The FairWork Brief
Plain-English summaries of every Australian workplace law decision in our corpus — Fair Work Commission, Federal Court, Federal Circuit & Family Court, and Fair Work Ombudsman enforcement. Updated daily by our ingestion pipeline. Search, filter by jurisdiction or topic, and follow each summary back to the source.
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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.
Dea Chang Kim v The Marlow Family Trust No3
Mr Dea Chang Kim 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 Mr Kim had not been dismissed. The Deputy President accepted that Mr Kim 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 Mr Kim remained employed. Without a dismissal, the Commission had no jurisdiction to hear the unfair dismissal claim. Mr Kim 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.
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 Commissioner Rogers. 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.
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 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 Commissioner Tran. The club operates in the racing industry and holds ABN 71575147211. The agreement was described as a bridging-period agreement.
Ms Angela Paraskeva v Karimbla Constructions Services (NSW) Pty Ltd
Ms Angela Paraskeva 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. Ms Paraskeva 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. Ms Paraskeva 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 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 Commissioner Connolly. 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 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.
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 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 Commissioner Clarke on 27 May 2026. The school operates in the educational services 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/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 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 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 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.
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.
Application by Stanmore Trading AS Stanmore Smc Pty Ltd
Stanmore Trading as Stanmore SMC Pty Ltd 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 Commissioner Simpson. The employer operates in the mining industry.
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.
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.
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.
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.
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.
[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, Mr Ross Pettett, 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.
[2025] FWC 2793
Leigh Moiler was dismissed from Cowra Meat Processors Pty Limited in March 2025. The dismissal followed a period of unauthorised absence and alleged misconduct. Mr Moiler 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 252
Benjamin Lewis, 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, Michael Meline. Mr. Lewis 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.
[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.
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] 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] 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.
Turner v Chandler Macleod Group Limited (Costs)
Turner, 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 Turner. The court considered two questions: whether Turner had started the proceedings without reasonable cause, and whether any unreasonable act or omission by Turner caused Chandler Macleod to incur legal costs. The court also considered what weight, if any, should be given to the fact that Turner was self-represented.
[2026] FWC 298
Bianca Knott 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. Ms Knott’s mother contacted the employer on her behalf, and the company felt the communication was aggressive. Ms Knott 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. Ms Knott 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.
[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] 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 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.
[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] 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 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 390
Mr Khan Tim So (the Applicant) initiated a general protections application concerning his dismissal by the Greek Orthodox Community of St George Brisbane (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.
Fair Work Ombudsman
Drew and Schofer Real Estate Pty Ltd, a Sydney real estate agency, and its director, Graeme Ralph Drew, 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.
Fair Work Ombudsman
Salem Hamze, 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.
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
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 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 v Gill (Kwinana Bulk Jetty Case) (Penalty)
The Fair Work Ombudsman brought a penalty proceeding in the Federal Court of Australia against Gill following findings that Gill 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, Gill'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.
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 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.
Fair Work Ombudsman
Stuart Angel, 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. Mr. Angel 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.
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.
Reeve v Fair Work Commission
The applicant, Reeve, brought an interlocutory application in the Federal Court of Australia seeking the recusal of a decision-maker at the Fair Work Commission. Reeve 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.
Fair Work Ombudsman
The Fair Work Ombudsman has commenced legal action against Warwick Institute of Australia Pty Ltd, its director Charles Shiao, and former finance manager Xiaowen ‘Eva’ Xu. 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 Mr Shiao 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
The Fair Work Ombudsman took legal action against Veens Group Pty Ltd, a housing construction company in Harrington Park, Sydney, and its sole director, Dasi Shi. 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
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.
Gao v Macquarie Bank Limited
Gao 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 Gao's statement of claim that went beyond the scope of the original AHRC complaint.
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.
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
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.
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 appellant, Ms Kaur, sought judicial review of a decision by the Administrative Appeals Tribunal, which had upheld the Minister for Immigration and Citizenship'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 appellant of something before making its decision.
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.
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.
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.
Roohizadegan v Technology One Limited (No 7)
This case is the seventh set of proceedings arising from a general protections dispute between Roohizadegan 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 Roohizadegan during the trial. Roohizadegan did not accept the offer. The Federal Court was asked to decide whether that rejection amounted to unreasonable conduct justifying a costs order against Roohizadegan.
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.
Liebenberg v IP Australia
Ms Liebenberg 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. Ms Liebenberg 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
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.
Turner v Chandler Macleod Group Limited
Turner 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 Turner's claim. The respondents argued that the Originating Application and Statement of Claim had no reasonable prospect of success. Central to the dispute was Turner's attempt to relitigate matters that had previously been resolved through deeds of settlement and release. Turner 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.
Ioakimidis v Lygon Court Travel Pty Ltd (No 2)
A worker named Ioakimidis 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 Katsuyoshi ‘Ken’ Sadamatsu, 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, Mr Sadamatsu 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, Grofski, brought a claim against Peabody Energy Australia PCI Mine Management Pty Ltd under the Fair Work Act 2009 (Cth). During the proceedings, Grofski made an interlocutory application (a procedural step taken during an ongoing case, before a final hearing) seeking leave to further amend the originating application and statement of claim. In the course of that application, Grofski provided two further amended statements of claim to the respondents and supplied extensive material. Grofski also filed a fifth further amended statement of claim in breach of court orders. The respondents sought a costs order against Grofski 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.
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, Thomas Ebeling. 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 Mr. Ebeling was allegedly involved.
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 first respondent (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 CFMEU'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.
Lye v Fair Work Commission
The applicant, Lye, 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 Lye 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.
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.
Gussen v Swinburne University of Technology
Dr Gussen 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 Dr Gussen to pay Swinburne's costs. Dr Gussen 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.
Nimhurchu v QBE Insurance (Australia) Pty Ltd
Ms Nimhurchu 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.
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.
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
Well Health Medical Services Pty Ltd, formerly operating Well Health Medical Hub in Merrylands, Sydney, and its sole director, Irfan Khan, 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 nurse 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.
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.
Chambers v Broadway Homes Pty Ltd (No 2)
Ms Chambers 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.
[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.
[2026] FWC 59
Adam Eales, 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, Eales 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. Eales challenged the dismissal, claiming he was unfairly dismissed. RB Enterprises argued Eales was not entitled to unfair dismissal protections because he wasn't a regular casual employee.
[2026] FWC 34
Robert Oram, an employee of BHP Coal Pty Ltd, applied to the Fair Work Commission alleging unfair dismissal. The dismissal followed an altercation with colleague Joel McCallum on January 26, 2025. Prior to the incident, Mr. Oram alleged Mr. McCallum used derogatory nicknames and had attendance issues. Mr. Oram 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. Mr. Oram was prescribed medication for acid reflux, which he believed may have affected his mood.
[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 51
Kathryn Keane 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. Ms Keane 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 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.
[2026] FWCFB 4
Bevan Roberts, 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 Mr Roberts’ application, arguing he had not been dismissed and therefore the Commission lacked jurisdiction. During a hearing, the respondents withdrew their objection. Mr Roberts then applied for costs, which the Commission dismissed after considering written submissions. Mr Roberts appealed the decision, seeking permission to appeal and to appeal the costs decision.
[2026] FWC 54
Loan Base Pty Ltd sought costs against Mr Sakib Manzoor, who had previously filed and then discontinued an unfair dismissal application against the company. Mr Manzoor 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.
[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 173
Mr Anthony Bond 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. Mr Bond 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. Mr Bond stated on the application form that it was being lodged within the timeframe, noting a potential one-day delay due to posting.
[2026] FWC 253
Peter Jones 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. Mr Jones, 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.
[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 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.
[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.
[2025] FWC 1380
Mr Bevan Geoffrey Roberts (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, Mr Roberts 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, Mr Roberts indicated an intention to pursue legal action in the Federal Court. Mr Roberts then sought an order for costs against the Respondents.
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 employee Naskovski 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 employer's obligation to produce it.
Fair Work Ombudsman
The Fair Work Ombudsman has commenced legal action against Korserv Pty Ltd, a Queensland-based labour hire provider, and its manager, Janghwan Choi. 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 Mr Choi admitted to sending funds to these subcontractors. At least three of the 14 workers involved were migrant workers on visas.
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, Scott Mahboub. 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.
Mr Tony Gereige v Mindchamps Early Learning Australia Pty. Limited
Tony Gereige brought an application for an unfair dismissal remedy. The Fair Work Commission considered whether the application was made in accordance with the Fair Work Act. Mr Gereige was employed by Mindchamps Early Learning Australia Pty. Limited.
Mr Brandan Murray v Tilerescue Frankston Pty Ltd
Mr Brandan Murray brought an application for an unfair dismissal remedy against Tilerescue Frankston Pty Ltd. The Fair Work Commission has dismissed the matter under section 587 of the Fair Work Act. The Deputy President made the decision.
Mrs Lexie Mortimer v Wagyl Kaip Southern Noongar Aboriginal Corporation
Lexie Mortimer brought an application for an unfair dismissal remedy against Wagyl Kaip Southern Noongar Aboriginal Corporation. The Fair Work Commission considered whether the application was made in accordance with the Fair Work Act. The application related to a previous dismissal.
Ms Dianne Jakob v Fonterra Australia Pty Ltd
Ms Dianne Jakob, an employee of Fonterra Australia Pty Ltd, filed an application for an unfair dismissal remedy. The application was lodged 201 days beyond the standard time limit. Deputy President Clancy refused to grant an extension of time for the application.
Wayne Jones v The Trustee For Gomm Family Trust
Wayne Jones brought an application for an unfair dismissal remedy against The Trustee For Gomm Family Trust. The Commission considered whether the application had reasonable prospects of success. The Deputy President, Easton DP, considered the matter.
Zachary Mifsud v Simon Gatt
Zachary Mifsud brought an application for an unfair dismissal remedy against Simon Gatt. The Fair Work Commission found that the application was not made in accordance with the Fair Work Act, and the application fee was not paid or waived. The Deputy President dismissed the application.
Mr Rasoul Farddoust v Richemont Australia Pty Limited
Mr Rasoul Farddoust brought an application for relief from unfair dismissal. He was employed by Richemont Australia Pty Limited. The application concerned an incorrect recording of his working hours, which led to his dismissal. The Commission considered whether there was a valid reason for the dismissal, whether procedural fairness was afforded, and whether the dismissal was harsh.
Vincent Kok Kuan Chew v Department Of Education
Vincent Kok Kuan Chew brought an application to the Fair Work Commission concerning an unfair dismissal. The Department of Education was the respondent. The Commission considered whether the application had reasonable prospects of success. The Deputy President, Easton DP, made the decision.
Mr Rodd Peterson v Respect Group Limited
Mr Rodd Peterson commenced an application for unfair dismissal against Respect Group Limited. The application was filed out of time. The Fair Work Commission considered whether there were exceptional circumstances that justified the late filing.
Moussa Mathew Germanos v Arrow Corporate Flooring Systems Pty. Limited
Moussa Mathew Germanos, an employee, sought an unfair dismissal remedy from Arrow Corporate Flooring Systems Pty. Limited. The Fair Work Commission found that Mr Germanos’s application was not made in accordance with the Fair Work Act and the application fee was not paid or waived. The case was identified as U2025/17631.
Mr Garth Saunders v Jellinbah Mining Pty Ltd
Mr Garth Saunders brought an application to the Fair Work Commission seeking a remedy for unfair dismissal. Jellinbah Mining Pty Ltd, his former employer, objected to the application’s jurisdiction, arguing that he was not dismissed. The Commission considered whether Mr Saunders was, in fact, dismissed from his employment.
Mr Alexandre Carrano v OSM Australia Pty Ltd
Mr Alexandre Carrano was involved in an application for an unfair dismissal remedy. The Fair Work Commission initiated a dismissal under section 587 due to a lack of prosecution of the case. Deputy President Easton heard the matter.
Ms Kylie Mcdonald v Cunnos Trading Pty Ltd
Kylie McDonald brought an application for an unfair dismissal remedy against Cunnos Trading Pty Ltd. The Fair Work Commission considered whether a binding settlement had been reached. The case number was U2025/15169.
Jay Withers v Sydney Tools
Jay Withers commenced proceedings in the Fair Work Commission. The matter concerned a request for an extension of time. The Commission was asked to consider whether to grant an extension of time relating to a general protections dismissal dispute. The specifics of the dismissal and the dispute are not detailed in the provided text.
Mr George Elsissa v Bunnings Group Limited (Bunnings Warehouse)
Mr George Elsissa commenced employment with Bunnings Group Limited in 2025. He was dismissed from his position. Mr Elsissa then brought an application to the Fair Work Commission seeking an unfair dismissal remedy. The Deputy President considered the circumstances of his dismissal.
Application by Ms Kady McCormick
Ms Kady McCormick applied to the Fair Work Commission to deal with contraventions involving her dismissal. The application was made outside the prescribed 21-day timeframe. Commissioner Yilmaz C heard the application.
Ms Christella Murphy v Bribie Island Church Of Christ
Ms Christella Murphy brought an application for an unfair dismissal remedy. The Fair Work Commission initiated a dismissal under section 587 because Ms Murphy’s application was not prosecuted. This means she failed to follow the required procedures and communicate with the Commission.
Ms Bianca Liotta v TLH National Pty Ltd Trading AS TLH Recruitment
Ms Bianca Liotta sought an unfair dismissal remedy from TLH National Pty Ltd, trading as TLH Recruitment. The Fair Work Commission considered whether her application was made in accordance with the Fair Work Act. The application was related to a dispute concerning fees and compliance with the Act.
Mr Adam Charles Doncaster v Yeronga Services And Community Club Inc. Trading AS Club Yeronga
Adam Charles Doncaster brought an application to the Fair Work Commission concerning a situation where he felt forced to resign from his position at Yeronga Services and Community Club Inc. trading as Club Yeronga. The Commission considered whether Mr Doncaster’s resignation was voluntary or if he was effectively dismissed. The case number was C2025/9669.
Ms Rachel Anne Harrison v Department of Education & 1448 Pty Ltd
Ms Rachel Anne Harrison commenced employment with the Department of Education and 1448 Pty Ltd. The Fair Work Commission received an application to deal with contraventions involving her dismissal. The specifics of the dismissal and the contraventions are not detailed in the provided text.
Damein Banner v SSMG-Wolves Pty Limited
Damein Banner commenced proceedings in the Fair Work Commission seeking an unfair dismissal remedy. The application was filed out of time. SSMG-Wolves Pty Limited, the respondent, raised an objection to the application being heard. The Deputy President considered whether there were exceptional circumstances to extend the time for filing the application.
Ms Yangkajia Wang v Enel X Australia Pty Ltd
Ms Yangkajia Wang brought a general protections application against Enel X Australia Pty Ltd. The application was filed out of time. The Fair Work Commission considered whether the circumstances were exceptional enough to allow the application to proceed despite being filed late.
Mr Aleem Ali v MEGA Resources Pty Ltd
Mr Aleem Ali brought an application for an unfair dismissal remedy against MEGA Resources Pty Ltd. The Fair Work Commission considered whether the application had reasonable prospects of success. The Commission noted the application was brought under section 394 of the Fair Work Act. The Deputy President Easton made the decision.
Mr Malachi Kore v Dux Manufacturing Limited
Mr Malachi Kore commenced proceedings in the Fair Work Commission seeking a remedy for unfair dismissal. Dux Manufacturing Limited, his former employer, is a manufacturing company. The Fair Work Commission found that Mr Kore’s application was not made in accordance with the Act.
Ms Hannah Hayes v Sues Dining Group Pty Ltd
Ms Hannah Hayes brought an application for an unfair dismissal remedy against Sues Dining Group Pty Ltd. The Fair Work Commission considered whether the application had reasonable prospects of success. The case number was U2025/17094.
Ms Fiona Kibet v Yooralla
Fiona Kibet brought an application to the Fair Work Commission. The details of the application are not provided in the supplied text. Commissioner Redford heard the case. The document is a decision from the Fair Work Commission, identified as [2026] FWC 449.
Mrs Melinda Jones v Presidental Pty Ltd
Mrs Melinda Jones sought an unfair dismissal remedy from the Fair Work Commission. She filed her application out of time. Presidental Pty Ltd, the respondent, did not provide further details about the circumstances of her dismissal in the provided text.
Mr Mario Eschbach v Jl Access Pty Ltd
Mario Eschbach commenced proceedings in the Fair Work Commission regarding an unfair dismissal. The matter was dismissed by the Commission under section 587, due to a failure to prosecute the case. This means Mr Eschbach did not actively pursue the claim, leading to its dismissal.
Ms Hailey Delfs v Fraser Coast Home Care Pty Ltd
Ms Hailey Delfs commenced employment with Fraser Coast Home Care Pty Ltd. The Fair Work Commission initiated dismissal proceedings under section 587 of the Fair Work Act, due to Ms Delfs’ failure to prosecute her application. This meant she did not actively pursue the case, and the Commission took action to close it.
Mr Jeffrey Sorensen v Christian Community Ministries Ltd
Jeffrey Sorensen, an employee, brought a general protections application to the Fair Work Commission. The application was filed out of time. Christian Community Ministries Ltd, the respondent, did not oppose the application but argued it was filed late. The Deputy President considered whether it was appropriate to grant an extension of time.
Mr Fahad Ullah v Om Security Pty Ltd & Meriton Properties Pty Ltd
Mr Fahad Ullah sought to file an application with the Fair Work Commission. The application related to contraventions involving dismissal and general protections. The Fair Work Commission considered a request for an extension of time to file the application. Om Security Pty Ltd and Meriton Properties Pty Ltd were the respondents.
Mr Shahab Rezaei v Specialised Shutdown Support Pty Ltd & Mr David Goodes and Another
Mr Shahab Rezaei commenced employment with Specialised Shutdown Support Pty Ltd. The company provides shutdown support services. The matter concerns an application to deal with contraventions involving a dismissal. The Fair Work Commission was notified of the application on 18 May 2026. Commissioner Matheson heard the case.
Mr Dyllan Peace v Super Cheap Auto Pty Ltd
Dyllan Peace commenced employment with Super Cheap Auto Pty Ltd. The Fair Work Commission received an application concerning contraventions involving his dismissal. The case citation is [2026] FWC 118.
Review of Vero Engagement & Voting Solutions Pty Ltd Trading AS Vero Voting
The Fair Work Commission reviewed approvals for several persons acting as eligible protected action ballot agents. This included Vero Engagement & Voting Solutions Pty Ltd, trading as Vero Voting, along with TrueVote Pty Ltd, uCommunications Pty Ltd, Crowd Faction Pty Limited, and Democratic Outcomes Pty Ltd. The review was conducted under section 385 of the Fair Work Act. Deputy President Hampton C and another commissioner were involved in the decision.
Application by CFMEU (105N)
The Fair Work Commission considered an application regarding the approval of a collective agreement between J R Block & Brick Laying Pty Limited and the CFMEU. The agreement covers the period 2024 to 2027. Deputy President Bell heard the application.
Application by ADT Security Group Pty Ltd
ADT Security Group Pty Ltd applied to the Fair Work Commission for approval of its ADT SECURITY RESPONSE CENTRE ENTERPRISE AGREEMENT (2026–2028). The agreement covers employees in the security services industry. The Commission was considering the application and its potential impact. The agreement is set to expire on April 30, 2028.
Application by Cockburn Cement Limited
Cockburn Cement Limited applied to the Fair Work Commission for approval of the Cockburn Cement Limited Union Kwinana Enterprise Agreement 2026. The agreement covers employees in the cement and concrete products industry. The agreement's expiry date is January 31, 2028.
Application by Kent Projects
The Fair Work Commission considered an application regarding the approval of a Greenfields Agreement, the 'Kent Projects Pty Ltd Perdaman Ceres Project Greenfields Agreement 2024'. The agreement applies to employees in the building, metal and civil construction industries. Kent Projects Pty Ltd, with ABN 50107699221, sought approval for the agreement. The agreement's expiry date is 2028-05-09.
Application by Coca-Cola Europacific Partners Pty Ltd
Coca-Cola Europacific Partners Pty Ltd applied to the Fair Work Commission for approval of an enterprise agreement. The agreement covers employees at their Eastern Creek, NSW logistics site. The agreement period is from 2026 to 2029. The Fair Work Commission was considering the application for approval.
Mrs Mary Cooper v Envest Direct Agencies Pty Ltd
Mrs Mary Cooper commenced employment with Envest Direct Agencies Pty Ltd in 2023. She worked as a sales representative, selling financial products. The company is a direct sales and financial services business. Mrs Cooper was dismissed from her employment in May 2026. She brought an unfair dismissal claim.
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 relates to a variation initiated by the Commission itself. The review focuses on the Pharmacy Industry Award 2020 and the Children’s Services Award 2010. Draft determinations have been issued as part of this phase two review. Commissioners Hatcher J and Justice were involved in this decision.
Mr Moustafa Guessab v Active Managed Logistics Solutions Pty Ltd & Ozstaff Holdings Pty Ltd
Mr Moustafa Guessab brought an application to the Fair Work Commission concerning contraventions involving his dismissal. The case involves Active Managed Logistics Solutions Pty Ltd and Ozstaff Holdings Pty Ltd. Commissioner Redford heard the application. The document indicates this is decision [2026] FWC 1636, dated 2026-05-08.
Mr Jeffray Fox v Roy Hill Holdings Pty Ltd
Mr Jeffray Fox brought an application for an unfair dismissal remedy against Roy Hill Holdings Pty Ltd. The Fair Work Commission considered whether the dismissal was unfair, weighing factors as outlined in section 387(a), (b), (c), and (e) of the Fair Work Act. The case was heard by a Commissioner.
Mr Louis Baziotis v Endeavour Group Ltd
Louis Baziotis commenced an application for an unfair dismissal remedy. The Fair Work Commission has not provided details of the circumstances leading to his dismissal or his role within Endeavour Group Ltd.
Mr Mansoor Elahi v Uber Australia Pty Ltd
Mr Mansoor Elahi, an employee of Uber Australia Pty Ltd, brought an application to the Fair Work Commission. The specifics of the case are not detailed in the provided text. Commissioner Riordan heard the application.
Ms Valentina Angelovska v 2connect Youth & Community Inc.
Valentina Angelovska commenced working for 2connect Youth & Community Inc. The Fair Work Commission heard an application for an unfair dismissal remedy. The decision states the dismissal was 'hash, unjust and unreasonable'.
Application by The Australian Workers' Union (002N)
The Australian Workers' Union applied to extend a 30-day period related to a matter identified as B2026/361. The Fair Work Commission case involved the Oil and gas industry. The Deputy President Hampton C, considered the application.
Mr Djuma Ramazani v Jbs Australia Pty Ltd
Mr Djuma Ramazani commenced employment with JBS Australia Pty Ltd. The Fair Work Commission considered an application for an unfair dismissal remedy. The decision was made on 6 February 2026.
Mr Brian Gibson v Kmart Australia Limited
Mr Brian Gibson commenced employment with Kmart Australia Limited in 2021. He was dismissed from his position in December 2025. Mr Gibson applied to the Fair Work Commission for an unfair dismissal remedy. Deputy President Lake heard the application.
Application by CHEP Australia Limited Trading AS CHEP Australia
CHEP Australia Limited, trading as CHEP Australia, applied to the Fair Work Commission for approval of the CHEP Altona (VIC) Service Centre Enterprise Agreement 2026. The agreement covers employees in the storage services industry. The application was given case number AG2026/990. Commissioner Fox heard the application.
Mr Scott Donald-Hoath v Cranbourne-Dandenong Pistol Club Inc.
Mr Scott Donald-Hoath brought an application for an unfair dismissal remedy against the Cranbourne-Dandenong Pistol Club Inc. The Deputy President, Masson DP, heard the case. The decision notes the application was dismissed pursuant to s 587.
Application by Seymour Whyte Constructions Pty Ltd Trading AS Seymour Whyte
Seymour Whyte Constructions Pty Ltd, trading as Seymour Whyte, sought approval of its Civil Employee Enterprise Agreement 2026. The agreement covers employees in the building, metal and civil construction industries. The Fair Work Commission considered the application and related documents.
Application by The Australian Workers' Union (002N)
The Australian Workers' Union applied to the Fair Work Commission regarding a proposed protected action ballot for employees of Bestbar (NSW) Pty Ltd. The company operates in the manufacturing and associated industries. Deputy President Hampton heard the application on 14 May 2026. The application concerned a ballot of employees.
Jason Carolan v Aldi Stores (A Limited Partnership)
Jason Carolan commenced employment with Aldi Stores in 2022. He was dismissed from his position in May 2026. Mr Carolan brought an unfair dismissal claim. The Fair Work Commission considered the circumstances of his dismissal.
Richard John Mills v Prestige Inhome Care Trading AS Prestige Inhome Care Pty Ltd
Richard John Mills commenced employment with Prestige Inhome Care Trading AS Prestige Inhome Care Pty Ltd. The matter concerned a dispute relating to an enterprise agreement and the National Employment Standards (NES).
Application by Allen Taylor & Company Ltd Trading AS Pentarch Forestry
Allen Taylor & Company Ltd, trading as Pentarch Forestry, sought approval of the ATC Narooma Enterprise Agreement 2025. The agreement covers employees in the timber and paper products industry. Commissioner Crawford considered the application. The agreement was approved.
Application by A.H. Beard Pty Ltd
A.H. Beard Pty Ltd, a company in the manufacturing industry, applied for approval of its Queensland Enterprise Agreement 2025. The Fair Work Commission was considering the application. The agreement covers employees in the manufacturing and associated industries. The agreement’s expiry date is 2028-10-31.
Application by Independent Education Union of Australia (130N)
The Fair Work Commission considered an application regarding the West Bathurst Preschool Teachers and EarlyStart Children & Family Centre Enterprise Agreement 2025. The Independent Education Union of Australia (130N) brought the application. Commissioner Crawford heard the case. The agreement covers employees in the educational services 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 (the Union) applied to the Fair Work Commission. The application concerned a case, B2026/362. The Union sought to extend a 30-day period related to this case. Hampton C and a Deputy President were involved in the decision.
Application by Port Lincoln Aboriginal Health Service Limited
The Port Lincoln Aboriginal Health Service Limited applied to the Fair Work Commission for approval of its Enterprise Agreement 2025. The agreement covers employees in the health and welfare services industry. The Commission considered the application and related documents, including a cited previous decision (PR799991).
Application by Cochlear Limited
Cochlear Limited applied to the Fair Work Commission for approval of its Enterprise Agreement 2026. The agreement covers employees in the manufacturing and associated industries. The Fair Work Commission was considering the application. The agreement expires on 4 May 2030.
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 IJBuild Holdings Pty Ltd and CEPU – Plumbing Division (Vic) Plumbing Enterprise Agreement 2024 – 2027. The union applied for approval of the enterprise agreement. 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 Stanwell Corporation Limited. The ballot related to a dispute concerning wages and working conditions. Deputy President Hampton C and another commissioner heard the application. The case number was B2026/500.
Application by The Australian Workers' Union (002N)
The Australian Workers' Union applied to the Fair Work Commission regarding a proposed protected action ballot for employees of Isis Central Sugar Mill Company Limited. Deputy President Hampton C and another commissioner heard the application. The case number was B2026/489.
