metal and civil construction industries. The CFMEU acted as the bargaining representative for the agreement.

Application by CFMEU (105N)

The CFMEU applied to have the NAARM RIGGING PTY LTD and the CFMEU (Victorian Construction and General Division) Subcontractors Rigger/Steel Erector Enterprise Agreement 2024 - 2027 approved. The agreement covers riggers and steel erectors working for subcontractors in the building, metal and civil construction industries. The CFMEU is a bargaining representative for the agreement and notified their intention to have it cover them.

the Applicant v Anglicare SA Ltd.

the Applicant lodged a general protections application with the Fair Work Commission on May 7, 2026, concerning a dismissal. The application was incomplete because she did not pay the required fee or request a waiver. The Commission attempted to contact the Applicant via email and SMS multiple times to rectify this issue. She failed to respond to these attempts or pay the fee.

Application by The Australian Workers' Union (002N)

The Applicant applied for a protected action ballot order under section 437 of the Fair Work Act 2009. The application concerned employees of Harsco Metals Australia Pty Ltd. The Applicant stated they had been genuinely trying to reach an agreement with Harsco through bargaining. The Respondent did not object to the application.

the Applicant v Appetiser Pty Ltd

the Applicant worked for Appetiser Pty Ltd (Respondent) and later ALL X LLC from 2019. She alleges she was dismissed on November 5, 2025, which involved a breach of the Fair Work Act. The Respondent claims the Applicant was an independent contractor engaged through ALL X LLC, a US-based company. the Applicant resided outside Australia for most of her engagement period. A letter signed by ALL X LLC terminated her engagement, referencing a termination clause in a contract and promising payment in lieu of notice. She received the letter shortly after being excluded from some electronic systems.

Application by the Applicant

The Applicant applied to the Fair Work Commission seeking an order to stop bullying. The application involved the Applicant against the Respondent, a co-worker, and another co-worker, all associated with the Australian Taxation Office (ATO). A determinative conference was held on 23 July 2026. Witnesses included a witness, a witness, and a witness.

Application by Ventia Pty Limited Trading AS Ventia

Ventia Pty Ltd, a company managing defence facilities in Western Australia, commenced a redundancy process affecting approximately 1500 employees in October 2025. the Applicant, an electrician who was promoted to Project Supervisor, faced redundancy on January 31, 2026. Ventia then applied to the Fair Work Commission (FWC) seeking to reduce the Applicant’s redundancy pay from $46,153.80 to zero, arguing he had been offered acceptable alternative employment as a Project Manager at the Australian Marine Complex – Common User Facility (AMC). Previously, the Applicant rejected an offer of a technical supervisor role with the same base salary but increased responsibilities.

Application by Communications, Electrical, Electronic, Energy, Information, Postal, Plumbing and Allied Services Union of Australia (128V)

The Communications, Electrical, Electronic, Energy, Information, Postal, Plumbing and Allied Services Union of Australia (CEPU) applied for approval of the JAC Heating & Cooling Pty Ltd and CEPU – Plumbing Division (Vic) Plumbing Enterprise Agreement 2024 – 2027. The agreement is a single enterprise agreement covering employees of JAC Heating & Cooling Pty Ltd. The application was lodged outside the standard 14-day timeframe.

the Applicant v NeuraGPT Pty Ltd

the Applicant commenced discussions with NeuraGPT Pty Ltd (NGPT) in July 2023, after being approached via LinkedIn. NGPT proposed an annual wage of $250,000 plus GST and a share option. Correspondence ensued regarding the arrangement, including invoices from Spangaro Systems Pty Ltd (SSPL), a company directed by the Applicant. Draft contracts were exchanged between NGPT and SSPL, with some queries raised by the Applicant. the Applicant's relationship with NGPT ceased on March 19, 2025. He subsequently filed an application alleging unfair dismissal and other contraventions of the Fair Work Act.

the Applicant v Dominos,T.G.I Friday”s,Moonlight Restaurant,Australia Group Of Hospitality

the Applicant lodged an unfair dismissal application against Dominos, T.G.I Friday’s, Moonlight Restaurant, and Australia Group Of Hospitality on April 19, 2026. the Applicant stated they worked for the Respondent between 2010 and 2012, but provided incomplete information about their employment dates and dismissal date. They also failed to provide contact details for the respondent and did not pay the required application fee or obtain a fee waiver. Despite multiple attempts by Commission staff to contact Kaur and request missing information, she did not respond adequately.

the Applicant v Furnace Engineering Pty Ltd

the Applicant commenced employment with Furnace Engineering Pty Ltd in April 2025 as Group Financial Controller and was also appointed Group Company Secretary. She experienced workplace issues including alleged sexual harassment and yelling from a director of an associated entity. In November 2025, she informed her manager, the Manager, that she was unwell and potentially looking for replacement candidates, which he denied. Following further medical appointments in January 2026, the Applicant sent text messages to the Manager indicating she would take unpaid leave and suggested he look for a replacement. The Applicant filed an application with the Fair Work Commission on April 7, 2026, alleging unfair dismissal.

Application by Transport Workers' Union of Australia (179V)

The Transport Workers' Union of Australia (TWU) applied for a protected action ballot order concerning employees of FedEx Express Australia Pty Ltd. The TWU stated they had been genuinely trying to reach an enterprise agreement with FedEx. FedEx did not oppose the application but raised concerns about factual assertions and good faith bargaining, reserving future rights. The Commission identified inconsistencies in the initial application which were subsequently amended by the TWU.

Application by Burles Consulting Pty Ltd

Burles Consulting Pty Ltd applied to the Fair Work Commission for approval of the Brighton Council Enterprise Agreement 2026, on behalf of Brighton Council. The Australian Municipal, Administrative, Clerical and Services Union (ASU) indicated it wished to be covered by the agreement. Burles Consulting provided undertakings which became terms of the agreement.

Application by Qube Logistics (Rail) Pty Ltd Trading AS Qube Logistics

Qube Logistics (Rail) Pty Ltd and its New South Wales train crew had a workplace agreement, the Qube Logistics (Rail) Train Crew NSW Enterprise Agreement 2019 (the 2019 Agreement), which replaced an earlier agreement in 2019. The Australian Rail, Tram and Bus Industry Union (RTBU) was covered by both agreements. In July 2023, the Applicant applied to vary the 2019 Agreement due to ambiguity regarding whether pay rates were ‘loaded’ or base rates with modern award penalties applying. This dispute arose because terms of the Rail Industry Award 2020 are incorporated into the agreement.

Application by Timbrebongie House Limited

Timbrebongie House Limited, a company in the aged care industry, applied to have an enterprise agreement approved. The agreement, negotiated with the Australian Nursing and Midwifery Federation (ANMF) and Health Services Union (HSU), contained an error. A classification for 'Gardening Apprentice' was being paid below the rate specified in the Aged Care Award 2010. Timbrebongie House identified this as a mistake.

the Applicant v Northern Health

the Applicant lodged an unfair dismissal application with the Fair Work Commission on April 14, 2026. The Commission noted that the application appeared to be filed outside of the 21-day time limit for lodging applications. Staff attempted to contact the Applicant via email on two occasions to address this issue but received no response. This led the Commission to consider dismissing the application.

Application by the Applicant

the Applicant sought to extend the time limit for filing an unfair deactivation application against Portier Pacific Pty Ltd (Respondent). He was deactivated on March 30, 2026, and filed his application on May 20, 2026, 30 days past the 21-day deadline. The Applicant claimed he was continuously communicating with Uber Support to resolve the issue internally before legal action. The Respondent provided a deactivation notice sent on March 30, confirming immediate effect.

Application by United Workers' Union (108V)

The United Workers' Union (UWU) applied for a protected action ballot order under section 437 of the Fair Work Act 2009, concerning employees of Linfox Australia Pty Ltd. The union and employer agreed to an extended four-day minimum notice period for any industrial action. the Applicant declared that genuine bargaining efforts had been made with Linfox. The ballot will be conducted by Fair Vote Services Pty Ltd.

Application by Substrata Group Pty Ltd

Substrata Group Pty Ltd applied for approval of the Substrata & Australian Workers’ Union (SA Branch) T2D Agreement 2026. The agreement is a single enterprise agreement covering employees in the building, metal and civil construction industries. The Australian Workers' Union provided a statutory declaration indicating their desire for the agreement to cover them.

Application by the Applicant

the Applicant applied to the Fair Work Commission for a stop bullying order against Loyalty Pacific Pty Ltd (trading as Flybuys) and the Respondent. He alleged that the Respondent subjected him to excessive performance scrutiny, excluded him, and communicated harshly. He also implicated his colleague in his allegations of bullying. Loyalty Pacific began an operational review affecting approximately 83 roles, leading to changes and a consultation process which commenced on July 15, 2026. the Applicant was on medical leave at the time.

Application by Kone Elevators Pty Ltd Trading AS KONE

Kone Elevators Pty Ltd and the Communications, Electrical, Electronic, Energy, Information, Postal, Plumbing and Allied Services Union of Australia (ETU) negotiated a new enterprise agreement, the KONE Construction & Service Employees Western Region Enterprise Agreement 2026. A typographical error appeared in clauses 51.2 and 53.1d regarding dates for pay increases. Kone sought to vary the agreement under section 218A of the Fair Work Act 2009 to correct these errors, aligning the dates with a document provided to employees explaining the agreement’s terms.

Application by Tarac Technologies Pty Ltd Trading AS Tarac Technologies

Tarac Technologies Pty Ltd sought approval for the 'Tarac 2026 – Enterprise Agreement – Wines and Spirits'. The application was made under section 185 of the Fair Work Act 2009. The United Workers’ Union (UWU) notified their intention to be covered by the agreement, as required by section 183 of the FW Act.

the Applicant v Opal Packaging Australia Pty Ltd

the Applicant lodged an unfair dismissal application with the Fair Work Commission on June 22, 2026. The application was incomplete because he did not pay the required fee or request a fee waiver. The Commission attempted to contact the Applicant via email and SMS on June 24th and 27th, 2026, and again on July 7th, warning him that his application could be dismissed if unpaid by July 14th. He did not respond.

the Applicant v The Trustee for BODA Malvern Unit Trust

the Applicant was dismissed from her role as Salon Manager at Hair Boutique Richmond on February 5, 2026, due to performance concerns. She initiated an unfair dismissal claim seeking compensation. the Trustee for BODA Malvern Unit Trust raised jurisdictional objections regarding the minimum employment period and compliance with the Small Business Fair Dismissal Code. the Applicant started her full-time position on July 8, 2025. The respondent operates two salons: Hair Boutique Richmond and Hair Boutique Moonee Ponds.

Application by Circular Plastics Australia (Pet) Pty Ltd

Circular Plastics Australia (Pet) Pty Ltd sought approval for the CPA (PET) Enterprise Agreement 2025 under section 185 of the Fair Work Act 2009. The Fair Work Commission considered whether the agreement met the requirements of sections 186 and 187 of the FW Act. Concerns were raised regarding clauses related to public holidays and notice of termination, as well as wage rates for apprentices compared to a relevant modern award.

the Applicant v The Trustee For Nicola Tana Family Trust No 6 & the Respondent

the Applicant commenced casual employment with Agri Labour Australia Pty Ltd on January 15, 2026, and was placed to work at Sumich's farm in Tasmania. Following a period of absence and medical certificates, she was informed by Agri Labour that Sumich no longer wanted her to work there. the Applicant claims this constituted dismissal. She filed an application with the Fair Work Commission on April 24, 2026, against The Trustee For Nicola Tana Family Trust No 6 (Sumich) and the Respondent.

Application by Transit Systems (Victoria) Pty Ltd Trading AS Transit Systems

Transit Systems (Victoria) Pty Ltd, trading as Transit Systems, sought approval for the 'Transit Systems Maintenance Enterprise Agreement 2026-2028'. The agreement is a single enterprise agreement covering employees in the passenger vehicle transport industry. The Australian Manufacturing Workers Union (AMWU) indicated it wished to be covered by the agreement. The application was made under section 185 of the Fair Work Act.

Application by Agilent Technologies Australia (M) Pty Ltd

Agilent Technologies Australia (M) Pty Ltd sought approval for its Agilent Technologies Australia (M) Pty Ltd Enterprise Agreement 2026. The agreement is a single enterprise agreement covering employees in manufacturing and associated industries. The Australian Manufacturing Workers Union (AMWU) notified the Fair Work Commission of its desire for the agreement to cover it.

Application by CFMEU (105N)

The CFMEU applied to have the WATERTITE WATERPROOFING PTY LTD and the CFMEU (Victorian Construction and General Division) Subcontractors Waterproofing Enterprise Agreement 2024 – 2027 approved. The agreement covers a group of employees, but not all employees of Watertite Waterproofing Pty Ltd. The CFMEU is the bargaining representative for the agreement.

Application by Karli Smith

the Applicant applied for approval of the Fenner Conveyors (Footscray Maintenance) Enterprise Agreement 2026 under section 185 of the Fair Work Act 2009. The agreement is a single enterprise agreement covering some, but not all, employees of Fenner Conveyors Australia Pty Ltd. The Australian Manufacturing Workers’ Union and Communications, Electrical, Electronic, Energy, Information, Postal, Plumbing and Allied Services Union of Australia were bargaining representatives for the agreement.

Application by Re.Cycle (Browns Plains) Pty Ltd

Re.Cycle (Browns Plains) Pty Ltd sought approval for its enterprise agreement, the Re.Cycle Browns Plains MRF Enterprise Agreement 2026. The Transport Workers' Union of Australia (TWU) represents a majority of employees covered by the agreement, which applies to work in the waste management industry.

Application by BIG W Group Pty Limited

BIG W Group Pty Limited applied to the Fair Work Commission seeking orders that five enterprise agreements cover non-transferring employees who perform or are likely to perform transferring work. The agreements are: BIG W Stores Enterprise Agreement 2023, Perth BIG W Enterprise Agreement 2025, BIG W Warwick Distribution Centre Enterprise Agreement 2024, BIG W Hoxton Park Distribution Centre Enterprise Agreement 2024, and Hoppers Crossing Distribution Centre Enterprise Agreement 2025. Woolworths Group Limited and Woolworths (South Australia) Pty Limited are the current employers. A business transfer is scheduled for August 3, 2026.

the Applicant v ATIV Pty Ltd

the Applicant commenced an unfair dismissal claim against ATIV Pty Ltd after a workplace argument with a co-worker Marina Khishchenko about the war in Ukraine and subsequent discussions with director Oksana Pashoulia. The Applicant alleges she was made to feel unwelcome due to her Russian nationality and that the director forced her to leave by stating they could no longer work together. ATIV denies dismissing the Applicant, asserting she left voluntarily after a discussion about workplace behaviour. Evidence included text messages exchanged between the Applicant and the director, and testimony from a co-worker.

the Applicant v Century Products Pty Ltd

the Applicant lodged an unfair dismissal application with the Fair Work Commission on June 1, 2026. She stated she worked for Century Products Pty Ltd from May 26, 2026, and was dismissed on June 1, 2026. The Commission found her employment period was less than six months, making her ineligible to apply for unfair dismissal. Despite multiple attempts by the Commission to contact the Applicant regarding fees and eligibility requirements, she did not respond.

Application by the Applicant

the Applicant worked as a driver for Uber through the Uber Driver Platform. In July 2025, he received complaints from two riders. The first rider alleged the Applicant asked to be paid outside of the app. The second rider claimed the Applicant cancelled the ride and demanded payment via bank transfer. Following these complaints, Uber deactivated the Applicant's access to the platform. He subsequently applied to the Fair Work Commission for an unfair deactivation remedy, seeking reinstatement and lost remuneration.

Application by Transport Workers' Union of Australia (179V)

The Transport Workers' Union of Australia (TWU) applied for a protected action ballot order under section 437 of the Fair Work Act 2009. This relates to employees of Border Express Pty Ltd, concerning negotiations for a new enterprise agreement to replace three existing agreements. The TWU aims to create a single agreement covering multiple sites. Border Express did not object to the application. The ballot will be conducted by Fair Vote Services Pty Ltd.

the Applicant v Amazon Commercial Services Pty Ltd

the Applicant was dismissed from his role as a Technician at Amazon Commercial Services Pty Ltd on 25 September 2025. The dismissal related to inappropriate commentary on Slack directed towards a Senior Technician, falsely recording maintenance completion, and sharing confidential company information via personal email. the Applicant initiated a claim in the Fair Work Commission seeking reinstatement or compensation for unfair dismissal. He had worked at Amazon since September 2021.

Application by Sulzer Australia Pty Ltd

Sulzer Australia Pty Ltd applied to terminate its Maitland Workplace Agreement 2022, which was due to expire on July 1, 2025. The company is the sole employer covered by the agreement. The application was supported by a statutory declaration from the Head of HR. Employees agreed to the termination within 14 days of that agreement.

Application by Organic Nutritionals Pty Ltd Trading AS Australain Dairy Nutritionals Ltd

Organic Nutritionals Pty Ltd, trading as Australain Dairy Nutritionals Ltd, sought approval for the Organic Nutritionals and United Workers Union Enterprise Agreement 2026. The agreement was a single enterprise agreement covering some but not all employees. The United Workers Union acted as the bargaining representative.

Application by CFMEU (105N)

The CFMEU applied to have the MARNA CONSTRUCTION PTY LTD and the CFMEU (Victorian Construction and General Division) Subcontractors Rigger/Steel Erector Enterprise Agreement 2024 – 2027 approved. The agreement is a single enterprise agreement covering riggers and steel erectors in the building, metal and civil construction industries. The CFMEU, acting as a bargaining representative, also notified their intention for the agreement to cover them.

Application by The Association of Professional Engineers, Scientists and Managers, Australia (215V)

The Association of Professional Engineers, Scientists and Managers, Australia (PA) sought to extend the Tahmoor Coal Pty Limited Management Team Workplace Agreement 2006. This was the fourth extension application for the agreement, which initially operated under transitional provisions from 2009. Previous extensions were granted based on employee benefit and appropriateness. Bargaining for a replacement agreement had begun but was delayed due to the company entering liquidation and pending sale of the business. Tahmoor Coal Pty Ltd, through its liquidator, consented to the extension.

the Applicant v Ifm Services Pty. Ltd

the Applicant applied to the Fair Work Commission for an unfair dismissal remedy. The Commission attempted to schedule a conference with both parties, providing multiple email reminders and a telephone contact attempt. the Applicant failed to attend the conference despite repeated notifications about the importance of attendance and potential consequences. She also did not respond to subsequent correspondence regarding her non-compliance or requests to file a response by a deadline. the Applicant did not seek an extension nor provide explanation for their failure to comply.

the Applicant v The Trustee For Choice Pharmacy Mambourin Unit Trust

the Applicant was dismissed from Choice Pharmacy Mambourin on April 30, 2026, and sought an unfair dismissal remedy. He commenced employment on August 25, 2025, meaning he worked for approximately eight months. The pharmacy argued it was a small business with fewer than 15 employees and complied with the Small Business Fair Dismissal Code. the Applicant submitted records suggesting connections between Choice Pharmacy Mambourin and another entity, Choice Pharmacy Brunswick Pty Ltd, sharing directors and addresses.

the Applicant v Grandeur Wines Pty Ltd

the Applicant, initially engaged on a commission-only basis and later as National Sales and Distribution Manager at Grandeur Wines Pty Ltd (Elysian Springs), was involved in disputes with directors Glen Wandless, Shlok Aggarwal, and Deepak Kumar. In January 2025, the Applicant sent a message to a group chat indicating he would resign the following day. While he continued performing duties under the Respondent's direction, Grandeur Wines asserted his resignation was accepted. A vote by the directors on March 3, 2025, confirmed the decision to terminate his employment. The Applicant filed an application with the Fair Work Commission alleging unfair dismissal on August 15, 2025.

Application by Fulton Hogan Industries Pty Limited

Fulton Hogan Industries Pty Limited sought approval for a new enterprise agreement, the Fulton Hogan Regional Infrastructure Services Agreement 2025. The agreement is a single enterprise agreement covering employees in the asphalt industry. The Australian Workers’ Union (AWU) indicated it wished to be covered by the agreement. Fulton Hogan provided written undertakings as part of its application.

Application by Victorian Hospitals' Industrial Association (289V)

The Victorian Hospitals' Industrial Association (VHIA) applied for approval of the Victorian Institute of Forensic Mental Health Services Enterprise Agreement 2024-2028. The VHIA acted as a bargaining representative. Concerns were raised, leading to written undertakings from the VHIA. Both the Australian Nursing and Midwifery Federation (ANMF) and the Health Services Union (Victoria No.2 Branch), also bargaining representatives, indicated their desire for the agreement to cover them.

Application by CFMEU (105N)

The CFMEU applied to have the Structural Reinforcements Pty Ltd / CFMEU Collective Agreement 2024-2027 approved. The agreement covers a new enterprise for Structural Reinforcements Pty Ltd, which currently operates in Queensland but intends to tender for projects in New South Wales. The company stated it had not previously operated in NSW and has no employees covered by the agreement. The Commission investigated whether this constituted a 'genuine new enterprise' as required by law.

Application by Network Ten Pty Limited

Network Ten Pty Limited applied to the Fair Work Commission for approval of a new enterprise agreement, called the Network Ten Enterprise Agreement 2026. The Media, Entertainment and Arts Alliance and the Community and Public Sector Union indicated they wanted the agreement to cover them. The Applicant provided written undertakings.

Application by The Australian Workers' Union (002N)

The Applicant applied for a protected action ballot order under section 437 of the Fair Work Act 2009. The application concerned employees of RLA Polymers Pty Ltd. The Applicant and RLA Polymers were attempting to reach an agreement, but had not yet succeeded. A Union Organiser declared that the Applicant had been genuinely trying to negotiate with the Respondent.

Automotive, Food, Metals, Engineering, Printing and Kindred Industries Union known as the Australian Manufacturing Workers' Union (AMWU) (188V) v Visy Board Pty Ltd

The dispute concerns how Visy Board Pty Ltd allocates pre-shift overtime at its Smithfield and Warwick Farm sites. In November 2024, Visy introduced a new overtime availability process via a memorandum dated January 6, 2025, where employees mark their availability for overtime. Employees who are 'Available' may be contacted for pre-shift overtime after they have left work and before their next shift. The Applicant argues this constitutes a call back under the Visy (Smithfield, Warwick Farm, Dandenong, O’Connor) Enterprise Agreement 2022, while Visy claims it's voluntary overtime.

the Applicant v Camino Alto Pty Ltd

the Applicant lodged an unfair dismissal application with the Fair Work Commission on June 19, 2026. She stated she worked for Camino Alto Pty Ltd from January 30, 2026, and was dismissed on June 17, 2026. The Commission advised the Applicant that her employment period was less than six months, making her ineligible to pursue an unfair dismissal claim. Despite multiple attempts by the Commission to contact her, she did not respond.

the Applicant v Department of Transport and Planning & the Respondent and Another

the Applicant was employed by the Department of Transport and Planning as Manager Supply Chain Performance from October 2018. In June 2025, following feedback from a co-worker and his colleague regarding her management style, a decision was made to temporarily move a Project Officer reporting to the Applicant to another team with a different manager. This change was communicated to the Applicant in a meeting attended by a witness and the Respondent. The Applicant felt the changes were demeaning and based on unsubstantiated feedback. She subsequently lodged an application under section 365 of the Fair Work Act, alleging her termination contravened workplace rights.

the Applicant v The Kiosk Newcastle Beach Pty Ltd

the Applicant lodged an unfair dismissal application with the Fair Work Commission on July 2, 2026. The Commission requires a fee to be paid or waived for such applications. the Applicant did not pay the fee or submit a waiver form. The Commission repeatedly contacted him via phone and email between July 6 and July 23, 2026, informing him of the outstanding fee and the risk of dismissal if it wasn't resolved.

Application by Westside Plumbing Pty Ltd

Westside Plumbing Pty Ltd sought approval for its 'Mechanical Construction' Enterprise Agreement 2026. The Communications, Electrical, Electronic, Energy, Information, Postal, Plumbing and Allied Services Union of Australia (CEPU) was the bargaining representative. A slight irregularity occurred with the employee vote; it was delayed by a day due to a technical error. All employees covered by the agreement voted in favour. Clause 31.3 initially appeared to allow deductions from accrued entitlements but clause 1.4 ensures the National Employment Standards (NES) prevail where there's inconsistency.

Application by Catholic Employment Relations Ltd

Catholic Employment Relations Ltd applied for approval of the NSW Catholic Independent Schools (Teachers-Model A) Multi-Enterprise Agreement 2025 under section 185 of the Fair Work Act 2009. The agreement is a multi-enterprise agreement covering multiple schools. The Independent Education Union of Australia, representing employees, also sought to be covered by the agreement.

Application by Resthaven Incorporated

Resthaven Incorporated, an aged care provider, sought approval for its Resthaven Inc Nurses Enterprise Agreement 2026. The agreement is a single enterprise agreement covering nurses. The Australian Nursing and Midwifery Federation (ANMF) indicated their desire for the agreement to cover them through a statutory declaration.

Application by Asahi Beverages Pty Ltd

Asahi Beverages Pty Ltd applied to the Fair Work Commission for approval of the Asahi Beverages Albury Enterprise Agreement 2026. The agreement is a single enterprise agreement covering employees in the food, beverages and tobacco manufacturing industry. The United Workers’ Union was involved as a bargaining representative.

the Applicant v Salini Australia Pty Ltd

the Applicant commenced an application under section 365 of the Fair Work Act 2009, alleging unfair dismissal by Salini Australia Pty Ltd. Her employment ended on April 16, 2026, and her application was filed on May 20, 2026. This was thirteen days beyond the initial 21-day filing deadline. The Fair Work Commission needed to determine if exceptional circumstances warranted an extension of time for the application.

the Applicant v Fujifilm Data Management Solutions Pty Ltd

the Applicant appealed a Fair Work Commission decision that his dismissal from Fujifilm Data Management Solutions Pty Ltd was not harsh, unjust or unreasonable. The initial decision stemmed from the Applicant's conduct and a disciplinary process following an incident in 2019. He sought permission to appeal arguing several points including the scope of reasons for termination, document production orders, findings of dishonesty, and whether the Deputy President adequately considered his submissions.

Application by CFMEU (105N)

The Construction, Forestry, Maritime, Mining and Energy Union (CFMEU) applied for approval of a collective agreement with Mulherin Rigging Australia Pty Ltd. The agreement, titled the Mulherin Rigging Australia Pty Ltd and CFMEU Union Collective Agreement 2023–2027, covers employees in the building, metal and civil construction industries. It is described as a greenfields agreement.

Application by the Applicant

The Applicant, a caretaker for Sanctuary at Buderim in Queensland (through her company Laro Real Estate Pty Ltd), applied to the Fair Work Commission seeking orders to stop bullying by the Sanctuary Committee. The dispute arose from disagreements about the scope of the Applicant's duties and remuneration under a Caretaker Contract. Previous attempts to resolve the issues through settlement agreements had failed, leading to further disputes and allegations of unreasonable behaviour by the committee including criticism, inconsistent directions, exclusion from processes, misleading information, micromanaging, and monitoring. A proposed sale of the Caretaker Contract also faced difficulties.

the Applicant v Hellfish Harper Pty Limited

the Applicant sought an unfair dismissal remedy from Hellfish Harper Pty Limited. His employment ended on March 4, 2026. He filed his application on April 20, 2026, exceeding the 21-day limit for filing under the Fair Work Act.

the Applicant v G4s Integrated Services Pty Ltd

the Applicant was employed by G4S Integrated Services Pty Ltd as a Mobile Speed Camera Operator, commencing in January 2023. He suffered a workplace injury in November 2024 and has been absent from work since then. Following an extended absence, G4S determined he could not perform the inherent requirements of his role due to his incapacity and considered terminating his employment. the Applicant made complaints against managers at G4S regarding bullying. Despite regaining some capacity for light duties, he was dismissed on November 5, 2025. He subsequently filed an unfair dismissal application.

Application by CFMEU (105N)

The CFMEU applied for approval of an enterprise agreement between Stone Care Plus Pty Ltd (trading as Clean Seal Stone Care) and the CFMEU (Victorian Construction and General Division) Subcontractors Caulking & Sealing Enterprise Agreement 2024–2027. The agreement covers a portion, but not all, of Stone Care Plus’s employees. The CFMEU is the bargaining representative for the agreement.

the Applicant v The Trustee For B & J Kennett Family Trust

the Applicant lodged an unfair dismissal application with the Fair Work Commission on June 30, 2026. He claimed to have been dismissed from The Trustee For B & J Kennett Family Trust on June 25, 2026, after starting employment on January 20, 2026. The Commission initially contacted him regarding the minimum employment period requirement and incomplete fee waiver form, providing deadlines for responses. Despite multiple attempts to contact the Applicant, he did not respond.

the Applicant v Sambara Fashion Group Pty Ltd

the Applicant was dismissed from Sambara Fashion Group Pty Ltd on February 26, 2026, while she was on annual leave. She had been employed as an administrative and clerical worker since July 1, 2022. The company, a wholesaler of clothing, cited operational reasons for the dismissal due to financial difficulties with an ATO debt. the Applicant raised concerns about her payslips from October 2025. There was no consultation with the Applicant before her dismissal, which occurred via email while she was overseas. Sambara Fashion Group Pty Ltd has five employees including owner a co-worker.

the Applicant v CCMSM Manufacturing Pty Ltd

the Applicant lodged an unfair dismissal application with the Fair Work Commission on June 17, 2026. The application was incomplete because he did not pay the required fee or request a fee waiver. Commission staff tried to contact the Applicant via email and SMS to resolve this issue. He received warnings that his application could be dismissed if unpaid by July 10, 2026. Despite multiple attempts at contact and warnings, the Applicant did not respond.

Application by Compass Group (Australia) Pty Ltd Trading AS Compass Group

Compass Group (Australia) Pty Ltd, trading as Compass Group, sought approval for the 'Compass Group - ESS Offshore Oil & Gas and AWU (Offshore Facilities) Greenfields Agreement 2025'. The agreement was made with the Australian Workers’ Union (AWU). The Fair Work Commission considered whether the requirements of sections 186, 187, 188 and 190 of the Fair Work Act 2009 were met. It also assessed if approving the agreement was in the public interest.

Application by Perisher Blue Pty Limited Trading AS Perisher

Perisher Blue Pty Limited, trading as Perisher, applied to the Fair Work Commission for approval of a new enterprise agreement called the Perisher Trades Enterprise Agreement 2026. The application was made under section 185 of the Fair Work Act 2009. The agreement covers employees in the tourism industry.

the Applicant v HIGA BJ PTY LTD

the Applicant applied to the Fair Work Commission for an unfair dismissal remedy against HIGA BJ PTY LTD. The applicant failed to attend a case management conference on June 22, 2026, and did not respond to multiple emails from the Commission regarding compliance with directions. These directions required her to file submissions and evidence by July 13, 2026, which she also failed to do. She missed a subsequent conference scheduled for July 31, 2026.

Application by The Star Entertainment Qld Limited Trading AS The Star Gold Coast

The Star Entertainment Qld Limited, trading as The Star Gold Coast, applied for approval of a new enterprise agreement, the 'The Star Gold Coast Enterprise Agreement 2026'. The application was made under section 185 of the Fair Work Act 2009. The Applicant provided written undertakings to address potential financial detriment to employees and avoid substantial changes to the agreement. The United Workers' Union (UWU) and the Australian Manufacturing Workers’ Union (AMWU) indicated they wished the agreement to cover them.

Application by Communications, Electrical, Electronic, Energy, Information, Postal, Plumbing and Allied Services Union of Australia (128V)

The Communications, Electrical, Electronic, Energy, Information, Postal, Plumbing and Allied Services Union (CEPU) applied for a protected action ballot order under section 437 of the Fair Work Act 2009. This application relates to employees of the Victorian Arts Centre Trust. The CEPU was seeking approval for a non-Australian Electoral Commission (AEC) electronic vote. Two other unions, CPSU and MEAA, also made similar applications. The employer did not object to the amended application.

Application by JCSR Holdings Pty Ltd Trading AS Grill’d (Newcastle)

JCSR Holdings Pty Ltd, trading as Grill’d (Newcastle), applied for approval of a new enterprise agreement, the JCSR Holdings Pty Ltd Enterprise Agreement 2026. The application was made under section 185 of the Fair Work Act 2009. The agreement is a single enterprise agreement and does not cover all employees.

the Applicant v McDonald's Australia Holdings Limited

the Applicant, an employee of McDonald's Australia Holdings Limited, applied for an unfair dismissal remedy. The Applicant alleged certain conduct by the Respondent. The core issue was whether his termination was fair. the Applicant represented himself, while a colleague appeared for McDonald’s.

the Applicant v the Respondent

the Applicant commenced proceedings in February 2026 alleging he was unfairly dismissed by the Respondent. The respondent stated it was a small business and the dismissal complied with the Small Business Fair Dismissal Code. the Applicant failed to file documents as directed, missed a non-compliance hearing, and subsequently did not attend scheduled hearings or respond to correspondence from the Commission. the Respondent attended all hearings.

Application by CFMEU (105N)

The CFMEU applied to have the KUDOS FITOUT & CAULK PTY LTD and the CFMEU (Victorian Construction and General Division) Subcontractors Caulking & Sealing Enterprise Agreement 2024 - 2027 approved. The agreement covers a single enterprise. The CFMEU, acting as a bargaining representative, notified their intention for the agreement to cover them.

the Applicant v Australian Football League

the Applicant was dismissed from his role as Elite Umpires Coach and Administrator at the Australian Football League (AFL) following an altercation with a member of the public, Mr CS, at North Sydney Oval on April 8, 2025. During this incident, the Applicant attempted to prevent Mr CS from running laps on a field reserved for AFL umpire training. The incident escalated into physical contact, involving the Applicant grabbing and pushing Mr CS. An internal investigation followed, leading to allegations of offensive language and threatening behaviour against the Applicant. He was stood down with pay and subsequently terminated.

Application by Transport Workers' Union of Australia (179V)

The Transport Workers' Union of Australia (TWU) applied for a protected action ballot order concerning employees of K&S Freighters Pty Ltd. The parties are negotiating to replace the K&S Energy South Australia Tankers Agreement 2024 with a new instrument. The TWU stated it has been genuinely trying to reach an agreement with K&S. K&S did not object to the application.

Application by SGS Australia Pty Ltd

SGS Australia Pty Ltd, a scientific services provider, sought approval for the SGS Hunter Valley Enterprise Agreement 2026. The agreement was developed with the Mining and Energy Union (MEU) as a bargaining representative. The MEU indicated its desire to be covered by the agreement. The application was made under section 185 of the Fair Work Act 2009.

Application by Chubb Fire & Security Pty Ltd Trading AS Chubb Fire & Security

Chubb Fire & Security Pty Ltd sought approval for a single enterprise agreement, the Chubb Fire & Security Pty Ltd Sydney and Wollongong Service Division Electrical Enterprise Agreement 2025-2028. The Communications, Electrical, Electronic, Energy, Information, Postal, Plumbing and Allied Services Union of Australia (ETU) was involved as a bargaining representative and supports the agreement's approval. Clause 6.2 states that National Employment Standards prevail where there is an inconsistency and greater benefit to employees.

Application by "Automotive, Food, Metals, Engineering, Printing and Kindred Industries Union" known as the Australian Manufacturing Workers' Union (AMWU) (188V)

The Australian Manufacturing Workers' Union (AMWU) applied for a protected action ballot order (PABO) concerning employees of One Rail Australia (NSW) Pty Ltd. The union sought approval to conduct a ballot regarding wage negotiations. One Rail objected, arguing the application was premature because the current enterprise agreement hasn’t expired and there were inaccuracies in how wage negotiations were presented. Both parties submitted further information.

Application by Atlas Copco Australia Pty Limited

Atlas Copco Australia Pty Limited applied to the Fair Work Commission for approval of its enterprise agreement, the Atlas Copco Australia Pty Limited (Perth) Collective Agreement 2025. The company provided written undertakings as part of the application. Bargaining representatives were consulted and did not object to the undertakings.

Application by CFMEU (105N)

The CFMEU applied to have the FORTITUDE CO PTY LTD and the CFMEU (Victorian Construction and General Division) Subcontractors Concrete Pumping Enterprise Agreement 2024-2027 approved. The agreement is a single enterprise agreement covering employees in the building, metal and civil construction industries. The CFMEU acted as the bargaining representative for the agreement.

the Applicant v Paspaley Pearling Company Pty Limited

the Applicant applied to the Fair Work Commission for an unfair dismissal remedy against Paspaley Pearling Company Pty Limited. The parties initially proceeded towards a hearing but then entered into a settlement agreement on April 23, 2026, which included a requirement for the Applicant to file a Notice of Discontinuance. She failed to do so within the stipulated timeframe. Despite reminders from Paspaley Pearling and the Commission, the Applicant did not file the notice or respond to communications. Her email address subsequently began auto-replying indicating she was no longer accepting emails.

the Applicant v Hyundai Rotem Company

the Applicant initiated a general protections application claiming adverse action by Hyundai Rotem Company following his dismissal. the Applicant, through his company Movement Engineering Pty Ltd, provided consultancy services to Hyundai Rotem from July 2023 under a Consultancy Agreement. The agreement outlined his role as an Electrical Engineer with a daily rate and specified the scope of work and location in Brisbane. Amendments to the agreement extended the term and increased his daily rate. In March 2025, the Applicant received information about changes to the Fair Work Act and was provided with an 'Opt Out Notice' template.

Application by the Applicant

The Applicant, an employee of the Department of Home Affairs, filed an application with the Fair Work Commission (FWC) seeking stop bullying orders against three named individuals: the Respondent, a co-worker, and another co-worker. The Commonwealth of Australia and the named individuals applied to have the matter dismissed. The Applicant is self-represented in these proceedings. Evidence was submitted regarding whether a risk of future bullying exists and whether the application has reasonable prospects of success.

the Applicant v Programmed Maintenance Services Limited

the Applicant lodged an unfair dismissal application with the Fair Work Commission on June 23, 2026. The application was not made in accordance with the Fair Work Act because the required fee wasn’t paid or a waiver obtained. The Commission repeatedly notified the Applicant about the outstanding fee and provided opportunities to rectify it through phone calls, SMS messages, and emails, including a warning that dismissal was likely if the fee wasn’t paid or a completed waiver form submitted. Despite these reminders, she did not respond.

Application by CFMEU (105N)

The CFMEU applied to have the RMB Install Pty Ltd and CFMEU (Victorian Construction and General Division) Subcontractors Carpentry & Joinery Enterprise Agreement 2024–2027 approved. The agreement is a single enterprise agreement covering employees in the building, metal and civil construction industries. The CFMEU acted as the bargaining representative for the agreement.

Application by CFMEU (105N)

The CFMEU applied to have the PLEXSTONE PTY LTD and the CFMEU (Victorian Construction and General Division) Subcontractors Carpentry & Joinery Enterprise Agreement 2024-2027 approved. This is a single enterprise agreement covering subcontractors in the building, metal and civil construction industries. The CFMEU acted as the bargaining representative for the agreement.

The Australian Workers' Union (002N) v Downer EDI Works Pty Ltd Trading AS Downer

The Australian Workers' Union (AWU) brought a dispute to the Fair Work Commission regarding clause 20.6 of the Downer EDI Works Pty Ltd Victorian Road Maintenance Enterprise Agreement 2024. The dispute concerns whether Downer EDI Works Pty Ltd (Downer) is required to make superannuation contributions to employees registered with the portable long service leave (PLSL) scheme when they are on PLSL. PLSL is administered by LeavePlus, a scheme established under the Construction Industry Long Service Leave Act 1997 (Vic). Downer argues that employees accessing PLSL are on unpaid leave and therefore superannuation contributions aren't required.

Application by Mater Misericordiae Limited Trading AS Mater

Mater Misericordiae Limited (Mater) sought orders from the Fair Work Commission regarding which enterprise agreement would apply to approximately 1,423 employees transferring from Healthscope Operations Pty Ltd (Healthscope). These employees work at the Gold Coast Private Hospital and 370 are covered by the Healthscope Queensland Health Professionals and Support Services Enterprise Agreement 2023. Mater wants these employees to be covered by either the Mater Operational Employees Enterprise Agreement 2025 or the Mater Corporate and Administration Services Enterprise Agreement 2023 instead. A consultation process was undertaken, with 99% of operational employees and 100% of administration employees surveyed supporting the application.

Application by Star Sheep Enterprises Pty Ltd (as trustee for the DCG Trust) Trading AS Grill’d Sunshine Plaza

Star Sheep Enterprises Pty Ltd, trading as Grill’d Sunshine Plaza, applied for approval of its Star Sheep Enterprises Pty Ltd Enterprises Agreement 2026. The agreement is a single enterprise agreement covering some but not all employees. An administrative correction was requested by the applicant's representative to clarify the employing entity in clauses 3.2(1) and 6.4(1), adding reference to the Trustee for the DCG Trust.

the Applicant v Rock On Ground Pty Ltd Trading AS Rock On Ground

the Applicant worked as a Drill Fitter for Rock On Ground Pty Ltd since August 2018, initially under a contract with an agreement for interstate flights and a KPI bonus. In December 2025, the company informed him of changes removing these benefits due to financial difficulties and a need to reduce costs to secure new contracts. The company cited pricing competitive tenders as a key factor. Following this notification, the Applicant resigned with five weeks' notice, stating his resignation was not voluntary. He subsequently filed an unfair dismissal application.

the Applicant v Westpac Banking Corporation

the Applicant worked as a Home Finance Manager at Westpac Banking Corporation for almost 20 years, from December 2005 to September 2025. He was dismissed after an investigation found he accepted payments from customers without declaring conflicts of interest, did not follow responsible lending practices, and used WhatsApp on his work phone for work activities. The investigation stemmed from prior investigations in 2016, 2019, and 2022 into the Applicant's conduct. Westpac’s Mortgage Origination Investigations Unit (MOIU) had been monitoring his lending practices. He responded to allegations but did not provide evidence regarding improper payments.

the Applicant v Podium Australia Pty Ltd

the Applicant was employed by Podium Australia Pty Ltd as a Level 1 Account Executive from August 2024 until his dismissal on December 2, 2025. His role involved capturing new business and achieving monthly ACV (Annual Contract Value) targets of $65,500 and self-sourced revenue targets of $20,000. the Applicant consistently failed to meet these targets, partly attributed to high turnover among Sales Development Representatives (SDRs) who supported Account Executives and changes in management. He claimed a lack of inbound leads and being required to perform SDR prospecting duties hindered his performance. Podium Australia Pty Ltd stated that the applicant’s sales shortfall established a valid reason for dismissal.

Application by The Association of Professional Engineers, Scientists and Managers, Australia (215V)

The Association of Professional Engineers, Scientists and Managers Australia (APESMA) sought to extend the default periods for three agreements: the One HPA Certified Agreement 2004-2007, the EDS People Agreement 2002, and the Alcatel-Lucent Employment Partnership Agreement 2009. DXC Technology Australia Pty Ltd (DXC), the employer, and the Australian Services Union (ASU) consented to the extension. Bargaining for a replacement agreement has been ongoing since August 2024, with seventeen meetings held.

Application by CFMEU (105N)

The CFMEU applied to have the Delta Pty. Ltd. / CFMEU Collective Agreement 2024-2027 approved under section 185 of the Fair Work Act 2009. The agreement is a single enterprise agreement covering the building, metal and civil construction industries. The CFMEU, acting as a bargaining representative, also gave notice that it wanted the agreement to cover itself.

the Applicant v JR'S Establishment Pty Ltd

the Applicant worked as a Senior Hairdresser/Stylist for JR's Establishment Pty Ltd (Respondent) from April 2024. She resigned in February 2026, claiming she was forced to due to workplace issues including bullying by a colleague, a co-worker, and the Respondent’s handling of her complaints. The Applicant also raised concerns about pay discrepancies, travel time not being paid correctly, and alleged breaches of confidentiality. The Respondent argued that the Applicant voluntarily resigned, disputing the claim of dismissal. A meeting was held on 20 January 2026 to discuss these issues.

Application by I&C Instrumentation & Electrical Pty Ltd

I&C Instrumentation & Electrical Pty Ltd applied for approval of the I&C Instrumentation & Electrical Pty Ltd Enterprise Agreement 2026-2029. The agreement is a single enterprise agreement covering employees in the electrical contracting industry. A minor discrepancy existed between the agreement's title and that listed in the Notice of Employee Representational Rights, but this was considered a technical error. The Communications, Electrical, Electronic, Energy, Information, Postal, Plumbing and Allied Services Union of Australia (CEPU) notified their desire for the agreement to cover them.

the Applicant v McMillan Shakespeare Limited & the Respondent and Another

the Applicant filed an application under section 365 of the Fair Work Act 2009, alleging unfair dismissal by McMillan Shakespeare Limited. Her employment ended on May 27, 2026, meaning her application was one day late, lodged on June 18, 2026. She attributed the delay to a miscalculation of the deadline and technical difficulties when completing the online form. She also cited stress related to managing an internal appeal and drafting correspondence to her employer, alongside a pre-existing medical condition.

Application by The Australian Workers' Union (002N)

The Applicant applied to the Fair Work Commission under section 437 of the Fair Work Act 2009 for a protected action ballot order. The application related to employees of Ampol Refineries (QLD) Pty Ltd. Following discussions, the Respondent did not object to the application with some amendments, including excluding Laboratory Graduates and providing extended notice for industrial action. The Applicant stated they had been genuinely trying to reach an agreement with Ampol Refineries.

the Applicant v Kalmar Equipment (Australia) Pty Ltd

the Applicant, employed by Kalmar Equipment (Australia) Pty Ltd as a Site Mechanical Technician Level 2, disputes interpretations of their enterprise agreement with the Maritime Union of Australia. The dispute revolves around overtime rates, public holiday entitlements when working or not working on those days, and whether hours can be averaged across his rostered week off. the Applicant's roster involves alternating day and evening shifts, with two weeks off every eight weeks. Kalmar argues for specific interpretations based on the employee’s roster type, while the Applicant seeks broader application of certain clauses.

the Applicant v Australian Postal Corporation

the Applicant commenced proceedings against Australia Post alleging unfair dismissal, claiming his employment ended on either December 11 or 10, 2025. The application was lodged outside the standard 21-day timeframe. The Commission issued directions requiring the Applicant to submit supporting documents by June 11, 2026. He failed to do so and did not request an extension of time. Australia Post filed submissions opposing the application.

the Applicant v Eastern Melbourne Healthcare Network Ltd

the Applicant appealed a Fair Work Commission decision that her dismissal from Eastern Melbourne Healthcare Network Ltd (EMHN) was not unfair. The original Deputy President found the Applicant engaged in dishonest conduct related to a personal travel booking, misused her position, and failed to act with transparency. She argued the findings of fact were not open on the evidence and she wasn’t given adequate opportunity to respond. The Commission initially heard the matter for permission to appeal only.

the Applicant v Mackay Hospital And Health Service

the Applicant lodged a claim with the Fair Work Commission alleging she was unfairly dismissed by Mackay Hospital and Health Service. The hospital is located in Queensland, and isn't a national system employer. The Commission raised concerns about its jurisdiction to hear the case. the Applicant was repeatedly asked to provide submissions explaining why the FWC had jurisdiction, but failed to respond adequately.

the Applicant v Endeavour Group Limited

the Applicant appealed a decision made by the Commissioner in April 2026, regarding her unfair dismissal from Endeavour Group Limited. The initial decision found that the Applicant's dismissal was not harsh, unjust or unreasonable due to her incapacity for work and the absence of any return-to-work prospects. The appeal sought permission to challenge this finding, arguing errors in the Commissioner’s approach and failure to consider relevant factors like a return-to-work process.

the Applicant v Moreland Real Estate Pty Ltd

the Applicant lodged an unfair dismissal application with the Fair Work Commission on December 28, 2025. The application was incomplete because he did not pay the required fee or request a fee waiver. The Commission attempted to contact the Applicant via email and SMS in January 2026, and again in June 2026, warning him that his application could be dismissed if unpaid. He failed to respond to these attempts or rectify the deficiency.

Application by Veolia Environmental Services (Australia) Pty Ltd

Veolia Environmental Services (Australia) Pty Ltd applied to have its Townsville Agreement 2025 approved by the Fair Work Commission. The agreement is a single enterprise agreement covering employees in the waste management industry. The company provided written undertakings as part of the application.

the Applicant v Andonovski Sales Pty Ltd

the Applicant lodged an unfair dismissal application with the Fair Work Commission on June 2, 2026. The application was not compliant because the required fee wasn’t paid or a valid waiver form submitted. The Commission attempted to contact the Applicant multiple times via phone, voicemail, SMS and email, informing her of the outstanding fee and the risk of dismissal if it wasn’t resolved by July 8, 2026. She did not respond to these communications.

Application by Communications, Electrical, Electronic, Energy, Information, Postal, Plumbing and Allied Services Union of Australia (128V)

The Communications, Electrical, Electronic, Energy, Information, Postal, Plumbing and Allied Services Union applied to have the YANDA ELECTRICAL CONTRACTING PTY LTD Overhead Safety Observer Enterprise Agreement 2025 – 2029 approved. The agreement is a greenfields agreement for employees of Yanda Electrical Contracting Pty Ltd. It was made with the Communications, Electrical, Electronic, Energy, Information, Postal, Plumbing and Allied Services Union.

Application by Stramit Corporation Pty Limited Trading AS Stramit Building Products

Stramit Corporation Pty Limited, trading as Stramit Building Products, sought approval for a new enterprise agreement. The agreement is called the Stramit Building Products Erskine Park Enterprise Agreement 2026. It covers employees who are members of the Australian Manufacturing Workers’ Union (AMWU).

Application by "Automotive, Food, Metals, Engineering, Printing and Kindred Industries Union" known as the Australian Manufacturing Workers' Union (AMWU) (188V)

The Australian Manufacturing Workers' Union (AMWU) applied to extend the period for industrial action authorised by a protected action ballot, PR811878, in relation to matter B2026/795. The ballot was declared on 21 July 2026. Innovative Asset Solutions Pty Ltd, the employer, did not object to the application.