Application by Stirling Ethnic Aged Homes Association Inc Trading AS MYVISTA
The Fair Work Commission considered an application for approval of an enterprise agreement between Stirling Ethnic Aged Homes Association Inc (trading as MYVISTA) and the United Workers Union. The agreement covers employees in the aged care industry. The enterprise agreement is titled 'Stirling Ethnic Aged Homes Association Inc. and United Workers Union Enterprise Agreement 2026' and is intended to operate as a bridging period agreement. It expires on 2030-05-12.
Application by Orica Australia Pty Ltd
Orica Australia Pty Ltd applied to the Fair Work Commission for approval of the Orica Australia Pty Ltd Kalgoorlie Reserve Enterprise Agreement 2026. The agreement covers employees in the manufacturing and associated industries. The agreement's expiry date is May 12, 2030.
Mr Tao Sun v MMG Australia Limited
Mr Tao Sun commenced employment with MMG Australia Limited. The Fair Work Commission heard an application for an unfair dismissal remedy. The document indicates this is decision [2026] FWC 1689.
Application by Careflight Limited Trading AS Careflight
Careflight Limited, trading as Careflight, sought approval for a new enterprise agreement. The agreement covers nurses and midwives. It is intended to operate for a bridging period, expiring on June 30, 2027. The Fair Work Commission considered the application for approval.
Alexander Teakle v Civil Independence Industries Pty Ltd
Alexander Teakle brought an application for costs against Civil Independence Industries Pty Ltd. The Fair Work Commission considered whether costs should be awarded in this case. The case number was C2025/13346.
Application by Greater Geelong Constructions Pty Ltd Trading AS GGC Industries
Greater Geelong Constructions Pty Ltd, trading as GGC Industries, sought approval of an enterprise agreement. The agreement was between the company and the Australian Workers’ Union for a Suburban Rail Loop Greenfields project. The agreement’s expiry date is 2030. The Fair Work Commission was considering the application for approval.
Application by Mining and Energy Union (301V)
The Fair Work Commission considered an application by the Mining and Energy Union (301V) regarding a proposed protected action ballot for employees of United Wambo Open Cut Pty Ltd, trading as United Wambo Open Cut. The Deputy President and Hampton C were involved in the decision. The case relates to the coal industry.
Ms Smyrna Parvez v Kaizen Hospitals (Mount District) Pty Limited
Ms Smyrna Parvez commenced employment with Kaizen Hospitals (Mount District) Pty Limited. The Fair Work Commission heard an application for an unfair dismissal remedy. Deputy President Millhouse heard the case.
Application by Jonoco Pty Ltd
Jonoco Pty Ltd, an electrical contracting business, applied for approval of its Employees Enterprise Agreement 2026–2029. The agreement covers employees in the electrical contracting industry. Commissioner Perica considered the application and related documents, including PR810062.
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. The application concerned a case, B2026/244, and sought to extend a 30-day period. The case relates to the vehicle industry. Deputy President Hampton C heard the application.
Ms Anne Barr v Community Vision Australia Limited
Anne Barr commenced employment with Community Vision Australia Limited. The Fair Work Commission considered an application relating to contraventions involving her dismissal. The Deputy President heard the application.
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 applied to the Fair Work Commission. The dispute concerns an enterprise agreement, the 'Queensland Rail Network Enterprise Agreement 2023'. Key issues include the term of the agreement, wage increases, and a reduction in working hours.
Australian Workers' Union, The (002N) v Village Roadshow Theme Parks Pty Ltd & Village Roadshow Theme Parks Entertainment Pty Ltd T/A Village Roadshow Theme Parks
The Australian Workers’ Union (AWU) brought a claim against Village Roadshow Theme Parks Pty Ltd and Village Roadshow Theme Parks Entertainment Pty Ltd. The dispute relates to an enterprise agreement and the National Employment Standards (NES). The AWU alleged issues arising under the enterprise agreement. The case was heard by Commissioner Spencer.
Ms Belinda Harrison v Eden Psychology Services Pty Ltd
Ms Belinda Harrison commenced proceedings in the Fair Work Commission. The matter concerned an application to deal with contraventions involving dismissal, an extension of time, and whether the application should proceed. Eden Psychology Services Pty Ltd was the respondent. The Commission’s decision relates to these procedural aspects of the application, rather than the underlying dismissal itself.
Application by Pinnacle Hr Pty Ltd
Pinnacle Hr Pty Ltd applied for approval of the Dunbar Homes Inc Nursing Employees (Aged Care) Enterprise Agreement 2026. The agreement covers employees in the aged care industry. The Fair Work Commission was considering the application. The agreement expires on 2029-06-30.
Application by Veolia Environmental Services (Australia) Pty Ltd
Veolia Environmental Services (Australia) Pty Ltd applied for approval of the Veolia Cameron Park Waste Transport Enterprise Agreement 2025. The agreement covers employees in the waste management industry. The Fair Work Commission was considering the application. The agreement will expire on 2028-06-30.
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) brought an application to the Fair Work Commission. The case concerns Androck Engineering and Mining Pty Ltd, a member company of Ampcontrol Limited, and its Rutherford site. The Fair Work Commission's decision is documented as [2026] FWC 1719. The document details a decision made by a Commissioner.
Application by Allen Taylor & Company Ltd Trading AS Pentarch Forestry
Allen Taylor & Company Ltd, trading as Pentarch Forestry, sought approval of the ATC Nowra Enterprise Agreement 2025. The agreement covers employees in the timber and paper products industry. The Fair Work Commission considered the application and related documents, including a decision with case number AG2026/984.
Application by CFMEU (105N)
The Fair Work Commission considered an application regarding the CINERARI CONTRACTING PTY LTD and the CFMEU (Victorian Construction and General Division) Subcontractors Formwork Enterprise Agreement 2024 – 2027. The agreement covers employees in the building, metal and civil construction industries. Deputy President Bell DP was involved in the decision.
Application by Veolia-Resourceco Alternative Fuels Pty Ltd
Veolia-Resourceco Alternative Fuels Pty Ltd applied for approval of its Enterprise Agreement 2025. Commissioner Rogers considered the application. The agreement covers employees in the waste management industry. The agreement’s expiry date is 2029-05-18.
Application by Ara Electrical Engineering Services Pty Ltd
Ara Electrical Engineering Services Pty Ltd, an electrical contracting business, applied to the Fair Work Commission for approval of a single enterprise agreement for its Ingleburn branch. The proposed agreement would replace the existing ARA Electrical Engineering Services Pty Ltd Ingleburn Branch Single Enterprise Agreement 2025. The agreement's expiry date is 2029-05-19.
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 approval of an enterprise agreement between Associated Services Industries Pty Ltd and the ETU Electrical Contracting. The agreement covers the electrical contracting industry. Deputy President Colman and a Deputy President were involved in the decision. The agreement is set to expire on March 31, 2029.
CFMEU (105N) v KPI services (NSW) Pty Ltd
The CFMEU (105N) sought clarification regarding the correct classification of traffic control workers employed by KPI Services (NSW) Pty Ltd. The dispute arose under a collective agreement, the KPI Services (NSW) Pty Ltd / CFMEU Collective Agreement 2024-2027. The union argued that the workers were not correctly classified, but the employer maintained its position.
Ms Gabriela Fernandes Nascimento v Spark Event Workforce Pty Ltd
Gabriela Fernandes Nascimento brought an application under section 394 of the Fair Work Act. The applicant worked for Spark Event Workforce Pty Ltd as a casual employee. She argued that the Fair Work Commission should not be satisfied with two casual shifts she completed. The decision was made by Deputy President Colman.
Lara Summerville v Sydney Zoo Pty Ltd
Lara Summerville commenced proceedings in the Fair Work Commission seeking an unfair dismissal remedy. The Fair Work Commission document indicates this was an application for an unfair dismissal remedy, and the application was refused. The document does not provide details about the circumstances of Ms. Summerville’s employment or the reasons for her dismissal, nor does it detail the nature of her role at Sydney Zoo Pty Ltd.
Application by Independent Education Union of Australia (130N)
The Independent Education Union of Australia (130N) applied to the Fair Work Commission regarding the Queensland Kindergarten Early Childhood Education Multi-Employer Enterprise Agreement 2026. The agreement covers employees in the educational services industry. Commissioner Simpson C considered 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 The Trustee for TOP Welding & Construction Unit Trust Trading As TOP Welding & Construction Pty Ltd. The application concerned a ballot of employees. Deputy President Hampton C and another commissioner heard the application.
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 proposed BSECC Pty Ltd and ETU Electrical Contracting Enterprise Agreement 2025 – 2029. The union, Communications, Electrical, Electronic, Energy, Information, Postal, Plumbing and Allied Services Union of Australia, brought the application. The agreement covers the electrical contracting industry. The Deputy President Colman DP heard the application.
Li Yu v OSMEN Outdoor Furniture Pty Ltd
Li Yu commenced employment with OSMEN Outdoor Furniture Pty Ltd. The company is in the outdoor furniture industry. The applicant made a claim for unfair dismissal. The Fair Work Commission had to determine if the dismissal was unfair.
Application by Radploy Pty Ltd Trading AS Lake Imaging
Radploy Pty Ltd, trading as Lake Imaging, sought approval of a new enterprise agreement. The agreement covers medical imaging staff in Geelong. The Fair Work Commission considered the application and related documents, including PR799862. The agreement expires on 2029-05-15.
Application by Fulton Hogan Industries Pty Ltd
Fulton Hogan Industries Pty Ltd applied for approval of the Fulton Hogan Metropolitan Road Services Enterprise Agreement 2025. The agreement covers employees in the asphalt industry. The Fair Work Commission was considering the application. The agreement expires on 31 August 2026.
Application by Blowflex Mouldings Pty Ltd
Blowflex Mouldings Pty Ltd applied to the Fair Work Commission for approval of the Bega Bentley Blow Moulding Enterprise Agreement 2026. The agreement covers employees in the manufacturing and associated industries. The Deputy President considered the application.
Application by Diamond Power Australia Pty Ltd
Diamond Power Australia Pty Ltd applied to the Fair Work Commission regarding its enterprise agreement, the Diamond Power Enterprise agreement (NSW) 2025. The agreement was not signed and had an expiry date of May 12, 2029. The Fair Work Commission was considering the application.
Application by United Workers' Union (108V)
The Fair Work Commission considered an application by the United Workers' Union regarding a proposed protected action ballot for employees of Secure Journeys Pty Ltd, trading as Secure Journeys. Secure Journeys operates in the corrections and detentions industry. The application related to a ballot of employees.
Application by Essilor Australia Pty Ltd Trading AS Essilor Australia
Essilor Australia Pty Ltd, trading as Essilor Australia, applied for approval of the Essilor Australia (Queensland Laboratory) Enterprise Agreement 2025–2028. The agreement covers employees in the manufacturing and associated industries. The Fair Work Commission considered the application, noting the agreement's expiry date of 2028-06-30.
Ms Annabelle Ackland v Australian Red Cross Lifeblood
Annabelle Ackland commenced employment with Australian Red Cross Lifeblood in 2023. She was dismissed from her role. Ms Ackland brought an unfair dismissal claim to the Fair Work Commission.
Application by CFMEU (105N)
The Fair Work Commission considered an application regarding the Liebherr-Australia Pty Ltd and CFMEU ACT Crane and Rigging Sector Enterprise Agreement 2021. The agreement covers employees in the building, metal and civil construction industries. Deputy President Bell heard the application.
Ms Chelli Edri v The Public Trustee Of Queensland & Sasha Mccarthy
Ms Chelli Edri brought an application to the Fair Work Commission concerning contraventions involving her dismissal. The Public Trustee of Queensland and Sasha Mccarthy were the respondents. The Commission considered a jurisdictional objection raised during the proceedings.
Application by BGIS Pty Ltd Trading AS BGIS,Application by BGIS Pty Ltd Trading AS BGIS,Application by BGIS Pty Ltd Trading AS BGIS,Application by BGIS Pty Ltd Trading AS BGIS,Application by BGIS Pty Ltd Trading AS BGIS
BGIS Pty Ltd Trading As BGIS applied to the Fair Work Commission. The application relates to cases C2026/2013, C2026/2014, C2026/2016, C2026/2019, and C2026/2023. The cases concern variations to redundancy pay. BGIS operates in the social, community, home care, and disability services industry.
Application by Takwood Pty Ltd
Takwood Pty Ltd, trading as Takwood Pty Ltd, applied to the Fair Work Commission (FWC) for the termination of its Curtis Island Operations and Maintenance Enterprise Agreement 2024. The agreement covered employees in the manufacturing and associated industries. The application was heard by Commissioner Simpson. The agreement was approved in 2024 and is due to expire in 2027.
Application by Victorian Council Of Social Service
The Victorian Council of Social Service (VCOSS) applied to the Fair Work Commission for approval of its Enterprise Agreement 2026. The agreement covers employees in the social, community, home care and disability services industry. Deputy President made a decision on the application. The agreement is set to expire on June 30, 2028.
Application by Coregas Pty Ltd
Coregas Pty Ltd sought approval for its Operations Enterprise Agreement (Darra) 2026. The Fair Work Commission considered the application. The agreement covers employees in the manufacturing and associated industries. The Deputy President, Dobson (formerly Moltoni), and another Deputy President, heard the application.
Application by Cold Logic Pty Ltd
Cold Logic Pty Ltd applied for approval of an enterprise agreement, the Cold Logic Pty Ltd Woolworths Sydney Banana Rooms C12703 Enterprise Agreement. The agreement covers employees in the manufacturing and associated industries. The agreement’s expiry date is 2028-10-31. Commissioner P Ryan heard the application.
Application by Autocare Services Pty Ltd Trading AS As Above
Autocare Services Pty Ltd, trading as As Above, applied to the Fair Work Commission for approval of an enterprise agreement. The agreement covers employees in the road transport industry in New South Wales. The agreement is titled 'Autocare Services (Transport New South Wales) Enterprise Agreement 2025'. It would expire on 1 October 2027. The Deputy President considered the application.
Mr Matthew Ireland v Hired1st Pty Ltd
Matthew Ireland commenced an application for an unfair dismissal remedy against Hired1st Pty Ltd. The Fair Work Commission, comprised of Commissioner Simpson, considered the application. The Commission found the dismissal was a case of genuine redundancy. Consequently, the application was dismissed.
The Australian Workers' Union (002N) v Veolia Environmental Services (Australia) Pty Ltd Trading AS Veolia
The Australian Workers' Union (AWU) brought a dispute to the Fair Work Commission concerning a disagreement related to a workplace agreement. The dispute arose under the Veolia Environmental Services (Australia) Pty Ltd Viva Energy Refinery AWU Agreement 2023 – 2026. The Fair Work Commission was asked to consider whether there was a dispute about matters arising under the enterprise agreement and the National Employment Standards (NES).
Application by Harvey Industries Group Pty Ltd
Harvey Industries Group Pty Ltd applied to the Fair Work Commission for approval of its Maintenance Enterprise Agreement 2025. Commissioner Schneider C considered the application. The agreement covers employees in the manufacturing and associated industries. The agreement's expiry date is 2029-05-06.
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 Kinetic (Melbourne) Pty Ltd and KOCM 3 Pty Ltd. The application concerned a ballot of employees in the vehicle industry. Deputy President Hampton C and another commissioner heard the application.
Application by Teachers Federation Health Ltd Trading AS Teachers Health
Teachers Federation Health Ltd, trading as Teachers Health, applied to the Fair Work Commission for approval of its enterprise agreement, the Teachers Federation Health Ltd Enterprise Agreement 2026–2027. The agreement covers employees in the health and welfare services industry. The agreement’s expiry date is 30 June 2027.
Application by Melba Support Services Limited
Melba Support Services Limited applied to the Fair Work Commission for approval of the One Melba Enterprise Agreement 2026 to 2029. The agreement covers employees in the social, community, home care and disability services industry. The agreement’s expiry date is December 31, 2029.
Application by Bluescope Steel Limited Trading AS Fielders
Bluescope Steel Limited, trading as Fielders, applied to the Fair Work Commission for approval of the Fielders Wangara (WA) Operations Enterprise Agreement 2026. The agreement covers employees in the manufacturing and associated industries. The agreement's expiry date is 2029-05-06.
Application by CFMEU (105N)
The Fair Work Commission considered an application regarding the POOLCOM PTY LTD T/As MOMENTUM POOLS and the CFMEU (Victorian Construction and General Division) Subcontractors Commercial Pool Builder Enterprise Agreement 2024–2027. The agreement was proposed and involved the CFMEU. The Deputy President Masson DP, considered the application.
Application by The Star Pty Ltd Trading AS The Star Sydney
The Fair Work Commission considered an application regarding The Star Pty Ltd Trading As The Star Sydney’s Operational Managerial Enterprise Agreement 2026. The agreement was proposed for approval. The decision was made on December 31, 2025.
Application by Glen Eden Constructions Pty Ltd
Glen Eden Constructions Pty Ltd sought approval for its Enterprise Agreement 2026–2030. The agreement covers employees in the building, metal and civil construction industries. Commissioner Simpson C considered the application. The agreement's expiry date is 2030-05-07.
Ms Laura Curtin v Dhulawang Aboriginal Corporation & Ms Cynthia Dungay and Others
Laura Curtin brought a general protections application against Dhulawang Aboriginal Corporation and Cynthia Dungay. Ms Curtin alleged she was dismissed. The Fair Work Commission considered whether her application was filed within the required time limit. The Deputy President, Saunders DP, also considered whether exceptional circumstances warranted an extension of time.
Application by MME Underground Services Pty Ltd Trading AS MME Underground Services And Platinum Locating Services
MME Underground Services Pty Ltd, trading as MME Underground Services and Platinum Locating Services, applied for approval of an enterprise agreement. The agreement covers employees in the building, metal and civil construction industries. The proposed agreement is titled 'MME Underground Services Enterprise Agreement 2025–2029' and would expire on September 1, 2029. The Fair Work Commission was considering 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. The application concerned a case, B2026/104, and sought to extend a 30-day period. The Fair Work Commission document details the application and related information. Deputy President Hampton C was involved in the decision.
Application by Burleigh Marr Distributions Pty Ltd Trading AS Bidfood Gold Coast & United Imports & Exports Co Pty Ltd Trading AS Bidfood Gold Coast
Burleigh Marr Distributions Pty Ltd, trading as Bidfood Gold Coast, and United Imports & Exports Co Pty Ltd, also trading as Bidfood Gold Coast, applied to the Fair Work Commission for approval of a proposed enterprise agreement. The agreement covers employees at their Gold Coast premises. The agreement's expiry date is March 1, 2029. The application was heard by a Deputy President.
Mr Douglas Williams v Mind Matters Psychology
Mr Douglas Williams brought a case against Mind Matters Psychology. The Fair Work Commission had to determine if Mr Williams was an employee or an independent contractor. This determination was necessary to address a jurisdictional objection raised in his application. Mr Williams is a registered psychologist.
Application by Metcash Trading Limited
Metcash Trading Limited applied for approval of its South Australia Food & Liquor Enterprise Agreement 2026. The agreement covers employees in the storage services industry. The agreement's expiry date is 2029-03-01. Commissioner Perica 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. The application concerned a case, B2026/276. The union sought to extend a 30-day period related to this case. The Fair Work Commission did not provide further details about the underlying case B2026/276.
Application by Sexual Health Victoria Inc
Sexual Health Victoria Inc, a health and welfare services provider, sought approval of an enterprise agreement. The agreement was made with the Australian Nursing & Midwifery Federation (Victorian Branch). The proposed agreement covers a bridging period and expires in May 2030. The Fair Work Commission considered the application for approval.
Ms Amber Dyan Harding v Strange Grains Pty Ltd & Jenny Holten
Ms Amber Dyan Harding brought an application to the Fair Work Commission concerning contraventions involving dismissal. The application was lodged against Strange Grains Pty Ltd and Jenny Holten. The Fair Work Commission did not deal with the application because it was not made in accordance with the Act and the application fee was not paid or waived.
Ms Te Aroha Davis v Acrow Formwork and Scaffolding Pty Ltd
Ms Te Aroha Davis made an application for an unfair dismissal remedy. The Fair Work Commission considered whether the application had reasonable prospects of success. Acrow Formwork and Scaffolding Pty Ltd was the respondent. Deputy President Easton heard the case.
Application by Interact Australia Ltd Trading AS Interact Australia
Interact Australia Ltd Trading As Interact Australia applied to the Fair Work Commission to vary redundancy pay. The application relates to case C2025/11068. The decision was published on 7 January 2026.
Application by Heinemann Oceania Pty Ltd Trading AS Heinemann Oceania
Heinemann Oceania Pty Ltd, trading as Heinemann Oceania, applied to the Fair Work Commission for approval of its enterprise agreement, the HEINEMANN OCEANIA PTY LTD ENTERPRISE AGREEMENT 2026. The agreement covers employees in the retail industry. Deputy President Slevin heard the application. The agreement is for a bridging period and expires on 31 March 2029.
Mr David Hadkiss v Spa Industries Global Pty Ltd
David Hadkiss commenced employment with Spa Industries Global Pty Ltd. He subsequently filed an unfair dismissal application. The Fair Work Commission considered the application.
Application by Penrhos College
Penrhos College, an educational services provider, sought approval for its Operational Services Staff Enterprise Agreement 2026–2028. The agreement covers employees in operational services roles. Commissioner Schneider C considered the application. The agreement expires on December 31, 2028.
Mr Charles Farrugia v Top Up Labour Hire Pty Ltd & Acciona Infrastructure Australia pty Ltd (105N-VICU) and Another
Charles Farrugia commenced proceedings in the Fair Work Commission. The matter involved Top Up Labour Hire Pty Ltd and Acciona Infrastructure Australia pty Ltd. The Commission considered whether to extend the time for lodging an application. The decision does not detail the nature of the original application.
Mr Clayton Hammock v Australian Dental Association Victorian Branch Inc Trading AS Australian Dental Association Victorian Branch (ADAVB)
Clayton Hammock brought an application to the Fair Work Commission concerning a contravention involving his dismissal. The Australian Dental Association Victorian Branch Inc (ADAVB) was the respondent. The case number is C2025/12127. The decision was published on 14 January 2026.
Application by BaptistCare
BaptistCare applied to the Fair Work Commission. The application relates to instruments covering a new employer and transferring employees. The case number is AG2025/4483. The Fair Work Commission was considering an application under section 318 of the Fair Work Act. The decision concerns the Kintyre Country Living (Aged Care), NSWNMA-ANMF NSW Branch and HSU NSW Branch Enterprise Agreement 2018-2021.
Application by Transport Workers' Union of Australia (179V)
The Transport Workers' Union of Australia applied to the Fair Work Commission for approval of a Greenfields agreement. This agreement is for WA Specialised Transport (Projects) Pty Ltd at Bonny Downs. The agreement covers the road transport industry. The Deputy President, Boyce DP, considered the application. The agreement expires on 2030-05-12.
Application by Metcash Trading Limited
Metcash Trading Limited applied for approval of the Metcash Australian Liquor Marketers Tasmania Warehousing Agreement 2025. The agreement covers employees in the storage services industry. Commissioner Clarke considered the application and related documents. The agreement expires on 2028-07-01.
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 for a bargaining order. The application relates to employees of PEER Education Employment & Training Ltd trading as PEER, in the electrical contracting industry. The Union sought an order to compel PEER to engage in good faith bargaining for a workplace agreement.
Mr Giuseppe Castagna v Rehals Divine Indian Restaurant
Giuseppe Castagna commenced an application for an unfair dismissal remedy against Rehals Divine Indian Restaurant. The Fair Work Commission has not provided details regarding the events leading to the dismissal or the roles of the parties involved.
Application/Notification 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) sought the Fair Work Commission's consent to alter its eligibility rules. The application was given the case number D2024/9. The Fair Work Commission considered the application and related documents, including previous decisions such as *ResMed Limited v AMWU* [2016] FWCFB 22 and *Australian Rail, Tram and Bus Industry Union* [2020] FWC 1489.
Application by Asuria People Services Pty Limited
Asuria People Services Pty Limited applied to the Fair Work Commission. The application concerns a variation of redundancy pay. The Deputy President and a Cross DP heard the application. The case number is C2025/9708.
Application by Mohamed Hamada Ali Elbakry Abouelez
Mohamed Hamada Ali Elbakry Abouelez applied to the Fair Work Commission. The application related to an unfair deactivation remedy. The application fee was not paid or waived, and it was not made in accordance with the Act. Deputy President Saunders and another Deputy President considered the application.
Application by Selkirk Pty Ltd
Selkirk Pty Ltd applied for approval of the Selkirk Enterprise Agreement 2025. The Fair Work Commission was considering the application. The agreement covers employees in the building, metal and civil construction industries. Commissioner Matheson C heard the application.
Application by Penrhos College
Penrhos College, an educational services provider, sought approval for a new enterprise agreement. The agreement covers teaching staff and is intended to operate for a bridging period from 2026 to 2028. Commissioner Schneider C considered the application. The agreement is identified as the Penrhos College Teaching Staff Enterprise Agreement 2026 to 2028.
Application by CFMEU (105N)
The Fair Work Commission considered an application related to a collective agreement between The Trustee for Exton Family Trust T/As Brisbane Tile & Stone Sealing and the CFMEU. The agreement covers the building, metal and civil construction industries. Deputy President Bell heard the application. The agreement is set to expire on 2027-07-02.
Mrs Richa Bajaj v R&L Services Victoria Pty Ltd
Mrs Richa Bajaj sought an unfair dismissal remedy from R&L Services Victoria Pty Ltd. The application concerned an expiry of a fixed term contract. The Deputy President Colman heard the case. The applicant sought an extension of time to bring the application.
Mr Ben Nixon v Bega Concrete Tanks Pty Limited
Mr Ben Nixon brought an application for an unfair dismissal remedy. The Fair Work Commission initiated dismissal under section 587, due to Mr Nixon's failure to prosecute his case. The Deputy President, Easton DP, made the decision.
Application by Australian Municipal, Administrative, Clerical and Services Union (052V)
The Australian Municipal, Administrative, Clerical and Services Union (052V) applied to the Fair Work Commission. The application concerned a matter identified as B2026/281. The Fair Work Commission was considering an application to extend a 30-day period related to this matter. Hampton C and a Deputy President were involved in the decision.
Application by BHP WAIO Pty Ltd Trading AS BHP Iron Pty Ltd
BHP WAIO Pty Ltd, trading as BHP Iron Pty Ltd, applied to the Fair Work Commission. The application relates to instruments covering a new employer and transferring employees. BHP wanted to standardise employment terms and conditions for transferring and existing employees. The case concerns a transfer of business from an old employer to BHP. The 'Operations Services Maintenance Agreement' is relevant.
Application by Thomas Foods International Stawell Pty Ltd
Thomas Foods International Stawell Pty Ltd applied to the Fair Work Commission for approval of a new enterprise agreement. The agreement covers production employees. The Commission approved the agreement. The agreement expires on 6 May 2030.
Application by Mr Daniel Justin Blay
Mr Daniel Justin Blay brought an application to the Fair Work Commission. The details of the application are not provided in the supplied text. Commissioner Yilmaz C heard the application. The case number was C2025/12429.
Mr Joseph De Sousa v Newhaul Logistics Pty Ltd
Mr Joseph De Sousa brought an application to the Fair Work Commission concerning contraventions involving dismissal. Newhaul Logistics Pty Ltd was the respondent. The application was not made in accordance with the Fair Work Act and the application fee was not paid or waived.
Mr Brandon Carnevale v Jet Multimedia Pty. Limited
Brandon Carnevale commenced employment with Jet Multimedia Pty. Limited. The Fair Work Commission heard an application for an unfair dismissal remedy. The decision was made by Commissioner McKinnon and another Commissioner. The document references several previous Fair Work decisions.