Application by the Applicant

The Applicant sought an unfair deactivation remedy from Portier Pacific Pty Ltd (Uber) under section 536LU of the Fair Work Act. He claimed deactivation on June 4, 2026, but Uber stated it occurred on July 10, 2025. Evidence including screenshots showed a review process concluding on July 9, 2025. The Applicant acknowledged receiving a final deactivation notice on July 10, 2025 and hadn't worked since June 4, 2025. He contacted Uber multiple times regarding the deactivation.

Application by Chubb Fire & Security Pty Ltd Trading AS Chubb Fire Safety

Chubb Fire & Security Pty Ltd applied to have its 'Queensland Electronic Security Technicians Enterprise Agreement 2026 - 2029' approved. The agreement is a single enterprise agreement covering employees. A copy of the Notice of Intention to Bargain (NIB) provided to employees was an older version, missing the word ‘single’. Chubb Fire & Security also provided written undertakings.

Application by Mountjoy Public Transport Pty. Ltd. Trading AS Martyrs Bus Service

Mountjoy Public Transport Pty. Ltd., trading as Martyrs Bus Service, sought approval for a new enterprise agreement called the Martyrs Bus Service – TWU Enterprise Agreement 2026 – 2029. The Transport Workers Union (TWU) confirmed its desire for the agreement to cover it and provided the necessary declaration. This was an application under section 185 of the Fair Work Act 2009.

the Applicant v CMLawyers Pty Limited

the Applicant sought an unfair dismissal remedy from CMLawyers Pty Limited. The application was lodged outside the standard time limit for such claims.

the Applicant v Child & Family Services Ballarat Inc

the Applicant commenced an application under section 365 of the Fair Work Act 2009, claiming adverse action related to her dismissal from Child & Family Services Ballarat Inc. She resigned on May 8, 2026, and lodged her application three days late, on June 1, 2026. the Respondent acknowledged the resignation but disputes it constituted a dismissal under the Act. the Applicant cited reasons for the delay including arranging care for pets, medical tests, hospitalisation due to PTSD, anxiety and depression, and misunderstanding of the time limit.

Application by Securetel (Aust) Pty. Ltd. Trading AS Securetel

Securetel (Aust) Pty. Ltd. (the Employer) applied to terminate the Securetel (Aust) Pty. Ltd. and ETU Enterprise Agreement 2018-2021, which expired on March 31, 2021. The Communications, Electrical, Electronic, Energy, Information, Postal, Plumbing and Allied Services Union of Australia (ETU) is covered by the agreement. The Employer stated it has no employees currently or likely to be covered by the agreement and is not a trading entity. The ETU confirmed they had no objections to the termination application.

Application by "Automotive, Food, Metals, Engineering, Printing and Kindred Industries Union" known as the Australian Manufacturing Workers' Union (AMWU) (188V)

The Australian Manufacturing Workers' Union (AMWU) applied for a protected action ballot order under section 437 of the Fair Work Act 2009. This relates to employees of The Trustee for Regal Cream Products Trust, trading as Bulla Dairy Foods. Another union, the Communications, Electrical, Electronic, Energy, Information, Postal, Plumbing and Allied Services Union of Australia (CEPU), also made a similar application regarding the same proposed agreement. Bulla Dairy Foods did not object to the AMWU's application.

Application by Optia Limited Trading AS Possability

Optia Limited, trading as Possability, and its employees represented by the Health Services Union (HACSU) are in dispute over a new enterprise agreement to replace the Optia Limited Disability Services Enterprise Agreement Victoria 2022–2025. Negotiations began in October 2024 and have involved 29 meetings. The employer faces funding shortfalls and seeks changes to existing entitlements, while employees are concerned about potential loss of benefits. The Fair Work Commission was asked to assist in resolving the dispute.

Modern award superannuation clause review 2026

The Fair Work Commission (FWC) initiated a review of superannuation clauses in modern awards, following changes to superannuation laws via the Treasury Laws (Payday Superannuation) Act 2025. The Act requires employers to make superannuation contributions at the same time as salary payments. This review also addresses a merger between Telstra Super and Aware Super, impacting the Telstra Award 2015. Commission staff reviewed awards and found one, the Textile, Clothing, Footwear and Associated Industries Award 2020, had a clause potentially inconsistent with the new law.

the Applicant v Avada Traffic Pty Ltd

the Applicant worked for Avada Traffic Pty Ltd. In December 2025, he called in sick and was subsequently removed from a client crew. He received an email stating his removal was due to a client request and that he had allegedly made disparaging remarks about the job. The company offered him alternative work but communication broke down. the Applicant claimed a loss of income of $85,000 and alleged termination. Avada Traffic Pty Ltd maintained he remained an employee with available work and denied any dismissal.

the Applicant v Lismore Pharmacy Pty Ltd

the Applicant commenced employment as a Pharmacy Assistant at Lismore Pharmacy Pty Ltd in March 2025. She alleges she experienced bullying from a colleague named Alison, an unreasonably high workload, and a failure by management to address her concerns. Following an incident on January 26, 2026, and subsequent events including perceived breaches of confidentiality, the Applicant sent emails indicating her intention to resign. Lismore Pharmacy contends that the Applicant resigned rather than being dismissed.

Jeniza Mae Floresca Aquino v Ginobili Pty Ltd as trustee for The Playbright Family Trust trading as Playbright Early Learning Centre

the Applicant and Ginobili Pty Ltd (Playbright Early Learning Centre) disagree about the Applicant's classification level under the Education Services (Teachers) Award 2020. The award was varied to introduce a new classification structure based on professional career standards and teacher registration. the Applicant obtained provisional accreditation in June 2020, achieved proficient teacher accreditation in November 2025, and worked at Playbright from February 2020. The dispute centres on whether the Applicant falls under transitional arrangements that would place her at a higher classification level.

Application by Foodmach Pty Ltd Trading AS Foodmach

Foodmach Pty Ltd applied to have its Foodmach PTY LTD Enterprise Agreement 2026 approved. The agreement is a single enterprise agreement covering employees in manufacturing and associated industries. The Australian Manufacturing Workers' Union (AMWU) and Communications, Electrical, Electronic, Energy, Information, Postal, Plumbing and Allied Services Union of Australia (CEPU) are bargaining representatives for the agreement.

Application by the Applicant

the Applicant applied to the Fair Work Commission seeking orders to stop bullying by the Respondent, employed by Illawarra Coal Holdings (the Employer). Following the application, the Respondent's employment was terminated due to a redundancy process involving a reduction in Undermanager roles. The Employer argued that this termination meant there was no ongoing risk of bullying and therefore the Commission lacked jurisdiction.

the Applicant v Guardian Community Early Learning Centres Pty Ltd

the Applicant applied to the Fair Work Commission for an unfair dismissal remedy against Guardian Community Early Learning Centres Pty Ltd. Her employment ended on March 17, 2026. She filed her application on April 9, 2026, two days past the 21-day deadline. the Applicant explained the delay was due to a high-risk pregnancy including gestational diabetes, high blood pressure and psychological distress. She also stated she believed she had filed within the timeframe.

Application by Albany Bulk Handling Pty Ltd Trading AS Albany Bulk Handling

Albany Bulk Handling Pty Ltd, trading as Albany Bulk Handling (the Employer), sought approval for the Qube Bulk Pty Ltd Albany Bulk Handling (ABH) Enterprise Agreement 2026. The agreement is a single enterprise agreement covering employees in the stevedoring industry. The Maritime Union of Australia, part of the CFMEU, notified their desire to be covered by the agreement.

the Applicant v Woolworths Group Limited

the Applicant commenced unfair dismissal proceedings against Woolworths Group Limited in May 2026, claiming she was dismissed on April 1, 2026. Her application was lodged more than 21 days after the alleged dismissal date. She attributed the delay to trauma, medical negligence, and difficulties obtaining legal assistance. The Fair Work Commission (FWC) repeatedly requested further information from the Applicant regarding the reasons for the delay and whether exceptional circumstances existed to justify an extension of time. Despite multiple attempts at communication and deadlines, she failed to respond adequately or provide supporting evidence. Woolworths Group Limited subsequently provided evidence indicating her dismissal occurred on April 1, 2025, making her application over 400 days late.

Application by Freshfood Management Services Pty Ltd

Freshfood Management Services Pty Ltd, a subsidiary of FreshFood Australia Holdings Pty Ltd, applied to the Fair Work Commission for approval of an enterprise agreement. The agreement was negotiated with the Australian Manufacturing Workers’ Union (AMWU), Communications, Electrical, Electronic, Energy, Information, Postal, Plumbing and Allied Services Union of Australia (CEPU), and United Workers’ Union (UWU). The application was made under section 185 of the Fair Work Act 2009. A minor discrepancy existed between the agreement title on a notice to employees and the filed agreement title.

the Applicant v Australian Capital Territory

the Applicant, Sangay Tenzin and Singye Dorji were Cleaning Service Officers employed by the Australian Capital Territory under temporary contracts that ended on January 28, 2026. The Territory implemented a leave reduction strategy and offered them further temporary contracts extending to January 28, 2026, with an offer of permanent roles afterwards. the Applicant initiated applications under section 365 of the Fair Work Act 2009 alleging their dismissal contravened workplace laws. the Australian Capital Territory objected on jurisdictional grounds, arguing they were not dismissed.

Mining and Energy Union Northern Mining and NSW Energy District Branch (MEU) v Rix's Creek Pty Limited

The Mining and Energy Union (MEU) brought a dispute to the Fair Work Commission regarding the interpretation of clauses 18 (personal/carer’s leave) and 25 (annual leave) in the Rix’s Creek Mine Enterprise Agreement 2021. Employees engaged in protected industrial action and faced employer response actions, including being prevented from working. The MEU argued that during this period, employees' leave entitlements were not properly credited or accrued by Rix’s Creek Pty Limited. A production employee and lodge president raised the issue with company management but no agreement was reached. The dispute concerned whether periods of industrial action should be treated as accruing or crediting leave.

Application by St Vincent’s Private Hospitals Ltd Trading AS St Vincent’s Private Hospital Melbourne

St Vincent’s Private Hospitals Ltd sought approval for the St Vincent’s Health Australia (Queensland Private Hospitals) Health Professionals Enterprise Agreement 2025. The Australian Municipal, Administrative, Clerical and Services Union opposed the application. The dispute centred on whether casual employees were given an opportunity to vote on the agreement. St Vincent's only allowed casual employees who worked during the 'notional access period' (12-26 March 2026) to vote. Evidence showed that around 36 casual employees across three hospitals did not work during this period but were still employed and eligible to vote. Fifteen physiotherapists at one hospital, in particular, were excluded from voting.

Application by Victorian Hospitals' Industrial Association (289V)

The Victorian Hospitals' Industrial Association applied for approval of the Health and Allied Services, Managers and Administrative Workers (Victorian Public Sector) (Single Interest Employers) Enterprise Agreement 2025-2027. The agreement covers 77 employees listed in Annexure A. The Health Services Union notified their desire for the agreement to cover them. The Employer provided written undertakings.

Application by Villa Maria Catholic Homes Limited

Villa Maria Catholic Homes Limited applied to have the VMCH (Corpus Christi Community Greenvale) Enterprise Agreement 2026 approved. The agreement is a single enterprise agreement for an aged care facility. The Australian Nursing and Midwifery Federation (ANMF) and Health Services Union (HSU) indicated they wanted the agreement to cover them.

Application by Arpad Elderly Welfare Society Inc. Trading AS Arpad Aged Care

Arpad Elderly Welfare Society Inc., trading as Arpad Aged Care, sought approval for the 'Arpad Elderly Welfare Society Inc. (trading as Arpad Aged Care), ANMF and HSU Enterprise Agreement 2026'. The Australian Nursing and Midwifery Federation (ANMF) and Health Services Union (HSU) were bargaining representatives. Burles Consulting Pty Ltd raised issues prompting written undertakings from the Respondent regarding pay rates for Enrolled Nurses and Sunday work for part-time employees.

Application by Kaleemuddin Shaik

the Applicant applied to the Fair Work Commission for an unfair deactivation remedy against Amazon Commercial Services Pty Ltd (Amazon). The Applicant’s account was deactivated on March 30, 2026. He claimed he started working through the platform on November 10, 2025; however, Amazon's records indicate November 23, 2025. Regardless of the exact start date, his period of work was less than five months.

Application by Southern Grampians Shire Council

Southern Grampians Shire Council sought approval for its Enterprise Agreement No. 11 2025 under the Fair Work Act. The agreement is a single enterprise agreement covering employees. The Australian Nursing and Midwifery Federation (ANMF) and Australian Municipal, Administrative, Clerical & Services Union (ASU) indicated their desire for the agreement to cover them.

Application by Ridley Agriproducts Pty Ltd Trading AS Ridley Corporation

Ridley Agriproducts Pty Ltd, trading as Ridley Corporation, sought approval for the Carrick Enterprise Agreement 2026. The Australian Manufacturing Workers’ Union (AMWU) was a bargaining representative. Concerns arose regarding whether the agreement met the Better Off Overall Test (BOOT), particularly concerning penalty rates for certain shifts and Sunday overtime, and allowances compared to the Food Beverage and Tobacco Manufacturing Award 2020. Ridley Corporation provided undertakings to address these concerns.

Application by the Applicant

the Applicant worked as a delivery driver for Portier Pacific Pty Ltd (Uber) from January 9, 2026, and her account was deactivated on February 24, 2026. She filed an application for an unfair deactivation remedy with the Fair Work Commission on April 30, 2026, which was more than the allowed 21-day period. the Applicant sought an extension of time to file her application, citing lack of awareness of the deadline and communication with Uber regarding the deactivation.

Application by Progress Rail Australia Pty Ltd Trading AS Progress Rail

Progress Rail Australia Pty Ltd applied to have the Progress Rail Cardiff Maintenance Facility Enterprise Agreement 2025 approved by the Fair Work Commission. The company identified a typographical error in clause 37.1, relating to wage increases. This clause incorrectly stated '3% or CPI whichever is greater', when it should read '3% or CPI capped at 4%, whichever is greater'. The Australian Manufacturing Workers' Union (AMWU) agreed with the correction and requested the agreement cover them.

Application by Pacquola Corp Pty Ltd Trading AS PA Concrete Construction Group Pty Ltd

Pacquola Corp Pty Ltd, trading as KPA Concrete Construction Group, applied for approval of an enterprise agreement with the CFMEU (Victorian Construction and General Division) Subcontractors Concrete Placement Enterprise Agreement 2024–2027. The application was lodged outside the standard 14-day timeframe. The agreement covers employees in the building, metal and civil construction industries.

the Applicant v The Trustee For Clarendon Unit Trust

the Applicant initiated an application under section 365 of the Fair Work Act 2009, alleging unfair dismissal by The Trustee for Clarendon Unit Trust. Her dismissal took effect on March 31, 2026, and the standard 21-day filing period ended April 21, 2026. She filed her application on April 22, 2026, requiring an extension of time. the Applicant cited shock from the dismissal, a family pet's illness, and medication side effects related to ADHD as reasons for the delay. She also acknowledged miscalculating the deadline.

the Applicant v All About Cos Disability And Community Services Pty Ltd

the Applicant lodged an unfair dismissal application with the Fair Work Commission on December 15, 2025. The Commission questioned whether the application was filed within the required 21-day timeframe. Attempts were made to contact him regarding this issue in March and April 2026, but he did not respond.

Application by Swinburne College Pty Ltd

Swinburne College Pty Ltd sought approval for a new enterprise agreement, the Swinburne College Enterprise Agreement 2026. The National Tertiary Education Industry Union (NTEU) and the Australian Education Union (AEU) both notified the Fair Work Commission that they wished to be covered by the agreement under section 183 of the Fair Work Act.

Application by Health Services Union (051V)

The Health Services Union (HSU) applied for a protected action ballot order concerning employees of St Vincent’s Health Australia Ltd, operating several hospitals in New South Wales. The employer initially raised objections but later withdrew them after the HSU filed an amended application. The union stated it had been genuinely trying to reach agreement with the employer during bargaining. The ballot will be conducted by Fair Vote Services Pty Ltd.

Application by Eiretech Vic Pty Ltd Trading AS Eiretech & Eirtech NSW Pty Ltd Trading AS Eiretech and Another

Eiretech Vic Pty Ltd and Eirtech NSW Pty Ltd, trading as Eiretech, applied to the Fair Work Commission for approval of a new enterprise agreement called the 'Eiretech and Employees Enterprise Agreement 2026-2030'. This agreement covers employees in manufacturing and associated industries. The application was made under section 185 of the Fair Work Act 2009. Written undertakings were provided by the employers.

Aisha Khurram v The University of Melbourne (UoM),Dr Khurram Kamran & Mrs Aisha Khurram v The University Of Melbourne

the Applicant and Dr Khurram Kamran, teaching specialists at The University of Melbourne, challenged a departmental restructure that led to redundancies in their positions. They argued the roles were genuinely needed and the university hadn't properly consulted them. They also alleged unfair treatment and victimisation related to non-confirmation of their academic status and subsequent six months’ notice of termination. The University denied wrongdoing and stated the dispute was moot due to the non-confirmation process outlined in the Enterprise Agreement.

Application by Maskill Pty Ltd Trading AS Maskill

Maskill Pty Ltd, a company in the manufacturing industry, sought approval for its Maskill Pty Ltd Enterprise Agreement 2026. The application was made under section 185 of the Fair Work Act 2009. A minor technical error occurred with the Notice of Employee Representational Rights form. Clause 5.2 of the agreement addresses potential inconsistencies with the National Employment Standards.

the Applicant v The Trustee for Paisley Park ELC (No.3) Unit Trust

the Applicant, a chef at Paisley Park ELC, lodged an application with the Fair Work Commission alleging he was forced to resign from his employment and therefore dismissed by The Trustee for Paisley Park ELC (No.3) Unit Trust. He claimed this resignation was due to pressure and intimidation related to concerns about underpayment of entitlements. the Respondent argued the Applicant voluntarily resigned and raised jurisdictional objections. A meeting occurred where the Applicant voiced his pay concerns and requested a support person, which was denied. the Applicant subsequently sent a resignation email.

the Applicant v First Impressions

the Applicant commenced an unfair dismissal claim against First Impressions. He filed his application late, requiring him to seek an extension of time. Despite multiple notices and directions from the Fair Work Commission (FWC), including deadlines for providing information and confirming attendance at conferences, the Applicant failed to respond or comply. the Respondent subsequently applied to have the matter dismissed under section 399A of the Fair Work Act.

Application by The Australian Workers' Union (002N)

The Applicant applied to the Fair Work Commission for a protected action ballot order concerning employees of Compass Group (Australia) Pty Limited. Initially, the Respondent objected, requesting an extended notice period for industrial action. However, after discussions, both parties agreed to amend the application, including a safety and emergency events undertaking and shortening the notice period to five working days. The Applicant demonstrated it had been genuinely trying to reach agreement with the Respondent.

Application by The Racking Company Pty Ltd

The Racking Company Pty Ltd applied to terminate The Racking Company Pty Ltd and the CFMEU (Victorian Construction and General Division) Enterprise Agreement 2016-2018, which expired on June 30, 2018. The company stated it had no employees covered by the agreement and has relocated its business from Victoria to Queensland. The CFMEU confirmed they did not oppose the application and would not be heard.

the Applicant v The Security Hub Pty Ltd

the Applicant, a casual security officer, commenced employment with The Security Hub Pty Ltd in June 2025. In April 2026, he filed a general protections application alleging unfair dismissal following an alleged bullying incident during his first shift and subsequent complaints that were not addressed. He claims to have been dismissed via text message in March 2026. The company denies the Applicant's dismissal and disputes the details of the alleged bullying.

Application by CFMEU (105N)

The CFMEU applied for approval of an enterprise agreement between Westland Commercial Group (the trustee) and the CFMEU (Victorian Construction and General Division) Subcontractors Landscape Construction Enterprise Agreement 2024–2027. The agreement covers a group of employees, but not all employees of the employer. The CFMEU also notified their desire for the agreement to cover them.

Application by Golding Contractors Pty Ltd

TEC Coal Pty Ltd leases the Stanwell Meandu Mine in Queensland, currently operated by BUMA Australia Pty Ltd. From July 1, 2026, Golding Contractors Pty Ltd will operate the mine. Around 357 of BUMA’s employees have accepted offers from Golding. These transferring employees will work under the existing BUMA Meandu Mine Enterprise Agreement 2025. Golding has applied to the Fair Work Commission for an order extending this agreement to any new, non-transferring employees it hires after July 1, 2026. The unions involved support this application.

the Applicant v Capgemini Australia Pty Ltd

the Applicant applied to the Fair Work Commission under section 372 of the Fair Work Act 2009, alleging contraventions of general protections provisions. Capgemini Australia Pty Ltd initially agreed to participate in a conference but later withdrew its agreement. The Applicant requested to be heard regarding any procedural orders.

the Applicant v Dual Engraving Pty Ltd

the Applicant commenced employment with Dual Engraving Pty Ltd on October 20, 2025, and was dismissed on February 26, 2026. He lodged an unfair dismissal application under section 394 of the Fair Work Act and a general protections application under section 365. The Commission identified these as multiple applications relating to the same dismissal. the Applicant did not provide sufficient information to demonstrate eligibility for an unfair dismissal claim, particularly regarding the minimum employment period.

the Applicant v Ventia Pty Limited

the Applicant lodged an unfair dismissal application with the Fair Work Commission on May 14, 2026. He stated he was dismissed from Ventia Pty Limited on May 6, 2026, after starting employment on November 12, 2025. This meant his minimum employment period of six months had not been met. The Fair Work Commission notified the Applicant about this issue and requested a response, but he did not reply.

the Applicant v Canberra Muslim Youth Trading AS Taqwa School

the Applicant filed an application on June 9, 2026, claiming unfair dismissal by Taqwa School. Taqwa School argued the application was late, exceeding the 21-day limit by 40 days. The Fair Work Commission initially gave the Applicant a chance to explain why his application should be considered despite being filed late. He responded indicating he wished to continue. Subsequent requests for further information and submissions were ignored.

the Applicant v Quality Estate Distributors Pty. Ltd.

the Applicant lodged an application with the Fair Work Commission on June 16, 2026, alleging contraventions involving dismissal. The application was not filed according to the Fair Work Act because the required fee wasn't paid or waived. The Commission repeatedly notified the Applicant about the outstanding fee and offered a chance for a waiver, setting deadlines for payment. Despite these notifications via email and SMS, he did not respond.

the Applicant v Masterton Homes Pty Limited

the Applicant lodged an unfair dismissal application with the Fair Work Commission on May 21, 2026. She stated she was dismissed from Masterton Homes Pty Limited on May 14, 2026, after commencing employment on November 17, 2025. This meant her minimum employment period of six months had not been met. The Commission notified the Applicant of this issue and provided opportunities for her to respond or provide evidence demonstrating she had completed the required time. She acknowledged her employment was less than six months in a later response.

Application by CFMEU (105N)

The CFMEU applied for approval of a greenfields agreement, the Kenny Building and Construction Pty Ltd / CFMEU Collective Agreement 2024-2027. The company, registered in March 2026, stated it had no employees covered by the agreement. The application was made under section 185 of the Fair Work Act 2009.

the Applicant v Claro Disability Services Pty Ltd

the Applicant filed an application with the Fair Work Commission on June 16, 2026, against Claro Disability Services Pty Ltd concerning a stand down dispute. A preliminary hearing was scheduled for June 30, 2026. However, before the hearing, the Applicant resigned from her employment with Claro Disability Services. Despite multiple attempts by the Fair Work Commission to contact the Applicant and request a response regarding her intention to proceed with the application, she failed to respond. She also did not attend the scheduled hearing.

the Applicant v Repco

the Applicant lodged an unfair dismissal application with the Fair Work Commission on November 23, 2025. The Commission found the Applicant's employment period was less than six months, meaning he did not meet the minimum eligibility requirement for an unfair dismissal claim. He also failed to pay the required fee or request a waiver. Despite multiple attempts by Commission staff to contact him regarding these issues, the Applicant did not respond.

the Applicant v J.L Insulation Pty Ltd

the Applicant lodged an unfair dismissal application with the Fair Work Commission on June 17, 2026. The application was incomplete because he did not pay the required fee or request a fee waiver. The Commission attempted to contact the Applicant via email and SMS on multiple occasions to rectify this issue. He failed to respond to these attempts or pay the fee, leading to a warning that his application could be dismissed.

the Applicant v Clare Estate Agents Pty Ltd

the Applicant, a Sales and Marketing Representative/Buyer’s Agent at Clare Estate Agents Pty Ltd, faced performance concerns starting in mid-2025 due to personal issues impacting her work. The company discussed adjusting her role and responsibilities, including a variation to her employment contract. On January 19, 2026, the Applicant was offered a new Lead/Sales Agent position but felt the proposal wasn't clearly explained. She sent an email on January 20, expressing gratitude and acknowledging performance issues, which both parties interpret differently regarding resignation versus declining the role.

Application by Independent Education Union of Australia (130N)

The Independent Education Union of Australia (IEUA) applied for a protected action ballot order under section 437 of the Fair Work Act 2009. The application concerned employees of Edmund Rice Education Australia Colleges Ltd working at Christian Brothers College Adelaide, Rostrevor College Adelaide, and St Paul’s College Adelaide. The IEUA stated they had been genuinely trying to reach an agreement with EREA through bargaining. The employer effectively did not object to the amended application.

Application by Independent Education Union of Australia (130N)

The Independent Education Union of Australia (IEUA) applied for a protected action ballot order under section 437 of the Fair Work Act 2009. This relates to employees of Mercy Education Limited T/A St Aloysius College. The IEUA stated they have been genuinely trying to reach an agreement with the employer through bargaining. Mercy Education Limited did not object to the application.

the Applicant v Health First Group Pty Ltd

the Applicant, an Occupational Therapist from South Africa, was recruited by Health First Group Pty Ltd in late 2024 and commenced employment in May 2025 under a 407 Training Visa. She alleged she was unfairly dismissed, but the Respondent argued she resigned voluntarily. the Applicant claimed she lacked adequate structured training and supervision as required for her visa and AHPRA registration. She raised concerns about this with a director, Mr Podbury, who initially reassured her but later stated informal support constituted training. Following these issues, the Applicant resigned on November 17, 2025, after being employed for approximately six months.

Application by Adams Jones Pty Ltd

Adams Jones Pty Ltd applied to terminate its Enterprise Agreement 2018, which covered employees in the building, metal and civil construction industries. The application followed a vote where employees approved the termination. The agreement's nominal expiry date was July 31, 2021. No unions were involved or invited to provide input. the Director of Adams Jones Pty Ltd provided a statutory declaration supporting the application.

Application by "Automotive, Food, Metals, Engineering, Printing and Kindred Industries Union" known as the Australian Manufacturing Workers' Union (AMWU) (188V)

The Australian Manufacturing Workers' Union (AMWU) applied to the Fair Work Commission for a majority support determination to initiate bargaining for an enterprise agreement covering employees at Lion Pty Ltd’s Little Creatures Geelong facility. The proposed agreement would cover brewers, packaging technicians, technical officers, and warehouse/packaging technician logistics staff. Initially, the employer was identified as 'Lion – Beer, Spirits and Wine Pty Ltd', but this was later corrected to Lion Pty Ltd. Lion opposed the application, arguing the AMWU lacked standing, employees didn’t want to bargain, the employee group wasn't fairly chosen, and it wasn't reasonable to make the determination.

Application by Communications, Electrical, Electronic, Energy, Information, Postal, Plumbing and Allied Services Union of Australia (128V)

The Communications, Electrical, Electronic, Energy, Information, Postal, Plumbing and Allied Services Union of Australia applied to extend the period for industrial action authorized by a protected action ballot (PR811117) in relation to matter B2026/688. Snowy Hydro Ltd did not object to the application. The ballot was declared on 3 July 2026.

Application by Communications, Electrical, Electronic, Energy, Information, Postal, Plumbing and Allied Services Union of Australia (128V)

The Communications, Electrical, Electronic, Energy, Information, Postal, Plumbing and Allied Services Union (CEPU) applied for a protected action ballot order under section 437 of the Fair Work Act 2009. This application relates to employees of Valmet Pty Ltd. The Australian Manufacturing Workers’ Union (AMWU) also made a separate similar application. Valmet did not object to CEPU's application. Negotiations are ongoing regarding an enterprise agreement.

Application by the Applicant Trading AS O'Neill & Brown Electrical Services

O’Neill & Brown Electrical Services Pty Ltd, an electrical contracting business, applied to the Fair Work Commission for approval of its enterprise agreement, titled 'O’Neill & Brown Electrical Services Pty Ltd and Employees Enterprise Agreement 2026–2030'. The agreement covers a single workplace. The employer provided written undertakings as part of the application process.

Application by WBL PTY LTD Trading AS WARRAGUL BUS LINES

WBL Pty Ltd, trading as Warragul Bus Lines, sought approval for its enterprise agreement, the WBL Pty Ltd (t/a WARRAGUL BUS LINES) ENTERPRISE AGREEMENT 2026. The Transport Workers’ Union of Australia (TWU) indicated it wanted the agreement to cover them. Several clauses were identified as potentially inconsistent with the National Employment Standards (NES), including those relating to withholding monies at termination, notice for personal leave and evidence requirements for personal leave.

Application by Macneil Group Pty. Ltd. Trading AS Macneil Group

Macneil Group Pty Ltd, trading as Macneil Group, applied to the Fair Work Commission for approval of its enterprise agreement, the Macneil Group Pty Ltd Enterprise Agreement 2026. The agreement covers a single workplace and applies to the building, metal and civil construction industries.

Application by the Applicant

the Applicant worked for Uber from November 8, 2025, until his account was deactivated on May 3, 2026. He sought a remedy for unfair deactivation under the Fair Work Act. The Commission considered whether he met the requirements to be protected from unfair deactivation.

Application by ACKS Legacy Pty Limited

ACKS Legacy Pty Limited, trading as Secom Technical Services Pty Limited from January 2027, applied to the Fair Work Commission for an order. The application sought to extend the existing Secom Technical Services Pty Limited Single Enterprise Agreement 2024 to cover new employees who perform work previously done by STS and aren't transferring with the business. An organisational restructure saw STS employees offered employment with Secom Technical Services, transitioning on January 1, 2027. The aim was to replace coverage under the Electrical, Electronic and Communications Contracting Award 2020 for these new employees. One non-transferring employee was affected; their views weren't provided.

Application by "Automotive, Food, Metals, Engineering, Printing and Kindred Industries Union" known as the Australian Manufacturing Workers' Union (AMWU) (188V)

The Australian Manufacturing Workers' Union (AMWU) applied for a protected action ballot order under section 437 of the Fair Work Act 2009. This related to employees of Downer EDI Engineering Power Pty Ltd. The AMWU was seeking approval for a vote on a proposed enterprise agreement. Other unions, CEPU and AWU, also made similar applications. Downer Engineering did not formally object but raised some minor points regarding the application’s details. The ballot will be conducted by Fair Vote Services Pty Ltd.

Application by Shop, Distributive and Allied Employees Association (006N)

The Shop, Distributive and Allied Employees’ Association (SDA) applied to increase minimum rates for junior employees in the General Retail Industry Award 2020, Fast Food Industry Award 2020, and Pharmacy Industry Award 2020. A decision was made on March 31, 2026, and a further hearing was scheduled to discuss implementation and transitional arrangements. Parties have submitted draft determinations with differing approaches to the transition process, including whether to use single or individual variations and separate or consolidated tables.

Application by Mining and Energy Union (301V)

The Mining and Energy Union applied to extend the period for industrial action authorized by a protected action ballot (PR810289) in relation to matter B2026/563. The ballot result was declared on June 15, 2026. Ravensworth Coal Management Pty Ltd, trading as Ravensworth Surface Operations, did not object to the application.

Application by The Australian Workers' Union (002N)

The Applicant applied for a protected action ballot order concerning employees of Veolia Environmental Services (Australia) Pty Ltd. The AWU and Veolia are in bargaining negotiations for an enterprise agreement. Veolia did not oppose or support the application but raised concerns about the proposed ballot period. The Commissioner determined the matter based on documents submitted, without a hearing.

the Applicant v Tam Jai Aust Co Outlets Pty Ltd

the Applicant worked as a part-time waitress for Tam Jai Aust Co Outlets Pty Ltd, a hospitality business, starting on January 13, 2025. On February 25, 2026, she had a confrontation with the Operations Manager, during which he told her to 'go home'. the Applicant interpreted this as a dismissal and took actions such as returning her uniform, blocking his contact, requesting termination payments, and sending an incident statement. The respondent claims the Applicant was instructed to leave temporarily due to a disagreement and that she remained employed.

Application by T.D. Kerr Electrical Pty Ltd

T.D. Kerr Electrical Pty Ltd, an electrical contracting business, sought approval for a single enterprise agreement called the T.D. Kerr Electrical Pty Ltd Single Enterprise Agreement 2026. The company provided a written undertaking to the Fair Work Commission. A representative for employees was consulted regarding this undertaking.

Application by CFMEU (105N)

The CFMEU applied to have the Auswide Operations Pty Ltd t-as Mann Group NSW / CFMEU Collective Agreement 2024 - 2027 approved under section 185 of the Fair Work Act 2009. The agreement covers a single enterprise and involves the Building, metal and civil construction industries. The CFMEU is the bargaining representative for the agreement.

Application by Holcim (Australia) Pty Ltd

Holcim (Australia) Pty Ltd sought approval for a new enterprise agreement, the 'Queensland and Northern Territory Staff Enterprise Agreement 2025'. The Australian Workers’ Union (AWU) contested both the scope of employees covered by the agreement and whether it was genuinely agreed to. Holcim argued the employees were geographically distinct and that electronic communication was standard practice. The agreement covers a disparate group across 61 sites, with approximately two-thirds participating in an electronic vote. Some employees are over 45 years old.

Application by Bucher Municipal Trading AS Bucher Municipal Pty Ltd

Bucher Municipal Pty Ltd applied to have its Victorian Operations Enterprise Agreement 2025-2027 approved by the Fair Work Commission. The agreement is a single enterprise agreement covering some, but not all, employees of the company. A minor discrepancy existed between the title in the agreement and that listed in the Notice of Employee Representation Rights. The Australian Manufacturing Workers' Union (AMWU) lodged a statutory declaration seeking to have the agreement cover them.

Application by Australian Associated Press Ltd T/A AAP

Australian Associated Press Ltd T/A AAP sought approval for the Journalists (Australian Associated Press) MEAA Enterprise Agreement 2026. The Media, Entertainment and Arts Alliance (MEAA) supported the agreement as a bargaining representative. The application was made under section 185 of the Fair Work Act 2009.

Application by CFMEU (105N)

The CFMEU applied for approval of an enterprise agreement between Highcon Constructions Pty Ltd and the CFMEU (Victorian Construction and General Division) Subcontractors Carpentry & Joinery Enterprise Agreement 2024–2027. The agreement covers a single workplace within the building, metal and civil construction industries. The CFMEU notified their intention to be covered by the agreement under section 183 of the Fair Work Act.

Application by National Tertiary Education Industry Union (283V)

The NTEU applied for a protected action ballot order under section 437 of the Fair Work Act 2009. The application concerned employees of Griffith University. The NTEU stated they have been attempting to reach an agreement with the university through bargaining. Griffith University did not object to the application.

Application by Crane Services Pty Ltd Trading AS Crane Services

Crane Services Pty Ltd, a company in the building, metal and civil construction industries, sought approval for an enterprise agreement with the CFMEU South Australia Mobile Crane branch. The agreement is a single enterprise agreement and does not cover all employees of Crane Services Pty Ltd. The CFMEU notified their desire for the agreement to cover them.

Application by CFMEU (105N)

The Construction, Forestry and Maritime Employees Union (CFMEU) applied to the Fair Work Commission for a protected action ballot order. This relates to bargaining for a new agreement with Mammoet Australia Pty Ltd. The union was represented by the Applicant. Initially, the Respondent objected to the application, but later withdrew their objection. The proposed ballot would cover employees of Mammoet who are either members of the CFMEU or bargaining representatives.

Application by McColl’s Operations Pty Ltd Trading AS Mccoll’s Transport

McColl’s Operations Pty Ltd, trading as McColl’s Transport, sought approval from the Fair Work Commission to terminate its Enterprise Agreement with employees. The agreement's nominal expiry date was September 8, 2025. Four employees were covered by the agreement. An independent ballot agent confirmed all four voted to terminate it on May 14, 2026. Following termination, employees would be covered by relevant awards and retain above-award wage rates, with potential for further increases under individual contracts. Employees received notice of the application and an opportunity to express views to the Commission.

Application by Australian Municipal, Administrative, Clerical and Services Union (052V)

The Applicant applied for a protected action ballot order under section 437 of the Fair Work Act 2009. The application related to employees of the Automotive, Food, Metals, Engineering, Printing and Kindred Industries Union (AMWU). The AMWU did not object to the application. The Applicant stated it had been genuinely trying to reach an agreement with the AMWU during bargaining.

Application by Ricegrowers Limited Trading AS Sunrice Group

Ricegrowers Limited, trading as Sunrice Group (the Employer), applied for approval of the SunRice, AGS and Coprice Reliability Enterprise Agreement 2026 – 2029. The Australian Manufacturing Workers’ Union (AMWU) and Communications, Electrical, Electronic, Energy, Information, Postal, Plumbing and Allied Services of Australia – Electrical, Energy and Services Division (ETU) are bargaining representatives for the agreement and support its approval. The agreement covers these organisations.

Application by Glen Eira City Council

Glen Eira City Council applied to the Fair Work Commission for approval of the Glen Eira Leisure Enterprise Agreement 2025. The agreement is a single enterprise agreement covering employees. Concerns were raised regarding certain aspects, prompting the council to provide written undertakings. The Australian Municipal, Administrative, Clerical and Services Union (ASU) indicated its desire for the agreement to cover it.

Application by Chubb Fire & Security Pty Ltd Trading AS Chubb Fire & Security

Chubb Fire & Security Pty Ltd, operating in Alice Springs, applied to the Fair Work Commission for approval of a collective enterprise agreement covering its electrical technicians. The agreement, titled 'Chubb Fire & Security Pty Ltd, Alice Springs, Electrical Technicians, Collective Enterprise Agreement, 2025 - 2028', is a single enterprise agreement.

the Applicant v Services Australia

the Applicant worked as part of an Indigenous Apprenticeship Program at Services Australia from September 2023. She participated in Informal and Formal Support Plans due to performance concerns. Clause I11.9 of the Services Australia Enterprise Agreement allowed her to consent to termination, receiving a lump sum payment for the remaining assessment period. the Applicant ultimately consented to termination via email and a signed document, believing it was her only option. Her employment was terminated on October 17, 2025.

Application by Structural Concrete Industries (Aust) Pty Ltd Trading AS Structural Concrete Industries

Structural Concrete Industries (Aust) Pty Ltd, trading as Structural Concrete Industries, applied to the Fair Work Commission for approval of a new enterprise agreement. The agreement is called the Structural Concrete Industries (Aust) Pty Ltd Enterprise Agreement 2026. The Australian Workers’ Union (AWU) was involved in bargaining and indicated it wanted the agreement to cover its members.

the Applicant v Serco Australia Pty Limited

the Applicant worked for Serco Australia Pty Limited from August 2021, initially as a casual employee before transitioning to fixed-term and then full-time employment. His role was at the Adelaide Immigration Detention Centre. In November 2024, Serco learned its contract with the Department of Home Affairs would not be renewed on December 10, 2024. A handover process began to Secure Journeys, the incoming service provider. the Applicant applied for and accepted a position with Secure Journeys on April 13, 2025, and his last day with Serco was May 5, 2025. Serco communicated various updates to employees regarding redeployment options and the process for those accepting roles with Secure Journeys.

Application by Chilvers

The Applicant sought an extension of time to file an unfair dismissal application against the Respondent. Her dismissal took effect on February 11, 2026, and the initial filing deadline was March 4, 2026. She lodged her application 81 days late, citing a job advertisement posted by the Respondent on May 21, 2026, as evidence that her redundancy wasn't genuine. The role advertised resembled her previous position. The Respondent contends the dismissal resulted from an operational restructure after losing a major contract.

Application by Rawsons Electrical Pty Ltd

Rawsons Electrical Pty Ltd, an electrical contracting company, sought approval for its Rawsons Electrical Pty Ltd Single Enterprise Agreement 2026. The application was made under the Fair Work Act 2009. The agreement includes several written undertakings from the employer. It is a single enterprise agreement covering employees of the company.

Application by CFMEU (105N)

The CFMEU applied to have the 'COPLAN INTERIORS PTY LTD and the CFMEU (Victorian Construction and General Division) Subcontractors Plastering Enterprise Agreement 2024 - 2027' approved. The agreement covers a group of employees, but not all employees of Coplan Interiors Pty Ltd. The CFMEU is the bargaining representative for the agreement.

Application by Roadrunner Engineering Pty Ltd

Roadrunner Engineering Pty Ltd, a company in the building and construction industry operating in Victoria, sought approval for an enterprise agreement with the Australian Manufacturing Workers’ Union (AMWU). The agreement, titled 'AMWU & Roadrunner Engineering Pty Ltd Metal & Engineering On-Site Construction Agreement 2026 - 2029', covers employees working on construction projects. It incorporates a model delegates’ rights term from the Building and Construction General On-Site Award 2020.

the Applicant v Donvale Gardens Aged Care Facility

the Applicant commenced employment with Donvale Gardens Aged Care Facility on June 23, 2025, and her employment ended on October 29, 2025. She alleges unfair dismissal and filed an application with the Fair Work Commission one day outside the statutory 21-day timeframe. the Applicant stated she was unwell and misunderstood the time limit to be business days only.

Application by Community Radio Federation Ltd

Community Radio Federation Ltd applied to have the Community Radio Federation Limited and Media Entertainment and Arts Alliance Bargaining Agreement 2025-2027 approved. The agreement covers a single employer in the broadcasting and recorded entertainment industry. The Media Entertainment and Arts Alliance (MEAA) supports the approval of the agreement and wants it to cover them. A typographical error existed in clause 14.7 regarding redundancy payments.

the Applicant v Animal Welfare League Australia limited

the Applicant lodged an unfair dismissal application with the Fair Work Commission on February 17, 2026, following their dismissal from Animal Welfare League Australia limited on January 28, 2026. They stated they worked for approximately four months. The Commission initially notified the Applicant that they may not have met the minimum six-month employment period required to make an unfair dismissal claim. Despite multiple reminders and opportunities to respond, the Applicant failed to provide evidence demonstrating they had completed this period. the Applicant acknowledged in correspondence that their time with the employer was 'not significant'.

Application by Modern Concrete Constructions Pty Ltd Trading AS Freecity Construction

Modern Concrete Constructions Pty Ltd, trading as Freecity Construction, sought approval for the Freecity Construction/Employees Collective Agreement 2026 - 2029. The agreement covers a single enterprise and applies to employees in the building, metal and civil construction industries.

Application by St Andrew's School Inc. Trading AS St Andrew's School

St Andrew's School Inc., trading as St Andrew’s School, applied for approval of the St Andrew’s School Enterprise Agreement 2026 under section 185 of the Fair Work Act 2009. The agreement is a single enterprise agreement. The Independent Education Union (IEU) notified their desire to be covered by the agreement. The Applicant provided written undertakings.

Application by Colac Otway Shire Council

Colac Otway Shire Council sought approval for its Enterprise Agreement No. 10, 2025. The agreement covers employees of the council. Several unions—the Australian Nursing and Midwifery Federation (ANMF), the Australian Municipal, Administrative, Clerical and Services Union (ASU), and the Association of Professional Engineers, Scientists and Managers Australia (APESMA)—were identified as bargaining representatives and wished for the agreement to cover them.

Application by CSL Australia Pty Ltd

CSL Australia Pty Ltd sought approval for an enterprise agreement, the CSL Australia and MUA WA BCI Operations Enterprise Agreement 2026, covering employees and the Maritime Union of Australia Division. The Fair Work Commission considered whether the agreement met the requirements of the Fair Work Act 2009. Several clauses were identified as potentially inconsistent with the National Employment Standards (NES). The union representing the employees notified their desire to be covered by the agreement.

the Applicant v Department Of Families, Seniors, Disability Services And Child Safety

the Applicant applied to the Fair Work Commission under section 365 of the Fair Work Act 2009, seeking to resolve a general protections dispute related to her dismissal from the Queensland Department of Families, Seniors, Disability Services and Child Safety. The Department objected, arguing it is not a ‘national system employer’ as defined by the Act. the Applicant was employed as a temporary contracts officer.

Application by CFMEU (105N)

The CFMEU applied to have the Redmen Services NSW Pty Ltd / CFMEU Collective Agreement 2024-2027 approved under section 185 of the Fair Work Act 2009. The agreement is a single enterprise agreement covering employees in the building, metal and civil construction industries. The CFMEU, acting as a bargaining representative, also notified their intention for the agreement to cover them.

Application by "Automotive, Food, Metals, Engineering, Printing and Kindred Industries Union" known as the Australian Manufacturing Workers' Union (AMWU) (188V)

The Australian Manufacturing Workers' Union (AMWU) applied to extend the period for industrial action authorized by a protected action ballot, PR799785, in matter B2026/497. The ballot was declared on May 21, 2026. Kinetic (Melbourne) Pty Ltd and KOCM 3 Pty Ltd did not object to the extension.

Application by Fleurieu Cranes Pty Ltd

Fleurieu Cranes Pty Ltd applied to have a single-enterprise agreement, titled ‘Fleurieu Cranes Pty Ltd / CFMEU South Australia Mobile Crane Enterprise Agreement 2026’, approved by the Fair Work Commission. The Construction, Forestry, Maritime, Mining and Energy Union (CFMEU) also wanted the agreement to cover them. A minor discrepancy existed between the title on the Notice of Employee Representational Rights and the actual agreement’s title.

Application by Australian and International Pilots Association (127N)

The Australian and International Pilots Association (AIPA) applied for a protected action ballot order under section 437 of the Fair Work Act 2009, concerning employees of Qantas Airways Limited (Qantas). Following discussions, Qantas did not object to the application as amended. AIPA acknowledged exceptional circumstances and revised the proposed order. The ballot will be conducted by True Vote Pty Ltd, an approved ballot agent.

Application by the Applicant

The Applicant filed an application with the Fair Work Commission on August 3, 2025, seeking orders to stop bullying by her manager. She alleged unfair treatment related to a performance improvement plan and private information being shared. The employer argued the actions were reasonable management. The Applicant did not respond to follow-up inquiries from the Commission, despite warnings that the application could be dismissed. The Commissioner had no communication with the Applicant since September 25, 2025.

Application by United Workers' Union (108V)

The United Workers' Union applied to extend the period for industrial action authorized by a protected action ballot (PR810156) in relation to matter B2026/549. The ballot result was declared on June 2, 2026. Section 459(3) of the Fair Work Act allows the Commissioner to extend this period by up to 30 days if certain conditions are met, and the period hasn't been extended before. Tatura Milk Industries Pty Ltd, the employer, did not object to the application.

Application by Gippsland Grammar

Gippsland Grammar sought approval for the Gippsland Grammar Enterprise Agreement 2026. The agreement included a clause (2B.4) regarding pay rates for ‘GAP’ assistants, which initially appeared to set their wage at Level 1.2A regardless of age. This raised concerns about whether employees over 20 would be paid appropriately. Gippsland Grammar provided written undertakings to address this issue.

Application by Communications, Electrical, Electronic, Energy, Information, Postal, Plumbing and Allied Services Union of Australia (128V)

The Communications, Electrical, Electronic, Energy, Information, Postal, Plumbing and Allied Services Union (CEPU) applied for a protected action ballot order under section 437 of the Fair Work Act 2009. This application relates to employees of Bulla Dairy Foods, a company managed by The Trustee for Regal Cream Products Trust. The CEPU and another union, the Australian Manufacturing Workers’ Union (AMWU), previously made similar applications concerning an enterprise agreement. Bulla Dairy Foods did not object to the CEPU's application.

Application by CFMEU (105N)

The CFMEU applied to have the MAGUIRE SHOTCRETE GROUP PTY LTD and the CFMEU (Victorian Construction and General Division) Subcontractors Concrete Pumping Enterprise Agreement 2024-2027 approved. The agreement is a single enterprise agreement covering some, but not all, employees of Maguire Shotcrete Group Pty Ltd. The CFMEU acted as the bargaining representative for the agreement.

the Applicant v Splash’s Pakenham Pty Ltd

the Applicant applied to the Fair Work Commission on February 10, 2026, seeking a remedy for unfair dismissal from Splash’s Pakenham Pty Ltd. The Applicant failed to attend multiple times despite reminders and requests for explanation. She did not respond to emails from the Commission requesting an explanation for her non-compliance with directions regarding her case.

the Applicant v Macedon Ranges Shire Council

the Applicant, a Planning and Building Liaison Officer at Macedon Ranges Shire Council, requested flexible work arrangements allowing him to work four days at home and one day in the office for three weeks a month, and three days at home and one day in the office every fourth week. He initially made this request on November 26, 2024, and again on December 1, 2025, citing his age (over 55) and work-related fatigue as reasons. The council rejected both requests. the Applicant appealed the second rejection but it was also denied based on reasonable business grounds.

the Applicant v Australian Postal Corporation

the Applicant was employed by Australian Postal Corporation (APC) from 1989 until his dismissal on September 29, 2025. He worked as a Postal Delivery Officer and later a Postal Transport Officer driving a van. APC dismissed him alleging serious misconduct including unauthorized vehicle use, failing to report absences, and disrespectful behavior towards supervisors. the Applicant denies the allegations and claims his dismissal was unfair. A meeting on May 7, 2025, resulted in an unscheduled lunch break at KFC, which he did not report. He also left work early without permission.

Application by Lactalis Jindi Pty Ltd Trading AS Lactalis Jindi

Lactalis Jindi Pty Ltd, trading as Lactalis Jindi, sought approval for its Maintenance Enterprise Agreement 2026. The agreement is a single enterprise agreement covering employees. The Australian Manufacturing Workers’ Union (AMWU) and Communication, Electrical, Electronic, Energy, Information, Postal, Plumbing and Allied Services Union of Australia (CEPU) indicated their desire for the agreement to cover them.

Application by Bureau Veritas Minerals Pty Ltd

Bureau Veritas Minerals Pty Ltd (BVM) applied for approval of the Bureau Veritas Minerals Pty Ltd Whyalla Laboratories Enterprise Agreement 2024. The agreement is a single enterprise agreement covering employees at BVM's Whyalla Laboratories. The Automotive, Food, Metals, Engineering, Printing and Kindred Industries Union (AMWU) and the Australian Workers Union (AWU) are bargaining representatives for the agreement and want it to cover them.