Ms Josaiah Malay v Shire Of Derby West Kimberley
Ms Josaiah Malay brought an application to the Fair Work Commission concerning a dismissal. The Shire of Derby West Kimberley was the respondent. The application was related to a contravention involving a dismissal. The application fee was not paid or waived, and the application was not made in accordance with the Fair Work Act. Deputy President Easton heard the case.
Mrs Jaidyn Bowden v Cull & Harding Pty Ltd
Mrs Jaidyn Bowden commenced employment with Cull & Harding Pty Ltd. She subsequently filed an application for unfair dismissal. The Fair Work Commission considered whether Mrs Bowden was unfairly dismissed or whether she resigned. The company is described as a business. The Commission noted that the employee resigned.
Mrs Safa Ayoub v LZS Pty Ltd
Mrs Safa Ayoub brought an application for an unfair dismissal remedy against LZS Pty Ltd. The Fair Work Commission has not provided details about the events leading to the dismissal or the nature of Mrs Ayoub’s employment. The decision was made on 6 January 2026.
Ms Tammy Sykes v The Trustee For The Imagine Education Australia Unit Trust
Tammy Sykes brought an application to the Fair Work Commission seeking a remedy for unfair dismissal. The Trustee For The Imagine Education Australia Unit Trust was the respondent. The application was filed outside the standard 21-day timeframe for lodging such claims.
Ms Marie Everitt v East Bundaberg Sports Club Ltd.
Marie Everitt commenced proceedings in the Fair Work Commission seeking an unfair dismissal remedy from the East Bundaberg Sports Club Ltd. The Commission initiated the application under section 587(1)(c) of the Fair Work Act. The Deputy President found the application had no reasonable prospects of success.
Mr Ashley Warren v Hungry Jack's Pty Ltd
Mr Ashley Warren commenced an application for an unfair dismissal remedy. The Fair Work Commission notes that the application fee was not paid or waived, and the application was not made in accordance with the Fair Work Act. Hungry Jack's Pty Ltd was the respondent.
Mr Jim Moutsias v Network RV Pty Ltd
Mr Jim Moutsias brought an application for an unfair dismissal remedy against Network RV Pty Ltd. The Fair Work Commission considered whether Mr Moutsias’ annual earnings were above the high-income threshold, which would have prevented him from pursuing the claim. The application number is U2025/12727.
Mr Jay Payne v The Trustee For Angi Trading Trust
Mr Jay Payne brought an application for an unfair dismissal remedy against The Trustee For Angi Trading Trust. The Fair Work Commission has granted the application.
Mr Michael Tapp v Ausgrid Management Pty Ltd Trading AS Ausgrid
Michael Tapp commenced an application for relief from unfair dismissal. He was employed by Ausgrid Management Pty Ltd, trading as Ausgrid. The Fair Work Commission considered whether his dismissal was unfair. The decision relates to application U2025/12587.
Dr Jennifer Weber v Caroline Chisholm Society
Dr Jennifer Weber brought an application for an unfair dismissal remedy against the Caroline Chisholm Society. The Fair Work Commission considered jurisdictional objections raised by the respondent. The applicant’s income exceeded the high-income threshold for unfair dismissal claims, and she was covered by a Modern Award. The Caroline Chisholm Society is a not-for-profit organisation.
Kevin Ngo v Your Style Building Services Pty Ltd
Kevin Ngo commenced an unfair dismissal claim against Your Style Building Services Pty Ltd. The applicant failed to attend two scheduled Fair Work Commission proceedings without providing an explanation. The employer also filed a s.399A application. This section allows the Fair Work Commission to dismiss an applicant’s claim if they fail to attend a proceeding.
Mr Khanh Phu Do v The Star Sydney Pty Ltd
Mr Khanh Phu Do brought an application for an unfair dismissal remedy. The Fair Work Commission initiated dismissal proceedings against him under section 587, due to a failure to prosecute his initial application. The Deputy President, Easton DP, made the decision.
Ms Madhu Lata v OTR Pty Ltd
Ms Madhu Lata brought an application for an unfair dismissal remedy against OTR Pty Ltd. The Fair Work Commission considered whether the application had reasonable prospects of success. The Deputy President, Easton DP, was involved in the decision.
Mr Jack Campbell v Building Rectification Services
Mr Jack Campbell brought an application for an unfair dismissal remedy against Building Rectification Services. The Fair Work Commission considered whether the application had reasonable prospects of success. The Deputy President, Easton DP, was involved in the decision.
Mr Nate Davey v Red Jacket Access Pty Ltd
Mr Nate Davey brought an application for an unfair dismissal remedy. The Fair Work Commission initiated a dismissal under section 587 because Mr Davey’s case was discontinued for want of prosecution. This means the case was ended because he didn't follow the required procedures to keep it going.
Mr Thomas Marsland v Rasier Pacific Pty Ltd
Mr Thomas Marsland brought an application for an unfair dismissal remedy. Rasier Pacific Pty Ltd is the respondent. The Fair Work Commission considered whether the application was made in accordance with the Fair Work Act. The Deputy President, Easton DP, heard the case.
Mr Nagendra Niure v Vitalandkids Pty Ltd
Mr Nagendra Niure brought an application for an unfair dismissal remedy against Vitalandkids Pty Ltd. The Commission considered whether the application had reasonable prospects of success. The Deputy President, Easton DP, made the decision.
Mrs Uyen Phan v Wesley Mission
Mrs Uyen Phan commenced employment with Wesley Mission in 2025. She was dismissed from her position. Mrs Phan applied to the Fair Work Commission for an unfair dismissal remedy. The Commission did not provide details regarding the specific reasons for her dismissal.
Mr John Sullivan v Naturelink Landscape Designs
Mr John Sullivan commenced proceedings in the Fair Work Commission seeking an unfair dismissal remedy. The Commission initiated the dismissal under section 587, due to Mr Sullivan’s failure to prosecute his application. Naturelink Landscape Designs is a landscaping business. The Deputy President, Easton DP, made the decision.
Jose Aguilera Alvarez v CBG Management Pty Ltd
Jose Aguilera Alvarez brought an application for an unfair dismissal remedy against CBG Management Pty Ltd. The Fair Work Commission has dismissed the application. The case number is U2025/13296.
Rhiannon Fish v The Gema Group Pty Ltd
Rhiannon Fish commenced employment with The Gema Group Pty Ltd. The Fair Work Commission heard an application for an unfair dismissal remedy. Deputy President Beaumont and a Deputy President were involved in the decision.
Mr Luke Della-Vedova v Water Corporation
Luke Della-Vedova brought an application for an unfair dismissal remedy. The Fair Work Commission initiated dismissal under section 587 because the application was not prosecuted. This means Mr Della-Vedova failed to follow procedures and actively pursue the case.
Mr Darren Arnold v Coast Homes (WA) Pty Ltd
Mr Darren Arnold brought an application for an unfair dismissal remedy against Coast Homes (WA) Pty Ltd. The Commission considered whether the application had reasonable prospects of success. The Deputy President, Easton DP, was involved in the decision.
Andrew Frodsham v Livingstone Shire Council
Andrew Frodsham commenced proceedings in the Fair Work Commission regarding a dismissal. The matter was dismissed by the Commission under section 587, due to a failure to prosecute the case. This means Mr Frodsham did not take the necessary steps to advance the application. Deputy President Easton and a Deputy President were involved in the decision.
Ms Eileen O’Neil v The Trustee For N & J Swan Traffic Trust
Eileen O’Neil commenced working for The Trustee For N & J Swan Traffic Trust. The Fair Work Commission heard an application for an unfair dismissal remedy. Deputy President Binet heard the case. The document indicates this is decision [2026] FWC 63.
Mr Surmukh Singh v Get Picked Up Pty Ltd
Mr Surmukh Singh brought an application for an unfair dismissal remedy against Get Picked Up Pty Ltd. The Fair Work Commission considered whether the application had reasonable prospects of success. The decision was made by Deputy President Easton and another Deputy President.
Mr Adam William Campbell v Endeavour Group Limited T/A BWS
Adam William Campbell commenced employment with Endeavour Group Limited, trading as BWS, in 2023. He was dismissed from his position. Mr Campbell applied to the Fair Work Commission to have the dismissal dealt with. The Commission notes that the decision concerns an application to deal with contraventions involving dismissal.
Dr Budhaditya Majumdar v Macquarie University
Dr Budhaditya Majumdar commenced employment with Macquarie University. The Fair Work Commission considered whether he was dismissed. The decision was made by Commissioner McKinnon and another Commissioner.
Grace Le v Funktown Enterprise Pty Ltd
Grace Le commenced proceedings in the Fair Work Commission seeking a remedy for unfair dismissal. Funktown Enterprise Pty Ltd, the respondent, is a company. The application was filed out of time. Deputy President Easton heard the case.
Mr Kenneth Craig Hill v Navitas Pty Limited
Kenneth Hill commenced employment with Navitas Pty Limited in 2019 as a bus driver. He was dismissed in December 2025. Mr Hill brought an application to the Fair Work Commission concerning his dismissal. The Commission notes that this decision references previous decisions concerning Mr Hill and Navitas.
Sarah Barreca v Maryvale Pineapple Company
Sarah Barreca sought to bring a claim before the Fair Work Commission. The Fair Work Commission case involved Sarah Barreca and Maryvale Pineapple Company. The application was related to a dismissal.
Mrs Han Hee Jo v Sung do Lee
Mrs Han Hee Jo brought an application to the Fair Work Commission concerning an unfair dismissal. The Deputy President, Easton DP, considered whether the application was made in accordance with the Fair Work Act. The case number was U2025/16222.
Ms Leisa King v RNR Refinish Pty Ltd
Ms Leisa King commenced employment with RNR Refinish Pty Ltd. The Fair Work Commission considered an application for an unfair dismissal remedy. The Commission found the application had no reasonable prospects of success and dismissed it.
Ms Kyra Manning v Rick Poole
Ms Kyra Manning sought an unfair dismissal remedy from Rick Poole. The Fair Work Commission found her application was not made in accordance with the Fair Work Act. The application fee was not paid or waived. Deputy President Easton dismissed the application.
Mr Dean Henry v Reward Supply Co. Pty. Ltd.
Mr Dean Henry brought an application for an unfair dismissal remedy against Reward Supply Co. Pty. Ltd. The Fair Work Commission considered whether the application had reasonable prospects of success. The Deputy President, Easton DP, was involved in the decision.
Olivia Raschella v University of Adelaide
Olivia Raschella commenced proceedings in the Fair Work Commission. The case concerns an application to deal with contraventions involving dismissal. The University of Adelaide was the respondent. The document indicates this is case number C2025/13082.
Roula Bekai v Samma Real Estate
Roula Bekai brought a claim against Samma Real Estate. The Fair Work Commission considered a matter involving a dismissal. The case number was C2025/9831. The decision was published on 6 May 2026.
Mrs Tahlia Hughes v Highland Turf Pty Ltd
Mrs Tahlia Hughes commenced employment with Highland Turf Pty Ltd. The details of her employment and the reasons for the application are not detailed in the provided text. The Fair Work Commission case number is C2025/10993.
Ms Carly Peat v Open Door Pub Co. Pty Limited & Clare Lodge
Carly Peat commenced employment with Open Door Pub Co. Pty Limited, trading as Clare Lodge, in 2023. She worked as a casual bartender. Ms Peat brought an application to the Fair Work Commission concerning a contravention involving her dismissal. The Commission was asked to deal with the matter.
Application by Mrs Olga Forero
Mrs Olga Forero applied to the Fair Work Commission. The application concerned a contravention involving a dismissal. The Deputy President considered whether exceptional circumstances existed to extend time. The case number was C2025/12515.
Ms Ann Glibchenko v Seaview Enterprises Pty Ltd
Ann Glibchenko brought a case against Seaview Enterprises Pty Ltd. The Fair Work Commission considered whether Ms Glibchenko was dismissed by the employer. The Deputy President had to determine if a jurisdictional objection applied.
Application by Dynamic Electrical Constructions Pty Ltd Trading AS Dynelec (Australia)
Dynamic Electrical Constructions Pty Ltd, trading as Dynelec (Australia), applied to the Fair Work Commission for approval of an enterprise bargaining agreement. The agreement covers employees in the electrical contracting industry. The agreement's expiry date is September 30, 2028. The Fair Work Commission was considering the application under AG2026/861.
Krystal Jansen v CAPDA Pty Ltd
Krystal Jansen brought an application to the Fair Work Commission concerning contraventions involving her dismissal from CAPDA Pty Ltd. The specifics of the dismissal and the alleged contraventions are not detailed in the provided text. The decision was made by Deputy President Dean and a Deputy President. The case number was C2025/11019.
Ashleigh Childs v Smilestones Therapy Pty Ltd
Ashleigh Childs brought an application to the Fair Work Commission concerning her employment with Smilestones Therapy Pty Ltd. The application related to whether she was dismissed or resigned from her position. The Commission was asked to determine this matter.
Mr Gerrad Prockter v Eastpoint Pty Ltd Trading As Toyota Wa Parts Distributor & Siocean Pty Ltd
Mr Gerrad Prockter commenced employment with Eastpoint Pty Ltd, trading as Toyota WA Parts Distributor, in 2021. He was subsequently dismissed. Mr Prockter brought an application to the Fair Work Commission seeking to have his dismissal declared unfair and to deal with contraventions relating to his dismissal. Siocean Pty Ltd was also a respondent in the case.
Ms Antonette Sharon Page v Bunnings Group Limited
Ms Antonette Sharon Page sought an extension of time to deal with contraventions involving a dismissal. The Fair Work Commission considered her application. Deputy President Clancy and Deputy President [another Deputy President's name, not provided in the text] heard the case. The case number was C2025/9888.
John Karl Rodrigo v Goldenseal Pty Ltd
John Karl Rodrigo commenced employment with Goldenseal Pty Ltd. The Fair Work Commission heard an application for an unfair dismissal remedy. Deputy President Beaumont heard the case. The decision relates to case number U2026/5782.
Mr Jason Riley v Nuvei Australia Merchant Services Pty Ltd
Jason Riley commenced employment with Nuvei Australia Merchant Services Pty Ltd. The Fair Work Commission heard an application for an unfair dismissal remedy. The specifics of the dismissal and the reasons for it are not detailed in the provided text.
Mr Anthony Smith v Hind's Sand Supplies Pty Ltd
Mr Anthony Smith commenced employment with Hind's Sand Supplies Pty Ltd in 2025. He was dismissed from his role. Mr Smith applied to the Fair Work Commission for an unfair dismissal remedy. Deputy President Binet heard the application.
Ms Joanne Kantzos v Department Of Education (State Of Victoria)
Joanne Kantzos, an employee of the Department of Education (Victoria), sought an unfair dismissal remedy. The Fair Work Commission document details the application, but provides no specifics about the circumstances leading to her dismissal. The document references previous cases, Jillian Troutbeck-Noy v Department of Education (State of Victoria) and Qantas Airways Limited, and includes metadata about the document itself.
Mr Shaun Prakash v The Hospitals Contribution Fundof Australia Ltd
Shaun Prakash commenced an application for an unfair dismissal remedy. The case was heard by the Fair Work Commission. The Deputy President made a decision regarding the application. Further details regarding the circumstances of the dismissal and the parties involved are not available in the provided text.
Rudi Ericksen v West Pilbara Enterprises Pty. Ltd.
Rudi Ericksen commenced an application for an unfair dismissal remedy. The Fair Work Commission has not provided details regarding the circumstances of his employment or the reasons for his dismissal. The decision was made by Commissioner Schneider.
Caycee Horsnell v Ceva Logistics
Caycee Horsnell commenced employment with Ceva Logistics in 2023. The Fair Work Commission heard an application for an unfair dismissal remedy. The decision was made on 12 January 2026.
Siddarth Siddarth v Remondis Australia Pty Ltd
Siddarth Siddarth commenced employment with Remondis Australia Pty Ltd. The applicant brought an application for an unfair dismissal remedy to the Fair Work Commission. The Commission’s decision is documented as [2026] FWC 224.
Mr Noah Richardson v Cessnock KTM PTY LTD
Noah Richardson commenced work for Cessnock KTM PTY LTD. The Fair Work Commission heard an application for an unfair dismissal remedy. The Deputy President, Saunders DP, was involved in the decision.
Laura Kliffen v Reapit Employment Services Pty Ltd
Laura Kliffen commenced working for Reapit Employment Services Pty Ltd. She sought flexible working arrangements. The company refused her request. Ms Kliffen then applied to the Fair Work Commission to resolve a dispute about her right to request flexible working arrangements.
Application by CFMEU (105N)
The Fair Work Commission considered an application regarding the approval of a collective agreement between Urban Power Pty Ltd and the CFMEU (WA). Deputy President Masson heard the application. The agreement covers the building, metal and civil construction industries and is set to expire on 2027-07-02.
Mr Matthew Ivanovski v Aidacare Homemods Pty Ltd
Matthew Ivanovski commenced an application for an unfair dismissal remedy. The Fair Work Commission has not provided details regarding the circumstances of his dismissal or his role within Aidacare Homemods Pty Ltd. The decision relates to application U2025/9497.
Ms Medeya Hamzze v SSMG-Wolves Pty Limited
Ms Medeya Hamzze brought an application for unfair dismissal against SSMG-Wolves Pty Limited. The application was filed out of time. The Fair Work Commission considered whether there were exceptional circumstances to allow the application to proceed despite the delay. The applicant’s representative made an error in advising her about the time limits for filing.
Application by Trans Australian Freight Management Pty Ltd
Trans Australian Freight Management Pty Ltd applied to the Fair Work Commission. The application concerns a variation of redundancy pay. Deputy President Hampton C and another commissioner heard the case. The company operates in the road transport industry. The case number is C2026/2941.
Mr Dallas Baker v NCL Australia Pty Ltd
Dallas Baker commenced employment with NCL Australia Pty Ltd in 2023. He was dismissed from his role in December 2025. Mr Baker applied to the Fair Work Commission for a remedy for unfair dismissal. The Commission considered whether the dismissal was harsh, unjust, or unreasonable.
Enoch Wakeford v J.D Nicholas & N Nicholas
Enoch Wakeford brought an application for an unfair dismissal remedy against J.D Nicholas & N Nicholas. The Fair Work Commission has not provided details regarding the circumstances of the dismissal or the roles of the parties involved. The Deputy President heard the application.
Application by Australian Education Union New South Wales Teachers Federation Branch Trading AS Nsw Teachers Federation
The Australian Education Union New South Wales Teachers Federation Branch applied for approval of a collective agreement, the Australian Education Union New South Wales Teachers Federation Branch Staff Collective Agreement 2026–2028. The agreement covers employees of the union. Commissioner Yilmaz C considered the application. The agreement’s expiry date is December 31, 2028.
David Dring v Australian Electoral Commission
David Dring sought relief from an unfair dismissal decision. He applied to extend the time for filing his application. The Fair Work Commission considered whether there were exceptional circumstances to justify the delay. The Australian Electoral Commission was the respondent.
Matthew Usmar v SSP Australia Catering Pty Limited
Matthew Usmar commenced employment with SSP Australia Catering Pty Limited. The matter concerned an application for an unfair dismissal remedy. Deputy President Lake heard the application. The decision references several other Fair Work cases.
Ms Jacinta Clarke v Estia Investments Pty. Ltd.
Jacinta Clarke brought an unfair dismissal claim against Estia Investments Pty. Ltd. The Fair Work Commission has not provided details about the events leading to the dismissal. The decision references previous cases, Alan Geoffrey Bond v Carbridge Pty Ltd and Viavattene, Peter, but does not elaborate on their relevance to Ms Clarke’s case. The case number is U2025/12831.
Ms Leonie Garozzo v Herbert Smith
Leonie Garozzo commenced proceedings in the Fair Work Commission concerning her dismissal from Herbert Smith. The Commission considered whether her application for an unfair dismissal remedy had reasonable prospects of success. The Deputy President, Easton DP, assessed the case and its potential for success.
Miss Charmaine Crouch v My Home Care Saphire Living
Charmaine Crouch commenced employment with My Home Care Saphire Living. The Fair Work Commission considered an application for an unfair dismissal remedy. The Commission found the application had no reasonable prospects of success and dismissed it.
Mr Bransan Giffin v AFA Electrical Pty Ltd
Mr Bransan Giffin commenced proceedings in the Fair Work Commission concerning an application for an unfair dismissal remedy. AFA Electrical Pty Ltd, the respondent, is an electrical services company. The application was ultimately dismissed because it was not made in accordance with the Fair Work Act and the application fee was not paid or waived.
Stacie Bakshi v Cosmetique Cosmetic Clinics (Services) Pty Ltd
Stacie Bakshi brought an application for an unfair dismissal remedy against Cosmetique Cosmetic Clinics (Services) Pty Ltd. The Fair Work Commission has not provided details about the events leading to the dismissal or the nature of Ms. Bakshi’s role. The decision references a previous case involving the same respondent, Mrs Ranya Aljobouri v Cosmetique Cosmetic Clinics (Services) Pty Ltd ([2025] FWC 2987).
Ms Kim Furness v Coastline Credit Union Limited
Kim Furness brought an application to the Fair Work Commission concerning her dismissal from Coastline Credit Union Limited. The Commission considered whether the application had reasonable prospects of success. The Deputy President, Easton DP, was involved in the decision.
Mr Tommy Markovski v Pt Wollongong Pty Limited
Tommy Markovski brought an application for an unfair dismissal remedy. The Fair Work Commission considered whether the application had reasonable prospects of success. Pt Wollongong Pty Limited, the respondent, is a company. Deputy President Easton heard the case.
Ms Valentina Falso v The Trustee For The Whytehouse Family Trust
Valentina Falso brought an application for an unfair dismissal remedy against The Trustee For The Whytehouse Family Trust. The Fair Work Commission considered whether the application had reasonable prospects of success. The decision was made by Deputy President Easton and another Deputy President.
Ms Dakotah Ettridge v Comiskey Management Services Pty Ltd
Ms Dakotah Ettridge brought an application for relief from an unfair dismissal. The Fair Work Commission considered whether the application had reasonable prospects of success. The case was U2025/16672. Deputy President Easton and another Deputy President heard the matter.
Ryan Murphy v Atturra Personnel Pty Ltd
Ryan Murphy brought an application for an unfair dismissal remedy. The Fair Work Commission considered whether the application was made in accordance with the Fair Work Act. The application related to his employment with Atturra Personnel Pty Ltd. Deputy President Easton heard the case.
Mr Camball Murphy v Services Australia
Mr Camball Murphy brought an application to the Fair Work Commission concerning an unfair dismissal. The details of the events leading to the dismissal are not provided in the supplied text. The decision was made by Commissioner Spencer C.
Trishank Akyam v Eastern Health
Trishank Akyam commenced working for Eastern Health in a role. The applicant brought an application for an unfair dismissal remedy. The Fair Work Commission document details the decision regarding this application. The document itself is not fully viewable, and only metadata is available.
Mr Gedamu Mersha Yigzaw v Liferaft System Australia
Mr Gedamu Mersha Yigzaw brought an application for an unfair dismissal remedy against Liferaft System Australia. The Fair Work Commission has not provided details about the events leading to the dismissal or the roles of the parties involved. The case reference is U2025/12555.
Mrs Laura Di Stefano v Mercy Education Limited
Laura Di Stefano sought relief from a dismissal by Mercy Education Limited. The Fair Work Commission considered whether her application had reasonable prospects of success. The Commission noted the application was made under section 587(1)(c) of the Fair Work Act.
Mr Jarrod Connors Hibbs v Tmpacs Pty Ltd
Jarrod Connors Hibbs brought an application for an unfair dismissal remedy against Tmpacs Pty Ltd. The Fair Work Commission considered whether the application was made in accordance with the Fair Work Act. The application fee was not paid or waived.
Jessica Barry v Toronto R S L Memorial Club Ltd
Jessica Barry commenced proceedings in the Fair Work Commission concerning an unfair dismissal. The Toronto R S L Memorial Club Ltd was the respondent. The Deputy President, Easton DP, dismissed the application. The decision states the application was not made in accordance with the Act and the application fee was not paid or waived.
Shaurn Afuie v Origin Energy People Services Pty Ltd
Shaurn Afuie commenced employment with Origin Energy People Services Pty Ltd. The details of the circumstances leading to his dismissal are not detailed in the provided text. The Fair Work Commission considered an application for an unfair dismissal remedy.
Mr Muhammad Awan v Zone Manufacturing Pty Ltd
Mr Muhammad Awan commenced employment with Zone Manufacturing Pty Ltd. The Fair Work Commission received an application to deal with contraventions involving his dismissal. The application was stayed, meaning it has been temporarily halted. Deputy President Dobson (formerly Moltoni) and a Deputy President heard the case. The decision notes the application relates to liquidation.
Hunter Crocker v The Trustee For Hoffmann Civil Trust
Hunter Crocker commenced employment with The Trustee For Hoffmann Civil Trust. The applicant made an application for an unfair dismissal remedy. Deputy President Beaumont heard the matter. The decision is recorded as [2026] FWC 1642.
Ethan Hollander v PLE Computers Pty Ltd
Ethan Hollander commenced proceedings in the Fair Work Commission seeking an unfair dismissal remedy. The Fair Work Commission case number was U2025/16612. PLE Computers Pty Ltd was the respondent. The application was concerning an application fee that was not paid or waived, and the application was not made in accordance with the Act.
Madeline Beaven v Dignity And Transition Support Services Pty Ltd
Madeline Beaven brought an application for an unfair dismissal remedy against Dignity And Transition Support Services Pty Ltd. The Fair Work Commission considered whether the application was made in accordance with the Fair Work Act. The application was related to case U2025/17859.
Mr Joel Turkalj v Creepy Crawly Pest Control Pty Ltd
Joel Turkalj commenced proceedings in the Fair Work Commission concerning an application for an unfair dismissal remedy. Creepy Crawly Pest Control Pty Ltd was the respondent. The application was ultimately dismissed.
Mr Oskar Enasio v Wynnum Manly Seagulls Rugby league Football Club Ltd
Mr Oskar Enasio brought an application to the Fair Work Commission concerning a dismissal. The Wynnum Manly Seagulls Rugby league Football Club Ltd sought to have the application dismissed for want of prosecution, meaning Mr Enasio did not actively pursue the case. Deputy President Easton heard the matter.
Mr Wayne Burns v THE TRUSTEE FOR THE ARC UNIT TRUST
Wayne Burns brought an application to the Fair Work Commission concerning an unfair dismissal. The Commission initiated a dismissal under section 587 due to Mr Burns’ failure to prosecute his original application. Deputy President Easton heard the case. The decision references a previous appeal case, Viavattene, Peter - [2013] FWCFB 2532.
Ms Victoria Russell v Edustellar Pty Ltd
Ms Victoria Russell commenced employment with Edustellar Pty Ltd. The Fair Work Commission received an application from Ms Russell concerning an unfair dismissal remedy. The document is an order issued by the Fair Work Commission. A Deputy President was involved in the decision.
Mr Alexander Dines v O'sullivan Ground Engineering (Qld) Pty Ltd
Alexander Dines brought a general protections application against O'sullivan Ground Engineering (Qld) Pty Ltd. He alleged dismissal. The Fair Work Commission notes the application was filed outside the standard 21-day time limit.
Ms Tiffany Louise Miegel v Tronox Mining Australia Limited
Ms Tiffany Louise Miegel brought an application to the Fair Work Commission concerning contraventions involving a dismissal. Tronox Mining Australia Limited, the respondent, objected to the application's jurisdiction, arguing that Ms Miegel had voluntarily resigned, not been dismissed. The Commission considered whether Ms Miegel’s resignation was forced. The case reference was C2025/3821.
Daniel Hendy v Melissa Donnelly
Daniel Hendy sought a remedy for unfair dismissal from Melissa Donnelly. The Fair Work Commission, comprised of Commissioner Simpson and another Commissioner, considered the application. The document indicates this is a decision ([2026] FWC 1) relating to an application for an unfair dismissal remedy, case number U2025/16236.
Application by Australian Municipal, Administrative, Clerical and Services Union (052V)
The Australian Municipal, Administrative, Clerical and Services Union (052V) applied to the Fair Work Commission. The application concerned a proposed protected action ballot of employees of Veolia Water Operations Pty Ltd. The Fair Work Commission case number is B2026/521.
Application by Ms Urooj Qazi
Ms Urooj Qazi brought an application to the Fair Work Commission. The details of the application are not provided in the supplied text. The case number is C2025/12937. The decision was published on February 4, 2026.
Ms Lexie Buenfeld v Metal Manufactures Pty Limited
Lexie Buenfeld brought an application to the Fair Work Commission concerning a contravention involving her dismissal from Metal Manufactures Pty Limited. The specifics of the dismissal and the alleged contravention are not detailed in the provided text.
Ms Suzie Domazetovski v The Galev Family Trust & John Lev
Ms Suzie Domazetovski sought an extension of time to deal with contraventions involving her dismissal from The Galev Family Trust, managed by John Lev. The Fair Work Commission considered the application. The decision was made by Commissioner Harper-Greenwell and Commissioner.
Kate Sainty v Karlayura Personnel Pty Ltd
Kate Sainty commenced employment with Karlayura Personnel Pty Ltd. The Fair Work Commission considered whether Ms Sainty was dismissed from her employment. The matter concerned an application for an unfair dismissal remedy.
Ms Francess Perrett v The Commissioner for Public Employment
Ms Francess Perrett sought a remedy for unfair dismissal. The Fair Work Commission considered her application. The decision was made by Riordan C and a Commissioner. The case number was U2025/14200.
Ms Kiran Anand v Volgren Australia Pty. Limited
Ms Kiran Anand commenced employment with Volgren Australia Pty. Limited. The Fair Work Commission heard an application for an unfair dismissal remedy. The case number was U2025/3371.
Mr Gijin Baek v WS Labour Hire Pty Ltd
Mr Gijin Baek brought an application for an unfair dismissal remedy against WS Labour Hire Pty Ltd. The Fair Work Commission considered whether the application had reasonable prospects of success. The decision notes the case number U2025/16605.
Application by Duluxgroup (Australia) Pty Ltd Trading AS Yates Australia
Duluxgroup (Australia) Pty Ltd, trading as Yates Australia, applied to the Fair Work Commission for approval of the Yates Australia Mt Druitt Manufacturing Enterprise Agreement 2026. The agreement covers employees in the manufacturing and associated industries. The agreement's expiry date is 2029-03-23.
Mr Toe Faleolo v Fedex Express Australia Pty Ltd
Mr Toe Faleolo commenced employment with Fedex Express Australia Pty Ltd. The Fair Work Commission initiated dismissal proceedings against him under section 587 of the Fair Work Act, due to a failure to prosecute his application. The Deputy President, Easton DP, made the decision.
Emily Smith v Ballandean Hub Pty Ltd
Emily Smith commenced employment with Ballandean Hub Pty Ltd. The Fair Work Commission heard an application for an unfair dismissal remedy. The decision was made by Commissioner Spencer C on 31 December 2025.
Jason Erdes v Oncore Consulting Pty Ltd
Jason Erdes commenced employment with Oncore Consulting Pty Ltd. The details of the circumstances leading to his dismissal are not provided in the text. Commissioner Matheson heard the application.
Application by Polina Ambrose
The Fair Work Commission received an application from Polina Ambrose. The case number is C2025/12462. The document is a decision issued on 31 December 2025. The document itself is a PDF that could not be displayed in the viewer, and a download link is provided. The decision relates to an application to deal with contraventions involving dismissal.
Mr Bruce Cooper v The Trustee For Melbourne CBD Medical Unit Trust
Mr Bruce Cooper commenced employment with The Trustee For Melbourne CBD Medical Unit Trust. The Fair Work Commission heard an application for an unfair dismissal remedy. Deputy President O’Neill and Commissioner heard the case.
Mr Martin Ryan v Eraoh Holdings Pty Ltd
Mr Martin Ryan brought an application to the Fair Work Commission. The case involves Eraoh Holdings Pty Ltd. The Commission granted an extension of time related to a dismissal involving contraventions. The specifics of the dismissal are not detailed in the provided text.
Ms Laura Knowles v The Trustee For The Kerry Westbury No 1 Operating Trust
Laura Knowles made an application to the Fair Work Commission under section 365 of the Fair Work Act. This section deals with contraventions involving dismissal. The Trustee For The Kerry Westbury No 1 Operating Trust was the respondent. The Fair Work Commission dismissed the application.
John Boyle v Snowy Monaro Regional Council
John Boyle commenced an application for an unfair dismissal remedy against Snowy Monaro Regional Council. The Commission considered whether the application had reasonable prospects of success. The Deputy President, Easton DP, considered the matter.
Mr Reagan Kasaine Lesayo v Pu-Fam Pty Ltd
Mr Reagan Kasaine Lesayo brought an application to the Fair Work Commission against Pu-Fam Pty Ltd. The details of the application are not provided in the supplied text. The Deputy President heard the application.
Mr Richard Johnson v PaperCut Software Pty Ltd
Richard Johnson commenced employment with PaperCut Software Pty Ltd. He was dismissed after allegedly failing to follow a direction from his employer. Mr Johnson argued his dismissal was unfair and that the direction was unlawful and unreasonable. The Fair Work Commission considered whether PaperCut Software had a valid reason for the dismissal.
Jean-Philippe Carreras v Civeo Pty Ltd
Jean-Philippe Carreras commenced employment with Civeo Pty Ltd. The Fair Work Commission considered an application for an unfair dismissal remedy. Deputy President Beaumont heard the case. The document is a decision from the Fair Work Commission, dated 31 December 2025.
Mr Dilraj Singh v Sherridon Pty Ltd
Mr Dilraj Singh brought an application for an unfair dismissal remedy. Sherridon Pty Ltd is the respondent. The application was filed out of time. Deputy President Bell and another Deputy President heard the case.
Mick Thompson v Quality Energy Pty Ltd
Mick Thompson brought an application to the Fair Work Commission. The application concerned an extension of time. Deputy President Clancy dismissed the application.
Application by Cross
An applicant, referred to as Cross, sought an extension of time. The Fair Work Commission considered the application. The Deputy President, Dobson (formerly Moltoni), heard the case.
Ms Aprile Whitley v Cuddles Childcare Group Pty Ltd
Ms Aprile Whitley brought an application for an unfair dismissal remedy against Cuddles Childcare Group Pty Ltd. The Fair Work Commission considered whether the application had reasonable prospects of success. The Deputy President, Easton DP, was involved in the decision.
Ms Kiara Toopi v Pine Valley Pty Ltd
Ms Kiara Toopi brought an application for an unfair dismissal remedy against Pine Valley Pty Ltd. The Fair Work Commission considered whether the application had reasonable prospects of success. The decision was made by Deputy President Easton and a Deputy President.
Mr Luke Armstrong v Craft Rental And Hardware Pty. Ltd.
Mr Luke Armstrong sought an extension of time to file an application under s.394 of the Fair Work Act. The Fair Work Commission did not provide details about the original application or the reasons for the delay. The case was heard by Deputy President Dobson, formerly Moltoni.
Ms Sara Anne Gaske v United Workers Union
This decision involves three separate applications before the Fair Work Commission. Ms Sara Anne Gaske, Mr Andrew Beitzel, and Ms Julie Pascoe, all employees of the United Workers' Union, brought the applications. The Commission notes that the applications are linked. The focus of this summary is on Ms Gaske's application. The Commission granted an application for an order to produce documents and issued a confidentiality order.
Mr Soheil Hanify v Get AI Pty Ltd
Mr Soheil Hanify sought an unfair dismissal remedy from the Fair Work Commission. The case number was U2025/20175. Get AI Pty Ltd was the respondent. Deputy President Colman heard the case.
Michelle Lowe v Horizon Healthcare Subsidiary 1 Pty Ltd
Michelle Lowe commenced employment with Horizon Healthcare Subsidiary 1 Pty Ltd. The Fair Work Commission considered an application for an unfair dismissal remedy. Deputy President Easton found the application had no reasonable prospects of success and dismissed it.
Alison Vernon v Platinum Cave Kotara Pty Ltd
Alison Vernon commenced employment with Platinum Cave Kotara Pty Ltd. The Fair Work Commission considered an application for an unfair dismissal remedy. The Commission found the application had no reasonable prospects of success and was dismissed.
Ms Isabella Capogreco v The Trustee For The Marryatville Pharmacy Trust
Ms Isabella Capogreco, an employee, brought an application to the Fair Work Commission. The Trustee For The Marryatville Pharmacy Trust was the respondent. The application concerned a direction or order that the respondent allegedly failed to comply with. The Commissioner found the respondent did not comply with a direction or order.
Cheryl O'Reilly v S & E Education Pty Ltd
Cheryl O'Reilly commenced proceedings in the Fair Work Commission regarding an unfair dismissal. The details of the events leading to the dismissal are not provided in the available text. The case was heard and decided on 31 December 2025.
Mr Adam Kemp v The Trustee For Jacob Family Trust
Mr Adam Kemp brought an application for an unfair dismissal remedy against The Trustee For Jacob Family Trust. The Fair Work Commission considered whether the application had reasonable prospects of success. The decision was made by Deputy President Easton and a Deputy President.
Adam Horsfall v UCA Far North Coast Presbytery
Adam Horsfall commenced employment with the UCA Far North Coast Presbytery. The Fair Work Commission considered an application for an unfair dismissal remedy. The Commission found the application had no reasonable prospects of success and was dismissed.
Jesse Haines v Calm Tiling Contractors
Jesse Haines commenced employment with Calm Tiling Contractors, a tiling business, in 2025. He was dismissed from his position. Mr Haines then brought an application to the Fair Work Commission seeking an unfair dismissal remedy. Deputy President Binet heard the case.
Ms Amy Jackson v Coles Group Limited
Amy Jackson, an employee of Coles Group Limited, brought an application for an unfair dismissal remedy to the Fair Work Commission. The specifics of the dismissal and the reasons behind it are not detailed in the provided text. Deputy President Lake heard the case.
Mr Raymond Darrough v Frasers Property (APG) Pty Limited
Raymond Darrough commenced employment with Frasers Property (APG) Pty Limited. The Fair Work Commission was asked to deal with contraventions involving his dismissal. The Deputy President heard the application. No further details about the circumstances of the dismissal or the contraventions are available in the provided text.
Mr Thomas Lawrence v Eleanor Duncan Aboriginal Services Limited
Mr Thomas Lawrence commenced employment with Eleanor Duncan Aboriginal Services Limited. The Fair Work Commission was asked to deal with contraventions involving his dismissal. The decision was made by Commissioner Riordan and another Commissioner. The case reference is C2025/11919.
Ms Patricia Maria Pitman v UnitingCare Queensland Limited
Patricia Maria Pitman, an employee, brought an application to the Fair Work Commission concerning an unfair dismissal. The details of the dismissal and the reasons behind it are not provided in the supplied text. The case was heard by Commissioner Hunt.
Brooke Jones v Coles Supermarkets Australia Pty Ltd
Brooke Jones, an employee of Coles Supermarkets Australia Pty Ltd, filed an application for unfair dismissal. The application was lodged outside the standard time limit. The Fair Work Commission considered whether the circumstances were exceptional enough to allow the application to proceed. Saunders DP and Deputy President heard the case.
Mr Michael Ashworth v ALS Metallurgy Pty Ltd
Michael Ashworth commenced employment with ALS Metallurgy Pty Ltd in 2021. He was dismissed from his role in November 2025. Mr Ashworth brought an application to the Fair Work Commission seeking an order for unfair dismissal. The Commission notes that the respondent is a company that provides metallurgical testing services.
Kapil Narwal v Scape Australia Management Pty ltd
Kapil Narwal commenced employment with Scape Australia Management Pty Ltd. The Fair Work Commission heard an application for an unfair dismissal remedy. Commissioner Redford heard the case. The decision references several previous cases and awards.
Mr Daniel Bourman v Beldantae Rosa Pty Ltd
Daniel Bourman commenced employment with Beldantae Rosa Pty Ltd. The Fair Work Commission heard an application for an unfair dismissal remedy. Deputy President Lake heard the case. The document is a decision from the Fair Work Commission.
Mr Jayden Payne v Great Northern Hotel (NSW) Pty Ltd
Mr Jayden Payne brought an application for an unfair dismissal remedy against Great Northern Hotel (NSW) Pty Ltd. The Fair Work Commission considered whether the application had reasonable prospects of success. The Deputy President, Easton DP, was involved in the decision.
Mr Christian Nanai v Your Story Community Supports Pty Ltd
Mr Christian Nanai brought an application for an unfair dismissal remedy against Your Story Community Supports Pty Ltd. The Fair Work Commission considered whether the application had reasonable prospects of success and whether the application fee had been paid or waived. The Deputy President, Easton DP, was involved in the decision.
Zigor Arce Delgado v Rapture Tiling PTY LTD.
Zigor Arce Delgado commenced proceedings in the Fair Work Commission regarding a dismissal. The matter was dismissed by the Commission under section 587, due to a failure to prosecute the case. This means Mr Arce Delgado did not actively pursue the application, potentially by failing to file required documents or attend hearings. Deputy President Easton heard the case.
Ms Elisabeth Laria v Harli and Harpa Pty Ltd
Elisabeth Laria commenced employment with Harli and Harpa Pty Ltd. The company is in the retail sector. The Fair Work Commission heard an application concerning contraventions involving her dismissal. The Deputy President and Cross DP heard the case.
Mr Kobina Amponsem v Calvary Administration Pty Ltd
Mr Kobina Amponsem brought a general protections application against Calvary Administration Pty Ltd. He alleged he was dismissed. The Fair Work Commission considered whether the application was lodged within the required time limit. The application was filed outside the 21 day time limit.
Kelly-Ann Schilke v Serco Australia Pty Limited
Kelly-Ann Schilke brought an application to the Fair Work Commission concerning contraventions involving her dismissal from Serco Australia Pty Limited. The Commission notes that an application was made, but the decision does not detail the specifics of the original dismissal or the alleged contraventions. The Commission did not grant an extension of time related to the application.
Mr Josli Paul Santos v St Vincent's Private Hospitals Ltd
Mr Josli Paul Santos brought an application to the Fair Work Commission concerning contraventions involving his dismissal. The Fair Work Commission case references a previous decision, *Mr Josli Paul Santos v Epworth Hospital Richmond* [2025] FWC 3327, and an appeal decision *Viavattene, Peter* [2013] FWCFB 2532. The application was lodged as C2025/9964.
Mr Meng Wu v Eig Cash And Carry (Tasmania) Pty Ltd
Mr Meng Wu brought an application before the Fair Work Commission. The matter concerned whether he was dismissed by Eig Cash And Carry (Tasmania) Pty Ltd. The Commission needed to determine if Mr Wu's termination met the definition of dismissal under the Fair Work Act.
Luke Maumill v Empower YOUth OoHC & Tamzin Roseheart
Luke Maumill brought an application to the Fair Work Commission to deal with contraventions involving a dismissal. Empower YOUth OoHC and Tamzin Roseheart were the respondents. The application was made outside of the 21-day time limit.
Mr Brendan Newell v KKTC Education Pty Ltd
Mr Brendan Newell brought an application for an unfair dismissal remedy. The Fair Work Commission initiated a dismissal under section 587 due to Mr Newell’s failure to prosecute his case. KKTC Education Pty Ltd is the respondent.
Mika-Rose Tyson v Blackfisch Films Pty Ltd
Mika-Rose Tyson commenced employment with Blackfisch Films Pty Ltd. The Fair Work Commission heard an application relating to contraventions involving her dismissal. The case is linked to a previous matter involving Matthrew Priestley and Blackfisch Films Pty Ltd. The Deputy President heard the application.
Mr Jeremy Miller v Workers Educational Association - Hunter
Jeremy Miller commenced employment with the Workers Educational Association - Hunter in 2025. He brought an application to the Fair Work Commission concerning contraventions involving his dismissal. The specifics of the dismissal and the alleged contraventions are not detailed in the provided text.
Mr Joshua Molenkamp v Genus Plus Group Ltd (Incorporating Commtel Network Solutionspty Ltd)
Joshua Molenkamp brought an application to the Fair Work Commission concerning contraventions involving his dismissal. Genus Plus Group Ltd, incorporating Commtel Network Solutions, was the respondent. The application was heard by Deputy President Masson and another Deputy President. The core issue was whether the application was lodged outside the prescribed time limit and whether there were exceptional circumstances to justify proceeding despite this.
Ms Qian Sun v Prime Workforce Pty Ltd
Ms Qian Sun brought an application for an unfair dismissal remedy against Prime Workforce Pty Ltd. The Commission considered whether the application had reasonable prospects of success. The case number was U2025/17772.
Mr Oscar Christovam v Knox Engineering Pty. Limited
Mr Oscar Christovam commenced an application for an unfair dismissal remedy. Knox Engineering Pty. Limited, the respondent, was involved. The Deputy President Easton dismissed the application because it was not made in accordance with the Fair Work Act.
Mr Rujiang Wen v Sydney VIP Blinds Pty Ltd
Mr Rujiang Wen brought an application for an unfair dismissal remedy against Sydney VIP Blinds Pty Ltd. The details of the events leading to his dismissal are not provided in the available text. The Fair Work Commission Deputy President heard the application.
Ms Susan Bate v Burringbar District Sports Club Ltd
Susan Bate commenced employment with Burringbar District Sports Club Ltd in 2021. She was dismissed from her role in 2025. Ms Bate brought an application to the Fair Work Commission seeking an order for unfair dismissal. Commissioner Sloan heard the application.
Ms Holly Jamieson v J E Mechanical & Plumbing Services Pty Ltd Trading As J E Mechanical Trading AS J E Mechanical
Holly Jamieson brought an application to the Fair Work Commission concerning an unfair dismissal. The respondent, J E Mechanical & Plumbing Services Pty Ltd, is a mechanical and plumbing services business. Commissioner Panopoulos heard the application. The document itself provides very limited information about the specific circumstances of the dismissal.
Mathew Edward Brown v Aeroklas Asia Pacific Group Pty Ltd
Mathew Brown commenced employment with Aeroklas Asia Pacific Group Pty Ltd. He was placed on a period of sick leave. The company then initiated a disciplinary process. Mr Brown argued he was not given sufficient time to respond to the process. Deputy President Dobson heard the application.
Lachlan Arrighi v Alsco Linen And Workwear
Lachlan Arrighi commenced employment with Alsco Linen and Workwear. The matter concerned an application for an unfair dismissal remedy. Commissioner Sloan heard the application. The document indicates the case number was U2025/18112.
Mr Majd Rustom v Western Health
Mr Majd Rustom, an employee of Western Health, sought an unfair dismissal remedy. The Fair Work Commission considered an application for an extension of time related to this matter. The Commission did not grant the extension of time.
Samrat Kc v Eat House King Square Pty Ltd
Samrat Kc brought an application for an unfair dismissal remedy against Eat House King Square Pty Ltd. The details of the dismissal and the reasons for it are not provided in the available text. Deputy President Binet heard the case.
Mr Nataniel Victor Stavila v Votraint No. 604 Pty. Limited
Mr Nataniel Victor Stavila brought a general protections application against Votraint No. 604 Pty. Limited. He alleged he was dismissed. The application was filed outside the 21-day time limit for commencing such proceedings. The Fair Work Commission heard the case.
Mr Moegamat Dean Jacobs v Holloway Transport Pty Ltd
Mr Moegamat Dean Jacobs commenced employment with Holloway Transport Pty Ltd. The details of the dispute are not fully discernible from the provided text. The Fair Work Commission was asked to deal with contraventions involving a dismissal.
Application by Mr Keyurkumar Patel
Mr Keyurkumar Patel brought an application to the Fair Work Commission. The case number is C2025/12716. The Fair Work Commission has not provided details about the specific events leading to the application.
Jaia Pritchard v Job Futures Ltd
Jaia Pritchard brought an application for an unfair dismissal remedy against Job Futures Ltd. The details of the events leading to the dismissal are not provided in the available text. Deputy President Dean heard the case.
Stacey Davies v Oneroad Aus International Trading Co Pty Ltd
Stacey Davies commenced employment with Oneroad Aus International Trading Co Pty Ltd. The Fair Work Commission heard an application for an unfair dismissal remedy. The case number was U2025/14587. A Commissioner heard the matter.
Application by Queensland Rail Transit Authority Trading AS Queensland Rail
Queensland Rail Transit Authority Trading As Queensland Rail applied to the Fair Work Commission to suspend protected industrial action. The industrial action related to a dispute. Deputy President Butler heard the application.
Mr Michael McGregor v The Trustee For The Eagle Twin Trust
Michael McGregor brought an application for an unfair dismissal remedy against The Trustee For The Eagle Twin Trust. The Fair Work Commission has not provided specific details about the events leading to the dismissal. The case references several previously decided Fair Work cases and documents.
Ms Gemma May Gibbs v Amana Living Inc.
Ms Gemma May Gibbs brought an application to the Fair Work Commission seeking an unfair dismissal remedy. Amana Living Inc. is a residential aged care provider. The application was dismissed because it was not made in accordance with the Fair Work Act and the application fee was not paid or waived.
Mr Trent Morgan v ADB Safegate Australia Pty Ltd
Trent Morgan commenced employment with ADB Safegate Australia Pty Ltd. The Fair Work Commission heard an application for an unfair dismissal remedy. The decision notes cases previously decided, including *Ms Meera Thomas v Affinity Nursing Recruitment Pty Ltd* and *Ms Nicole Mary-Ann Burdziejko v Wellparks Holdings Pty Ltd*. Commissioner Riordan heard the case.
Ms Danielle Mcmurtry v Parks Victoria
Danielle Mcmurtry commenced employment with Parks Victoria. The Fair Work Commission heard an application for an unfair dismissal remedy. Commissioner Tran heard the case. The decision was published on 15 May 2026.
Mr William Thomas Moran-Sullivan v Kks Holdings Pty Ltd
Mr William Thomas Moran-Sullivan brought an application for an unfair dismissal remedy against Kks Holdings Pty Ltd. The Fair Work Commission considered whether Mr Moran-Sullivan met the minimum employment period requirement for an unfair dismissal claim. The Deputy President Masson heard the case.
Paul Armstrong v Cubed L Pty Ltd
Paul Armstrong commenced employment with Cubed L Pty Ltd. The Fair Work Commission considered an application relating to contraventions involving his dismissal. The case was heard by Commissioner O’Neill and a Deputy President. The document itself provides very limited detail about the specific circumstances of Mr Armstrong’s employment or dismissal.
Application by GrainCorp Operations Limited Trading AS GrainCorp
GrainCorp Operations Limited, trading as GrainCorp, applied to the Fair Work Commission for approval of the GrainCorp Operations Ltd (Portland & Geelong) Enterprise Agreement 2025. The agreement covers employees in the grain handling industry at Portland and Geelong. The agreement was approved on 15 May 2026 and expires on 30 September 2028. Commissioner Perica heard the application.
Phuong Nam (Kenny) Ha v Asuria People Services Pty Limited
This case involves Phuong Nam Ha, who brought an application before the Fair Work Commission. The decision, made on December 31, 2025, concerns a stay application under s 606. Deputy President Colman heard the application.
Ms Natalee Humphrey v Ballarat And District Aboriginal Co-Operative Limited
Ms Natalee Humphrey commenced employment with Ballarat And District Aboriginal Co-Operative Limited. The Fair Work Commission heard an application for an unfair dismissal remedy. Commissioners O’Neill C and Deputy President heard the case.
Johnson Maker v The Trustee for The Salvation Army (NSW) Property Trust
Johnson Maker commenced an application for an unfair dismissal remedy. The case was heard before Deputy President Dean and a Fair Work Commissioner. The decision relates to a matter numbered U2026/2342.
Application by Ssx Services Pty Limited Trading AS Infrabuild Steel
Ssx Services Pty Limited, trading as Infrabuild Steel, applied to the Fair Work Commission for approval of the InfraBuild Steel Laverton Steel Mill Enterprise Agreement 2026–2028. The agreement covers employees in the manufacturing and associated industries. Commissioner Redford heard the application.
Danni-Elle Palmer v Inspire Support Services Tas Pty Ltd
Danni-Elle Palmer, the applicant, worked for Inspire Support Services Tas Pty Ltd. The Fair Work Commission heard an application for an unfair dismissal remedy. Commissioner Redford presided over the case. The document indicates this is decision [2026] FWC 1615.
Application by Ms Alice Morrissey
The Fair Work Commission received an application from Ms Alice Morrissey. The application concerns a sexual harassment dispute. The case number is SH2026/24. The industry involved is retail. The Commission’s decision addresses an order to stop and deal with the sexual harassment dispute.
Mrs Ai-Lin Annette Broughton v Hobart City Church Of Christ Inc.
Mrs Ai-Lin Annette Broughton brought an application for an unfair dismissal remedy against Hobart City Church of Christ Inc. The case number is U2025/18637. The Fair Work Commission was asked to consider the circumstances of her dismissal.
Ms Adrianna Permus v The Trustee For Avid Holding Unit Trust
Adrianna Permus brought an application for an unfair dismissal remedy against The Trustee For Avid Holding Unit Trust. The Fair Work Commission has not provided details about the events leading to the application.
Kai Jones v National Disability Insurance Agency
Kai Jones commenced employment with the National Disability Insurance Agency (NDIA) in 2023. He was dismissed from his role. Mr Jones brought an unfair dismissal claim. Deputy President Beaumont heard the case.
Anthony Davitkov v Woolworths Group Limited
Anthony Davitkov brought an application under section 365 of the Fair Work Act. The Fair Work Commission document indicates this application was dismissed. Deputy President Colman and a Deputy President heard the case. The case number was C2026/2486.
Ms Cecilia Telfer v DPG Services Pty Ltd
Cecilia Telfer commenced employment with DPG Services Pty Ltd. The Fair Work Commission heard an application for an unfair dismissal remedy. The decision details the circumstances surrounding Ms Telfer’s termination and the subsequent application.
Application by Invocare Australia Pty Ltd
Invocare Australia Pty Ltd applied to the Fair Work Commission for approval of its Tasmanian Funeral Operations Enterprise Agreement 2026. The agreement covers employees in the funeral directing industry. The Deputy President considered the application and related documents.
Reid Steele v Aps Group (Industrial) Pty Ltd
Reid Steele brought an application for an unfair dismissal remedy against Aps Group (Industrial) Pty Ltd. The Fair Work Commission is yet to provide details of the events leading to the application. Deputy President Beaumont heard the case.
Application by The Australian Workers' Union (002N)
The Australian Workers' Union applied to the Fair Work Commission regarding a proposed protected action ballot for employees of the Department of Transport and Planning. Deputy President Hampton C and another commissioner heard the application. The case number was B2026/490.