Application by Pascoe's Pty Ltd Trading AS Pascoe's

Pascoe's Pty Ltd, trading as Pascoe’s, sought approval for the Pascoe’s Enterprise Agreement 2026. The agreement covers employees in manufacturing and related industries. The Automotive, Food, Metals, Engineering, Printing, and Kindred Industries Union (AMWU) acted as a bargaining representative and indicated its desire to be covered by the agreement.

Application by Saint Stephen's College Limited Trading AS Saint Stephen's College

Saint Stephen's College Limited, trading as Saint Stephen’s College, applied for approval of the Saint Stephen’s College Enterprise Agreement 2026 under section 185 of the Fair Work Act 2009. A minor discrepancy existed between the agreement title in the Notice of Employee Representational Rights and the actual agreement. The Independent Education Union of Australia (IEUA) and the Australian Nursing and Midwifery Federation (ANMF) indicated they wanted the agreement to cover them.

Application by Ra Jordan Pty Ltd Trading AS Jordan Plumbing

Ra Jordan Pty Ltd Trading As Jordan Plumbing applied for approval of the R.A. JORDAN PTY. LTD. ONSITE CONSTRUCTION NORTHERN TERRITORY ENTERPRISE AGREEMENT 2026 - 2029. The agreement is a single enterprise agreement covering employees in the plumbing industry.

Application by Delta Power And Energy (Vales Point) Pty Ltd Trading AS Delta Electricity

Delta Power And Energy (Vales Point) Pty Ltd, trading as Delta Electricity, sought approval for the 'Delta Electricity Employees Enterprise Agreement 2026'. The Fair Work Commission considered the agreement's terms, particularly clause 54 regarding delegates’ rights. This clause was found to be less favourable than provisions in the Electrical Power Industry Award 2020. Several unions, including the Mining and Energy Union and the Australian Manufacturing Workers' Union (AMWU), acted as bargaining representatives for the agreement.

Application by CFMEU (105N)

The CFMEU applied for approval of an enterprise agreement between Cladding Systems Pty Ltd and the CFMEU (Victorian Construction and General Division) Subcontractors, covering employees in the building, metal and civil construction industries. The agreement is a single enterprise agreement, not covering all employees of the company. The CFMEU also notified their desire for the agreement to cover them.

Application by Transport Workers' Union of Australia (179V)

The Transport Workers' Union of Australia (TWU) applied for a protected action ballot order under section 437 of the Fair Work Act 2009. This application related to bargaining for a new agreement with SCT OPCO Pty Ltd, trading as SCT Logistics. The union was supported by a statutory declaration from the Applicant. Initially, the Respondent objected to the application but later withdrew its objection after agreed amendments were made to the proposed order.

Application by The Australian Workers' Union (002N)

The Applicant applied to the Fair Work Commission (FWC) to extend the period for industrial action authorized by a protected action ballot, PR799733, in matter B2026/489. The initial 30-day period had expired. Isis Central Sugar Mill Company Limited did not object to the application.

Application by George Weston Foods Ltd

George Weston Foods Ltd, trading as Tip Top Bakeries Dry Creek, sought approval for a new enterprise agreement called the 'Tip Top Bakeries Dry Creek, Reliability Enterprise Agreement 2026-2029'. The Australian Manufacturing Workers’ Union (AMWU) indicated they wished to be covered by the agreement. Minor technical errors were found in the initial documentation submitted, including discrepancies between the title on the Notice of Employee Representational Rights and the actual agreement name, and a missing signature page.

the Applicant v Solve Legal Pty Ltd

the Applicant commenced an application under section 365 of the Fair Work Act 2009, alleging unfair dismissal by Solve Legal Pty Ltd. A conference was scheduled for February 23, 2026, but the Applicant did not attend. Multiple emails were sent to both parties requesting attendance and explanation for his absence, with no response from the Applicant. the Respondent, Solve Legal Pty Ltd, was represented.

Application by Cleanaway Operations Pty Ltd

Cleanaway Operations Pty Ltd applied for approval of the Cleanaway Oils & Technical Services Queensland Maintenance Enterprise Agreement 2026 under section 185 of the Fair Work Act 2009. The agreement is a single enterprise agreement. The Australian Workers’ Union (AWU) and the Australian Manufacturing Workers' Union (AMWU) indicated they want the agreement to cover them.

Application by The Trustee For The Advanced Contracting Security Unit Trust Trading AS Advanced Contracting Security Pty Ltd

The Trustee for The Advanced Contracting Security Unit Trust, trading as Advanced Contracting Security Pty Ltd (the Employer), sought approval of the Advanced Contracting Security Pty Ltd Enterprise Agreement 2026-2030. This is a single enterprise agreement covering employees in the electrical contracting industry.

Application by Communications, Electrical, Electronic, Energy, Information, Postal, Plumbing and Allied Services Union of Australia (128V)

The Communications, Electrical, Electronic, Energy, Information, Postal, Plumbing and Allied Services Union of Australia (CEPU) applied for approval of the TSA Civil Group Pty Ltd and CEPU – Plumbing Division (Vic) Plumbing Enterprise Agreement 2024 – 2027. The agreement is a single enterprise agreement covering employees of TSA Civil Group Pty Ltd. A minor procedural error occurred with the notice of employee representational rights, but it did not disadvantage employees.

Application by "Automotive, Food, Metals, Engineering, Printing and Kindred Industries Union" known as the Australian Manufacturing Workers' Union (AMWU) (188V)

The Australian Manufacturing Workers’ Union (AMWU) applied for a protected action ballot order under section 437 of the Fair Work Act 2009. The application relates to employees of Regional Rolling Stock Maintenance Company Pty Limited. Another union, the Communications, Electrical, Electronic, Energy, Information, Postal, Plumbing and Allied Services Union of Australia (CEPU), also made a similar application for the same proposed agreement. The employer did not object to the AMWU’s application.

Application by Jvat Industries

Jvat Industries Pty Ltd sought approval for the JVAT Industries Pty Ltd & The Australian Workers’ Union Major Projects Agreement 2026. This is a greenfields agreement covering building, metal and civil construction industries. The application was made under section 185 of the Fair Work Act 2009. Jvat Industries provided written undertakings as part of the approval process.

Application by "Automotive, Food, Metals, Engineering, Printing and Kindred Industries Union" known as the Australian Manufacturing Workers' Union (AMWU) (188V)

The Australian Manufacturing Workers' Union (AMWU) applied for a protected action ballot order under section 437 of the Fair Work Act 2009. This relates to employees of G James Extrusion Co Pty Ltd. The Communications, Electrical, Electronic, Energy, Information, Postal, Plumbing and Allied Services Union of Australia (CEPU) also made a similar application for the same proposed agreement. G James did not object to the AMWU’s application. The ballot will be conducted by Democratic Outcomes Pty Ltd (CiVS).

the Applicant v Dja Dja Wurrung Clans Aboriginal Corporation

the Applicant was employed by Dja Dja Wurrung Clans Aboriginal Corporation as a Procurement and Asset Management Coordinator from July 2024 to December 2025, under the Social, Community, Home Care and Disability Services Industry Award 2010 (SCHADS Award). The corporation underwent a Strategic Realignment Project following projected financial deficits. This involved consultants Nous Group reviewing the structure. the Applicant's position was made redundant on December 2, 2025, as part of this restructure. She collected her belongings from work and provided a medical certificate. Two administrative staff reported to the Applicant; one position was vacant and another filled by a secondee.

Application by The Trustee For The Baker Family Trust Trading AS Drb Mechelec

The Applicant applied to have the DRB MechElec and ETU Electrical Contracting Enterprise Agreement 2025 – 2029 approved. This is a single enterprise agreement covering employees in the electrical contracting industry. The Communications, Electrical, Electronic, Energy, Information, Postal, Plumbing and Allied Services Union of Australia (CEPU) indicated it wished to be covered by the agreement.

Application by "Automotive, Food, Metals, Engineering, Printing and Kindred Industries Union" known as the Australian Manufacturing Workers' Union (AMWU) (188V)

The Australian Manufacturing Workers’ Union (AMWU) applied to extend a 30-day period related to an earlier application, B2026/577. Acciona M&E Pty Ltd was the respondent. The Deputy President considered the matter in Melbourne on 21 July 2026.

Application by the Applicant

The Applicant applied to the Fair Work Commission seeking an order to stop bullying by her General Manager at RSL Care Limited (trading as Bolton Clarke), a provider of residential homes. The Applicant felt burnt out and requested to drop two night shifts, which led to discussions about her hours and shift preferences. She also raised concerns about workload distribution and being prevented from picking up extra shifts. The employer conducted an investigation into the Applicant's complaints but found them unsubstantiated or inconclusive.

the Applicant v Monash Health

the Applicant was employed by Monash Health (the Respondent) as an International Medical Graduate Affairs Coordinator from January to December 2025. His role involved coordinating administrative processes for international medical graduates. Performance issues arose quickly, including lateness and incomplete tasks. A Management Support Plan (MSP) was proposed to address these concerns, offering flexible work arrangements and mentoring. the Applicant later claimed he did not agree to the MSP and raised complaints about bullying and workload imbalance. He also submitted a workers compensation claim citing workplace stress. Monash Health requested medical reports outlining necessary adjustments for his return to work, which the Applicant resisted.

the Applicant v ISS Integrated Services Pty Ltd

the Applicant was employed by ISS Integrated Services Pty Ltd as a Water Treatment Plant Operator at Saraji Mine in Queensland since October 2020. In March 2025, ISS informed employees about an open tender for their services contract with BHP Mitsubishi Alliance (BMA). Following the tender process, another company won the contract, and ISS’s services were to end on August 31, 2025. the Applicant was on leave when this occurred. He received a letter stating his employment would cease unless he accepted redeployment. ISS offered three FIFO roles in Perth but the Applicant was unsuccessful in obtaining one and subsequently lodged an unfair dismissal claim.

Application by JNR Civil

JNR Civil applied to the Fair Work Commission for approval of their JNR Civil Enterprise Agreement 2026-2030. The agreement covers employees in the building, metal and civil construction industries. It is a single enterprise agreement. Workplace delegates’ rights are included based on the relevant award. Clause 4(f) states that the National Employment Standards (NES) apply unless the agreement provides a better outcome.

the Applicant v Doolan Company Pty Ltd

the Applicant lodged an unfair dismissal application with the Fair Work Commission on April 2, 2026. The application was incomplete and the required fee wasn't paid or waived. The Commission repeatedly contacted the Applicant and her representative at the Communications Electrical Electronic Energy Information Postal Plumbing and Allied Services Union of Australia Plumbing Division NSW Branch (CEPU) via email, SMS, and phone calls to request a response regarding the missing information and payment of the fee. Despite these attempts, the Applicant did not respond.

the Applicant v Agri-Labour Australia Pty Ltd

the Applicant sought an unfair dismissal remedy from Agri-Labour Australia Pty Ltd (Respondent). His dismissal took effect on May 22, 2026, and the application was filed three days late. The Commission issued directions requiring submissions by July 21, 2026, which the Applicant did not comply with. A family friend attempted to arrange an interpreter but the Applicant didn't request one or respond to a subsequent application under s.399A of the Fair Work Act.

the Applicant v Sydney Trains

the Applicant appealed a Fair Work Commission decision made on May 14, 2026, by the Commissioner. The original decision dismissed the Applicant’s application for anti-bullying orders against named individuals at Sydney Trains. the Commissioner found that there was no evidence suggesting she would be certified fit to work with those individuals and that she had sought the order to punish them. the Applicant argued several points, including disputing the finding of no present risk of bullying and alleging denial of procedural fairness.

Application by Evolv Building Technologies (Construction) Pty Ltd Trading AS Evolv Building Technologies (Construction)

Evolv Building Technologies (Construction) Pty Ltd applied to have its enterprise agreement, the Evolv Building Technologies (Construction) Pty Ltd and ETU Electrical Contracting Enterprise Agreement 2025 – 2029, approved. The Communications, Electrical, Electronic, Energy, Information, Postal, Plumbing and Allied Services Union of Australia (CEPU) is a bargaining representative for the agreement. A procedural error occurred; notice of employee representational rights was not provided within the required 14-day timeframe.

Application by Bluescope Steel Limited Trading AS Lysaght Cardiff

Bluescope Steel Limited, trading as Lysaght Cardiff (the Employer), applied to the Fair Work Commission for approval of a new enterprise agreement called the Lysaght Cardiff Enterprise Agreement 2026. The Australian Workers’ Union (AWU) notified the Commission that it wished to be covered by the agreement. This was a single-enterprise agreement covering employees.

Application by Perth Airport Pty Ltd T/A Perth Airport

Perth Airport Pty Ltd sought to amend the Perth Airport Enterprise Agreement 2017 (2017 Agreement) to clarify which employees it covers. The company wants to limit coverage to 'operational' employees, excluding those in administrative or specialist roles. Currently, the agreement’s wording could be interpreted more broadly. Perth Airport also previously sought a similar variation for the 2021 Enterprise Agreement and was granted this. Unions agreed with Perth Airport on the intended scope of the agreement but questioned whether Perth Airport had standing to bring the application.

Application by Globe International Limited

Globe International Limited (Globe) applied to terminate its Enterprise Agreement 2022 with the United Workers Union. The agreement nominally expired on June 30, 2024 and covered Globe and its employees. the Applicant at Globe, VP Operations, filed a declaration supporting the termination. A staff vote was held on April 1, 2026, where 12 out of 15 employees voted, with 11 approving the termination. The United Workers Union confirmed it did not object to the application.

Blake Kennedy v Access Hire

the Applicant lodged an unfair dismissal application with the Fair Work Commission on January 20, 2026. The application was made under section 394 of the Fair Work Act 2009. The Commission found that the Applicant’s application did not comply with the requirements of the Act because the required fee had not been paid or waived.

Application by Equans Fire Protection Services Pty Ltd

Equans Fire Protection Services Pty Ltd applied for approval of a new enterprise agreement, titled the Equans Fire Protection Services Pty Ltd & ETU Electrical Contracting Enterprise Agreement 2025 – 2029. The agreement is a single enterprise agreement covering employees in the electrical contracting industry. The Communications, Electrical, Electronic, Energy, Information, Postal, Plumbing and Allied Services Union of Australia (CEPU) indicated it wished to be covered by the agreement.

Application by Pacific National (Queensland Coal) Pty Ltd Trading AS Pacific National

Pacific National (Queensland Coal) Pty Ltd sought approval for the Pacific National Queensland Coal Enterprise Agreement 2025. The Australian Federated Union of Locomotive Employees and the Australian Rail, Tram and Bus Industry Union both indicated they wanted the agreement to cover them. An error was discovered in a clause regarding minimum time off after a Limitation of Hours breach, stating nine hours instead of ten. There was also an issue with the wording of Clause 44 referencing 'eligible employees' instead of 'eligible workers'.

Application by CFMEU (105N)

The CFMEU applied to have the ASIN PTY LTD and the CFMEU (Victorian Construction and General Division) Subcontractors Carpentry & Joinery Enterprise Agreement 2024 – 2027 approved. The agreement covers a group of employees, but not all employees of the employer. ASIN PTY LTD and the CFMEU were involved in creating this enterprise agreement.

Application by Ventura Bus Lines Pty Ltd

Ventura Bus Lines Pty Ltd applied for approval of the 'Ventura Workshop Enterprise Agreement 2026 – 2029'. The agreement aims to cover employees of eight separate bus service workshop employers within a group of Ventura companies. A minor discrepancy existed between the agreement title on the Notice of Employee Representational Rights and the title clause itself, but this was considered a technical error. The Australian Manufacturing Workers’ Union (AMWU) indicated it wished for the agreement to cover them.

Application by DPW Plant Hire Pty Ltd Trading AS DPW Plant Hire

DPW Plant Hire Pty Ltd applied to have its enterprise agreement, the DPW Plant Hire Pty Ltd Enterprise Agreement 2026 (NSW), approved. The agreement would cover employees under either the Mobile Crane Hiring Award 2020 or the Building and Construction General On-Site Award 2020. Five casual employees were initially identified as eligible to vote, but it was later confirmed seven casual employees were entitled to participate. Concerns arose regarding whether employees had sufficient time to consider and vote on the agreement, and whether certain apprentices and supported wage system employees would be better off overall compared to their relevant awards.

Application by National Elite Security Pty Ltd Trading AS National Elite Security

National Elite Security Pty Ltd, trading as National Elite Security, applied for approval of the National Elite Security Enterprise Agreement 2026 under section 185 of the Fair Work Act 2009. The application was filed late, but the Commissioner extended the time to file. The company provided written undertakings and a Notice of Employee Representation Rights (NERR).

the Applicant v Rasier Pacific Pty Ltd

the Applicant applied for an unfair dismissal remedy in April 2026, claiming he was dismissed around mid-2018, later amended to February/March 2019. He stated he was unfamiliar with Australian law and Uber didn't inform him of time limits. The application was filed over 2,500 days late. the Applicant initially used the wrong form (F2) and then submitted a Form F89 seeking reactivation of his Uber account.

Application by K&S Freighters Pty Ltd Trading AS K&S Freighters

K&S Freighters Pty Ltd applied to have its 'K&S Freighters (Full Load) Victorian Drivers Enterprise Agreement 2025' approved by the Fair Work Commission. The agreement covers a group of Victorian drivers. There was a minor discrepancy between the title in the agreement and the Notice of Employee Representation Rights, but this was considered a technical error. The Transport Workers Union (TWU) indicated they wanted the agreement to cover them.

Application by Bridgestone Australia Ltd. Trading AS Bridgestone

Bridgestone Australia Ltd., trading as Bridgestone, applied to the Fair Work Commission for approval of a single enterprise agreement. The agreement is called the Bridgestone Australia Ltd. Smeaton Grange Warehouse Enterprise Agreement 2026 and covers employees at their Smeaton Grange warehouse. The application was made under section 185 of the Fair Work Act 2009.

Application by Miriam Aiken

The Applicant applied to the Fair Work Commission on April 13, 2026, seeking an order under section 789FC of the Fair Work Act 2009 to stop bullying at PJAYS Pty Ltd. The application named PJAYS and individuals the Applicant interacted with during her employment. However, the Applicant had already resigned from her position at PJAYS and no longer interacts with those individuals in a work context.

Application by The Australian Workers' Union (002N)

The Applicant applied to extend the period for industrial action authorized by a protected action ballot (PR799767) in relation to matter B2026/494. The ballot result was declared on May 20, 2026. The Respondent did not object to the application.

Application by Global Warehousing and Logistics Pty Ltd

Global Warehousing and Logistics Pty Ltd (GWL) sought approval for an enterprise agreement, the Global Warehousing Logistics Pty Ltd and the Australian Workers Union (A.W.U) Truganina Agreement 2026-2029. The Australian Workers’ Union (AWU) supported the agreement and requested it cover them. GWL also sought a variation to correct a drafting error in clause 27.1, which defines an Early Morning Shift.

Application by CFMEU (105N)

The CFMEU applied to have the Liebherr-Australia Pty. Ltd. and the CFMEU (Victorian Construction and General Division) Subcontractors Tower Crane Riggers Enterprise Agreement 2024–2027 approved. The agreement covers a single enterprise and is intended for subcontractors working in the building, metal, and civil construction industries. The CFMEU notified their intention to be covered by the agreement.

the Applicant v Birchan Pty Ltd Trading As Vic’s Premium Quality Meats

the Applicant brought an unfair dismissal claim against Birchan Pty Ltd Trading As Vic’s Premium Quality Meats. She alleged she was unfairly dismissed and had previously signed an employment contract in June 2022, including an Individual Flexibility Agreement (IFA). The IFA stipulated an ‘Above Award Base Salary’ of $70,000 annually. the Applicant received $30,704.42 in salary payments during a six-month period and $3633.44 in workers' compensation payments. She sought compensation of $35,000.

Application by Adbervkat Pty Ltd Trading AS Mechpro Solutions AU

Adbervkat Pty Ltd, trading as Mechpro Solutions AU, applied for approval of a new enterprise agreement called the MECHPRO Solutions Loy Yang Power Station and Mine (AMWU& CFMEU) Enterprise Agreement 2026. The agreement covers employees in the building, metal and civil construction industries at Loy Yang Power Station and Mine. It was made with the Australian Manufacturing Workers’ Union (AMWU) and Construction, Forestry and Maritime Employees Union (CFMEU).

Application by I-MED Queensland Pty Ltd

I-Med Queensland Pty Ltd applied to the Fair Work Commission for approval of the I-MED Queensland Clerical Enterprise Agreement 2026. The agreement covers clerical employees. The Australian Municipal, Administrative, Clerical and Services Union (ASU) declared its desire for the agreement to cover them. The Employer provided a written undertaking related to the agreement’s impact on employees.

the Applicant v Bellassai Link Cooperation Pty Ltd

the Applicant lodged an unfair dismissal application with the Fair Work Commission on November 26, 2025. He stated he worked for Bellassai Link Cooperation Pty Ltd from July 30, 2025, until his dismissal on September 26, 2025. The company was a small business employer at the time of his dismissal. Commission staff advised the Applicant about the minimum employment period requirement and subsequently warned him that his application might be dismissed if he didn't respond.

the Applicant v Dysons MZF Pty Ltd

the Applicant was employed as a bus driver by Dysons MZF Pty Ltd, starting in September 2008. He was dismissed on March 2, 2026. The dismissal stemmed from conduct occurring on February 18, 2026, and a previous final warning related to similar behaviour. the Applicant had opportunities to respond to the reasons for his dismissal during meetings in February 2026, with union representation.

Application by Continence Health Australia Limited

Continence Health Australia Limited applied to the Fair Work Commission for approval of the Nurses (National Continence Helpline) Enterprise Agreement 2026. The Australian Nursing and Midwifery Federation (ANMF) confirmed it wished to be covered by the agreement, acting as a bargaining representative. The employer provided written undertakings which were deemed acceptable.

Application by Hunter Readymixed Concrete Pty Ltd

Hunter Readymixed Concrete Pty Ltd sought approval for the Hunter Readymixed Concrete Enterprise Agreement 2026. After filing, the company identified an error in Schedule A of the agreement. This schedule incorrectly applied casual employee loadings at the same rate as permanent employees. The Transport Workers’ Union of Australia (TWU) was a bargaining representative and did not oppose the variation.

Application by AGL Energy Limited

AGL Energy Limited applied to the Fair Work Commission for approval of the AGL Newcastle Gas Storage Facility Enterprise Agreement 2026. The Australian Workers’ Union (AWU) was a bargaining representative. Concerns arose regarding clause 4.5, which dealt with the minimum engagement of casual employees. AGL proposed an undertaking to address this concern and the AWU did not object. An application was also made under section 218A to correct errors in Table E – Notice Payment.

Application by Ventia Utility Services Pty Limited

Ventia Utility Services Pty Limited applied to have its enterprise agreement, the Ventia Utility Services Pty Limited (Victoria) Enterprise Agreement 2026, approved. The company also sought approval to vary the agreement due to an error in the version distributed to employees during the access period. This error involved the incorrect nominal expiry date. The revised agreement consolidates these variations.

the Applicant v Bupa Aged Care Armidale

the Applicant was employed as a Chef Manager by Bupa Aged Care Armidale from November 2009 until March 2026, when she was dismissed due to alleged conduct and performance issues. She filed an unfair dismissal application on April 15, 2026, one day past the 21-day filing deadline. The delay occurred because of a representative error by her union representative.

Application by Singh

the Applicant commenced working as a driver for Uber in May 2016. His account was deactivated on April 25, 2026, following a rider’s concerning report. the Applicant initiated an unfair dismissal application against ‘Uber Pty Ltd’. the Second Respondent argued it was the correct respondent and that the Applicant was not an employee but rather engaged under services agreements.

Application by Madad Pty Ltd Trading AS Sealy Of Australia

Madad Pty Ltd, trading as Sealy of Australia, sought approval for the Madad Pty Ltd Workplace Agreement 2025. The agreement is a single enterprise agreement covering employees in manufacturing and associated industries. The Construction, Forestry and Maritime Employees Union (CFMEU) notified their intention to be covered by the agreement under section 183 of the Fair Work Act. References to the Manufacturing Division of the CFMEU were interpreted as references to the Construction and General Division.

Application by Burles Consulting Pty Ltd

Burles Consulting Pty Ltd sought approval for the Glamorgan Spring Bay Council Enterprise Agreement 2025-2028. Burles acted as the bargaining representative for the Glamorgan Spring Bay Council, the employer covered by the agreement. The Australian Municipal, Administrative, Clerical and Services Union (ASU) also wished to be covered by the agreement. Some provisions of the agreement were noted to potentially conflict with the National Employment Standards (NES).

the Applicant v Bibis Adventures Pty Ltd

the Applicant worked at Bibi's Italian Restaurant (formerly Manos) from 2007 until January 2026, when she stopped receiving shifts and communication from Bibis Adventures Pty Ltd, owned by the Respondent. The Applicant filed an unfair dismissal application under the Fair Work Act 2009. A determinative conference was scheduled, but the Respondent failed to attend or submit materials despite multiple reminders and extensions of time. He claimed a back injury and confusion regarding the process. The Applicant provided evidence detailing her long employment history, changes in ownership, and communication with the Respondent leading up to the cessation of shifts.