Application by CFMEU (105N)
The Fair Work Commission considered an application regarding an enterprise agreement between RM Aluminium Installations Pty Ltd and the CFMEU (Victorian Construction and General Division) Subcontractors Cladding & Facade Enterprise Agreement 2024 – 2027. The agreement covers employees in the building, metal and civil construction industries. Deputy President Masson heard the application.
Mr David Farrington v Parrish Group NSW Pty Ltd
David Farrington commenced employment with Parrish Group NSW Pty Ltd. The Fair Work Commission heard an application for an unfair dismissal remedy. Deputy President Beaumont presided over the case. The decision number is U2026/1374 and the document reference is PR799800.
Application by Whittens Pty Ltd
Whittens Pty Ltd, a company in the building, metal and civil construction industries, sought approval of a new enterprise agreement. The agreement covers employees working at Snowy Hydro. The agreement is titled 'Whittens Pty Ltd Snowy Hydro AWU and CFMEU Surface Works Agreement 2026 – 2029'. It would expire on December 1, 2029.
Application by Wellington Shire Council Trading AS 18 420 243 468
The Fair Work Commission considered an application by Wellington Shire Council Trading AS 18 420 243 468. The application concerned approval of the Wellington Shire Council Enterprise Agreement No.12, 2025. The enterprise agreement covers employees in the local government administration industry. The agreement’s expiry date is November 8, 2028.
Application by The Corporation Of The Synod Of The Diocese Of Brisbane Trading AS Anglicare Southern Queensland
The Corporation of the Synod of the Diocese of Brisbane, trading as Anglicare Southern Queensland, applied for approval of the Anglicare Southern Queensland Allied Health Enterprise Agreement 2026. The agreement covers employees in the aged care industry. Commissioner Simpson considered the application.
Application by CFMEU (105N)
The Fair Work Commission considered an application regarding the approval of an enterprise agreement. The agreement is between TNT Concrete Saw Cut Pty Ltd and the CFMEU (Victorian Construction and General Division) Subcontractors Concrete Sawing and Drilling Enterprise Agreement 2024 – 2027. The agreement covers employees in the building, metal and civil construction industries. The Deputy President Bell heard the application.
Application by CFMEU (105N)
The Fair Work Commission considered an application regarding the approval of an enterprise agreement. The agreement is between Sealed Enterprises Pty Ltd and the CFMEU (Victorian Construction and General Division) for subcontractors involved in caulking and sealing. The agreement covers employees in the building, metal and civil construction industries. Deputy President Bell heard the application.
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 proposed Ausurban Electrical Pty Ltd and ETU Electrical Contracting Enterprise Agreement 2025 – 2029. The agreement covers employees in the electrical contracting industry. Deputy President Colman DP heard the application. The agreement is set to expire on March 31, 2029.
Application by The Creche And Kindergarten Association Limited
The Creche and Kindergarten Association Limited, a provider of children's services, sought approval of a new enterprise agreement. The proposed agreement, titled 'C&K Early Childhood Education Enterprise Agreement 2026', would apply to employees of the organisation. The agreement has a proposed expiry date of June 30, 2028. The Fair Work Commission was considering the application for approval.
Naizel Janif v Tomlinson Energy Service Pty Ltd
Naizel Janif commenced employment with Tomlinson Energy Service Pty Ltd. The Fair Work Commission heard an application for an unfair dismissal remedy. Deputy President Dean and a Deputy President were involved in the decision. The document indicates the case number was U2026/1506.
Application by Allied Technologies Australia Pty Ltd
Allied Technologies Australia Pty Ltd applied for approval of an enterprise agreement. The agreement covers employees in the electrical contracting industry in Brisbane. The agreement is titled 'Allied Technologies Australia Pty Ltd Brisbane Enterprise Agreement 2025 – 2029'. It is intended to operate for a bridging period and expires on May 30, 2029. Commissioner Durham heard the application.
Application by Aspen Pharma Pty Ltd
Aspen Pharma Pty Ltd applied for approval of its Engineering Agreement 2026. The agreement covers employees in the pharmaceutical industry. Commissioner Clarke heard the application. The agreement's expiry date is 2029-01-31.
Application by Laine Yu Zhou
The Fair Work Commission received an application from Laine Yu Zhou. The application concerns contraventions involving a dismissal. The case number is C2026/2345. The decision was published on 6 May 2026.
Application by CFMEU (105N)
The Fair Work Commission considered an application related to the Delta (WA) Pty Ltd and CFMEU (WA) (Royal Perth Hospital Redevelopment) Greenfields Agreement 2026. The agreement covers employees in the building, metal and civil construction industries. Deputy President Masson heard the application.
Application by O.P. Industries Pty. Ltd
O.P. Industries Pty. Ltd, a plumbing mechanical services company, applied to the Fair Work Commission for approval of its enterprise agreement, titled 'O.P. Industries Pty. Ltd Plumbing Mechanical Services On Site Enterprise Agreement 2025'. The agreement covers employees in the plumbing industry. The agreement was not signed and had an expiry date of October 31, 2028.
Mr David Sanderson v Brightest Australia Pty. Ltd.
Mr David Sanderson commenced employment with Brightest Australia Pty. Ltd. He worked in New Zealand. The company dismissed him. Mr Sanderson brought a claim to the Fair Work Commission, arguing his dismissal was unfair. The Commission considered whether part 3-2 of the Fair Work Act applied to his employment, given he worked in New Zealand.
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 regarding a fuel cost recovery order. The application relates to the Road Transport Contractual Chain Order and concerns a process for reviewing that order. The Fair Work Commission case number is MS2026/1.
Application by CFMEU (105N)
The Fair Work Commission considered an application regarding the approval of an enterprise agreement. The agreement is between Independent Construction and Fabrication Pty Ltd and the CFMEU (Victorian Construction and General Division) for riggers and steel erectors. The agreement covers the period 2024 to 2027. Deputy President Masson 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 Isis Central Sugar Mill Company Limited. The application concerned a ballot of employees. Deputy President Hampton heard the application.
Application by Concentrix Services Pty Ltd
Concentrix Services Pty Ltd applied to the Fair Work Commission to vary redundancy pay. The specific case numbers are C2025/12236 and C2025/12239. The decision was made on 31 December 2025.
Application by KJ Industrial Scaffolding Pty Ltd
KJ Industrial Scaffolding Pty Ltd applied to the Fair Work Commission for approval of its Enterprise Agreement 2026. The agreement covers employees in the building, metal and civil construction industries. Deputy President Boyce heard the application. The agreement expires on 2029-05-14.
Application by Opera Australia
Opera Australia applied to the Fair Work Commission for approval of its Performers and Music Staff Enterprise Agreement 2025–2027. The agreement covers the live performance industry. The Commission was considering the application and its potential impact.
Application by Melbourne Fibreglass Panels Trust Trading AS Ampelite Australia Pty Ltd
The Fair Work Commission considered an application regarding the Ampelite Australia Pty Ltd and United Workers Union Enterprise Agreement 2026. Melbourne Fibreglass Panels Trust Trading AS Ampelite Australia Pty Ltd, operating as Ampelite Australia Pty Ltd, sought approval for the enterprise agreement. The agreement covers employees in the manufacturing and associated industries. The agreement's expiry date is 2030-03-31.
Application by Qube Energy Pty Ltd Trading AS Qube Energy
Qube Energy Pty Ltd, trading as Qube Energy, applied for approval of its Qube Energy Project Enterprise Agreement 2026. The Fair Work Commission considered the application. Deputy President Saunders and another Deputy President were involved in the decision.
Application by Devro Pty Limited
Devro Pty Limited, a company in the manufacturing industry, applied for approval of its Electrical Employees Enterprise Agreement 2026. The agreement covers employees in that sector. The Fair Work Commission was considering the application. The agreement expires on January 3, 2027.
Application by Calvary Health Care Act Limited
Calvary Health Care Act Limited applied to the Fair Work Commission for approval of a proposed enterprise agreement. The agreement covers nurses at the Bruce Private Hospital. It is intended to operate for a bridging period, expiring on February 28, 2029. The agreement was published on May 6, 2026.
Application by The Australian Workers' Union (002N)
The Australian Workers' Union applied to the Fair Work Commission regarding a proposed protected action ballot for employees of Parks Victoria. The application concerned a ballot of employees. Deputy President Hampton C and another commissioner heard the application.
Application by Ipswich Hospice Care Ltd
Ipswich Hospice Care Ltd applied for approval of an enterprise agreement, the Ipswich Hospice Care Enterprise Agreement 2025. The agreement covers employees in the health and welfare services industry. The agreement was set to expire on May 17, 2029.
Ms Carolin Susann Noe v Downplay Pty. Ltd.
Ms Carolin Susann Noe brought an application to the Fair Work Commission concerning a dismissal. The details of the dismissal and the reasons for the application are not provided in the supplied text. Commissioner Sloan heard the application. The case number is C2025/11815.
Application by Perth Clinic Pty Ltd Atf The Perth Clinic Trust Trading AS Perth Clinic
Perth Clinic Pty Ltd Atf The Perth Clinic Trust Trading As Perth Clinic sought approval of a proposed enterprise agreement. The agreement covers employees in the health and welfare services industry. The agreement was lodged on 6 May 2026 and is set to expire on 6 May 2028. Commissioner Schneider C considered the application.
Application by Saunders International Limited
Saunders International Limited applied to the Fair Work Commission for approval of a new enterprise agreement, the Saunders International Limited National On-Site Agreement 2026. The agreement covers employees in the building, metal and civil construction industries. Commissioner Matheson C considered the application.
United Workers' Union (108V) v Nestle Australia Ltd Trading AS Nestle Australia
The United Workers’ Union brought a dispute to the Fair Work Commission concerning an enterprise agreement. The dispute relates to matters arising under the Nestle Australia LTD (Altona) & United Workers Union Enterprise Agreement 2024 and the National Employment Standards. The case number is C2025/3767.
Application by Unidex Consulting Pty Ltd Trading AS Frontline Human Resources
Unidex Consulting Pty Ltd, trading as Frontline Human Resources, sought approval of a collective agreement for 2026–2029. The agreement covers employees in the electrical contracting industry. The Fair Work Commission considered the application, noting the agreement's expiry date is 2029-02-25.
Application by Heidelberg Materials Australia Pty Ltd
Heidelberg Materials Australia Pty Ltd applied for approval of the Heidelberg Materials Pty Ltd WA Sand Operations Agreement 2025. This is an enterprise agreement covering employees in the building, metal and civil construction industries. The agreement was submitted for approval on 7 May 2026. The agreement expires on 9 November 2029.
Ms Ching Wen Su v Ojt 399 Pty Ltd
Ms Ching Wen Su brought a case against Ojt 399 Pty Ltd. The Fair Work Commission had to determine if Ms Su was dismissed. The Commission considered whether her employment was terminated. The case reference was C2025/11880.
Mining and Energy Union (301V) v Viva Energy Australia Pty Ltd Trading AS Viva Energy Australia – Clyde & Gore Bay Terminals
The Mining and Energy Union (MEU) brought an application to the Fair Work Commission concerning a dispute with Viva Energy Australia Pty Ltd, trading as Viva Energy Australia – Clyde & Gore Bay Terminals. The dispute relates to payment for employees while on personal leave and annual leave, as outlined in the Viva Energy Australia – Clyde & Gore Bay Terminals Operator Enterprise Agreement 2024. Deputy President Saunders heard the case.
Application by Nyrstar Hobart Trading AS Nyrstar Hobart Pty Ltd
Nyrstar Hobart Trading AS and Nyrstar Hobart Pty Ltd applied to the Fair Work Commission for approval of a proposed enterprise agreement. The agreement, titled 'Nyrstar Hobart Production Enterprise Agreement 2026', covers employees in the mining industry. The agreement's expiry date is 2028-05-07. Deputy President Bell considered the application.
Ms Taykeeta Childs v Fortress Collision Repair Group pty Ltd
Ms Taykeeta Childs brought an application for an unfair dismissal remedy against Fortress Collision Repair Group Pty Ltd. The Commission considered whether the application had reasonable prospects of success. The Deputy President, Easton DP, made the decision.
Application by Wormald Australia Pty Ltd Trading AS Wormald
Wormald Australia Pty Ltd, trading as Wormald, applied to the Fair Work Commission for approval of an enterprise agreement. The agreement covers employees and the Electrical Trades Union (ETU). The agreement's name is Wormald Australia Pty Ltd & ETU Enterprise Agreement 2025 - 2029. It applies to the electrical contracting industry. The agreement was approved on 15 May 2026 and expires on 31 March 2029.
Application by Jitendra Prasad
Jitendra Prasad applied to the Fair Work Commission regarding a matter related to unfair deactivation. The Commission considered whether Mr Prasad, who was undertaking work as a taxi driver, was an 'employee-like worker' and whether the respondent was a 'digit'.
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, B2026/257. The Union sought to extend a 30-day period. The decision was made by Deputy President Hampton C.
Application by Healthscope Operations Pty Ltd
Healthscope Operations Pty Ltd applied for approval of the Allied Health Employees (HSU – Healthscope) Enterprise Agreement 2026 – 2029. The agreement covers employees in the health and welfare services industry. The agreement’s expiry date is December 31, 2029.
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, B2026/266. The Union sought to extend a 30-day period related to this case. The decision was made by Hampton C, Deputy President.
Anita Kuklych v The Hassett Group Pty Ltd
Anita Kuklych brought an application to the Fair Work Commission concerning a dismissal. The Fair Work Commission document details an application to deal with contraventions involving a dismissal. The document itself is a PDF and the content is not available in the provided text.
Cody Connell v Anthony Connell
Cody Connell commenced proceedings in the Fair Work Commission against his employer, Anthony Connell. The details of the matter are not provided in the supplied text.
Application by Ms Jacqueline Slavin
Ms Jacqueline Slavin applied to the Fair Work Commission for an order to stop bullying. The application concerned a situation where she and the person named in the application were no longer employed. The Fair Work Commission considered whether there was a risk of bullying continuing.
Mr Massimo Bonelli v Wrightville Operations Pty. Ltd.
Massimo Bonelli commenced employment with Wrightville Operations Pty. Ltd. The Fair Work Commission considered an application for an unfair dismissal remedy. The Deputy President and Commissioner O’Neill heard the case.
Mr Dennis Aung v Studio Schools Of Australia Ltd
Dennis Aung commenced employment with Studio Schools of Australia Ltd. The details of his employment and the reasons for his dismissal are not detailed in the provided text. The Fair Work Commission considered an application for an unfair dismissal remedy.
Application by CFMEU - Construction and General Division, Western Australia Divisional Branch (105N-WA1) for an Entry Permit for Mr Bradley John Henley Upton
The CFMEU Construction and General Division, Western Australia Divisional Branch, applied for an entry permit for Mr Bradley John Henley Upton. The Fair Work Commission was asked to consider this application. The decision references previous applications by the same union for similar permits.
Application by CFMEU (105N)
The Fair Work Commission considered an application regarding the proposed enterprise agreement between Benama Pty Ltd, trading as Able Industrial Coatings, and the CFMEU (Victorian Construction and General Division) Subcontractors Remedial Concrete and Access Flooring. The agreement covers 2024 to 2027. Deputy President Masson heard the application.
Application by BGIS Pty Ltd Trading AS BGIS,Application by BGIS Pty Ltd Trading AS BGIS,Application by BGIS Pty Ltd Trading AS BGIS,Application by BGIS Pty Ltd Trading AS BGIS
BGIS Pty Ltd Trading As BGIS applied to the Fair Work Commission to vary an obligation relating to redundancy pay. The application concerned Mr Jackson Linley, Mr Robert Horton, Mr Brendan Witherspoon, and Mr Wayne Born. The Commission considered applications C2026/2016, C2026/2020, C2026/2021, and C2026/2022.
Joel Doessel v Department Of Veterans' Affairs & The repatriation Commission And The military Rehabilitation And compensation Commission
Joel Doessel commenced proceedings in the Fair Work Commission. The Department of Veterans' Affairs and related commissions raised a jurisdictional objection. Mr Doessel failed to file witness statements or an outline of his submissions. The matter concerned a dismissal.
Application by APV Safety Products Pty Ltd
APV Safety Products Pty Ltd applied to the Fair Work Commission for approval of its Enterprise Agreement 2026. The agreement covers employees in the manufacturing and associated industries. Commissioner Perica heard the application. The agreement expires on 2029-05-15.
Application by George Weston Foods Limited Trading AS Don Krc
George Weston Foods Limited, trading as Don Krc, sought approval of the Castlemaine (Processing and Logistics) Enterprise Agreement 2026. The agreement covers employees in the meat industry. The Fair Work Commission considered the application and its impact on employees.
Application by Bartter Enterprises Pty Limited
Bartter Enterprises Pty Limited, trading as Steggles Beresfield, applied to the Fair Work Commission for approval of a proposed enterprise agreement. The agreement covers clerical employees at the Beresfield site. The agreement is titled 'Steggles Beresfield Clerical Employees Enterprise Agreement 2026-2030'. The Commission was considering the application under the Fair Work Act.
Joshua Meyers v Catholic Education Diocese of Bathurst
Joshua Meyers commenced employment with the Catholic Education Diocese of Bathurst in 2023. He was involved in a dispute regarding matters arising under the NSW and ACT Catholic Systemic Schools Enterprise Agreement 2023 and the National Employment Standards (NES). The dispute concerned issues related to the enterprise 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 the Fair Work Commission. The application concerned a case, B2026/258, and sought to extend a 30-day period. The case involved the electrical power industry. Deputy President Hampton C heard the application.
Application by Spicers Australia Pty Ltd Trading AS Spicers
Spicers Australia Pty Ltd, trading as Spicers, applied to the Fair Work Commission (FWC) for approval of an enterprise agreement. The agreement is titled 'SPICERS AUSTRALIA (QUEENSLAND) - AGREEMENT 2026'. It covers employees in the storage services industry. The agreement's expiry date is October 1, 2028.
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 (128V) applied for approval of an enterprise agreement. The agreement is between Blackwater Fire Services Pty Ltd and the union, covering employees in the plumbing industry in New South Wales and the Australian Capital Territory. The agreement covers the period 2024 to 2028. Deputy President Colman 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 (the Union) applied to the Fair Work Commission. The application concerned a case, B2026/256. The Union sought to extend a 30-day period. The decision was made by Deputy President Hampton C.
Application by St Philip’s College Alice Springs Trading AS St Philip’s College
The Fair Work Commission considered an application regarding the approval of the St Philip’s College Alice Springs Teachers’ Enterprise Agreement 2026–2028. The agreement covers employees of St Philip’s College Alice Springs Trading, an educational services provider. The agreement's expiry date is December 31, 2028.
Application by Peter Russo Investments Pty. Ltd Trading AS McDonald's & Sedah Pty. Ltd. Trading AS McDonald's and Others
This Fair Work Commission decision concerns an application by Peter Russo Investments Pty. Ltd, trading as McDonald's, and Sedah Pty. Ltd, also trading as McDonald's. The case number is B2026/492. The Deputy President heard the application. The document relates to a proposed application by McDonald’s Australia Limited.
Mining and Energy Union (301V) v Energyaustralia Yallourn Pty Ltd
The Mining and Energy Union (MEU) brought a dispute to the Fair Work Commission concerning the EnergyAustralia Yallourn Enterprise Agreement 2023. The dispute related to the appointment of Outage Permit Controllers. The union argued that these roles should only be filled from the Shift Operations Group. EnergyAustralia Yallourn Pty Ltd held a different view. Deputy President Boyce heard the case.
Application by Sydney Theatre Company Limited Trading AS Sydney Theatre Company
The Sydney Theatre Company Limited, trading as Sydney Theatre Company, applied to the Fair Work Commission for approval of a proposed enterprise agreement. The agreement is titled 'The Sydney Theatre Company Enterprise Agreement 2026'. The agreement would expire on January 1, 2027. The Fair Work Commission was considering the application under the Fair Work Act.
Application by The Australian Workers' Union (002N)
The Australian Workers' Union (AWU) applied to the Fair Work Commission regarding a proposed protected action ballot for employees of DOF Australia Pty Ltd. DOF Australia operates in the oil and gas industry. The application concerned a dispute over a proposed enterprise agreement. Deputy President Beaumont heard the application.
Jasmin Mann v See Civil Pty Ltd
Jasmin Mann commenced employment with See Civil Pty Ltd. The Fair Work Commission heard an application for an unfair dismissal remedy. Deputy President Beaumont presided over the case. The decision relates to case number U2026/5896.
Application by Aman Kumar
Aman Kumar applied for an unfair deactivation remedy. The Fair Work Commission considered whether the application was made in accordance with the Fair Work Act. The Deputy President, Saunders DP, heard the application.
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 proposed Capital Maintenance Solutions Pty Ltd and CEPU – Plumbing Division – NSW Branch Plumbing Enterprise Agreement 2026–2028. The agreement covers employees in the plumbing industry. Deputy President Colman and a Deputy President were involved in the decision. The agreement expires on September 30, 2027.
Emma Mitchell v Prodigy Martial Arts Dural Pty Ltd
Emma Mitchell commenced employment with Prodigy Martial Arts Dural Pty Ltd. The Fair Work Commission heard an application for an unfair dismissal remedy. Deputy President Beaumont heard the case. The document provides metadata about the decision, including publication date and file details, but lacks specific details about the events leading to the dismissal.
Ms Claire Rewa v Cape Byron Rudolf Steiner School Limited
Claire Rewa commenced working for Cape Byron Rudolf Steiner School Limited. She brought a claim to the Fair Work Commission. The school raised a jurisdictional objection, arguing Ms Rewa was not an employee and therefore had not been dismissed. The Commission needed to determine if a dismissal occurred for the claim to proceed.
Application by Auzline Pty Ltd Trading AS Auzline
Auzline Pty Ltd, trading as Auzline, sought approval of a bridging enterprise bargaining agreement (EBA) for 2026. The Fair Work Commission considered the application. The EBA covers employees in the building, metal and civil construction industries. Commissioner Simpson C and another Commissioner heard the application.
Application by Wormald Australia Pty Ltd Trading AS Wormald
Wormald Australia Pty Ltd, trading as Wormald, sought approval of a proposed enterprise agreement. The agreement covers employees in the Portable Service and Sales Division in Perth. The agreement's expiry date is December 31, 2028. Commissioner Lim considered the application and related documents.
Australian Workers' Union, The (002N) v Infrabuild Wire Pty Ltd
The Australian Workers’ Union (AWU) brought a claim against Infrabuild Wire Pty Ltd. The dispute relates to an enterprise agreement and the National Employment Standards (NES). The Fair Work Commission was asked to determine if there was a dispute about matters arising under the enterprise agreement and the NES.
Mr Bo-Joseph Rodda v The Arnhem Land Progress Aboriginal Corporation
Mr Bo-Joseph Rodda brought an application to the Fair Work Commission concerning contraventions involving his dismissal. The Arnhem Land Progress Aboriginal Corporation was the respondent. The decision was made on 31 December 2025.
Ms Kayla Kalamvokis v Zanardo & Rodriquez Sales & Service Pty Ltd
Ms Kayla Kalamvokis brought an application to the Fair Work Commission. The application was filed out of time. It related to a redundancy. Ms Kalamvokis sought an extension of time to file her application. The Commission considered whether she provided a marginally satisfactory explanation for the delay, which involved viewing a job advertisement.
Imogen Munro v ACN 063 541 873 Pty Ltd
Imogen Munro brought an application for an unfair dismissal remedy against ACN 063 541 873 Pty Ltd. The Deputy President considered objections raised by the respondent concerning a high income threshold and a genuine redundancy. The case number was U2025/16649.
Mr Brett Steed v Nu-Gen Frames & Trusses Pty Ltd
Brett Steed commenced proceedings in the Fair Work Commission seeking an unfair dismissal remedy. Nu-Gen Frames & Trusses Pty Ltd is the respondent. The Commission considered whether to grant an extension of time for Mr Steed’s application, which was lodged outside the standard time limit. The decision notes the application was out of time.
Mohamad Ali v Assa Air Pty Ltd
Mohamad Ali commenced employment with Assa Air Pty Ltd. The Fair Work Commission heard an application for an unfair dismissal remedy. The Deputy President heard the application.
Mr Yaser AlZoubi v Australia and New Zealand Banking Group Limited
Mr Yaser AlZoubi brought an application to the Fair Work Commission regarding contraventions involving his dismissal from Australia and New Zealand Banking Group Limited. The case number is C2025/13564. The Deputy President heard the application.
Ms Skye Drummond v Fortress Collision Repair Group Pty Ltd
Skye Drummond commenced employment with Fortress Collision Repair Group Pty Ltd. The company is a collision repair business. Ms Drummond made an application to the Fair Work Commission seeking an unfair dismissal remedy. The decision does not detail the specific reasons for her dismissal.
Mr Ramsin Yousif v Flexem Construction Pty Ltd
Mr Ramsin Yousif brought an application to the Fair Work Commission concerning an unfair dismissal. Flexem Construction Pty Ltd is the respondent. The Deputy President Easton dismissed the application because the application fee was not paid or waived, and the application was not made in accordance with the Fair Work Act.
Mrs Elizabeth Tseros v The Trustee For The Mcdonald Family Trust
Elizabeth Tseros commenced proceedings in the Fair Work Commission against The Trustee For The McDonald Family Trust. The case concerns an application for an unfair dismissal remedy. The decision was made on 31 December 2025.
Application by Molloy Electrical Contracting Pty Ltd Trading AS Mec Nt
Molloy Electrical Contracting Pty Ltd, trading as Mec Nt, sought approval of an enterprise agreement. The agreement covers employees in the electrical contracting industry. Commissioner Simpson considered the application and related documents. The agreement is titled the M.E.C NT Electrical Contractors Enterprise Agreement 2025. It is set to expire on 2030-05-07.
Ms Michelle Power v Royal Society For The Prevention Of Cruelty To Animals (South Australia) Limited
Michelle Power commenced proceedings in the Fair Work Commission seeking an unfair dismissal remedy from the Royal Society for the Prevention of Cruelty to Animals (South Australia) Limited. She filed her application out of time. The Commission notes the application was filed significantly after the relevant time limit.
Zachary Robert Andrews v The Council of St Andrew's Cathedral School
Zachary Robert Andrews, an employee, brought a claim against The Council of St Andrew's Cathedral School. The claim concerned a dismissal. The Fair Work Commission considered whether the dismissal was unfair. Deputy President Beaumont heard the case.
Ms Stephanie Meehan v Media Nominees Pty Ltd
Stephanie Meehan commenced employment with Media Nominees Pty Ltd. The Fair Work Commission heard an application for an unfair dismissal remedy. Deputy President Beaumont heard the case. The decision references a previous case, Mr Alan Geoffrey Bond v Carbridge Pty Ltd.
Piper Druce v See Civil Pty Ltd
Piper Druce commenced employment with See Civil Pty Ltd. The Fair Work Commission heard an application for an unfair dismissal remedy. Deputy President Beaumont presided over the case. The decision references a previous case, Mr Alan Geoffrey Bond v Carbridge Pty Ltd.
Mrs Hollie Hoani v Miss Moo Disability Support Pty Ltd
Mrs Hollie Hoani brought an application for an unfair dismissal remedy against Miss Moo Disability Support Pty Ltd. The Fair Work Commission has not provided specific details about the events leading to the dismissal. The decision was made by Deputy President Beaumont.