Application by Kone Elevators Pty Ltd Trading AS Kone

Kone Elevators Pty Ltd applied to the Fair Work Commission for approval of the KONE Elevators Sydney Regions Enterprise Agreement 2026. The agreement is a single enterprise agreement covering employees in the building, metal and civil construction industries. Both the Communications, Electrical, Electronic, Energy, Information, Postal, Plumbing and Allied Services Union of Australia (CEPU) and the Australian Manufacturing Workers’ Union (AMWU) were bargaining representatives for the agreement and notified the Commission they wished to be covered by it.

Application by ACIRL Quality Testing Services Pty Ltd Trading AS ACTEST

ACIRL Quality Testing Services Pty Ltd, trading as ACTEST, applied for approval of the 'ACTEST Newcastle Enterprise Agreement 2025'. The agreement covers employees in the building, metal and civil construction industries. A comparison with the Manufacturing and Associated Industries and Occupations Award 2020 revealed that some clauses were less favourable to delegates than those in the award. To address this, ACIRL Quality Testing Services provided undertakings to the Fair Work Commission.

Application by Siena Management Services Pty Ltd Trading AS Martyn Claver Nursing Home

Siena Management Services Pty Ltd, trading as Martyn Claver Nursing Home, sought approval for the Martyn Claver Nursing Home Enterprise Agreement 2024. The Australian Nursing and Midwifery Federation (ANMF) and Health Services Union (HSU) were bargaining representatives and supported the agreement’s approval. Both unions notified their desire to be covered by the agreement. Siena Management Services provided written undertakings.

the Applicant v Zurvas Earthmoving Pty Ltd Trading AS GWT Earthmoving

the Applicant worked for Zurvas Earthmoving Pty Ltd Trading AS GWT Earthmoving. He believed his employment ended around eight weeks before filing an unfair dismissal application on April 10, 2026. the Respondent disputed the dismissal but stated his last day of work was March 13, 2026, making the application late. the Applicant did not provide a reason for the delay in lodging the claim.

Application by G.M Kane & Sons Pty Ltd

G.M Kane & Sons Pty Ltd, trading as GMK Logistics, sought approval for the GMK Logistics and United Workers Union Enterprise Agreement 2025. The Fair Work Commission considered the application under section 185 of the Fair Work Act 2009. The agreement is a single enterprise agreement covering employees. The employer provided written undertakings which were deemed acceptable. The United Workers’ Union confirmed its desire for the agreement to cover its members.

Application by CFMEU (105N)

The CFMEU applied for approval of a greenfields agreement, the APF Industries Pty Ltd / CFMEU Collective Agreement 2024–2027. This agreement covers employees in the building, metal and civil construction industries. The application was made under section 185 of the Fair Work Act 2009.

Application by Cleanaway Operations Pty Ltd

Cleanaway Operations Pty Ltd acquired Citywide Service Solutions Pty Ltd in July 2025, transferring 11 employees to Cleanaway's Tullamarine depot. These employees were covered by the Citywide Service Solutions Enterprise Agreement 2024. Cleanaway sought an order from the Fair Work Commission for this agreement to no longer apply and for the Cleanaway Solid Waste Services Tullamarine C&I Drivers Enterprise Agreement 2024 to apply instead. The company consulted with employees, including a secret ballot where eight out of ten voters supported the change.

Application by Adbri Concrete And Quarries Sa Pty Ltd

Adbri Concrete and Quarries SA Pty Ltd sought approval for its 'Drivers Enterprise Agreement'. The agreement covers employees in the road transport industry. Minor errors occurred in the Notice of Employee Representational Rights (NERR), including an incorrect company name and a differing coverage clause. the Respondent explained these were technical errors due to a name change during bargaining, and employees remained aware of their coverage.

Application by Australian Rail, Tram and Bus Industry Union (139V)

The Applicant applied to extend the period for industrial action authorized by a protected action ballot. The ballot was held in relation to matter B2026/428 and declared on May 8, 2026. Section 459(3) of the Fair Work Act allows for extensions of up to 30 days. The Respondent did not object to the application.

the Applicant v NRR Services Pty Ltd

the Applicant was employed by NRR Services Pty Ltd as a Mine Surveyor, initially as a Pit Technician from December 2023. In October 2025, the company began reviewing its operational structure and considered changes that may affect his position due to reduced work and departmental restructuring. A consultation letter was sent on 29 October 2025, proposing redundancy for the Surveyor position. Following correspondence and a review of redeployment options, the Applicant’s employment was confirmed as redundant effective 12 November 2025, with payments including redundancy pay, payment in lieu of notice, and accrued annual leave.

the Applicant v Full Bore Drill & Blast Pty Ltd

the Applicant worked as a General Manager Operations at Full Bore Drill & Blast Pty Ltd (the Respondent) from August 2024. On March 4, 2026, he emailed the Managing Director expressing concerns about governance and authority within his role and stated he was withdrawing from the General Manager MMS role, effective immediately. He clarified this wasn't a resignation but to ensure accountability aligned with authority. The Respondent acknowledged his resignation on March 6, 2026, stating his last day was March 4, 2026. the Applicant then sought written confirmation that his email of February 22 (later corrected to March 4) wasn't considered a full resignation.

Application by Veolia Environmental Services Pty. Ltd.

Veolia Environmental Services Pty Ltd applied to have its Total Waste Management [Tasmania] Enterprise Agreement 2026 approved. The agreement covers a single enterprise. The Fair Work Commission considered whether the agreement met the requirements of sections 186, 187 and 188 of the Fair Work Act 2009.

the Applicant v Commonwealth Bank of Australia

the Applicant worked for Commonwealth Bank of Australia (CBA) as a contractor through Hays from February 2022 to August 2023, and then directly for CBA as a Customer Service Specialist from February 2025. His employment contract was for a maximum term ending on February 3, 2026. CBA informed him in January 2026 that his contract would not be renewed. the Applicant filed an unfair dismissal application after his employment ended.

Application by Ventia Australia Pty Ltd

Ventia Australia Pty Ltd sought approval for the Ventia and AWU Eastlink Control Room Enterprise Agreement 2026. The agreement is a single enterprise agreement covering employees in the clerical industry. An earlier version of the Notice of Employee Representational Rights was initially issued, but Ventia addressed concerns about this. The Australian Workers’ Union (AWU) indicated their support for the agreement's coverage.

Application by The Electrotechnology Industry Group Training Company Limited & Macarthur Group Training Limited Trading AS MG My Gateway

The Employers applied for a single interest employer authorisation under section 248 of the Fair Work Act 2009. They seek to bargain for a proposed multi-enterprise agreement covering their electrical apprentices. The ETU supports the application. The Employers are Registered Group Training Organisations placing apprentices with host companies.

the Applicant v Bytewize Pty Ltd

the Applicant was employed by Bytewize Pty Ltd as an ICT technician from June 2024 until October 2025. She sent emails resigning from her position, copying multiple Department of Education and Training employees. In response, Bytewize sent an email stating she was stood down immediately due to her actions and breach of contract, later providing a separation certificate waiving her notice period. the Applicant initiated unfair dismissal proceedings under the Fair Work Act 2009.

Application by the Applicant Trading AS Indian Ocean Territories Administration

The Department of Infrastructure, Transport, Regional Development, Communications, Sport and the Arts, trading as Indian Ocean Territories Administration, applied to have the 'Indian Ocean Territories (Administration) Enterprise Agreement 2026' approved. The Union of Christmas Island Workers is a bargaining representative for the agreement and wants it to cover them. Following initial approval, the Department also sought to correct minor errors in the agreement that were identified after it was provided to employees.

the Applicant v MorethaNDIS Pty Ltd

the Applicant initiated an application under section 365 of the Fair Work Act 2009 alleging unfair dismissal by MorethaNDIS Pty Ltd. She filed the application on December 25, 2025, which was one day outside the 21-day timeframe for lodging such applications. the Applicant cited reasons for the delay including an incorrect initial form and ongoing family issues involving domestic abuse. The Commission sought further information from her but she failed to provide it despite multiple attempts and extensions.

Application by Transport Workers' Union of Australia (179V)

The Transport Workers' Union of Australia (TWU) applied for a protected action ballot order under section 437 of the Fair Work Act 2009. The application relates to employees of Cranbourne Transit Admin Pty Ltd, which acts as trustee for the Cranbourne Transit Admin Unit Trust. The TWU and Cranbourne Transit were attempting to reach an agreement. Cranbourne Transit did not object to the application.

Application by Communications, Electrical, Electronic, Energy, Information, Postal, Plumbing and Allied Services Union of Australia (128V)

The Communications, Electrical, Electronic, Energy, Information, Postal, Plumbing and Allied Services Union of Australia (CEPU) applied for approval of an enterprise agreement between TTL Air Pty Ltd and the CEPU - Plumbing Division NSW Branch Mechanical (Sheetmetal) Enterprise Agreement 2026-2028. The agreement is a single enterprise agreement covering employees in the electrical contracting industry.

Application by Transport Workers' Union of Australia & Australian Road Transport Industrial Organization re fuel cost recovery

In April 2026, an expert panel from the Fair Work Commission made a road transport contractual chain order (the Order) to address fuel supply disruptions due to conflict in the Middle East. The Order aimed to adjust rates paid for work in the road transport industry because of rising fuel costs. Clause 5.3 stated that these obligations would cease if the weekly average national diesel price fell below $2.00 per litre. Subsequently, a review process began, and proposed variations were considered. However, the diesel price dropped below the threshold in June 2026, effectively ending the Order's obligations. The Australian Trucking Association (ATA) then suggested reviving the order with modifications.

Application by Lactalis Australia Pty Ltd Trading AS Lactalis Australia

Lactalis Australia Pty Ltd, trading as Lactalis Australia, applied to the Fair Work Commission for approval of the Lactalis Lidcombe Maintenance and Service Employees Workplace Agreement 2026. The agreement is a single enterprise agreement covering employees in the food manufacturing industry. The Communications, Electrical, Electronic, Energy, Information, Postal, Plumbing and Allied Services Union (CEPU) and the Australian Manufacturing Workers’ Union (AMWU) were bargaining representatives for the agreement.

Application by Kaefer Integrated Services Pty Ltd

Kaefer Integrated Services Pty Ltd applied to the Fair Work Commission for approval of the KAEFER Alcoa Site Agreement 2026. The Australian Manufacturing Workers’ Union (AMWU) was a bargaining representative. Several clauses in the agreement potentially conflicted with the National Employment Standards (NES), including provisions relating to compassionate leave, public holiday substitution, and withholding pay on termination. Concerns were raised about minimum engagement for part-time and casual employees.

the Applicant v The Respondent

the Applicant was dismissed from her employment with The Respondent on February 27, 2026. She filed an application alleging unfair dismissal on March 21, 2026, which was 20 seconds late. the Applicant sought an extension of time to file the application, citing difficulties securing representation and technical issues with the Fair Work Commission's online lodgement system. She attempted to submit her application on March 20, experienced login problems and a financial hardship form issue, and received a tax invoice dated March 20. The Respondent argued against an extension of time.

Application by Host-Plus Pty. Limited Trading AS Host-Plus Pty Limited

Host-Plus Pty. Limited (Host Plus) applied for approval of the Hostplus Enterprise Agreement 2026-2029, a single enterprise agreement covering its employees. Several issues were raised regarding inconsistencies with the National Employment Standards (NES). To address these, Host Plus provided undertakings to ensure the NES would prevail where conflicts arose. The Finance Sector Union of Australia (FSU) and Australian Services’ Union (ASU), bargaining representatives for the agreement, supported its approval. Host Plus also sought variations to correct cross-referencing errors within the agreement.

Application by Timber, Furnishing and Textiles Union (302V)

The Timber, Furnishing and Textiles Union applied to the Fair Work Commission for approval of a single-enterprise agreement with Mathews Timber Pty Ltd. The agreement is called the Mathews Timber Pty Ltd and TFTU Union Collective Bargaining Agreement 2026. The union acts as a bargaining representative for the employees. The employer provided an undertaking that more beneficial entitlements under the National Employment Standards (NES) will prevail if there's a conflict.

Application by Railtrain Pty Ltd

Railtrain Pty Ltd applied to terminate the Rail Construction Pilbara Enterprise Agreement 2016, which expired on January 29, 2020. The company stated it no longer covers any employees and has no plans to engage any in the future. There are also no employee organisations covered by the agreement. The application was made under section 225 of the Fair Work Act.

Application by Geelong Cemeteries Trust

The Geelong Cemeteries Trust sought approval for its Enterprise Agreement 2025. The Australian Workers’ Union (AWU) was the bargaining representative. The Commission identified errors in clause 52, relating to delegates' rights and terminology inconsistencies with modern awards. The employer proposed variations to correct these issues, which the AWU did not oppose.

the Applicant v Central Seq Distributor-Retailer Authority

the Applicant, a Water Industry Worker at Central Seq Distributor-Retailer Authority (Urban Utilities), took authorised annual leave in October 2025. He did not return to work as expected and didn't contact his employer. Urban Utilities continued paying him for a period before requesting he access further paid leave. the Applicant then sent an email from a private address to executives, parliamentarians, and board members. After repeated unsuccessful attempts to contact him, Urban Utilities initiated a welfare check with the police and subsequently advised him that his employment would be terminated if he didn't respond by January 22, 2026. He eventually sent a text message about an email address change but did not clarify his intentions. Urban Utilities then formally terminated his employment.

Application by Amnesty International Australia

Amnesty International Australia sought approval for its 'Amnesty International Australia Employment Agreement 2026'. The application was made under section 185 of the Fair Work Act 2009. The Australian Municipal, Administrative, Clerical and Services Union indicated it wished the agreement to cover them.

Application by Warrina Homes Inc

Warrina Homes Inc. sought to terminate the Warrina Homes Incorporated Nursing Employees (ANMF) Enterprise Agreement 2017, which expired in July 2021. Bargaining for a new agreement began in October 2025. Warrina operates four aged care facilities and retirement villages near Adelaide. Approximately 41 employees are covered by the existing agreement, representing about 25% of the total nursing workforce. Warrina wants to apply the Nurses Award 2020 to all nurses for consistency and to reduce administrative burden.

Application by Cleanaway Operations Pty Ltd

Cleanaway Operations Pty Ltd applied for approval of the Cleanaway Solid Waste Services Darwin Enterprise Agreement 2026 under section 185 of the Fair Work Act 2009. A minor discrepancy existed between the agreement's title in the Notice of Employee Representational Rights and the actual agreement, but this was considered a technical error. The Transport Workers’ Union of Australia (TWU) notified their desire for the agreement to cover them.

the Applicant v Shell Australia FLNG Pty Ltd T/A Shell Australia

the Applicant, an INLEC Technician employed by Shell Australia FLNG Pty Ltd T/A Shell Australia on the Prelude floating liquid natural gas facility, applied to the Fair Work Commission regarding a dispute arising from the Shell Prelude Enterprise Agreement 2022. Shell directed the Applicant to work a short nine-day swing to facilitate a shift panel change from A to D in February 2025. This required him to demobilise early from his existing roster cycle. The dispute concerns whether Shell could direct this shortened work period under Clause 5.2.6 of the agreement.

the Applicant v Cosmetic Laboratories (Aust) Pty Ltd

the Applicant worked as a quality control officer for Cosmetic Laboratories (Aust) Pty Ltd, starting casually in February 2023 and transitioning to a permanent role in July 2023. In May 2025, the company informed employees of potential restructuring due to financial losses. Following a review in August 2025, the Applicant's position was deemed redundant and he was notified on September 1, 2025. He argues the redundancy wasn’t genuine and lacked proper consultation.

Application by Christina Carden Trading AS Felton Grimwade & Bosisto's Pty Ltd

Felton Grimwade & Bosisto’s Pty Ltd sought approval for its enterprise agreement, the Felton Grimwade & Bosisto’s Pty Ltd Enterprise Agreement 2026. The agreement is a single-enterprise agreement covering employees. A clause regarding employee resignation without notice was identified as potentially inconsistent with the National Employment Standards (NES). The Australian Manufacturing Workers Union (AMWU) indicated their desire for the agreement to cover them.

the Applicant v Tesa Group Pty Ltd

the Applicant was employed by Tesa Group Pty Ltd, a labour hire company contracted to Glencore, as a Mineworker Level 3 under the TESA Group Enterprise Agreement 2022 from January 28, 2020. He initially started as a Trainee, then worked as a casual Experienced Operator until October 26, 2024, when he converted to full-time employment. His role ended on August 22, 2025. Tesa decided to remove four experienced operators, including the Applicant, from the Bulga mine due to Glencore’s direction and spent six weeks seeking alternative roles without success.

Application by Refresco Australia Pty Ltd

Refresco Australia Pty Ltd sought approval for a new enterprise agreement, the REFRESCO AUSTRALIA PTY LIMITED Enterprise Bargaining Agreement 2026. The agreement would replace several awards: the Manufacturing and Associated Industries and Occupations Award 2020, the Food, Beverage and Tobacco Manufacturing Award 2020, and the Storage Services and Wholesale Award 2020. Concerns were raised about whether the agreement provided a better overall outcome for employees compared to these awards, particularly regarding reconciliation terms, averaging of ordinary hours, casual loading, part-time hours, shift penalties, Saturday penalty rates, overtime pay, leave loading, and allowances.

Application by Regent College Incorporated Trading AS Regent College

Regent College Incorporated, an employer in the educational services sector, sought approval for the Regent College Incorporated Enterprise Agreement 2026. The Independent Education Union of Australia (IEU), a bargaining representative, requested the agreement cover them. The Fair Work Commission considered whether the agreement met all requirements under the Fair Work Act 2009.

Application by Combined Fire Systems Pty Ltd Trading AS Combined Fire Systems

Combined Fire Systems Pty Ltd applied to have its enterprise agreement, the Combined Fire Systems Electrical & CEPU South Australian Enterprise Agreement 2026, approved. The agreement is for a single workplace and covers employees in the electrical contracting industry. The Communications, Electrical, Electronic, Energy, Information, Postal, Plumbing and Allied Services Union of Australia (CEPU) was the bargaining representative.

Qube Ports Pty Ltd v the Applicant & Mr Pedram Mohseni

Qube Ports Pty Ltd commenced proceedings seeking costs against the Applicant and his representative, Mr Pedram Mohseni. The Applicant was dismissed from his role as a stevedore with Qube in February 2025 and subsequently filed an unfair dismissal application which he later discontinued. The dispute involved issues relating to medical records, drug use, and allegations of illegal activity during the Applicant’s employment. Mr Pedram Mohseni acted as the Applicant’s representative after the initial representative ceased acting.

Application by Pulteney Grammar School Inc. Trading AS Pulteney Grammar School

Pulteney Grammar School Inc. (Pulteney) applied for approval of the Pulteney Grammar School Inc. Enterprise Agreement 2026. The Independent Education Union of Australia (IEU), a bargaining representative, sought to be covered by the agreement. Several issues were raised regarding the agreement's impact on employees compared to relevant modern awards. Pulteney provided undertakings to address these concerns and also requested variations to correct errors in the contents pages.

Application by Anz Flooring Pty Ltd Trading AS Armstrong Flooring

ANZ Flooring Pty Ltd (the Employer) applied for approval of the Armstrong Flooring Maintenance Agreement 2026 under section 185 of the Fair Work Act 2009. The agreement is a single enterprise agreement and is supported by the Australian Manufacturing Workers Union (AMWU). It covers the AMWU.

Application by "Automotive, Food, Metals, Engineering, Printing and Kindred Industries Union" known as the Australian Manufacturing Workers' Union (AMWU) (188V)

The Australian Manufacturing Workers' Union (AMWU) applied for a protected action ballot order under section 437 of the Fair Work Act 2009. This relates to employees of Downer EDI Rail Pty Ltd. Another union, CEPU, made a similar application concerning the same proposed enterprise agreement. Downer EDI Rail initially raised concerns about the timing and nature of potential industrial action but ultimately did not object to the AMWU’s application. The ballot will be conducted by Vero Engagement & Voting Solutions Pty Ltd.

Application by Communications, Electrical, Electronic, Energy, Information, Postal, Plumbing and Allied Services Union of Australia (128V)

The Communications, Electrical, Electronic, Energy, Information, Postal, Plumbing and Allied Services Union (CEPU) applied for a protected action ballot order under section 437 of the Fair Work Act 2009. This relates to employees of Ventia Utility Services Pty Limited and Suez Water Pty Ltd trading as Watersure. The Australian Manufacturing Workers' Union (AMWU) and Australian Workers’ Union (AWU) also made similar applications regarding a proposed enterprise agreement. The employer did not object to the CEPU’s application.

Verrocchi, Marcello & Patricia Colasante & Mario Verrocchi and Others v Shop, Distributive and Allied Employees Association (006N)

The Shop, Distributive and Allied Employees Association (SDA) applied for a single interest employer authorisation concerning six Chemist Warehouse pharmacy stores in South Australia owned by Philip Colasante Pharmacies Pty Ltd & Pharmec Pty Ltd and Others. This authorisation would allow the SDA to bargain for an enterprise agreement covering these pharmacies and their employees. A Deputy President initially granted the authorisation, but the employers appealed this decision, arguing that the Commission wasn't properly satisfied a majority of employees wanted to bargain for the agreement.

Application by Australian Salaried Medical Officers Federation (132N)

The Applicant applied to the Fair Work Commission for a protected action ballot order. This relates to employees of Austin Health and 42 other health and welfare services employers in Victoria. They are bargaining to replace existing enterprise agreements with a new multi-enterprise agreement. The Victorian Hospitals’ Industrial Association (VHIA) represents the Employers. Discussions led to amendments, including removing a proposed ballot question and adding a safety carve out. The Applicant states they have been genuinely trying to reach an agreement.

Application by Metromix Pty Ltd.

Metromix Pty Ltd, a concrete production company, sought approval from the Fair Work Commission for an enterprise agreement. The agreement covers employees and was negotiated with the Australian Workers’ Union (AWU). An undertaking was provided regarding the agreement's terms.

Application by Mining and Energy Union (301V)

The Mining and Energy Union applied to extend the period for industrial action authorised by a protected action ballot (PR799879) in relation to matter B2026/515. The ballot result was declared on June 1, 2026. United Wambo Open Cut Pty Ltd, the employer, did not object to the extension.

Application by the Applicant

the Applicant applied to the Fair Work Commission on April 21, 2026, seeking an order to stop bullying at work involving Woolworths Group Limited and its employees. He worked in a Woolworths business. His employment was terminated by Woolworths on May 11, 2026. the Applicant has also lodged an unfair dismissal claim, which is pending, and is engaged in settlement discussions with Woolworths.

Application by Norstar Recycling P/L Trading AS Norstar Steel Recyclers

Norstar Recycling P/L, trading as Norstar Steel Recyclers, applied for approval of the NORSTAR Enterprise Agreement 2026. The agreement is a single enterprise agreement covering the company and the Australian Workers’ Union (AWU). The AWU indicated it wanted the agreement to cover them.

the Applicant v Dynapex Pty Ltd

the Applicant lodged an unfair dismissal application against Dynapex Pty Ltd on May 28, 2025. Shortly after, the company entered voluntary liquidation in July 2025, with liquidators appointed who would not participate in the proceedings. The Fair Work Commission subsequently advised the Applicant that his case could only proceed with court permission under the Corporations Act 2001. He was warned that failure to seek this leave or respond to correspondence could lead to dismissal of his application. Despite multiple attempts at contact, the Applicant did not respond.

Application by Bundaberg Friendly Society Medical Institute Limited Trading AS Friendly Society Private Hospital

Bundaberg Friendly Society Medical Institute Limited, trading as Friendly Society Private Hospital (the Employer), sought approval for the 'Friendly Society Private Hospital and QNMU – Nurses Enterprise Agreement 2026-2028'. The agreement is a single enterprise agreement covering nurses. A minor discrepancy existed between the Notice of Employee Representational Rights and the agreement's title. The Australian Nursing and Midwifery Federation (ANMF) indicated their desire for the agreement to cover them.

Application by B&D Australia Pty Ltd

B&D Australia Pty Ltd applied to have its enterprise agreement, the B&D Australia Pty Ltd Enterprise Agreement (Revesby Maintenance) 2026, approved. The agreement would apply to employees covered by the Manufacturing and Associated Industries and Occupations Award 2020. Several issues were raised regarding potential inconsistencies with the National Employment Standards (NES), including clauses relating to redundancy pay and annual leave for shiftworkers. The Australian Manufacturing Workers’ Union (AMWU) is a bargaining representative for the agreement.