Ms Kacey Scott v Harris HMC
Ms Kacey Scott commenced employment with Harris HMC. The matter concerns an application for an unfair dismissal remedy. The Fair Work Commission has not provided further details regarding the circumstances of the dismissal.
Mr Kirk Frawley v Island Artisan Pty Ltd
Kirk Frawley commenced employment with Island Artisan Pty Ltd. The details of his employment and the reasons for his dismissal are not detailed in the provided text. The Fair Work Commission considered an application to deal with contraventions involving his dismissal. Commissioner Redford heard the case.
Leisa King v YOUI
Leisa King commenced employment with YOUI in 2022. She brought an unfair dismissal claim. The Fair Work Commission has not provided details regarding the reason for her dismissal.
Mrs Tamanna Rahman v National Disability Support Provider Pty Ltd,Mr Talat Mahmud v National Disability Support Provider Pty Ltd
Mrs Tamanna Rahman and Mr Talat Mahmud brought applications to the Fair Work Commission concerning their dismissal from National Disability Support Provider Pty Ltd. The reasons for dismissal included unauthorised payments, sale of company property, insubordination, and dishonesty. Commissioner Walkaden heard the applications.
Mr Lyndon Dance v Tradiez Gold Coast Pty Ltd
Mr Lyndon Dance commenced employment with Tradiez Gold Coast Pty Ltd. The Fair Work Commission heard an application for an unfair dismissal remedy. Deputy President Beaumont presided over the case. The decision was made on 31 December 2025.
Mrs Zahra Soudagary v Perth Care Pty Ltd
Mrs Zahra Soudagary brought an application for an unfair dismissal remedy against Perth Care Pty Ltd. The Fair Work Commission considered whether the application had reasonable prospects of success. The Deputy President, Easton DP, considered the matter.
Ms Victoria Russell v Edustellar Pty Ltd
Ms Victoria Russell commenced employment with Edustellar Pty Ltd. The Fair Work Commission heard an application for an unfair dismissal remedy. The Deputy President heard the case. The document indicates this is case number U2025/15204.
Mr Andrew Cooper v Community Assist Regional Enterprises Pty Ltd
Mr Andrew Cooper commenced employment with Community Assist Regional Enterprises Pty Ltd. The Fair Work Commission heard an application for an unfair dismissal remedy. The decision was made on 5 February 2026.
Mrs Ayanka Wedaarachchige v MyHomeCare Pty Ltd
Ayanka Wedaarachchige commenced employment with MyHomeCare Pty Ltd. The Fair Work Commission heard an application for an unfair dismissal remedy. The decision was published on 5 January 2026.
Sandra Hillyer v Chapman Valley Horse Riding
Sandra Hillyer commenced employment with Chapman Valley Horse Riding in 2026. She was dismissed from her position. Ms Hillyer then brought an application to the Fair Work Commission seeking an unfair dismissal remedy. The Commission heard the application and considered the relevant submissions.
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. The application concerned a case, B2026/331, and sought to extend a 30-day period. The Fair Work Commission case was heard by Deputy President Hampton C. The decision relates to the manufacturing and associated industries.
Application by the Applicant
The Applicant applied to the Fair Work Commission for an order to stop bullying. The details of the bullying or the parties involved beyond the Applicant are not provided in the text. Deputy President Clancy heard the application.
Jenny Stevens v Casino Returned Servicemen's Memorial Club Ltd
Jenny Stevens brought an application to the Fair Work Commission concerning her unfair dismissal from the Casino Returned Servicemen’s Memorial Club Ltd. The details of the dismissal and the reasons for it are not provided in the supplied text.
Maria Belen Rodriguez Ferrari v ASD Community Support Service Pty Ltd
Maria Belen Rodriguez Ferrari, an employee, brought an application for an unfair dismissal remedy against ASD Community Support Service Pty Ltd. The Fair Work Commission has not provided specific details about the events leading to the dismissal. The decision was made by Commissioner Matheson.
Mr Michael Parry v Lyndons Pty Ltd Trading AS Lydons
Michael Parry sought to have the Fair Work Commission deal with contraventions involving his dismissal under section 365 of the Fair Work Act. Lyndons Pty Ltd, trading as Lydons, was the respondent. The Deputy President considered an application to extend time for this process.
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 approval of the Protect Fire Pty Ltd and CEPU – Plumbing Division (Vic) Fire Protection Enterprise Agreement 2024 – 2027. The agreement covers employees in the plumbing industry. Deputy President Colman and a Deputy President were involved in the decision.
Mr Filipe Nabainivalu v Woodward Foods Australia Pty Ltd
Several employees, including Mr Filipe Nabainivalu, brought applications to the Fair Work Commission. They alleged issues related to their employment at Woodward Foods Australia Pty Ltd. The Commission found that the applications did not allege that the dismissals contravened Part 3-1 of the Fair Work Act. This part deals with unfair dismissal and related protections.
Mrs Lynette Cameron v Australia And New Zealand Banking Group Limited
Lynette Cameron commenced working for Australia and New Zealand Banking Group Limited. The Fair Work Commission considered her application for an unfair dismissal remedy. Deputy President Millhouse heard the case. The document is a decision from the Fair Work Commission, dated 2025-12-31, with a citation of [2026] FWC 444.
Josh Westerberg v Volando Group Pty Ltd
Josh Westerberg commenced employment with Volando Group Pty Ltd. He subsequently filed for an unfair dismissal remedy. The Deputy President Slevin heard the application. The document indicates this is a decision [2026] FWC 420, case number U2025/15030.
Application by The Australian Workers' Union (002N)
The Australian Workers' Union applied to the Fair Work Commission regarding a proposed protected action ballot for employees of Grange Resources (Tasmania) Pty Ltd, trading as Grange Resources. The company operates in the building, metal, and civil construction industries. Deputy President Hampton C and another Deputy President considered the application. The case number is B2026/494.
Application by Civmec Construction & Engineering Pty Ltd
Civmec Construction & Engineering Pty Ltd applied to the Fair Work Commission for approval of a proposed enterprise agreement, the C.C.E. Pty Ltd MR Enterprise Agreement 2025. The agreement covers employees in the building, metal and civil construction industries. Deputy President Bell heard the application.
Ms Maree Young v Energyaustralia Pty Ltd
Ms Maree Young commenced employment with Energyaustralia Pty Ltd. The Fair Work Commission heard an application for an unfair dismissal remedy. Deputy President Beaumont heard the case. The document provides metadata about the decision, including publication date and case number U2026/4870.
Mr Md Abdullah Haque v dnata Airport Services Pty Ltd
Mr Md Abdullah Haque commenced employment with dnata Airport Services Pty Ltd. Following a workplace conflict, Mr Haque did not attend work for several weeks without explanation. The employer subsequently dismissed him. The Fair Work Commission considered whether Mr Haque abandoned his employment.
Application by ACON Health Limited
ACON Health Limited applied to the Fair Work Commission for approval of its enterprise agreement, covering 2026 to 2029. The agreement applies to employees in the social, community, home care and disability services industry. The Fair Work Commission was considering the application, identified as AG2026/966.
Shannon Hill v Serco Australia Pty Ltd
Shannon Hill commenced employment with Serco Australia Pty Ltd. The matter concerns a dispute arising from an enterprise agreement and the National Employment Standards (NES). The Fair Work Commission was asked to consider allegations related to these matters.
Application by McElligotts (Vic) Pty Ltd
McElligotts (Vic) Pty Ltd, a manufacturing company, applied for approval of a new enterprise agreement, the Maintenance Industrial Services Agreement 2026–2029. The agreement covers employees in the building, metal and civil construction industries. The Fair Work Commission was considering the application. The agreement expires on June 30, 2029.
Ms Krystl Brown v Department Of Education
Ms Krystl Brown brought an application for an unfair dismissal remedy against the Department of Education. The Deputy President, Masson DP, dismissed the application pursuant to section 399A of the Fair Work Act 2009.
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 (128V) applied to the Fair Work Commission. The application relates to a proposed protected action ballot for employees of Westside Plumbing Pty Ltd. Deputy President Hampton heard the application.
Graeme Taylor v Department of Justice and Community Safety
Graeme Taylor appealed a decision concerning jurisdictional objections. The Department of Justice and Community Safety was the respondent. A previous Full Bench decision ([2025] FWCFB 173) had already upheld an appeal related to jurisdictional objections. This decision involved a redetermination of those jurisdictional objections.
Application by United Workers' Union (108V)
The Fair Work Commission considered an application from the United Workers' Union regarding the Thrive Group Tasmania Enterprise Agreement 2025. The union sought an extension of time for filing the application. The Thrive Group Tasmania is a provider of children's services. Deputy President Masson heard the application.
Application by CFMEU (105N)
The Fair Work Commission considered an application regarding the approval of an enterprise agreement. The agreement is between Aluminium Scaffolds (Vic) Pty Ltd and the CFMEU (Victorian Construction and General Division) for subcontractors’ contract scaffolding. The agreement covers the building, metal and civil construction industries. Deputy President Masson heard the application.
Application by Brooks Marchant Industries (A.C.T) Pty Limited
Brooks Marchant Industries (A.C.T) Pty Limited applied for approval of a single enterprise agreement. The agreement covers employees in the electrical contracting industry. The Deputy President and Dean DP considered the application. The agreement is set to expire on 2029-05-11.
Mark Erwood v Hays Specialist Recruitment and others
Mark Erwood sought permission to appeal a decision made by Deputy President Dean in February 2026 regarding matter number C2025/10221. The Fair Work Commission Full Bench, comprised of Deputy President Bell and another Deputy President, considered the application.
Mr Blaine Stanley Bartz v Tasmanian Oasis Pty Ltd
Mr Blaine Stanley Bartz commenced working for Tasmanian Oasis Pty Ltd. The Fair Work Commission heard an application for an unfair dismissal remedy. The document indicates this is decision [2026] FWC 1613.
Jay Sims v The Trustee For The Benson Discretionary Trust Trading AS Ezi-Flo Roofing & Plumbing Services Pty Limited
Jay Sims brought an application to the Fair Work Commission concerning a dismissal. The Trustee For The Benson Discretionary Trust Trading As Ezi-Flo Roofing & Plumbing Services Pty Limited was the respondent. The application concerned an extension of time to deal with contraventions involving the dismissal.
Application by Zhiyang Chen
Zhiyang Chen applied for an unfair deactivation remedy. The Fair Work Commission considered whether the application was made in accordance with the Fair Work Act. The application related to an unpaid application fee, and whether the fee had been waived.
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 (128V) applied to the Fair Work Commission. The application relates to a proposed protected action ballot for employees of Stanwell Corporation Limited. Deputy President Hampton C and another Deputy President considered the application. The decision was made on 31 December 2025.
Application by Hazell Bros Resources Pty Ltd Trading AS Hazell Bros Group
Hazell Bros Resources Pty Ltd, trading as Hazell Bros Group, sought approval of a new enterprise agreement. The agreement covers transport employees. The Fair Work Commission was considering the application for approval of the Hazell Bros Transport Employees Enterprise Agreement 2025–2028. The agreement’s expiry date is 2028-10-31. The relevant industry is building, metal and civil construction.
Ms Gemma Lane v Josie-Lee Taylor
Ms Gemma Lane brought a claim against Josie-Lee Taylor. The matter concerned a resignation and a phone conversation. Ms Lane alleged she was forced to resign. The Fair Work Commission considered whether the application was jurisdictional.
Mr Nathan Morton v The Trustee For Western Tyre And Auto Unit Trust
Nathan Morton commenced employment with The Trustee For Western Tyre And Auto Unit Trust. He brought an application for an unfair dismissal remedy. The decision was made by Commissioner O'Neill and a Deputy President. The case number was U2026/1284.
Paul Murray v Watpac Construction Pty. Ltd.
Paul Murray sought a decision from the Fair Work Commission regarding a dispute about his right to request flexible working arrangements. The case involved Paul Murray and Watpac Construction Pty. Ltd. in the building, metal and civil construction industries. The Fair Work Commission case number was C2026/3544.
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 Premier HVAC Pty Ltd and CEPU Plumbing Division Mechanical Union Collective Agreement 2023 – 2026. The agreement covers employees in the plumbing industry. Deputy President Colman DP heard the application.
Mr Emmanuel John Tischler v Avada Traffic Pty Ltd
Emmanuel Tischler brought an unfair dismissal claim against Avada Traffic Pty Ltd. The Fair Work Commission considered whether his dismissal was unfair. The decision notes the case number U2025/14564.
Communications, Electrical, Electronic, Energy, Information, Postal, Plumbing and Allied Services Union of Australia (128V) v PEER Education Employment & Training Ltd trading as PEER
The Communications, Electrical, Electronic, Energy, Information, Postal, Plumbing and Allied Services Union (CEPU) sought a bargaining order against PEER Education Employment & Training Ltd (PEER). The union alleged PEER breached good faith bargaining requirements during negotiations for a single-enterprise agreement. The Fair Work Commission heard arguments regarding PEER's request for employees to approve the agreement.
Application by Graymont (Australia) Pty Ltfd
Graymont (Australia) Pty Ltd, a company in the cement and concrete products industry, sought approval of a new enterprise agreement, the Graymont (Australia) Pty Ltd Tamaree Enterprise Agreement 2026. The agreement covers employees in the quarrying industry. The Fair Work Commission was considering the application for approval. The agreement has an expiry date of April 21, 2030.
Ms Fernanda Rodrigues Da Silva v Fighting Chance Australia Limited
Ms Fernanda Rodrigues Da Silva brought an application for an unfair dismissal remedy against Fighting Chance Australia Limited. The Fair Work Commission is considering the application. The Deputy President is presiding over the case. The document is a decision dated January 13, 2026.
Application by Mrs Laiken Mcaliece
Mrs Laiken Mcaliece applied to the Fair Work Commission. The application concerned an order to stop bullying at work. The Commission considered whether the application had reasonable prospects of success. Commissioner McKinnon heard the application.
Application by Pavan Kumar Eswaravaka
Pavan Kumar Eswaravaka applied for an unfair deactivation remedy. The Fair Work Commission considered whether he was protected from unfair deactivation. The application was heard by Deputy President Masson.
Application by Australian Municipal, Administrative, Clerical and Services Union (052V)
The Australian Municipal, Administrative, Clerical and Services Union (052V) applied to the Fair Work Commission. The application concerned a proposed protected action ballot for employees of Veolia Water Technologies 2 Pty Ltd. Deputy President Hampton heard the application.
Application by Bostik Australia Pty Ltd
Bostik Australia Pty Ltd applied for approval of an enterprise agreement covering employees at its Thomastown, Victoria, site. The agreement covers the period from 2026 to 2029. The Fair Work Commission was considering the application. The industry is described as manufacturing and associated industries.
Application by The Australian Institute of Marine and Power Engineers (009V) & The Australian Maritime Officers' Union (001N)
The Australian Institute of Marine and Power Engineers and the Australian Maritime Officers’ Union applied to the Fair Work Commission. The application concerned a case, B2026/237, and sought to extend a 30-day period. The decision was made on 31 December 2025.
Application by Cater Care Australia Operations Pty Ltd
Cater Care Australia Operations Pty Ltd applied to the Fair Work Commission. The application concerned a variation of redundancy pay. Commissioner Simpson heard the application. The case relates to the hospitality industry.
Application by Metcash Trading Limited
Metcash Trading Limited applied for approval of its CSD Operations (WA) Enterprise Agreement 2025. The agreement covers employees in the storage services industry. Commissioner Schneider considered the application and related documents, including PR799987.
Application by Association Of Professional Engineers, Scientists And Managers Australia Trading AS Professionals Australia
The Fair Work Commission received an application from the Association of Professional Engineers, Scientists and Managers Australia (also known as Professionals Australia) regarding Airbus Australia Pacific Limited. The case number is B2026/96. The decision was made by Deputy President Lake.
Application by Cold Logic Pty Ltd
Cold Logic Pty Ltd applied for approval of a new enterprise agreement, the Cold Logic Pty Ltd NewCold C41966 Crossdock Facility Enterprise Agreement. The agreement covers employees in the manufacturing and associated industries. The agreement was approved by the Fair Work Commission. It will expire on 31 July 2028.
Mr Matthew Werts v Australian Communications & Media Authority
Matthew Werts brought an application for an unfair dismissal remedy against the Australian Communications & Media Authority. The Deputy President Beaumont heard the case. The document confirms the case number is U2026/1448 and the decision date is 31 December 2025.
Ms Lauren Jane Lawford v Yes Unlimited
Lauren Jane Lawford commenced employment with Yes Unlimited. The Fair Work Commission considered an application for an unfair dismissal remedy. Deputy President Beaumont and a Deputy President heard the case. The document is a decision from the Fair Work Commission.
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. The application concerned a case, B2026/267. The union sought to extend a 30-day period related to this case. Deputy President Hampton C and another commissioner considered the application.
Application by Haigh's Chocolates Trading AS Haigh Retail Pty Ltd Atf Haigh Retail Trust
Haigh's Chocolates Trading AS Haigh Retail Pty Ltd Atf Haigh Retail Trust applied to the Fair Work Commission (FWC) for approval of a new enterprise agreement, the 'Haigh's Chocolates Retail Enterprise Agreement 2026'. The agreement covers employees in the retail industry. The FWC was considering whether to approve this agreement.
Application by Wallenius Wilhelmsen Solutions Pty Ltd
Wallenius Wilhelmsen Solutions Pty Ltd applied to the Fair Work Commission for approval of an enterprise agreement. The agreement is between the company and the Australian Manufacturing Workers' Union (AMWU) Victorian branch. The agreement covers employees and would expire on 1 August 2028. The industry is not specifically classified.
Application by Mater Misericordiae Limited Trading AS Mater
Mater Misericordiae Limited, trading as Mater, applied to the Fair Work Commission for approval of the Mater Health Professionals Enterprise Agreement 2026. The agreement covers employees in the health and welfare services industry. The agreement’s expiry date is August 31, 2027. Commissioner Durham heard the application.
Mr Gavin O'Callaghan v Jake's Gates Pty Ltd
Mr Gavin O'Callaghan commenced employment with Jake's Gates Pty Ltd. The Fair Work Commission heard an application for an unfair dismissal remedy. Deputy President Beaumont heard the case. The decision relates to case number U2025/18456.
Mr Travis Arthur v Hoses24 Pty Ltd
Travis Arthur commenced employment with Hoses24 Pty Ltd. The Fair Work Commission heard an application for an unfair dismissal remedy. Deputy President Beaumont heard the case. The document provides metadata about the decision, including publication date and file details, but lacks specific details about the events leading to the dismissal.
Ms Tania Bailey v Commonwealth of Australia as represented by the Department of Finance
Ms Tania Bailey commenced employment with the Department of Finance in 2021. She was employed as a data scientist. In 2026, the Department commenced a process to restructure the team. Ms Bailey was informed her position was to be eliminated and she was offered a redeployment opportunity. She declined the redeployment and subsequently lodged an unfair dismissal claim.
Ryan Cale v The Montague Vion Family Trust
Ryan Cale commenced employment with The Montague Vion Family Trust. The matter concerned an application for an unfair dismissal remedy. Deputy President Beaumont heard the case. The decision was published on 12 May 2026.
Application by BHP Coal Pty Ltd
BHP Coal Pty Ltd applied to the Fair Work Commission regarding an instrument covering transferring employees. The application relates to orders concerning this matter, identified as AG2026/618. The case concerns the BMA Caval Ridge Mine Enterprise Agreement 2023. The decision was made on 31 December 2025.
Mr Samuel Andriessen v National Workplace Safety Services Pty Ltd
Samuel Andriessen commenced employment with National Workplace Safety Services Pty Ltd. He was classified as a regular casual employee. Mr Andriessen brought an unfair dismissal claim. The company objected to the jurisdiction of the Fair Work Commission, arguing that Mr Andriessen was not entitled to bring a claim because he was a casual employee who did not meet the minimum employment period requirement. The company argued he was not a ‘regular’ casual employee.
Application by the Applicant
The Applicant applied to the Fair Work Commission seeking an order to stop bullying related to a workers’ compensation claim. She claimed she was not fit to work with certain individuals and there was a risk of further bullying. The application was heard by the Commissioner.
Mr Lance Outridge v Chandler Macleod Services Pty Limited
Lance Outridge, the applicant, worked for Chandler Macleod Services Pty Limited. The Fair Work Commission heard an application for an unfair dismissal remedy. The decision was published on January 15, 2026.
Ms Alexandra Roux v Inspire Health Services Pty Ltd
Alexandra Roux commenced employment with Inspire Health Services Pty Ltd. The Fair Work Commission considered an application for an unfair dismissal remedy. Deputy President Easton found the application had no reasonable prospects of success and was dismissed.
Application by Iplex Pipelines Australia Pty Ltd
Iplex Pipelines Australia Pty Ltd applied to the Fair Work Commission for approval of its Enterprise Agreement 2025 – Albury. The agreement covers employees in the manufacturing and associated industries. The agreement's expiry date is 2028-10-31. A Commissioner considered the application.
Ms Tracy Hannah v MacKillop Family Services Limited
Tracy Hannah commenced working for MacKillop Family Services Limited. The Fair Work Commission heard an application for an unfair dismissal remedy. The decision was made on 16 January 2026.
John Scully v AGL Energy Limited
John Scully commenced proceedings in the Fair Work Commission regarding his unfair dismissal from AGL Energy Limited. The specifics of the dismissal and the reasons behind it are not detailed in the provided text. The case was heard and a decision was made.
Application by Vossloh Sleeper Technologies Australia Pty Ltd
Vossloh Sleeper Technologies Australia Pty Ltd applied for a variation to the Austrak NSW Enterprise Agreement 2023–2027. The application, case AG2026/752, concerned a greenfields agreement. The Fair Work Commission was asked to consider the variation.
Application by Western Resource Recovery Pty Ltd
Western Resource Recovery Pty Ltd applied for approval of its Enterprise Agreement 2025. The Fair Work Commission considered the application. The agreement covers employees in the waste management industry. The agreement's expiry date is 2030-05-05.
Mr Anthony Clark v Valor And Pride Hospitality Group Pty Ltd
Mr Anthony Clark commenced employment with Valor And Pride Hospitality Group Pty Ltd. The Fair Work Commission was asked to deal with contraventions involving his dismissal. The Deputy President and a Cross DP heard the case. The document is a decision from 2026, but the case was initiated in 2025.
Application by Christopher Hill
Christopher Hill made an application to the Fair Work Commission. The application concerned contraventions involving dismissal. The application fee was not paid or waived, and it was not made in accordance with the Fair Work Act. Deputy President Easton and a Deputy President considered the application.
Application by Mr Arthur Loiseau
Mr Arthur Loiseau applied to the Fair Work Commission. The application related to contraventions involving dismissal. The Deputy President, Easton DP, considered the application. The Commission notes the application fee was not paid or waived and was not made in accordance with the Act.
Ms Moska Mirkhil v Story House Management Pty Ltd
Ms Moska Mirkhil brought an application to the Fair Work Commission concerning contraventions involving dismissal. The details of the application and the specific events leading to it are not detailed in the provided text.
Mr Mohammad Kawser Hasan v RNS Cleaning Services Pty Ltd
Mr Mohammad Kawser Hasan commenced employment with RNS Cleaning Services Pty Ltd. The matter concerns an application for an unfair dismissal remedy. The Fair Work Commission case number is U2025/15262.
Ms Celeste Ryan-Dengate v The Trustee For The Lifestyle Grand Unit Trust
Ms Celeste Ryan-Dengate brought an application to the Fair Work Commission concerning an unfair dismissal. The Trustee For The Lifestyle Grand Unit Trust was the respondent. The case number was U2025/1233. The decision was made on 31 December 2025.
Spencer Petrie v Stamford Inn
Spencer Petrie commenced an unfair dismissal claim against Stamford Inn. The Fair Work Commission has dismissed the application pursuant to s.587.
Ms Karynne Thomas v Greenmeadows Medical Practice Pty Ltd
Ms Karynne Thomas commenced employment with Greenmeadows Medical Practice Pty Ltd. She resigned from her position. Ms Thomas subsequently brought a claim to the Fair Work Commission alleging adverse action, specifically that her resignation was forced due to protected activity. The medical practice is a healthcare provider.
Mr Hein Nguyen v Tt Logistics (Australasia) Pty Ltd
Mr Hein Nguyen commenced work with Tt Logistics (Australasia) Pty Ltd. He subsequently filed an application for unfair dismissal with the Fair Work Commission. The application was lodged outside of the standard time limit. The Commission needed to determine if there were exceptional circumstances that justified accepting the late application.
Shane Lindsay West v
Shane Lindsay West applied for an unfair dismissal remedy. The Fair Work Commission initiated a dismissal under section 587 because the application was not prosecuted. This means Mr. West failed to actively pursue his case. Deputy President Easton heard the matter.
Todd Sketchley v Sound Knowledge Pty Ltd
Todd Sketchley commenced employment with Sound Knowledge Pty Ltd. The Fair Work Commission considered an application for an unfair dismissal remedy. The Commission found the application had no reasonable prospects of success and was dismissed.
Ms Rebecca Collins v Foundation For National Parks & Wildlife
Rebecca Collins commenced proceedings in the Fair Work Commission seeking an unfair dismissal remedy. The Foundation for National Parks & Wildlife applied to have the matter dismissed under section 587 of the Fair Work Act. This section allows the Commission to dismiss a case if the applicant fails to comply with requirements, such as filing documents. The Commission found Ms Collins had not filed required documents, leading to the application being dismissed.
[2025] FWC 2675
Yvonne Daly, a senior psychologist, was dismissed from Very Helpful Chats Pty Ltd (VHC), a telehealth psychology practice, on May 30, 2025. She filed an unfair dismissal claim. The dismissal reason was alleged serious misconduct, including making false statements about a supervisee’s performance, questioning a staff member’s LGBTQIA+ identity, and sending inappropriate messages to administrative staff. VHC operates entirely online, with employees working remotely and interactions often recorded via transcription software like 'Tactiq'. The dispute involved differing accounts of conversations and interpretations of transcripts, with Ms Daly claiming some interactions weren't recorded or misrepresented.
[2023] FWCFB 93
This case concerns applications to vary three modern awards: the Aged Care Award 2010, the Nurses Award 2020, and the Social, Community, Home Care and Disability Services Industry Award 2010. The Health Services Union (HSU) and Australian Nursing and Midwifery Federation (ANMF) applied for the variations. The aim was to increase minimum wages for aged care sector workers. A previous Full Bench decision (Stage 1) found that existing minimum wage rates did not properly compensate direct care workers for the value of their work. This Stage 2 decision addresses the timing and phasing of an interim increase, and considers the impact of the Fair Work Legislation Amendment (Secure Jobs, Better Pay) Act 2022.
[2025] FWCFB 202
David Gourlay, a stevedore at Sydney International Container Terminals (Hutchison Ports Sydney), sent an email resigning from his position on September 26, 2024, at 4:31 am while experiencing stress and paranoid thoughts. He later attempted to retract the resignation. Hutchison Ports accepted the resignation and processed his final payment. Mr Gourlay initiated an unfair dismissal claim, which Commissioner Sloan dismissed, finding he was not dismissed. Gourlay appealed this decision.
[2025] FWC 1331
Registered nurse, Ms Razelle Coombes, was stood down by St Vincent’s Private Hospitals Ltd after she refused redeployment as part of protected industrial action during bargaining for a new enterprise agreement. Ms Coombes, a member of the Australian Nursing and Midwifery Federation (ANMF), had previously been redeployed approximately twice a week. On November 21, 2024, she received texts offering redeployment and refused, stating she wished to work her usual shift. The hospital stated there was no suitable work available and stood her down without pay. The ANMF challenged this stand down, arguing it was unlawful.