Application by Transport Workers' Union of Australia (179V)

The Transport Workers' Union of Australia (TWU) applied for an employee-like worker minimum standards order on December 17, 2025. The proposed order covers workers performing ‘on-demand’ passenger transport work. the Commissioner initially handled the matter before referring it to Commissioner Tran for conferencing. A case management conference was held on June 29, 2026, to discuss procedural matters.

the Applicant v Oasis Dental Group Pty Ltd

the Applicant was employed by Oasis Dental Group Pty Ltd from September 30, 2024, initially working 30 hours per week and later reduced to 25 hours at a rate of $60 per hour. Her role as Patient Experience Specialist was eliminated on November 17, 2025, with the company citing a restructure and redistribution of her duties among other team members. She received four weeks’ pay in lieu of notice and two weeks' redundancy pay. the Applicant argued that her position was not genuinely made redundant because her duties continued to exist and she wasn't consulted about redeployment opportunities.

the Applicant v the Respondent

the Applicant worked for the Respondent. She sought a reclassification from pay point 20 to pay point 27 within the Clarence City Council Enterprise Agreement #12/2025, along with back pay and changes to performance development reviews. The dispute arose from her classification and related issues like consultation during a restructure and fairness in performance reviews. the Applicant claimed she handles complex planning applications and possesses experience and qualifications warranting a higher classification.

Application by the Applicant Trading AS Mss Security

the Respondent applied to the Fair Work Commission for approval of the MSS Security PTA Enterprise Agreement 2026-2029. The agreement covers a single enterprise and includes written undertakings from the company. The Australian Rail, Tram and Bus Industry Union (RTBU) indicated it wanted the agreement to cover its members. Concerns were raised about clauses related to uniform deductions potentially conflicting with National Employment Standards.

Application by Perigon (Act) Pty Ltd

Perigon (Act) Pty Ltd applied to have its 'Perigon (ACT) Pty Ltd Single Enterprise Agreement 2026' approved. The agreement covers a single enterprise and is for the electrical contracting industry. A typographical error was found in clause 4.1.1(b) of the original agreement, which the company sought to correct.

the Applicant v Northern Health

the Applicant, a registered nurse at Northern Health, was dismissed after allegations of misconduct including dishonest personal leave use and disrespectful communication with HR. the Applicant denied the claims and argued his dismissal was unfair. He had previously raised bullying complaints against colleagues, which were later found unsubstantiated. During an online conciliation conference related to these complaints in September 2025, the Applicant allegedly stated he was campaigning for union elections while on personal leave, a claim he denies. Following this and further correspondence with HR, Northern Health issued a show cause notice leading to his dismissal.

the Applicant v National College of Australia Pty Ltd

the Applicant commenced an unfair dismissal claim against National College of Australia Pty Ltd in January 2026, alleging her dismissal was harsh, unjust or unreasonable. the Respondent raised jurisdictional objections including that the application was out of time, it was a genuine redundancy and that they were a small business employer complying with the Small Business Fair Dismissal Code. the Applicant subsequently sought orders to compel the Respondent to produce documents relating to advertised positions and employee lists for associated entities—Australian College of Teacher Aides and Childcare Pty Ltd and Australian Blockchain Association Pty Ltd—which shared an address and director with the Respondent. the Respondent filed counter applications seeking security for costs and dismissal of the Applicant’s claim under s.587 of the Fair Work Act.

Application by BDS Civil Pty Ltd Trading AS BDS Civil & Consttruction

BDS Civil Pty Ltd, trading as BDS Civil & Construction, sought approval for a single enterprise agreement called the BDS Civil & RTBU Rail Asset Enterprise Agreement 2026. The Australian Rail, Tram and Bus Industry Union (ARTBIU) acted as the bargaining representative. The union notified the Fair Work Commission of its desire for the agreement to cover it.

the Applicant v Pilbara Iron Company (Services) Pty Ltd

the Applicant filed an application with the Fair Work Commission regarding a dispute with his employer, Pilbara Iron Company (Services) Pty Ltd (the respondent). The dispute relates to matters arising under the Rio Tinto Iron Ore Pilbara Rail Network Agreement 2024 and the National Employment Standards. The agreement outlines a dispute resolution process involving escalating steps within the company before referral to the Fair Work Commission for conciliation. the Applicant sought arbitration from the Commission, which is not expressly authorised by the agreement.

the Applicant v Infinite Fire Solutions Pty Ltd

the Applicant filed an application with the Fair Work Commission on May 28, 2026, alleging unfair dismissal from Infinite Fire Solutions Pty Ltd on December 16, 2025. He missed the 21-day filing deadline by 142 days. the Applicant initially attempted to file his complaint with the Federal Circuit and Family Court of Australia before being directed to the Fair Work Commission. He attributed the delay to a misunderstanding of legal processes and psychological stress related to his dismissal, as well as pre-approved leave.

The Australian Licenced Aircraft Engineers Association (107N) v Qantas Airways Limited Trading AS Qantas Airways

The Australian Licensed Aircraft Engineers Association (ALAEA) sought intervention from the Fair Work Commission (FWC) regarding Qantas Airways Limited's decision to remove Receipt and Dispatch (R&D), including towing duties, from Licenced Aircraft Maintenance Engineers (LAMEs) with the introduction of the Airbus A321-XLR aircraft. Qantas intends to progressively replace its Boeing 737 fleet with A321s over the next decade and reallocate R&D tasks to ground handlers. The dispute relates to a clause in the Licensed Aircraft Engineers (Qantas Airways Limited) Enterprise Agreement 11, which addresses job security for employees. Both parties complied with the Dispute Settling Procedure outlined in the agreement.

Application by "Automotive, Food, Metals, Engineering, Printing and Kindred Industries Union" known as the Australian Manufacturing Workers' Union (AMWU) (188V)

The Australian Manufacturing Workers’ Union (AMWU) applied for a protected action ballot order under section 437 of the Fair Work Act 2009. The application relates to employees of Thomas Borthwick & Sons (Australia) Pty Ltd. The AMWU stated it has been genuinely trying to reach an agreement with the employer through bargaining. Thomas Borthwick & Sons did not object to the application.

Application by Westernport Region Water Corporation Trading AS Westernport Water

Westernport Region Water Corporation, trading as Westernport Water, applied for approval of the Westernport Water Enterprise Agreement 2025. The agreement is a single enterprise agreement. APESMA and the ASU, representing employees, indicated they wanted the agreement to cover them. the Respondent provided written undertakings and sought corrections for typographical errors.

Application by Mater Misericordiae Limited Trading AS Mater

Mater Misericordiae Limited (Mater), a healthcare provider in Queensland, is acquiring Gold Coast Private Hospital from Healthscope Operations Pty Ltd. Approximately 1,423 employees will transfer to Mater, with 66 covered by the Healthscope – Queensland – Allied Health Employees – Enterprise Agreement – 2025 – 2027 (Healthscope Agreement). Mater seeks an order from the Fair Work Commission that these 66 transferring employees not be covered by the Healthscope Agreement and instead be covered by the Mater Health Professionals Enterprise Agreement 2026 (Mater Agreement). A consultation process was undertaken with affected workers, and a survey showed 100% support for the application. No objections were received from the Transferring Employees or relevant unions.

Application by Australian Dairy Blends Pty Ltd

Australian Dairy Blends Pty Ltd, a company in the food, beverages and tobacco manufacturing industry, sought approval for the Australian Dairy Blends & United Workers Union Enterprise Agreement 2026. The United Workers Union (UWU) acted as the bargaining representative and supported the agreement's approval, indicating it would be covered by the agreement. The application was made under section 185 of the Fair Work Act.

Qube Ports Pty Ltd v the Applicant

the Applicant was employed as a stevedore at Qube Ports Pty Ltd from 2009 until his termination on January 15, 2025. The dismissal followed allegations of inappropriate workplace conduct, including showing photos of coworkers and making offensive remarks. A formal warning was issued in April 2024, stating further misconduct could lead to termination. Approximately 180 employees work at the Port of Melbourne site, with around 150 being stevedores. the Applicant lodged an unfair dismissal application which was initially dealt with by the Commissioner.

the Applicant v The Trustee For McCubbin Family Trust Trading As Suncoast Fencing

the Applicant lodged an unfair dismissal application against The Trustee For McCubbin Family Trust Trading As Suncoast Fencing on January 22, 2026. His dismissal allegedly occurred on November 18, 2025. This placed the application outside the statutory 21-day timeframe for lodging a claim. He was subsequently directed to explain why an extension of time should be granted and address his failure to respond to previous correspondence.

Application by "Automotive, Food, Metals, Engineering, Printing and Kindred Industries Union" known as the Australian Manufacturing Workers' Union (AMWU) (188V)

The Australian Manufacturing Workers' Union (AMWU) applied to the Fair Work Commission for a protected action ballot order concerning employees of Monadelphous Engineering Associates Pty Ltd. The application related to a proposed enterprise agreement. Two other unions, CEPU and AWU, also made similar applications. Monadelphous did not object to the AMWU’s application after an agreed amendment regarding notice periods. The ballot will be conducted by CiVS, an approved ballot agent.

the Applicant v Queensland Police Service

the Applicant lodged an unfair dismissal application with the Fair Work Commission on May 15, 2026. She was dismissed from Queensland Police Service on May 1, 2026, after commencing employment on February 2, 2026. This meant she had worked for approximately two months, falling short of the six-month minimum employment period required to be eligible for an unfair dismissal claim. The Commission attempted to contact the Applicant multiple times via email and SMS to seek information regarding her employment and employer status but received no response.

the Applicant v St Vincents Private Hospitals Chermside

the Applicant lodged an unfair dismissal application with the Fair Work Commission on July 3, 2026, via telephone. The application was incomplete because it lacked a fee payment or waiver and several questions were unanswered, including being unsigned. The Commission repeatedly contacted the Applicant by email, SMS, and phone to request completion of the application and payment of the fee, setting deadlines for response. Despite these attempts, the Applicant did not respond.

Rasier Pacific Pty Ltd v the Applicant

the Applicant worked as a Delivery Partner and then driver for Rasier Pacific Pty Ltd (Uber) from February 6, 2025. His access to the Uber platform was suspended on January 9, 2026, after complaints were made about his conduct, including allegedly asking a minor to follow him on social media and touching a female passenger. the Applicant denies these allegations. He applied under s 536LU of the Fair Work Act for reinstatement, which a Deputy President granted, ordering his access be restored and deeming him to have performed work regularly from January 9, 2026. Uber appealed this decision and sought a stay.

Application by Communications, Electrical, Electronic, Energy, Information, Postal, Plumbing and Allied Services Union of Australia (128V)

The Communications, Electrical, Electronic, Energy, Information, Postal, Plumbing and Allied Services Union (CEPU) applied for a protected action ballot order under section 437 of the Fair Work Act 2009. This application relates to employees of Downer EDI Engineering Power Pty Ltd. The CEPU was attempting to reach an agreement with Downer Engineering. Other unions, including the Australian Manufacturing Workers’ Union (AMWU) and the Australian Workers’ Union, also made similar applications concerning the same proposed enterprise agreement.

Application by Veolia Water Operations Pty Ltd And Veolia Water Technologies 2 Pty Ltd

Veolia Water Operations Pty Ltd and Veolia Water Technologies 2 Pty Ltd sought approval for a new enterprise agreement, the Veolia Water Technologies 2 Pty Ltd & Veolia Water Operations Pty Ltd NSW Water Southern Region Enterprise Agreement 2026. The agreement covers employees of both companies within the New South Wales water region and involves the Australian Municipal, Administrative, Clerical and Services Union.

the Applicant v Giidjaa Projects Pty Ltd

the Applicant lodged an unfair dismissal application with the Fair Work Commission on June 22, 2026. He stated he was employed by Giiddaa Projects Pty Ltd from January 20, 2026, and dismissed on June 5, 2026. The Commission found his employment period was approximately four and a half months, falling short of the six-month minimum required for an unfair dismissal claim. Despite multiple attempts to contact the Applicant via email, SMS, and phone calls to address this issue, he did not respond.

Application by Workforce Advisory Pty Ltd Trading AS Workforce Advisory Lawyers

Workforce Advisory Pty Ltd, representing Meales Sunshine Coast Concrete Pumping Pty Ltd, sought approval for a new enterprise agreement called the Meales Sunshine Coast Concrete Pumping Pty Ltd Eva Copper Mine Project Agreement 2026. The agreement covers employees working on the Eva Copper Mine project. Workforce Advisory argued that the agreement met the requirements of the Fair Work Act 2009 and was in the public interest. The Australian Workers’ Union (AWU) is the bargaining representative for the majority of affected employees.

the Applicant v City Road Hotel Pty Ltd

the Applicant sought an unfair dismissal remedy from City Road Hotel Pty Ltd (the respondent). He alleges his dismissal took effect on December 19, 2025. The application was filed on March 31, 2026, significantly past the 21-day filing deadline. the Applicant attributed the delay to medical incapacity including mental health decline, family breakdown, alcoholism and medication side effects. He had a hospitalisation for alcohol withdrawal in January 2026 and attended a detox facility in April 2026. the respondent argued against extending the time limit, citing potential prejudice due to witness unavailability and resource constraints.

Application by Communications, Electrical, Electronic, Energy, Information, Postal, Plumbing and Allied Services Union of Australia (128V)

The Communications, Electrical, Electronic, Energy, Information, Postal, Plumbing and Allied Services Union of Australia (CEPU) applied for a protected action ballot order (PABO) regarding employees of Otis Elevator Company Pty Ltd (Otis). The union seeks an enterprise agreement. Otis opposed the application, arguing the CEPU wasn't genuinely trying to reach an agreement, citing limited bargaining meetings and hasty filing of the application. Negotiations began on April 1, 2026, with three meetings held since then. Numerous claims remain outstanding, including wage rates, allowances, and superannuation.

Application by CPSU, the Community and Public Sector Union (090V)

The CPSU, the Community and Public Sector Union, applied for a protected action ballot order under section 437 of the Fair Work Act 2009. This relates to employees of the Victorian Arts Centre Trust. The CEPU and MEAA also made similar applications regarding the same proposed agreement. The Victorian Arts Centre Trust did not object to the application, although inconsistencies were initially raised. The CPSU stated it has been genuinely trying to reach an agreement with the Arts Centre.

the Applicant v Brandlink Pty Limited

the Applicant commenced an unfair dismissal claim against Brandlink Pty Limited on March 4, 2026. A Case Management Conference was scheduled for May 27, 2026, but the Applicant did not attend despite multiple attempts by the Commission to contact her. She also failed to respond to subsequent correspondence requesting a written explanation and confirmation of whether she still intended to pursue the claim. Further attempts to contact the Applicant before a non-compliance hearing on June 9, 2026, were unsuccessful. No communication was received from the Applicant since April 28, 2026.

Application by Communications, Electrical, Electronic, Energy, Information, Postal, Plumbing and Allied Services Union of Australia (128V)

The Communications, Electrical, Electronic, Energy, Information, Postal, Plumbing and Allied Services Union of Australia applied to extend the period for protected industrial action. This followed a ballot (PR811129) declared on July 3, 2026, in relation to matter B2026/693. The union sought an extension of up to 30 days under section 459(3) of the Fair Work Act 2009. Bundaberg Brewed Drinks Pty Ltd did not object and acknowledged employees’ rights to industrial action, noting they had begun a process for employees to vote on a proposed enterprise agreement.

Application by AVIVE Health Pty Ltd Trading AS AVIVE Health

AVIVE Health Pty Ltd, trading as AVIVE Health, sought approval for a single enterprise agreement called the 'AVIVE Victoria Health Professionals Agreement 2025'. The Health Services Union Victoria No. 4 Branch and Health Services Union No. 3 Branch, representing health professionals, were involved in bargaining for the agreement. The employer lodged the application under section 185 of the Fair Work Act.

Mariecel Hodorek v Director-General, Department Of Transport And Major Infrastructure

the Applicant applied to the Fair Work Commission to challenge her termination of employment by the Respondent. She filed the application two days late, on 16 May 2026, after being dismissed on 23 April 2026. The Respondent objected, arguing there were no exceptional circumstances to justify an extension of time. the Applicant claimed confusion about workplace rights due to her status as a public sector employee and reliance on the Australian Human Rights Commission for discrimination concerns.

Application by "Automotive, Food, Metals, Engineering, Printing and Kindred Industries Union" known as the Australian Manufacturing Workers' Union (AMWU) (188V)

The Australian Manufacturing Workers' Union (AMWU) applied for a protected action ballot order under section 437 of the Fair Work Act 2009. This relates to employees of Suez Water Pty Ltd and Ventia Utility Services Pty Ltd, trading as Watersure. The AMWU was bargaining with Watersure regarding a proposed enterprise agreement. Other unions, the Australian Workers’ Union (AWU) and Communications, Electrical, Electronic, Energy, Information, Postal, Plumbing and Allied Services Union of Australia (CEPU), also made similar applications. Watersure did not object to the application.

Application by Communications, Electrical, Electronic, Energy, Information, Postal, Plumbing and Allied Services Union of Australia (128V)

The Communications, Electrical, Electronic, Energy, Information, Postal, Plumbing and Allied Services Union of Australia applied to extend the period for industrial action authorized by a protected action ballot (PR810172) in relation to matter B2026/552. The ballot result was declared on June 2, 2026. Mater Misericordiae Ltd did not object to the application.

Application by Baroda Manufacturing Pty Ltd Trading AS Baroda Manufacturing

Baroda Manufacturing Pty Ltd sought approval for its Baroda Manufacturing Enterprise Agreement 2026 under section 185 of the Fair Work Act 2009. The agreement is a single enterprise agreement and covers some, but not all, employees. A clause regarding compassionate leave was identified as potentially inconsistent with the National Employment Standards. The Australian Manufacturing Workers’ Union acted as the bargaining representative.

Application by Fbt-Transwest Pty Ltd Trading AS Fbt - Transwest Pty Ltd

FBT-Transwest Pty Ltd, operating in the road transport industry at its Smithfield Yard in New South Wales, sought approval for a single enterprise agreement called the FBT Transwest Pty Ltd (NSW – Smithfield Yard) Enterprise Agreement 2025. The Transport Workers' Union of Australia (TWU) was involved as a bargaining representative. An initial application included an incorrect signature page which was later amended.

Application by Communications, Electrical, Electronic, Energy, Information, Postal, Plumbing and Allied Services Union of Australia (128V)

The Communications, Electrical, Electronic, Energy, Information, Postal, Plumbing and Allied Services Union of Australia (CEPU) applied for approval of a single enterprise agreement called the Comade Pty Ltd & ETU NSW/ACT Construction Union Agreement 2025-2028. The agreement covers Comade Pty Ltd and the CEPU. The union notified the Fair Work Commission, as required by section 183 of the Fair Work Act 2009, that it wished for the agreement to cover them.

Application by Komatsu Australia Pty Ltd

Komatsu Australia Pty Ltd applied for approval of the Komatsu Australia Wacol Distribution Centre Enterprise Agreement 2026 under section 185 of the Fair Work Act 2009. The agreement is a single enterprise agreement. The Australian Manufacturing Workers’ Union (AMWU) notified their desire for the agreement to cover them. Written undertakings were provided by the applicant regarding the definition of 'shiftworker' and potential inconsistencies with the National Employment Standards.

Application by Australian Green Clean (Events) Pty Ltd Trading AS Australian Green Clean (Agc)

Australian Green Clean (Events) Pty Ltd, trading as Australian Green Clean, applied for approval of the AGC Events Enterprise Agreement 2026. The application was made under section 185 of the Fair Work Act 2009. Initially, the agreement lacked a signed signature page, but an amended version meeting requirements was later filed. The company provided written undertakings as part of the process.

the Applicant v Translationz Pty Ltd

the Applicant filed an application with the Fair Work Commission in March 2026, seeking to deal with a general protections dispute related to her dismissal from Translationz Pty Ltd (Respondent). Her dismissal occurred around December 2022. The application was lodged approximately 3.25 years after the dismissal. Section 366 of the Fair Work Act requires applications involving dismissals to be filed within 21 days, with potential extensions under specific circumstances.

Application by CFMEU (105N)

The Construction Forestry & Maritime Employees Union (CFMEU) applied for approval of a greenfields agreement, the National RC Pty Ltd and CFMEU (WA) Collective Agreement 2024 – 2027. This agreement covers employees in the building, metal, and civil construction industries. The Fair Work Commission considered whether the agreement met the requirements of the Fair Work Act 2009.

the Applicant v Eastwood Tilt Tray & Towing Service Pty Ltd T/A Gladesville Towing And Haulage

the Applicant was employed as a Tilt Tray Operator/Heavy Rigid Truck Driver by Eastwood Tilt Tray & Towing Service Pty Ltd (GTAH), trading as Gladesville Towing & Haulage, from August 7, 2023, until November 24, 2025. GTAH terminated his employment without notice due to alleged serious misconduct related to safety issues and damage to a truck he was assigned. the Applicant denies the allegations and seeks compensation for unfair dismissal. GTAH claims it is a small business employer and complied with the Small Business Fair Dismissal Code.

Application by Ranger Exploration Drilling Pty Ltd Trading AS Ranger Drilling

Ranger Exploration Drilling Pty Ltd, trading as Ranger Drilling, applied for approval of a new enterprise agreement, the Ranger Exploration Drilling Enterprise Agreement 2026. The company provided a written undertaking to address potential financial detriment to employees and changes to the agreement. A bargaining representative was consulted and raised no objections to the undertaking. The application complied with sections 185, 190(4), and other relevant sections of the Fair Work Act 2009.

Application by Eifer’s Civil Pty Ltd

Eifer’s Civil Pty Ltd applied to the Fair Work Commission for approval of a single-enterprise agreement, called the Eifers Group Enterprise Agreement 2026–2030. The agreement covers employees of Eifer’s Concrete Pty Ltd and Eifer’s Civil Pty Ltd. The industries covered are building, metal and civil construction.

Application by Bethany Christian Care

Bethany Christian Care, an aged care provider, sought approval for its Support Staff Enterprise Agreement 2026. The agreement is a single enterprise agreement covering employees. Bethany Christian Care provided written undertakings to the Fair Work Commission. The United Workers’ Union (UWU) notified their desire for the agreement to cover them.

Application by CFMEU (105N)

The CFMEU applied to have the Mannix Group Pty Ltd and the CFMEU (Victorian Construction and General Division) Subcontractors Painting & Decorating Enterprise Agreement 2024 – 2027 approved. The agreement is a single enterprise agreement covering employees in the building, metal and civil construction industries. The CFMEU acted as the bargaining representative for the agreement.

the Applicant v Hobart City Council

the Applicant commenced employment with Hobart City Council in July 2022 as a Smoking Education Officer under a fixed-term contract ending September 2023. The contract was varied, extending the end date to September 2025. the Applicant claimed her dismissal occurred on September 11, 2025, alleging breaches of workplace laws. The Council stated her employment ended upon expiry of the contract on September 5, 2025.

the Applicant v Woolworths Group Limited Trading AS Primary Connect

the Applicant was employed as a storeman at a Woolworths distribution centre in Mulgrave, Melbourne, since 2002, with prior service recognised from his previous employer. From 2022, he experienced frequent absences due to health issues and increased care responsibilities for his son. He received multiple directions from Woolworths requiring notice and supporting documentation for absences. On April 7, 2025, Woolworths issued a letter stating he wasn't meeting job requirements and invited him to respond. His employment was terminated on April 16, 2025. the Applicant appealed the Deputy President’s decision that Woolworths had valid reasons for dismissal.

Application by The Trustee For Kingi Moana Family Trust Trading AS All Over H2o Water Cartage Pty Ltd

The Trustee For Kingi Moana Family Trust Trading As All Over H2O Water Cartage Pty Ltd applied for approval of the All Over H2O Water Cartage Pty Ltd Enterprise Agreement 2026. The agreement is a single enterprise agreement covering employees in the road transport industry.

Application by R2s Medical & Emergency Response Pty Ltd

R2s Medical & Emergency Response Pty Ltd faced applications from 59 employees seeking to vary their redundancy pay. The initial hearing on July 27, 2026, resulted in the dismissal of all applications concerning employees covered by the Black Coal Mining Industry Award 2020 (BCMIA). A dispute arose regarding whether the Applicant’s employment fell under the BCMIA or the Nursing Award 2020. It was later confirmed that the Applicant’s employment was indeed governed by the BCMIA.

Application by Thombone Pty Ltd Trading AS Grill’d Ballarat

Thombone Pty Ltd, trading as Grill’d Ballarat, applied for approval of a new enterprise agreement, the Thombone Pty Ltd Enterprise Agreement 2026. The application was made under section 185 of the Fair Work Act 2009. The agreement is a single enterprise agreement and does not cover all employees but the choice of covered employees was considered fair.

Application by BOC Limited

BOC Limited applied to have its 'BOC Limited (Cylinder Maintenance Centre) Enterprise Agreement 2026' approved. The agreement would apply to employees covered by the Manufacturing and Associated Industries and Occupations Award 2020 in the oil and gas industry. Concerns were raised regarding inconsistencies with the National Employment Standards (NES), including potential deductions from employee entitlements, termination procedures, and public holiday provisions. Issues also arose concerning whether employees would be better off overall compared to the Award, particularly relating to annualised salaries, overtime rates, time off in lieu (TOIL) accrual, and hourly rates for part-time employees.

the Applicant v Cosmic Group Services Pty Ltd

the Applicant applied to the Fair Work Commission in May 2026 seeking assistance with a dispute related to his employment agreement and grading matrix with Cosmic Group Services Pty Ltd (CGS). He identified himself as covered by the Electrical, Electronic and Communications Contracting Award 2020. CGS clarified that the Applicant was employed as a casual and the dispute involved an offer for full-time employment. Despite multiple attempts by the Commission to contact him and request further information, the Applicant did not respond.