[2025] FWC 3667
Karren Burns was employed part-time as a receptionist by M & R Clayton Pty Ltd since 2019. Following a misunderstanding regarding a reduction in her hours, Ms Burns stated she may quit. Mr Clayton interpreted this as a resignation and accepted it. Ms Burns attempted to clarify her position in subsequent emails, stating she did not intend to resign and seeking clarification on her employment status. Mr Clayton responded stating he accepted her resignation and asked her to return keys and leave the workplace. The matter proceeded to a Fair Work Commission hearing.
[2025] FWC 3838
Adnan Ali was dismissed from Lindsay Australia Pty Limited on 14 October 2025. He applied to the Fair Work Commission for an unfair dismissal remedy on 6 November 2025, which was outside the 21-day filing period. Mr Ali claims he was told by a Transport Workers’ Union (TWU) representative, Mr Odeh, that the TWU would file the application on his behalf. Mr Odeh, a relatively new TWU employee, admitted to losing track of the application and subsequently filed it.
[2025] FWC 3683
Robert John Wilson (the Applicant) worked as a Parking Patrol Officer for Care Park Pty Ltd (the Respondent) from January 2024, earning $902.88 weekly and covered by the Car Parking Award 2020. He was injured at work in November 2024 and subsequently received workers compensation. Following a dispute over workers compensation liability and a TASCAT order, the Applicant received an email on June 5, 2025, stating his employment was terminated due to his extended absence and inability to perform duties. He claims he didn't receive communication from Care Park between March and June 2025. The Applicant is seeking an unfair dismissal remedy.
[2025] FWC 981
Ms. Erinn McGowan claims she was unfairly dismissed from Jelmac Australia Pty Ltd on November 27, 2024. She filed an application with the Fair Work Commission in December 2024. The Applicant missed several scheduled hearings and failed to submit required documents, including a reply to the Respondent's submissions, despite repeated directions and warnings from the Commission. She initially claimed a car accident prevented her from attending a hearing, providing photos of a damaged vehicle. However, the Respondent raised concerns about the authenticity of these photos, citing data indicating they were taken over a month prior. The Applicant then claimed she was a passenger and the photos were sent to her after the accident, but failed to provide further evidence. She also made allegations of fraud against the Respondent. Ultimately, she refused to provide further details and submitted a statutory declaration.
[2025] FWC 2996
Robert John Wilson, a Parking Patrol Officer, was employed by Care Park Pty Ltd from January 15, 2024. He was injured at work in November 2024 and subsequently had a dispute regarding workers' compensation. Care Park’s lawyers advised Wilson on February 26, 2025, that they disputed his workers' compensation and were proceeding to a hearing. On March 6, 2025, Wilson inquired about his employment status. Care Park responded, seemingly inviting him to resign. Wilson found an email dated June 5, 2025, in his junk folder, stating his employment was terminated, and filed an unfair dismissal application on June 26, 2025.
[2025] FWCFB 274
Registered nurse Razelle Coombes, a member of the Australian Nursing and Midwifery Federation (ANMF), was asked to work on a different ward at St Vincent’s Private Hospitals on November 19 and 21, 2024. She declined both times due to participating in protected industrial action, which included a ban on redeployment. On November 21, she received a letter stating she was stood down without pay. The ANMF filed a dispute with the Fair Work Commission, arguing the stand down was unlawful. Commissioner Yilmaz initially ruled in favour of St Vincent’s, finding the stand down fell within the scope of section 524 of the Fair Work Act.
[2025] FWCFB 182
Mr Gopal Bandameeda worked for Amazon Commercial Services Pty Ltd as a delivery person from March 2023 until he was deactivated in April or May 2025. He delivered approximately 22,000 packages. Following a customer complaint about entering a residence, Amazon deactivated Mr Bandameeda. He received an email on 7 April 2025 informing him of the potential deactivation and a 48-hour window to respond. A final deactivation notice was received on 8 April 2025, with a 31-day notice period. Mr Bandameeda filed an unfair deactivation application with the Fair Work Commission on 4 May 2025, which was beyond the 21-day timeframe. He experienced health issues and cared for his wife and newborn during this period.
[2025] FWCFB 297
The Fair Work Commission (FWC) is reviewing classifications in five modern awards to address potential gender-based undervaluation. This decision finalises the review for dental assistants, pathology collectors, and health professionals covered by the Health Professionals and Support Services Award 2020 (HPSS Award). Following an initial decision in April 2025, the FWC expressed provisional views on how to rectify undervaluation. Interested parties, including unions (Australian Council of Trade Unions, Health Services Union, United Workers’ Union), the Dental Assistants Professional Association (DAPA), the Dental Service Business Council (DSBC), and the Australian Dental Association (ADA), provided evidence and submissions. The review considered classifications, minimum wage rates, and operative dates.
[2025] FWC 2819
Mr Stewart Khouri, a helicopter pilot, was employed by Coulson Aviation (Australia) Pty Ltd. On March 10, 2025, an incident occurred during firefighting operations in Tasmania, resulting in damage to an aircraft. Following an investigation, Mr Khouri's employment was terminated on May 14, 2025, citing damage to the aircraft and reputational risk. Mr Khouri challenged the dismissal, arguing it was harsh, unjust, and unreasonable, and inconsistent with the company's 'just culture' obligations.
[2025] FWC 3842
Mr Gopal Bandameeda, a delivery person for Amazon Commercial Services Pty Ltd (Amazon), was deactivated from the Amazon Flex program on 9 April 2025. This followed a complaint from a customer regarding Mr Bandameeda entering their residence to deliver a package. Mr Bandameeda explained he entered because he believed he was instructed to do so. Amazon suspended his access on 7 April and formally deactivated him, citing a breach of the Amazon Flex Terms of Service. Mr Bandameeda sought an unfair deactivation remedy under the Fair Work Act 2009.
[2025] FWC 1959
Ms Erinn McGowan was dismissed from Jelmac Australia Pty Ltd Trading As Jelmac Directional Drilling. She applied for an unfair dismissal remedy, but failed to comply with directions from the Fair Work Commission and missed hearings. Jelmac Australia Pty Ltd then applied for a costs order against Ms McGowan, claiming her unreasonable actions caused them to incur costs. Jelmac sought $43,972.26 in costs, based on indemnity costs. Ms McGowan claimed she had cause for her actions and that wages and entitlements were still owing.
[2025] FWC 888
David Gourlay, a stevedore for Sydney International Container Terminals (Hutchison Ports), sent an email on September 26, 2024, resigning from his position. He claims he sent the email unknowingly while experiencing paranoid delusions due to stress related to a reduction in work hours. Hutchison Ports accepted his resignation that morning. Gourlay attempted to retract the resignation, but Hutchison Ports did not allow it. He subsequently filed an unfair dismissal application. Gourlay had previously been placed on six absence management plans by Hutchison Ports.
[2025] FWC 3886
Melita Gillies applied for certificates from the Fair Work Commission to hold office in an organisation, be employed by an organisation, and be a bargaining representative. She was previously removed from her position as a delegate in the Construction and General Division of the CFMEU due to a scheme of administration implemented in August 2024. This removal classifies her as a 'removed person' under Fair Work legislation. Ms Gillies has a long history in the union movement, including roles as a delegate, organiser, and manager. She was made redundant from her role in May 2025 and is currently seeking new employment.
Fair Work Ombudsman
The Construction, Forestry and Maritime Employees Union (CFMEU) and four of its officials—James Simpson, Paul Tzimas, James Harris, and Jaxson Mahy—have been penalised for unlawful conduct at construction sites in Melbourne. The incidents occurred at sites in Alphington and Croydon, where Ironside Construction Pty Ltd was the head contractor. The officials exercised their right-of-entry rights. Mr. Simpson turned off a generator without authorisation. Other breaches included failing to leave the construction zone, stopping work on an excavator, and accessing a computer screen without permission. The legal action was initially brought by the Australian Building and Construction Commissioner (ABCC) before transferring to the Fair Work Ombudsman.
Fair Work Ombudsman
Clark Projects Pty Ltd, a Western Sydney construction company, has been penalised $25,000 by the Federal Circuit and Family Court. This followed their failure to comply with a Fair Work Ombudsman Compliance Notice. The notice related to underpayment of a casual labourer engaged for approximately seven weeks in August-September 2022. The company initially failed to backpay the worker until legal action was commenced. The Fair Work Ombudsman investigated after a worker requested assistance.
Fair Work Ombudsman
Phillip Horne, the former sole director of Horne Distributors Pty Ltd, has been penalized by the Federal Circuit and Family Court. Horne Distributors, based in Hobart, was wound up due to insolvency. The company employed four visa holders from India as truck drivers and for other duties between April 2019 and July 2022. The Fair Work Ombudsman investigated after receiving requests for assistance from the workers. A Compliance Notice was issued in October 2022 regarding underpayment of casual minimum wages and annual leave entitlements.
Fair Work Ombudsman
The Fair Work Ombudsman has commenced legal action against Ansa Finance Pty Ltd, based in Toorak, and its manager, Joshua Fuoco. Also named in the action is AFSL Group Pty Ltd, another company managed by Mr Fuoco. The legal action follows previous instances of similar breaches. It is alleged that Ansa Finance and AFSL Group underpaid a combined total of over $30,000 to visa holders and a 20-year-old worker. Two workers were allegedly terminated after requesting payment of their entitlements. Three workers sought assistance from the Fair Work Ombudsman, employed in insurance, broking, and customer relationship management roles between 2021 and 2022.
Fair Work Ombudsman
Fajloun Motor Group Pty Ltd, which previously operated an Ultra Tune franchise in Yagoona, New South Wales, has been penalised by the Federal Circuit and Family Court. The company employed a worker in an automotive administration role on a casual basis from April 2022 to January 2023. The Fair Work Ombudsman investigated after the worker requested assistance. The company breached laws regarding pay slips and employment records and failed to comply with a Compliance Notice.
Fair Work Ombudsman
The Fair Work Ombudsman has commenced legal action against Bulmer Farms Pty Ltd, a vegetable farm in Lindenow, Victoria. The farm allegedly underpaid 28 migrant workers from Kiribati, Timor Leste, and the Solomon Islands a total of $645,567 between December 2019 and December 2023. The alleged underpayments stemmed from paying workers set weekly amounts based on annualised salaries, which did not cover their entitlements under the Horticulture Award. Workers held roles including farm workers, forklift and tractor operators, and were engaged under the Pacific Australia Labour Mobility (PALM) scheme. Bulmer Farms conducted an internal review and made payments of $42,189 to the workers.
Fair Work Ombudsman
The University of Tasmania signed an Enforceable Undertaking with the Fair Work Ombudsman after identifying more than $21.4 million in underpayments to over 10,000 staff across an 11-year period. Most of the affected staff were casual professional and academic staff. The most common breach was failing to pay casuals for a minimum engagement period of at least three hours per shift, as required under UTAS enterprise agreements. Underpaid employees worked across UTAS campuses in Hobart, Launceston, Burnie, Sydney and smaller satellites.
Fair Work Ombudsman
Ben John Gilling, the sole trader of Benaya Building Group in Melbourne, has been penalised for failing to comply with a Compliance Notice. The Fair Work Ombudsman investigated after a request from a young apprentice carpenter who was employed between January 2021 and February 2022. The apprentice, aged 16 to 17, was engaged in a school-based apprenticeship. A Fair Work Inspector issued the Compliance Notice in July 2023, believing Mr Gilling had underpaid minimum wages, overtime, and annual leave entitlements. The worker is owed entitlements under the Building and Construction General On-Site Award 2010 and the Fair Work Act’s National Employment Standards.
Fair Work Ombudsman
The Fair Work Ombudsman secured penalties and back-pay orders against Vanna Taing, Brandon Bui, and Gary Lai, former operators and a human resources employee of a Gami Chicken & Beer franchise outlet ('Gami-Southland') in Cheltenham, Melbourne. The case involved breaches affecting 16 kitchen and wait staff, including two young workers (aged 17) and visa holders from Vietnam and Korea. The operators provided false pay slips to a Fair Work Inspector and failed to comply with a Compliance Notice requiring back-payment of wages. The Fair Work Ombudsman began investigating in 2019 and again in 2021 after receiving worker requests for assistance.
Fair Work Ombudsman
Marsdon Pether, a sole trader operating FTP Construction, and his father Nat Rattana, have been penalised by the Federal Circuit and Family Court. This followed a Fair Work Ombudsman investigation into underpayment and pay slip breaches. Two apprentice carpenters were underpaid minimum wages, overtime, and training costs between May 2018 and December 2019. One worker was initially employed as a full-time labourer for two weeks. A Compliance Notice was issued in May 2022, which Mr. Pether failed to follow.
Fair Work Ombudsman
The Fair Work Ombudsman took legal action against The Carers Portland Inc, formerly operating ‘HCM Café Fresh Q Lunch’ in Dandenong South, and its secretary, Thi Hai Duong Luong (Amy Luong). They were found to have failed to comply with a Compliance Notice issued in December 2021. The Compliance Notice related to underpayment of a kitchen hand employed between January and May 2021. The worker was allegedly underpaid minimum wages, annual leave on termination, and pay-in-lieu-of-notice under the Fast Food Industry Award 2010 and the Fair Work Act’s National Employment Standards. The cafe is now closed.
Fair Work Ombudsman
Monash University signed an Enforceable Undertaking with the Fair Work Ombudsman after identifying more than $20.7 million in underpayments, including interest and superannuation, to 10,877 staff over an 11-year period. Underpayments affected staff across all 10 Monash faculties. Most affected employees were casual academic sessional staff, with a smaller group of casual research assistants. Monash failed to pay correct rates for original and repeat tutorials, did not meet minimum engagement obligations, and underpaid rates for original lectures and tutorials under multiple enterprise agreements.
Fair Work Ombudsman
The Fair Work Ombudsman has commenced legal action against Salem Hamze, the former director and part-owner of Lortoc No. 60 Pty Ltd. The company previously operated 'Hakuna Ma’Coffee' and 'Ric & Co' cafes and kiosks in Redcliffe, Queensland. Three workers employed between September 2022 and March 2023 requested assistance from the Fair Work Ombudsman. A Compliance Notice was issued in December 2023 after an inspector believed the company underpaid minimum wages, penalty rates, and annual leave entitlements under the Fast Food Industry Award 2020, Restaurant Industry Award 2020, and National Employment Standards. The company owed approximately $19,019 in unpaid entitlements. Hakuna Ma’Coffee and Ric & Co are now closed and Lortoc No. 60 Pty Ltd has been deregistered.
Fair Work Ombudsman
Daniel Paul O’Loughlin, the former operator of Torco Constructions in Melbourne, has been penalised $6,000 by the Federal Circuit and Family Court. This followed his failure to comply with a Compliance Notice issued by the Fair Work Ombudsman. The notice required him to calculate and back-pay entitlements to a young construction worker aged 21, employed from June to October 2023. The worker was believed to be underpaid minimum wages for ordinary hours and overtime, and was not paid accrued annual leave.
[2025] FWC 3405
Mr Baydon Smith, the Applicant, sought permission to be represented by a paid agent in his unfair dismissal claim against Thunder Tax Pty Ltd, the Respondent. Mr Smith argued representation would improve efficiency, as the case involves complex legal issues and remote working context, and that he was unable to effectively represent himself due to the breakdown in the relationship with the Respondent. The Respondent opposed the application, arguing it wasn't sufficiently complex to warrant representation, and that allowing it would create an imbalance given their status as a small business and undermine the Small Business Fair Dismissal Code.
[2025] FWCFB 271
The Fair Work Commission (FWC) reviewed classifications in the Aboriginal and Torres Strait Islander Health Workers and Practitioners and Aboriginal Community Controlled Health Services Award 2020 (ATSIHW Award) to address potential gender-based undervaluation. This followed an initial decision in April 2025 identifying dental assistants and dental/oral health therapists as undervalued. Following consultations, the Australian Council of Trade Unions, Health Services Union, United Workers’ Union, Australian Services Union, National Aboriginal Community Controlled Health Organisation (NACCHO), and Victorian Aboriginal Community Controlled Health Organisation (VACCHO) reached a consent position. The Commonwealth indicated support for a phased implementation.
[2025] FWC 3302
Julie-Ann Ellis was employed as a Bottle Shop Attendant at Beach Hotel Stradbroke Island No.2 Pty Ltd, initially casually from April 2022, and then as a permanent full-time employee from July 2024. She injured her back at work in February 2025 and provided work capacity certificates. The company informed staff of renovations commencing April 2025, leading to temporary closure and potential job losses. Employees were offered redeployment to other Moreton Hospitality venues or priority for re-employment after reopening. Ms Ellis filed an unfair dismissal application alleging her dismissal was harsh, unjust or unreasonable. The respondent argued the dismissal was a genuine redundancy.
[2025] FWC 2685
Qube Logistics (Rail) Pty Ltd sought to vary two enterprise agreements, the QUBE Logistics (Rail) Train Crew and RTBU NSW Enterprise Agreement 2015 and the QUBE Logistics (Rail) Train Crew NSW Enterprise Agreement 2019. They argued the agreements were ambiguous and didn't reflect the common intention of Qube, the RTBU, and employees. A Deputy President initially dismissed the application, citing lack of standing for the 2015 agreement and failing to establish the common intention. Qube appealed, but the Full Bench dismissed the appeal. Qube then sought constitutional writs in the Federal Court, which quashed the Full Bench's decision and ordered the Commission to rehear Qube’s application. The dispute centered on findings regarding a meeting in January 2014 and the credibility of witnesses, including Mr Rich, Mr Johnson, Mr Coulton and Mr Pryor.
[2025] FWCFB 264
The Association of Professional Engineers, Scientists and Managers, Australia (APESMA) sought an intractable bargaining declaration from the Fair Work Commission (FWC) regarding an enterprise agreement for Deputies employed at Ulan West Operations Pty Ltd’s underground coal mine. Bargaining began in December 2021, but negotiations stalled, leading to protected industrial action in late 2023 and 2024. A Deputy President initially dismissed APESMA’s application, finding it wasn’t reasonable to make the declaration. APESMA appealed this decision.
[2025] FWCA 2640
Hawthorne Civil Pty Ltd sought approval for a Greenfields agreement, the GOLD COAST LIGHT RAIL STAGE 3 PROJECT AGREEMENT, with the Construction, Forestry and Maritime Employees Union (CFMEU). The Australian Workers Union (AWU) challenged the CFMEU’s right to represent a majority of employees and raised concerns about the public interest. Mr Zdravko Cvetanoski, the employer’s General Manager, and Mr Paul Dunbar of the CFMEU provided statutory declarations confirming the CFMEU’s representation rights. An email from Mr Cvetanoski to Mr Dunbar detailed work requirements for the project. The AWU challenged the CFMEU’s representation of ‘Formwork Labourer’.
[2025] FWC 3290
Alexander Pushik was employed by Woolworths Group Limited from 2008 until his dismissal on May 8, 2025, when he was working as a Fruit and Veg Manager. He was dismissed due to alleged serious misconduct, specifically sending sexually suggestive messages to a colleague, Ms Ghimire, between March 30 and April 7, 2025. Pushik argues the messages were friendly and similar to those he sends to others. Following his dismissal, Woolworths discovered further conduct supporting the allegations. Pushik claims the dismissal was unfair, citing procedural fairness issues, including not knowing the purpose of a meeting with a Store Manager and initially being denied a support person.
[2025] FWC 3285
James Crafti commenced employment with Cohealth Limited in March 2019 and was dismissed in June 2025. Following a complaint from a client regarding his conduct, Cohealth initiated an internal investigation. Mr Crafti, a member of the Australian Services Union (ASU), raised concerns about the investigation process and the adequacy of evidence. He has lodged a dispute notification and an unfair dismissal application with the Fair Work Commission. Mr Crafti is seeking an order for Cohealth to produce a report prepared by Daniel Fawcett and associated materials relating to the investigation. Cohealth asserts legal professional privilege.
[2025] FWC 1806
The Association of Professional Engineers, Scientists and Managers, Australia (APESMA) sought a declaration that bargaining with Ulan West Operations Pty Ltd for an enterprise agreement covering Deputies at the Ulan West coal mine was intractable. The Deputies, earning between $272,000 and $352,000 annually, have never been covered by an enterprise agreement. Negotiations began in 2021, but have stalled. APESMA claims Deputies seek to secure existing entitlements like personal leave and redundancy benefits. Ulan West argues a declaration is not warranted, citing s.235(2)(c) of the Fair Work Act 2009 and the Deputies' high incomes and individual contracts.
[2025] FWCFB 263
Hawthorne Civil Pty Ltd and the Construction, Forestry and Maritime Employees Union (CFMEU) created a greenfields agreement for the Gold Coast Light Rail Stage 3 Project. The Australian Workers’ Union (AWU) appealed a decision approving this agreement, arguing the CFMEU couldn’t represent a majority of employees. The agreement covers employees on the project, classifying them as Construction Worker/Labourer or Plumbing and Mechanical Services. Hawthorne signed the agreement on 9 June 2025, and the CFMEU on 10 June 2025. The CEPU did not sign the agreement. The Commissioner initially approved the agreement, but this decision is now being appealed.
[2025] FWC 3468
The Net Zero Economy Authority (NZEA) applied for a community of interest determination regarding the closure of the Torrens B power station in South Australia, operated by AGL Energy Ltd and AGL Torrens Island Pty Ltd. The application aimed to support transition employees. No dependent employers were nominated. A hearing was held on 20 November 2025, with submissions from the NZEA, AGL, the Energy Industry Worker Redeployment Advisory Group, and several unions. AGL did not oppose the application, and the unions supported it. There are 106 transition employees and approximately 78 participating employees.
[2025] FWC 3202
Ms Fang Zheng, a casual early childhood educator, worked for Guardian Community Early Learning Centres Pty Ltd from November 2022. In May 2025, she informed her centre manager she would be overseas from July 3 to August 29, 2025, and used the Human Force app to request leave. Due to a typhoon, she lost internet access until August 5, 2025. Guardian sent emails requesting she complete a Suitability Declaration, which Ms Zheng claims not to have received. After regaining access, she emailed Guardian explaining the situation and expressing her desire to return to work. Guardian responded stating her employment had ended due to the declaration not being completed.
[2024] FWCFB 331
Qube Logistics (Rail) Pty Ltd (Qube) sought to vary two enterprise agreements, the QUBE Logistics (Rail) Train Crew and RTBU NSW Enterprise Agreement 2015 (2015 Agreement) and its replacement, the 2019 Agreement. The RTBU commenced legal proceedings in the Federal Court alleging Qube had not paid penalty rates and allowances under the Rail Industry Award 2010, which was incorporated into the agreements. Qube sought variations to remove the source of these entitlements. The agreements cover Qube and its employees in New South Wales and incorporate the Rail Industry Award 2010, with clauses defining ‘Hourly Rate’ and ‘Ordinary Hours.’
[2025] FWC 3340
Yang Song was dismissed from his role as a storeman at Burswood Resort (Management) Limited on August 29, 2025. He filed an application with the Fair Work Commission on September 23, 2025, to address general protections contraventions related to his dismissal. This was four days past the 21-day deadline. The Applicant attributed the delay to emotional distress following his dismissal, a decline in his father's health, and his father's subsequent death on September 24, 2025. He also cited responsibilities caring for his grieving mother. Burswood Resort objected to the late application.
[2025] FWC 3338
Mr Sajid Saleem Warraich, an Uber driver, sought a remedy under the Fair Work Act 2009 after Uber deactivated his account. Uber received five complaints against Mr Warraich, which he denies. Uber deactivated his account following the third complaint, alleging discriminatory comments. Mr Warraich claims the complaints are false and that Uber did not adequately investigate them. He commenced working for Uber around March 2021. Uber says it conducted reviews of users and deactivated accounts for violations of community guidelines.
Fair Work Ombudsman
Queensland University of Technology (QUT) has paid over $1.9 million to 433 staff members who were underpaid. The underpayments occurred at campuses in Gardens Point and Kelvin Grove, Brisbane, across five faculties. Affected employees included administration officers, research assistants, and IT event staff, with most being full-time or part-time workers. The university identified the underpayments in 2019 and self-reported to the Fair Work Ombudsman in 2021. The underpayments related to overtime, meal allowances, casual loading, and minimum engagement payments, breaching enterprise agreements.
Fair Work Ombudsman
Phillip Island Souvenirs Pty Ltd, operating 'U-Neek Souvenirs & Motorsport' in Cowes, Victoria, underpaid three retail assistants a total of $40,000 between October 2018 and December 2020. The company's sole director and owner, Bruce Wisbey, was also involved. The workers, including a Slovenian visa holder, were paid unlawfully low hourly rates. The Fair Work Ombudsman investigated after receiving requests for assistance from the workers.
Fair Work Ombudsman
The Fair Work Ombudsman has taken legal action against GCH Vic Park Pty Ltd, which previously operated 'The Globe Pan and Grill' in East Victoria Park, Perth, and its director, Jay Patel. A Fair Work Inspector issued a Compliance Notice in August 2023 after suspecting the company underpaid 16 employees, who worked as cooks and food and beverage attendants, between December 2021 and July 2023. The alleged underpayments involved minimum wage rates, penalty rates for weekend work, and accrued annual leave entitlements. The company failed to comply with the Compliance Notice, and Mr Patel is alleged to have been involved.
Fair Work Ombudsman
Ilhan Harman, the former sole director of Harmans Food Group Pty Ltd, which operated kebab shops ('Hero Kebab and Café') in central Queensland, has been penalised by the Federal Circuit and Family Court. The penalty relates to his involvement in the company's failure to comply with a Compliance Notice issued by the Fair Work Ombudsman. The Compliance Notice concerned unpaid entitlements for a young worker employed as a fast food worker across two Rockhampton outlets between March and September 2022. The worker was aged 22 to 23 during this period. The company is now in liquidation.
Fair Work Ombudsman
Westpac Banking Corporation signed an Enforceable Undertaking with the Fair Work Ombudsman after back-paying nearly 47,000 staff more than $50 million. The underpayments stretched over 11 years and affected employees at Westpac, St.George and Bank of Melbourne. The FWO said the cause was failures in systems, governance and compliance oversight, inadequate record-keeping, reliance on manual adjustments and input errors. Breaches of multiple Westpac Group enterprise agreements included underpaid casual loading, minimum wages for ordinary hours, higher duties allowances, weekend penalties, termination payments and leave payments.
Fair Work Ombudsman
The Fair Work Ombudsman has commenced legal action against Bryan Builders Pty Ltd, a carpentry business based in Bayswater, Melbourne. The action follows requests for assistance from two young workers, aged 20 and 21, who were employed as apprentices between February 2019 and February 2023. It is alleged the company failed to pay accrued annual leave entitlements and apprenticeship tuition fees, in breach of the Building and Construction General On-Site Award 2010 and 2020. A Compliance Notice was issued in September 2023, which Bryan Builders allegedly failed to comply with.
Fair Work Ombudsman
The Fair Work Ombudsman has commenced legal action against Pandanaut Projects Pty Ltd, trading as ‘Frame Up’ and ‘Nuview Builders’, and its sole director, David Carter. The action follows a request for assistance from a construction worker employed full-time in October-November 2022. The company allegedly failed to pay wages for 46 hours of work, accrued annual leave entitlements, and one week’s pay in lieu of notice. A Compliance Notice was issued in July 2023, which the company allegedly failed to comply with.