Application by Transport Workers' Union of Australia

The Transport Workers' Union of Australia (TWU) applied to the Fair Work Commission in August 2024 for orders relating to employee-like workers and contractors involved in deliveries. Amazon Commercial Services Pty Ltd (Amazon) and the Australian Industry Group (Ai Group) sought to delay or cancel these proceedings. A road transport contractual chain order (Fuel Order) was made urgently due to rising fuel prices, impacting the prioritisation of cases. The TWU requested deadline extensions, which were initially granted but later amended. Amazon then applied to vacate directions for one matter and stay proceedings, while Ai Group sought vacation of directions for two matters, citing overlapping issues and resource constraints due to other ongoing cases.

Application by CFMEU (105N)

The CFMEU - The Maritime Union of Australia Division (the Employer) sought approval for the Maritime Union of Australia Clerical Staff Enterprise Agreement 2025. This is a single enterprise agreement covering clerical staff in the maritime industry. The Australian Services Union (ASU), representing employees, also wanted the agreement to cover them. Several clauses were identified as potentially inconsistent with the National Employment Standards (NES).

Application by Finance Sector Union of Australia (036N)

The Finance Sector Union of Australia (FSU) applied to the Fair Work Commission (FWC) to revoke a protected action ballot order, B2026/834. This order was issued on July 14, 2026, and required voting in the protected action ballot to close on August 25, 2026. The Motor Accidents Insurance Board Trading As MAIB was involved as the respondent in the original application for the ballot order.

Application by Ticket Solutions Pty Ltd Trading AS Oztix

Ticket Solutions Pty Ltd T/A Oztix applied to terminate its Employee’s Agreement 2010, which expired in 2014. The company stated the agreement was unfair to employees and no longer reflected their work duties, which have shifted from event coordination to online ticketing and technology services. There are 48 full-time and 2 casual employees covered by the agreement. Employees were notified of the application and invited to provide views, but none did. A confidential ballot showed that 46 out of 52 employees voted to terminate the agreement with 88.5% in favour.

Application by The Australian Maritime Officers' Union (001N) & CFMEU - The Maritime Union of Australia Division (105N-MUA)

The Applicant and CFMEU applied for a protected action ballot order (PABO) under section 437 of the Fair Work Act 2009. The application relates to employees of RiverCity Ferries Pty Ltd who are covered by the RiverCity Ferries Enterprise Agreement 2022. The unions and the Respondent were attempting to reach an agreement. The ballot would be conducted electronically by Democratic Outcomes Pty Ltd (CiVS).

Application by Flinders University

Flinders University applied to the Fair Work Commission seeking an order regarding which enterprise agreement would cover staff transferring from the University of Adelaide (now Adelaide University) to Flinders University, specifically those working at the Goyder Institute of Water Research. Seven staff members are involved; six currently employed by Adelaide University and covered by their Enterprise Agreement 2023 – 2025, and one employed by Flinders University. The transfer is due to occur on July 1, 2026, when Flinders University will manage the Institute. Adelaide University confirmed it did not object to the application.

Application by Conplant Pty Ltd

Conplant Pty Ltd, a company in the vehicle industry, sought approval for its Enterprise Agreement 2025 – 2029. The application was lodged out of time, but the employer claimed this was due to an administrative error. Initially, the employer incorrectly identified the relevant award used for explaining differences between the agreement and the applicable award. Concerns were raised that the agreement didn't pass the 'better off overall test' (BOOT) regarding junior apprentice wages and Saturday penalty rates.

the Applicant v Whitefox Real Estate Pty. Ltd.

the Applicant lodged an unfair dismissal application with the Fair Work Commission on July 28, 2025. The application was incomplete, specifically missing the date of his employment commencement. The Commission attempted to contact the Applicant via email and telephone multiple times between August 2, 2025, and June 3, 2026, requesting completion of the form and warning him that the application could be dismissed if not rectified. Despite these attempts, the Applicant did not respond or submit a complete application.

Application by "Automotive, Food, Metals, Engineering, Printing and Kindred Industries Union" known as the Australian Manufacturing Workers' Union (AMWU) (188V)

The Australian Manufacturing Workers' Union (AMWU) applied for a protected action ballot order under section 437 of the Fair Work Act 2009. This application related to employees of Renold Australia Proprietary Limited. The AMWU and Renold had been bargaining over an agreement. Renold did not object to the application, and the Commission determined that all requirements for a protected action ballot order were met.

the Applicant v the Respondent

the Applicant lodged an unfair dismissal application against the Respondent on June 9, 2026. The Applicant stated he began employment on June 6, 2025, but was unsure of his dismissal date. He later indicated a ‘final pay’ occurred on May 16, 2026. This placed the application one day outside the statutory 21-day timeframe for lodging an unfair dismissal claim. The Respondent is a small business owner. The Applicant stated he had not completed twelve months of employment.

Application by Communications, Electrical, Electronic, Energy, Information, Postal, Plumbing and Allied Services Union of Australia (128V)

The Communications, Electrical, Electronic, Energy, Information, Postal, Plumbing and Allied Services Union of Australia (CEPU) applied to the Fair Work Commission for a protected action ballot order concerning employees of BHP Minerals Pty Ltd. The application related to bargaining for an enterprise agreement. Following discussions, both parties agreed to amendments including an emergency events undertaking and extended notice for industrial action. CEPU’s Lead Organiser, Brant Softley, declared steps taken in bargaining with BHP.

Application by CFMEU (105N)

The CFMEU applied to the Fair Work Commission (FWC) to extend a 30-day period for industrial action authorized by a protected action ballot in matter B2026/540. The ballot was declared on June 9, 2026. Section 459(3) of the Fair Work Act allows for extensions up to 30 days, provided certain conditions are met and the period hasn't been extended before. The Australian Capital Territory did not object to the application.

Application by The Australian Workers' Union (002N)

The Australian Workers' Union (AWU) and Experience Co Limited have been negotiating a new enterprise agreement, the Skydive Australia Enterprise Agreement 2026, since May 2024. The AWU initially applied for a majority support determination in July 2024, which was granted in December 2024. Negotiations stalled due to Experience Co presenting a draft agreement with minimal terms and no wage offer. The AWU filed a section 240 application to resolve the dispute, but further conferences did not yield progress. A protected action ballot order was made, followed by several rounds of bargaining and protected industrial action. Following a rejected vote on the draft agreement in March 2026, Experience Co stated there was 'no further utility' in continuing negotiations. The AWU subsequently applied for an intractable bargaining declaration.

Application by Queensland Rail Transit Authority Trading AS Queensland Rail,Application by Queensland Rail Transit Authority Trading AS Queensland Rail

Queensland Rail Transit Authority Trading As Queensland Rail and its employees were engaged in bargaining for three enterprise agreements. These aimed to replace existing agreements: the Queensland Rail Station Operations Enterprise Agreement 2023, the Queensland Rail Travel and Tourism and Other Employees Enterprise Agreement 2023, and the Queensland Rail Administrative, Professional and Technical Enterprise Agreement 2023. Intensive negotiations occurred over seven weeks before a final position was reached.

Application by Service Stream Maintenance Pty Ltd Trading AS Service Stream

Service Stream Maintenance Pty Ltd applied for approval of a new enterprise agreement, called the Service Stream Maintenance and ETU Enterprise Agreement 2025 – 2029. The Communications, Electrical, Electronic, Energy, Information, Postal, Plumbing and Allied Services Union of Australia (CEPU) is a bargaining representative for the agreement and wants it to cover them.

the Applicant v Knauf Gypsum Pty Ltd

the Applicant, a Payroll Officer at Knauf Gypsum Pty Ltd, requested to work from home on Mondays and Fridays due to family responsibilities as the parent of two young children. He had previously worked from home during the COVID-19 pandemic and was approved for this arrangement in May 2024. The company subsequently discontinued its Hybrid Work Policy but verbally advised the Applicant of the change. In January 2026, he formally requested a permanent shift to working from home on Mondays and Fridays. Following discussions and an offer of alternative arrangements which were declined, Knauf Gypsum refused his request in writing citing performance concerns and business needs.

the Applicant v the Respondent

the Applicant was employed by the Respondent trading as Worland and Family Lawyers from April 1, 2022, until her resignation on January 23, 2026. From February 2024, the Applicant's wages were paid irregularly, with repeated instances of late or partial payments throughout 2025. She raised concerns about unpaid wages and superannuation in writing and verbally. Approximately $17,521.89 in wages and $11,201.67 in superannuation remained outstanding. the Applicant resigned due to the ongoing payment issues, stating she was forced to do so. She found new employment on February 16, 2026.

Application by Danrae Remedial Services Pty. Ltd. Trading AS Danrae Group

Danrae Remedial Services Pty Ltd, trading as Danrae Group, applied for approval of its enterprise agreement, the Danrae Remedial Services Pty Ltd Enterprise Agreement 2025 - 2029. The agreement covers a single workplace and applies to employees in the building, metal and civil construction industries.

Application by Australian Business Industrial (143N) & NSW Business Chamber Ltd,Application by Nsw Business Chamber Limited & Australian Business Industrial (143N),Application by Australian Industry Group T/A Ai Group

Australian Business Industrial (ABI) and The Australian Industry Group (Ai Group) applied to vary two awards: the Clerks—Private Sector Award 2020 and the Banking, Finance and Insurance Award 2020. They proposed new clauses allowing employers to pay employees a rate above the award minimum while potentially exempting them from certain provisions like penalty rates. The Australian Municipal, Administrative, Clerical and Services Union (ASU) and the Finance Sector Union of Australia (FSU) opposed these applications. A legal professional privilege claim arose regarding documents, and the Fair Work Amendment (Protecting Penalty and Overtime Rates) Act 2025 (Amendment Act) introduced section 135A impacting penalty rates.

Application by Adbervkat Pty Ltd

Adbervkat Pty Ltd, trading as Mechpro Solutions AU, applied for approval of a greenfields enterprise agreement. The agreement, titled 'MechPro Solutions CFMEU and AMWU Yallourn Power Station & Open Cut Mine Enterprise Agreement 2026', covers employees at the Yallourn Power Station and open cut mine. The Australian Manufacturing Workers’ Union (AMWU) and Construction Forestry Maritime Mining and Energy Union (CFMEU) are parties to the agreement.

Application by CFMEU (105N)

The CFMEU applied for a protected action ballot order under section 437 of the Fair Work Act 2009, concerning employees of Downer EDI Engineering Power Pty Ltd. The AMWU, CEPU and AWU also made similar applications regarding the same proposed enterprise agreement. Downer Engineering did not formally object to the application but raised concerns about some information provided in the application form. Paul Dunbar from the CFMEU declared that genuine bargaining efforts had been undertaken.

the Applicant v Allstates Vehicle Logistics Pty Ltd

the Applicant lodged an unfair dismissal application with the Fair Work Commission on March 15, 2026. The Commission raised concerns about whether the application was filed within the required 21-day timeframe. Staff attempted to contact the Applicant via email and telephone multiple times between March and June 2026 but received no response.

Application by CFMEU (105N)

The CFMEU applied for a protected action ballot order under section 437 of the Fair Work Act 2009. The application related to employees of Newcastle Coal Infrastructure Group Pty Ltd. Initially, Newcastle Coal raised concerns about technical aspects and proposed ballot questions but later didn't object after amendments were made by the CFMEU. Glen Williams, Newcastle Branch Secretary, declared that genuine bargaining efforts had been undertaken.

Application by The Australasian Meat Industry Employees Union (007V)

The Applicant applied to extend the period for industrial action authorized by a protected action ballot (PR811319) in relation to matter B2026/717. The ballot was declared on July 6, 2026. Section 459(3) of the Fair Work Act allows for extensions of up to 30 days if certain conditions are met. Wingham Beef Exports Pty Limited, the employer, did not object to the application.

the Applicant v Koko Amusement Pty Ltd

the Applicant worked part-time for Koko Amusement Pty Ltd from June 2025. There was a verbal agreement about his hours, but the company didn't follow award requirements regarding written agreements on work patterns. His hours and wages were significantly reduced after November 2025, following a complaint he made to the Fair Work Ombudsman about the company’s compliance with the Amusement, Events and Recreation Award 2020. The company then formally confirmed his reduced hours via email. He resigned in January 2026.

Application by Austral Constructions Pty Ltd Trading AS Austral Construction Pty Ltd

Austral Constructions Pty Ltd Trading AS Austral Construction Pty Ltd applied to the Fair Work Commission for approval of a single enterprise agreement, named the Austral Construction Pty Ltd Eastern Region Enterprise Agreement 2026. The company filed written undertakings with its application. The agreement covers employees in the building, metal and civil construction industries within the eastern region.

the Applicant v Uniting NSW, ACT

the Applicant was employed as a Clinical Nurse Consultant at Uniting NSW, ACT from March 2024 to December 2025. She was dismissed for serious misconduct after it was discovered she had forwarded work documents containing sensitive client information (names, health conditions, medications) to her personal iCloud email account as 'backups'. the Applicant raised concerns about IT security, which were addressed by the Respondent. An investigation revealed 85 instances of emails with confidential information being sent to her personal account between November 1 and 30, 2025. She claimed ongoing IT issues prompted this action but refused to delete the data from her personal account.

National Tertiary Education Industry Union-Victorian Division (283V-VICD) v The University of Melbourne

The National Tertiary Education Industry Union (NTEU) and The University of Melbourne are disputing the meaning of clause 2.11.13.1 within their Enterprise Agreement 2024. This clause pertains to academic workload, specifically a minimum 20% non-education activity for research, academic currency, and professional practice. The NTEU argues academics should be able to use all of this time for research, while the University believes supervisor agreement is always required. They also disagree on the meaning of 'professional practice'. A co-worker provided witness testimony.

the Applicant v Heston MRO Pty Ltd

the Applicant, a Licenced Aircraft Maintenance Engineer, worked for Heston MRO Pty Ltd from May 2023 until his summary dismissal on December 5, 2025. Concerns arose following incidents including inappropriate comments towards female colleagues in June 2023, breaches of aircraft arrival procedures reported by Singapore Airlines in February and March 2025, and a Return to Blocks event in April 2025. Heston MRO also discovered the Applicant was working casual shifts for Virgin Airlines without permission. A meeting occurred on November 6, 2025, regarding this external employment, with requests for documentation which the Applicant did not fully provide by the December 1 deadline.

Application by Chubb Fire & Security Pty Ltd Trading AS Chubb Fire & Security

Chubb Fire & Security Pty Ltd applied to the Fair Work Commission for approval of their ACT Sprinkler Fitter Enterprise Agreement 2025–2028. The agreement covers sprinkler fitters and is a single enterprise agreement. Concerns arose regarding compliance with sections 173 and 174 of the Fair Work Act, due to an incorrect name on the Notice of Employee Representational Rights (NERR). There were also concerns about clauses relating to compassionate leave and withholding of monies on termination, as well as the definition of a continuous shift worker.

Application by Chelgrave Contracting Australia Pty Ltd

Chelgrave Contracting Australia Pty Ltd sought approval for its 'Metals Labour Hire Agreement 2026 – 2029'. This is a single enterprise agreement covering employees of the company. The Australian Manufacturing Workers’ Union (AMWU) notified the Fair Work Commission that it wished the agreement to cover them, as required by law.

the Applicant v Australian Financial Complaints Authority Limited

the Applicant, a Dispute Resolution Specialist at Australian Financial Complaints Authority Limited (AFCA), requested to permanently work from home due to caring responsibilities for his child and spouse. AFCA initially approved this request temporarily but later refused the permanent arrangement, proposing a gradual return to the office. the Applicant appealed the decision, citing concerns about communication and alignment with company policy. He had worked at AFCA since 2019 and previously worked from home during lockdowns.

Application by Burles Consulting Pty Ltd

Burles Consulting Pty Ltd applied to the Fair Work Commission for approval of the Huon Regional Care General Staff Enterprise Agreement 2026. The agreement covers general staff and includes provisions relating to casual employees, allowances, home care employee meal breaks, and apprentice rates. Several issues were raised with Burles Consulting Pty Ltd regarding the application, leading to written undertakings being provided. The Health Services Union (HSU) and Australian Nursing and Midwifery Federation (ANMF) are covered by the agreement.

Application by "Automotive, Food, Metals, Engineering, Printing and Kindred Industries Union" known as the Australian Manufacturing Workers' Union (AMWU) (188V)

The Australian Manufacturing Workers' Union (AMWU) applied to extend the period for authorised industrial action, initially approved through a protected action ballot PR799970 in matter B2026/526. The ballot result was declared on 26 May 2026. Section 459(3) of the Fair Work Act allows for extensions of up to 30 days, provided certain conditions are met. Isis Central Sugar Mill Company Limited did not object to the application.

Application by Tongala Nutrition Pty Ltd

Tongala Nutrition Pty Ltd sought approval for its enterprise agreement, the Tongala Nutrition Pty Ltd Enterprise Agreement 2026. The company operates in the food, beverages and tobacco manufacturing industry. Several clauses were identified as potentially inconsistent with the National Employment Standards (NES), including those relating to public holidays, abandonment of employment, and redundancy. The agreement includes a clause giving precedence to the NES.

the Applicant v Arbias Limited

the Applicant was employed by Arbias Limited, a healthcare provider, from September 2019 until March 2026. In February 2026, the Applicant was directed to take on a new role as a Disability Support Worker, which involved different work than his previous Specialist Case Manager position. He expressed concerns about the change and its impact on his wellbeing. Following this, he requested to work from home but the request was denied. On March 17, 2026, Arbias Limited terminated the Applicant’s employment, citing his failure to return to work.

Application by United Workers' Union (108V)

The United Workers' Union (UWU) applied for a protected action ballot order under section 437 of the Fair Work Act 2009. The application relates to employees of Lactalis Australia Pty Ltd. UWU stated they have been genuinely trying to reach an agreement with Lactalis. Lactalis did not object to the application.

Mining and Energy Union (301V) v Batchfire Callide Management Pty Ltd

The Mining and Energy Union (MEU) brought an application to the Fair Work Commission (FWC) regarding a dispute with Batchfire Callide Management Pty Ltd (Batchfire). The dispute concerned Batchfire’s refusal to approve workplace delegate leave for the Applicant, a coal mine operator and MEU member, to attend the 2026 Global Dust Conference. The Applicant had applied for the leave in December 2025, which was initially logged into a site's leave spreadsheet. A supervisor approved the application but Batchfire’s Mining Manager later denied it, stating the correct approval process wasn't followed and annual leave should be used instead. The Applicant attended the conference anyway.

the Applicant v The Trustee for DRND Property Trust

the Applicant applied to the Fair Work Commission claiming her dismissal from The Trustee for DRND Property Trust was unfair. the Respondent objected, arguing the Applicant did not meet the minimum employment period and complied with the Small Business Fair Dismissal Code. She started as a casual employee on March 17, 2025, converting to part-time work in May 2025, and was dismissed on February 14, 2026. the Respondent had five employees at the time of dismissal.

the Applicant v Edlar Pty Ltd (Formerly Known As Bosnar Engineering Pty Ltd)

the Applicant applied to the Fair Work Commission on 30 June 2026, claiming a general protections contravention related to his dismissal. His application was one day late. He was initially told he was dismissed on 8 June 2026, but later received conflicting dates of 7 and 5 July 2026. The Commission proceeded based on the 8 June 2026 date. The delay in filing was attributed to an error by the Applicant’s legal representative.

Application by Hospira Australia Pty Ltd Trading AS Pfizer Melbourne

Hospira Australia Pty Ltd, trading as Pfizer Melbourne (Pfizer), applied for approval of the 'Pfizer Melbourne (Maintenance & Laboratory) AMWU/ETU Enterprise Agreement 2025'. The agreement covers employees and the Automotive, Food, Metals, Engineering, Printing and Kindred Industries Union (AMWU) and Communications, Electrical, Electronic, Energy, Information, Postal, Plumbing and Allied Services Union of Australia (ETU). A key issue was a missing flexibility term regarding Individual Flexibility Agreements (IFAs), specifically failing to guarantee employees receive written copies within 14 days. Pfizer provided an undertaking to rectify this.

the Applicant v Quayclean Australia Pty. Ltd.

the Applicant lodged an unfair dismissal application with the Fair Work Commission on July 2, 2026. She stated she was employed by Quayclean Australia Pty Ltd from December 29, 2025, and dismissed on June 12, 2026. The Commission initially advised her that she hadn't met the minimum six-month employment period required for an unfair dismissal claim. the Applicant disputed this, providing a contract showing a start date of December 18, 2025. She was then informed that to be dismissed unfairly, she must have been 'dismissed'. The Commission gave her further opportunities to respond but received no reply.

Application by Chubb Fire & Security Pty Ltd Trading AS Chubb Fire & Security

Chubb Fire & Security Pty Ltd, trading as Chubb Fire & Security, applied to the Fair Work Commission for approval of its 'ACT Portable Technician Enterprise Agreement 2025-2029'. The agreement is a single enterprise agreement covering employees. The employer provided undertakings which are attached to the decision.

the Applicant v Bundaleer Care Operations Limited

the Applicant was employed by Bundaleer Care Operations Limited from April 2024 until his dismissal on January 23, 2026. The company alleged he consumed alcohol on premises, failed to follow directions regarding alcohol consumption, and incorrectly claimed call-out payments. the Applicant responded to the allegations, denying some claims and stating others were beyond his control. Bundaleer Care Operations Limited subsequently asked him to show cause as to why his employment should not be terminated.

Application by "Automotive, Food, Metals, Engineering, Printing and Kindred Industries Union" known as the Australian Manufacturing Workers' Union (AMWU) (188V)

The Australian Manufacturing Workers' Union (AMWU) applied for a protected action ballot order under section 437 of the Fair Work Act 2009. This application relates to employees of Otis Elevator Company Pty Ltd. The Communications, Electrical, Electronic, Energy, Information, Postal, Plumbing and Allied Services Union of Australia (CEPU) also made a similar application regarding the same proposed agreement. Otis did not object to the AMWU's application, and the parties reached an agreement on this point.

Altus People Pty Ltd v Downer EDI Works Pty Ltd

Downer EDI Works Pty Ltd applied to terminate the Downer Traffic Management Enterprise Agreement 2021, stating it covered only their company and had no current employees under the agreement. The Fair Work Commission initially agreed to terminate the agreement. However, Altus People Pty Ltd also operated under this agreement due to a business transfer and related orders from the FWC. Incorrect information was provided to the commission about which employers were covered by the agreement.

Application by Calvary Health Care Tasmania Limited

Calvary Health Care Tasmania Limited sought approval for a new enterprise agreement, the Calvary Health Care – Tasmania Private Hospitals – Nurses and Midwives Enterprise Agreement 2025 - 2028. The application was made under section 185 of the Fair Work Act 2009. This is a single enterprise agreement covering nurses and midwives working at Calvary’s Tasmanian private hospitals.

Application by Port Of Townsville Limited Trading AS Port Of Townsville

Port Of Townsville Limited Trading AS Port Of Townsville sought approval for a new enterprise agreement, called the Port of Townsville Limited Marine Pilots Enterprise Agreement 2026. The application was made under section 185 of the Fair Work Act 2009. The Australian Maritime Officers’ Union (AMOU) indicated they wished to be covered by the agreement.

the Applicant v Vicprop Oc Pty Ltd

the Applicant made an application to the Fair Work Commission under section 526 of the Fair Work Act 2009. The application concerned her complaint about Vicprop Oc Pty Ltd’s conduct before she resigned, specifically their refusal to accept that she was fit for work. the Applicant did not allege a stand down under section 524.

Application by Keolis Downer Hunter Pty Ltd

Keolis Downer Hunter Pty Ltd applied to the Fair Work Commission for approval of the Keolis Downer Hunter Multimodal Operations Control Agreement 2025, a single enterprise agreement covering employees in the passenger vehicle transport industry. The Commission considered whether the agreement met the requirements of the Fair Work Act 2009, specifically sections 186 and 187.

Application by National Tertiary Education Industry Union (283V)

The Applicant applied for a protected action ballot order under section 437 of the Fair Work Act 2009. The application related to employees of the University of Queensland and UQ College Limited. The Applicant stated they had been genuinely trying to reach an agreement with the Respondent through bargaining. The University of Queensland did not object to the application.

Application by Illawarra Coal Holdings Pty Ltd Trading AS Gm3

Illawarra Coal Holdings Pty Ltd, trading as Gm3, sought approval for the Appin Colliery & West Cliff CPP Enterprise Agreement 2026. The agreement covers employees represented by the Mining and Energy Union (MEU) and the Communications, Electrical, Electronic, Energy, Information, Postal, Plumbing and Allied Services Union of Australia (CEPU).

the Applicant v Learning Online Pty Ltd

the Applicant lodged an unfair dismissal application with the Fair Work Commission on March 20, 2026. The application was incomplete and the required fee wasn’t paid or waived. The Commission attempted to contact the Applicant via email and SMS multiple times requesting payment and a completed form. Warnings were also issued that the application could be dismissed if these issues weren’t resolved within seven days. Despite repeated attempts to rectify the situation, the Applicant did not respond.

Application by Nexus Mining Pty Ltd

Nexus Mining Pty Ltd applied to the Fair Work Commission for approval of its Enterprise Agreement 2025. The agreement is a single enterprise agreement covering employees of Nexus Mining Pty Ltd, a company in the coal industry. The Mining and Energy Union acted as a bargaining representative during negotiations.

the Applicant v Unitingcare Queensland Limited