Fair Work Ombudsman
The Fair Work Ombudsman investigated Bradley Armstrong, the operator of 'Cruise Control Australia Parking Sydney', after a worker requested assistance. The worker was employed on a casual basis as a car parking officer in 2023. The Fair Work Ombudsman issued a Compliance Notice in May 2024, believing Mr Armstrong had underpaid penalty rates for weekend and overtime work between August and October 2023. Mr Armstrong partially back-paid the worker's entitlements before court action. The worker's entitlements were owed under the Car Parking Award 2020.
Fair Work Ombudsman
The Fair Work Ombudsman took legal action against Phyrum Um, the operator of Intense Panel & Paint (trading as Slick FX Bodystyling) in Yennora, New South Wales. An investigation began after a request from the mother of a young worker with a disability who was employed as a part-time apprentice panel beater between May 2021 and May 2022. The business allegedly failed to pay minimum wages, overtime, penalty rates, and accrued annual leave entitlements. A Compliance Notice was issued in June 2024, which Mr. Um did not follow.
[2025] FWC 3115
Karlene Chandler requested flexible working arrangements from her employer, Westpac Banking Corporation, to care for her children and manage school pick-ups and drop-offs. She initially proposed working from a Westpac branch in Bowral, but this was rejected. Chandler sought an order from the Fair Work Commission to grant her request or reflect her compromise position in an order. Westpac argued there were reasonable business grounds for refusing the request, citing the need for her to attend a corporate office and referencing the Westpac Group Enterprise Agreement. Chandler has been employed by Westpac since 2002 and previously worked remotely. Westpac's Hybrid Working Model requires employees to attend a corporate office two days a week.
[2025] FWC 799
Anthony May, a Team Leader Planner Roll Workshop at Paper Australia Pty Ltd, initially started as an apprentice in 1985. He previously had an informal flexible working arrangement (FWA) allowing adjusted start and finish times on Thursdays to manage childcare responsibilities. This arrangement ended when Paper Australia implemented an audit requiring compliance with the enterprise agreement. Mr May then formally requested an FWA, which was rejected. The relevant enterprise agreement, the Opal Australian Paper Maryvale Mill Mechanical Maintenance & Engineering Store Enterprise Agreement 2024, includes clauses governing work hours and make-up time. Mr May seeks an order that Paper Australia grant his FWA request.
[2025] FWC 3196
Gerard Anthony McQuaid, an organiser for the Construction, Forestry and Maritime Employees Union (CFMEU) since 2015, applied for a renewal of his right of entry permit. In August 2024, due to a Determination, the offices he held were vacated, making him a “removed person” under the Fair Work (Registered Organisations) Act. He continued his employment and was appointed as a coordinator. The CFMEU sought a new permit and an extension of his existing one. The Fair Work Ombudsman did not wish to be heard in the matter. Mr McQuaid received training about permit holder responsibilities in 2022.
[2025] FWC 2990
Liam Morgan was dismissed from Kelly Partners Group Holdings Limited, an accounting business, on 30 July 2025, due to redundancy. He filed an unfair dismissal application on 21 August 2025, one day past the 21-day filing deadline. Mr Morgan contacted his representative, Irving Warren, on 13 August 2025 to initiate the application. Mr Warren experienced technical issues and filed the application on 21 August 2025.
[2025] FWC 1574
Vivek Singha brought an unfair dismissal claim against Metal Manufactures Pty Limited. The company raised two objections: Mr Singha’s annual earnings exceeded the High Income Threshold ($175,000), and he did not meet the minimum employment period. Mr Singha disputed his annual earnings and claimed the High Income Threshold objection was a distraction. The dismissal occurred on 17 February 2025.
[2025] FWC 2987
Ranya Aljobouri, the Applicant, sought an unfair dismissal remedy from the Fair Work Commission (FWC) after being dismissed from Cosmetique Cosmetic Clinics (Services) Pty Ltd, the Respondent. The Respondent objected, arguing Ms Aljobouri’s annual earnings exceeded the high-income threshold of $175,000. Ms Aljobouri held two roles: General Manager (salary below $175,000) and under a ‘Contractor Agreement’ (CA) providing services for invoice. The CA potentially pushed her total earnings over the threshold. The Applicant’s engagements began in November 2021, with the CA commencing in November 2023.
[2025] FWC 2879
Paul Edwards was dismissed from Inspired Building Pty Ltd on 20 May 2025. He claims unfair dismissal and sought a remedy under the Fair Work Act. Inspired Building, a construction business, informed employees it would enter liquidation, and Mr Edwards was told his position was redundant. He was on leave in Fiji when notified. The company is currently delayed in liquidation proceedings. Mr Edwards alleges other redundant employees now work for a related company directed by the respondent’s director, his wife. The respondent was represented by its director, Mr Julian Wall.
[2025] FWC 2946
Ruby Sumal was dismissed from her role at RACQ Operations Pty Ltd on 23 July 2025. She sought to file a general protections dispute with the Fair Work Commission, but the application was lodged one day late, on 14 August 2025. The respondents, RACQ Operations Pty Ltd, Rebecca Stephens, and Connie Sheahan, raised a jurisdictional objection due to the late filing. The delay was attributed to an error by Ms Sumal’s legal representative, who miscalculated the 21-day filing timeframe. Ms Sumal contacted the respondent to query the reasons for her dismissal shortly after termination.
[2025] FWC 3101
The United Nurses of Australia (UNA) applied for registration as an organisation under the Fair Work (Registered Organisations) Act 2009. The Australian Nursing and Midwifery Federation (ANMF) and the Health Services Union (HSU) applied to the Fair Work Commission (FWC) to have UNA’s application dismissed, arguing it had no reasonable prospects of success. The UNA claims to represent nurses and midwives. The Commission directed UNA to provide evidence supporting its application, which it failed to do. UNA submitted lengthy emails containing allegations against other unions and arguments about union competition. The FWC considered objections raised by several unions regarding UNA’s membership, rules, and compliance with the Act.
[2025] FWCFB 247
Somphong Thongkhamchanh, a driver for Rasier Pacific (operating the Uber Rides platform), filed an application under the Fair Work Act 2009 seeking an order that a ‘Driver Partner Services Agreement (Australia)’ contained an unfair contract term. The agreement, made on 1 September 2024, facilitates services through the Uber Driver app. Mr Thongkhamchanh claimed the agreement lacked accountability for platform failures, didn't account for app malfunctions in performance metrics, and lacked a fair process for challenging disciplinary actions. Rasier Pacific objected, arguing the Commission lacked jurisdiction.
[2025] FWCFB 231
Leesa Zaicos was employed by the Tamworth Dementia Respite Service Inc (TDRS) from March 2021 as Managing Coordinator of Operations. By April 2025, the TDRS faced financial difficulties, including unpaid superannuation and taxation. Andrew Barnden was appointed voluntary administrator. He made the decision to terminate Ms Zaicos’ employment due to the TDRS’s financial position. Ms Zaicos was on work cover leave at the time and claims she was not consulted about the restructure. The TDRS initially indicated in its response to the unfair dismissal application that the Social, Community, Home Care and Disability Services Industry Award 2010 (SCHADS Award) applied.
[2025] FWC 3176
Anwar Kareem Al Hussein, a driver for Uber (operated by Rasier Pacific Pty Ltd), was deactivated from the Uber Driver App following a complaint of sexually inappropriate behaviour. The complaint, received on May 24, 2025, was reported via the New South Wales Police law enforcement portal. Mr Al Hussein denies the allegations and sought reinstatement and back pay through a Fair Work Act application. Previous complaints against Mr Al Hussein in 2016, 2018, and 2019 involved rider concerns about flirting and inappropriate comments. Uber contends the deactivation was due to serious misconduct, while Mr Al Hussein argues it was unfair and violated the Digital Labour Platform Deactivation Code.
[2025] FWCFB 224
Anthony May, a long-term employee of Paper Australia, requested a flexible working arrangement to accommodate his parental responsibilities. He sought to alter his Thursday start and finish times. Paper Australia refused the request, citing clause 18.6 of their enterprise agreement, which requires union consultation for roster changes. Mr May referred the dispute to the Fair Work Commission. Commissioner Yilmaz ordered Paper Australia to grant the request, finding that the enterprise agreement’s clause did not constitute reasonable business grounds for refusal. Paper Australia subsequently appealed this decision.
[2025] FWC 3105
Kunal Balhara (the applicant) initiated a general protections dismissal application under the Fair Work Act 2009 against EZYDental Australia Pty Ltd (EZY). Balhara’s employment with EZY ended on July 10, 2025. EZY objected, arguing Balhara was not an employee. Balhara, along with his sister Dr Saloni, are shareholders in SKBTB Pty Ltd, which previously owned Malvern Smile Studio, which EZY acquired in November 2024. Balhara was previously employed by SKBTB as Practice Manager. Documents outlining Balhara’s engagement by EZY were drafted using templates from the Australian Dental Association and finalized in early December 2024, with signatures backdated to November 25, 2024. Balhara invoiced EZY fortnightly for his work.
[2025] FWC 3111
Shahid Mansoor, a driver for Rasier Pacific Pty Ltd (Uber), was deactivated from the Uber Driver Platform following a complaint from a passenger alleging inappropriate behavior. Mansoor denied the allegations and claimed he wasn't given sufficient details to respond. He had previously received complaints and warnings regarding inappropriate comments and unsafe driving. Rasier Pacific argued the deactivation was due to serious misconduct and that the Digital Labour Platform Deactivation Code didn't apply. The Applicant conceded he had agreed to the Services Agreement and Community Guidelines, though he hadn't read them.
Fair Work Ombudsman
The Fair Work Ombudsman has commenced legal action against Gold Tiger Logistics Qld Pty Ltd, a Brisbane-based transport and logistics company. The company allegedly failed to pay $32,000 in compensation to a former employee who was unfairly dismissed in September 2023. The Fair Work Commission initially found the dismissal unfair and ordered the payment in April 2024. The company appealed but was unsuccessful. Despite attempts to secure voluntary compliance, the compensation remains unpaid.
Fair Work Ombudsman
The Fair Work Ombudsman has commenced legal action against Adam Lachlan Wilkinson, the former trustee for the Wilko Family Trust, who operated a Toorak café called ‘Grange Road Egg Shop’. The investigation concerned the entitlements of 10 workers employed between November 2020 and February 2022, including five young workers. A Fair Work Inspector issued a Compliance Notice in September 2023 regarding unpaid minimum wage rates, overtime, penalty rates, personal leave, and accrued annual leave. The café is now closed.
Fair Work Ombudsman
The Fair Work Ombudsman has commenced legal action against Satarupa Patel, a former commission agent for a United Petroleum outlet in Hallam, Melbourne. Patel is accused of underpaying an employee, an Indian national on a temporary visa, rates as low as $15 per hour between October 2020 and March 2021. The alleged underpayments included minimum hourly rates, overtime, weekend, and public holiday pay. The worker was allegedly entitled to rates of at least $28.38 per hour for ordinary hours and $15.81 for overtime.
Fair Work Ombudsman
The Fair Work Ombudsman secured penalties against New Switch Electrical Pty Ltd, based in Tullamarine, and its sole director, Mark Ladores Tan. This followed the company's failure to comply with a Compliance Notice regarding underpayments to a young worker. The worker, initially a fourth-year apprentice and later a full-time electrician, was employed from August 2021 to September 2022. The Fair Work Ombudsman investigated after a request for assistance from the worker.
Fair Work Ombudsman
Michael Lawler Transport Pty Ltd, a Brisbane-based transport company, and its director, Michael Lawler, failed to comply with a Fair Work Commission order. The order required them to pay $27,280 in compensation to a driver they unfairly dismissed. The company employed the driver between July 2022 and December 2023. Attempts to secure voluntary compliance were unsuccessful, leading the Fair Work Ombudsman to file legal proceedings.
Fair Work Ombudsman
The Fair Work Ombudsman (FWO) has issued warnings to employers advertising jobs with illegal pay rates. Since laws were introduced to prevent this, employers have paid over $185,000 in fines. In 2023-24, 156 infringement notices were issued, costing employers almost $74,000. In 2024-25, this increased to 318 infringement notices, totaling $111,306. Examples include a fast food outlet advertising kitchen hands at $17 per hour, a disability support employer advertising at $22 per hour, and a restaurant advertising a kitchen hand role at $12-$24 per hour. The FWO has met with job platforms to improve compliance.
Fair Work Ombudsman
The Fair Work Ombudsman has commenced legal action against Bradley Armstrong, who owns and operates 'Cruise Control Australia Parking Sydney', a valet parking service in Sydney. A Fair Work Inspector issued a Compliance Notice to Mr Armstrong in May 2024 after believing he underpaid a 54-year-old casual car parking officer between August and October 2023. The alleged underpayment related to unpaid penalty rates for weekend and overtime work under the Car Parking Award 2020.
Fair Work Ombudsman
The Fair Work Ombudsman took legal action against LROC Builders Pty Ltd and its director, Lachlan Robert Oliver, for failing to comply with Compliance Notices. Four carpenters were impacted, employed between December 2018 and April 2022. The businesses, based in Carrum Downs, Melbourne, allegedly underpaid minimum wages, overtime, allowances, leave, and public holiday pay. Three carpenters were employed by LROC Builders and one by Mr Oliver as a sole trader. The carpenters included a 22-year-old and an apprentice aged 24.
[2025] FWCFB 135
Joseph Osure sought permission to appeal a decision where a Deputy President dismissed his application to stop bullying at the National Disability Insurance Agency (NDIA). The Deputy President found there was no risk of continued bullying. The NDIA sought permission to be legally represented in the appeal, which Mr. Osure opposed. The appeal raises 13 grounds, including factual errors and procedural fairness concerns, and relates to a restructure of the NDIA’s Risk Management Branch.
[2025] FWC 2632
Robert Smith, a 62-year-old stevedore, was dismissed from Qube Ports Pty Ltd on January 15, 2025. The dismissal was based on allegations of misconduct, including showing photos of colleagues and other workplace behavior inconsistent with company policies. Mr. Smith was issued a final warning in March 2024 related to the photo incident. Qube initiated an investigation following a complaint from another employee, Ms. Cogger, regarding Mr. Smith's behavior. Mr. Smith alleges victimization and claims Qube created an unsafe work environment. He was paid four weeks’ pay in lieu of notice.
[2025] FWC 2607
Chantelle Tamati was employed by MQT Pty Ltd from September 2021 to April 2025 in a management role. Following a lunch where one employee, Chris Helene, was observed to be disruptive and contacted a director, Ms. Tamati and another manager, Robert King, were asked to take a drug and alcohol test. Ms. Tamati questioned the basis for the test and refused to take it, leading to her suspension and subsequent summary dismissal on April 14, 2025. MQT alleged Ms. Tamati was acting out of character and potentially impaired. Ms. Tamati felt the questioning was an interrogation and an attack on her character.
[2025] FWCA 286
The Corporation of the Trustees of the Roman Catholic Archdiocese of Brisbane, trading as Centacare, sought approval for the 2024 Centacare Community Services Enterprise Agreement. The agreement covers employees in social, community, home care, and disability services. A Notice of Employee Representational Rights (NERR) was distributed, but there was a minor discrepancy in the agreement's name compared to the NERR. The Australian Municipal, Administrative, Clerical and Services Union (ASU) and Australian Workers Union (AWU) were involved in negotiations. The United Workers Union (UWU) initially sought to be covered by the agreement but did not actively participate in negotiations.
[2025] FWCFB 193
Joseph Osure made an application under the Fair Work Act alleging bullying at the National Disability Insurance Agency (NDIA). Deputy President Millhouse dismissed his application. Osure appealed this decision, and the Full Bench dismissed the appeal. The NDIA and two employees, Zoe Honner and Kent Hua, were respondents in the appeal. They sought orders to de-identify their names from the published decisions, arguing that they hadn't been given a chance to defend the allegations and that their reputations were at risk. Mr Osure also sought the same de-identification for himself.
[2025] FWC 2787
Mr Musharaf Waheed applied to the Fair Work Commission for an unfair deactivation remedy after being deactivated by Rasier Pacific Pty Ltd. He initially filed an unfair dismissal application on 20 June 2025, then a deactivation application on 8 July 2025, and again on 21 July 2025. Rasier Pacific Pty Ltd stated the deactivation occurred on 16 June 2025. Mr Waheed provided evidence of a final deactivation notice email dated 17 June 2025. The Commission initially misclassified the application.
[2025] FWC 2673
Martin Stoddard was dismissed from Crushing Services International Pty Ltd in May 2024. The dismissal related to using his mobile phone at work, operating a vehicle with his phone, and completing truck re-torques without proper qualifications. Mr Stoddard recorded conversations with supervisors, which was a factor in his dismissal. He had signed documents outlining mobile phone restrictions and acknowledging safety procedures. He claimed the policies were not consistently enforced and he was raising safety concerns about vehicles.
[2025] FWC 1746
Lina Cao was initially employed by Hangzhou Aima Technology Co., Ltd. (iMile Hangzhou) in China from January 2023. She was then transferred to iMile Delivery Services LLC in Dubai and later to iMile Australia as a Supply and Distribution Manager in October 2023. iMile Australia is controlled by iMile Dubai. Ms. Cao alleged she was demoted in November 2024 and ultimately dismissed in January 2025. She filed for an unfair dismissal remedy in April 2025, which was significantly late. The dispute involves allegations of a forced transfer and a failure to reimburse expenses.
[2025] FWCFB 212
Yuri Humeniuk worked for Sculpture by the Sea Incorporated from 2004 to 2024, performing installation and de-installation duties at various exhibitions. In January 2024, he suffered a workplace accident and was provided with a 'Casual Contract of Employment'. On 3 September 2024, Sculpture by the Sea informed him they wanted to 'take a pause' on their working relationship. Humeniuk filed a claim under the Fair Work Act 2009, alleging dismissal. Sculpture by the Sea denied this, and Commissioner Sloan initially dismissed the claim. Humeniuk appealed this decision.
[2025] FWCFB 168
Joseph Osure, a Senior Fraud Officer at the National Disability Insurance Agency (NDIA), applied for a stop-bullying order against colleagues, Zoe Honner and Kent Hua, and the NDIA. He alleged various instances of bullying, including inaccurate accusations, suppressing ideas, and unfair scrutiny. The NDIA argued the conduct was reasonable management action. A restructure occurred, removing Honner and Hua from Osure's direct reporting line. Deputy President Millhouse dismissed the application, finding no risk of continued bullying. Osure appealed this decision.
[2025] FWCFB 204
The Australian Municipal, Administrative, Clerical and Services Union (ASU) appealed a Fair Work Commission decision approving the Warrnambool City Council Enterprise Agreement No. 10 2025. The ASU was a bargaining representative but didn't actively participate in negotiations. They claim Warrnambool City Council failed to properly notify them about the agreement application (Form F16 and F17B) as required by Fair Work Commission rules, denying them the opportunity to object and potentially have the agreement cover them. The Council argued the ASU declined to participate in bargaining and therefore didn't require notification. The agreement was approved with conditions regarding trainee rates and consultation terms.
[2025] FWC 2631
Lina Cao was employed by iMile Delivery & Logistic Pty Ltd (iMile Australia) from October 2023, following a prior contract with a related company in China. She was initially a Supply and Distribution Manager, later demoted to warehouse operator in November 2024. In January 2025, her accrued leave was paid out, effectively ending her employment. Following this, she was detained by Chinese police and subsequently dismissed by iMile Hangzhou. iMile Australia alleges misconduct related to procurement practices, including engaging a supplier (VIBOT) at a higher cost and assisting its director with a visa application. Ms Cao denies these allegations and claims she was acting under instruction and for business continuity.
[2025] FWC 2610
The Applicant was dismissed from Woolworths Group Ltd on 29 May 2025. She applied for an unfair dismissal remedy 19 days after the 21-day deadline. The Respondent objected, citing the time limit. The Applicant alleges sexual harassment and assault by a supervisor, reporting the incidents in April 2025. She was dismissed after failing to pay for an item during grocery shopping. Her father wrote to Woolworths requesting a review, which was not initially responded to. Following a lawyer's advice, the Applicant was offered reinstatement, but she proceeded with the unfair dismissal application, lodged on 8 July 2025.
[2025] FWCFB 203
The United Workers Union (UWU) appealed a Fair Work Commission decision approving the 2024 Centacare Community Services Enterprise Agreement. The UWU claims it was a default bargaining representative and should have been notified of a determinative conference regarding the agreement's approval. They argue this lack of notification denied them procedural fairness. Centacare, the employer, contends the UWU wasn't involved in the agreement-making process and therefore wasn't required to be included. Correspondence sent to the UWU was incorrectly addressed and the UWU didn't respond. The UWU seeks an extension of time to lodge the appeal.
[2025] FWCA 2248
Warrnambool City Council Trading As City of Warrnambool applied to have the Warrnambool City Council Enterprise Agreement No 10 – 2025 approved. The agreement covers 570 employees, including 300 initially believed to be casual employees. An initial declaration contained an error, and it was later confirmed that 136 casual employees participated in the vote, all of whom were eligible. The application was made under section 185 of the Fair Work Act 2009.
[2025] FWC 2653
Tiffany Louise Miegel alleges she was forced to resign from Tronox Mining Australia Limited on 6 February 2025, ending her employment on 18 February 2025. She claims this constitutes a dismissal and that the reasons were prohibited by general protections provisions. Tronox argues she voluntarily resigned and the application was filed out of time. Ms Miegel initially filed an application on 28 April 2025, which was withdrawn, and then filed a general protections application on 9 May 2025. The 21-day filing deadline expired on 11 March 2025.
[2025] FWC 1346
Joseph Osure, a Senior Fraud Officer at the National Disability Insurance Agency (NDIA), filed an application with the Fair Work Commission seeking an order to stop bullying by two coworkers and the NDIA itself. Osure alleges bullying and unreasonable behavior since August 2024, including accusations of working outside his remit, suppressing ideas, and making unfair comparisons. The NDIA and the named coworkers deny these allegations. A restructure of the Risk Management Branch occurred in November 2024, changing reporting lines. Osure argues that despite the restructure, he still interacts with the individuals he alleges bullied him and that NDIA hasn’t adequately addressed his concerns.
[2025] FWC 2670
Tanya Webber was dismissed from her role at Stanwell Corporation Limited on 3 June 2025. She sought to file an unfair dismissal application, but it was initially lodged with the Queensland Industrial Relations Commission (QIRC) due to advice from her legal representatives, Prosper Law. The application was later redirected to the Fair Work Commission (FWC) but was filed 24 days outside the 21-day timeframe. Ms Webber argues the delay was due to jurisdictional complexities and a representative error by Prosper Law. Stanwell opposes the extension, arguing Ms Webber should have known the correct jurisdiction and that the delay was unreasonable.
[2025] FWCFB 214
Mohammad Hotak worked as an Uber driver from November 2020 until he was deactivated on April 8, 2025. He filed an application for an unfair deactivation remedy in the Fair Work Commission on April 24, 2025. Uber voluntarily reactivated his account on May 19, 2025, and he resumed work. Hotak and Uber agreed he is an 'employee-like' worker and that he performed work through Uber's digital labour platform under a services agreement. An altercation occurred between Hotak and passengers, leading to Uber's deactivation of his account. Hotak reported the incident to police.
[2025] FWC 2686
Anthony Mutton was employed by Artisan Pools Pty Ltd as a Construction Manager from February 2022, initially as a casual labourer and then permanently from July 2023. Concerns were raised by Mr Mutton's subordinate, Taylor Murphy, which led to a conversation with Toni Fields, the Administration Manager. Following this, Mr Mutton was summarily dismissed on February 24, 2025, based on alleged serious misconduct. Mr Mutton subsequently filed an unfair dismissal application. Artisan Pools contends the dismissal complied with the Small Business Fair Dismissal Code.
Fair Work Ombudsman
The University of Wollongong signed an Enforceable Undertaking with the Fair Work Ombudsman and will complete more than $6.6 million in payments, including interest and superannuation, to 5,340 underpaid staff. Most affected employees were casual professional services staff in non-teaching roles, including administration officers, IT officers, librarians and researchers. Some full-time and part-time employees, academic and support staff, were also underpaid. The primary cause was the university's failure to pay casual professional staff the minimum three-hour engagement per shift required under its enterprise agreements, and underpayment of penalty rates.
Fair Work Ombudsman
The Fair Work Ombudsman has commenced legal action against the Construction, Forestry and Maritime Employees Union (CFMEU) and two officials, Joel Shackleton and Gerald McCrudden. The case relates to alleged unlawful conduct directed towards Indigenous labour hire company Marda Dandhi Downunder Pty Ltd and its directors between July 2021 and March 2022. The allegations involve coercion, making false or misleading representations about workplace rights, and improper conduct by entry permit holders. The alleged actions aimed to prevent Marda Dandhi from working on construction sites and bargaining for a replacement enterprise agreement. This included verbal threats, intimidation, and abusive comments during meetings and phone calls.
Fair Work Ombudsman
McCrystal Agricultural Services Pty Ltd, a Queensland labour hire business and sweet potato farm, and its sole director Russell McCrystal, have been penalised for unlawfully deducting pay from migrant employees. The Fair Work Ombudsman investigated the company, which operates under the Pacific Australia Labour Mobility (PALM) scheme. Between 2021 and 2022, the company fined workers under an alcohol policy, deducted health insurance premium payments exceeding the actual cost, and recovered overtime overpayments without employee approval. A total of 66 employees were affected, primarily from Vanuatu.
Fair Work Ombudsman
The Fair Work Ombudsman secured penalties against The Ella Group (NSW) Pty Ltd, which operates Funtime Childcare in Greenacre, and its sole director, Louise Ramona Yaacoubian. This followed their failure to comply with a Compliance Notice regarding underpayments to a young early childhood educator employed casually between November 2019 and April 2022. The Compliance Notice required calculation and back-payment of entitlements. The worker was aged 19 to 22 during their employment. A Fair Work Inspector issued the Compliance Notice in February 2023 after suspecting underpayment of casual minimum wages under the Children's Services Award 2010.
Fair Work Ombudsman
Kailiang Chen and Alex Du, operators of Dumpling Land in Wallsend, Newcastle, have been penalised by the Federal Circuit and Family Court. A Fair Work Inspector issued a Compliance Notice in August 2023 after finding potential underpayment of 28 workers, including young international students, between June 2021 and April 2023. The workers held full-time, part-time, and casual roles. While some back-payments were made, 10 workers still have outstanding amounts. The Fair Work Ombudsman investigated after surprise inspections of Newcastle eateries in April 2023.
Fair Work Ombudsman
Sai Enterprises Pty Ltd, formerly operating a United Petroleum outlet in Queenstown, Adelaide, and its former manager, Raman Monga, have been penalized by the Federal Circuit and Family Court. The Fair Work Ombudsman investigated the company after concerns were raised. The investigation revealed that Sai Enterprises failed to pay three international student workers a total of $2,668 in accrued annual leave entitlements. They also breached laws by failing to issue pay slips and lacking written agreements for part-time staff. The workers were back-paid after the investigation began.
Fair Work Ombudsman
The Fair Work Ombudsman (FWO) and Australian Border Force (ABF) conducted surprise inspections of approximately 40 businesses in Sydney, including Blacktown, Cabramatta, Chatswood, the Hills District, Hurstville, and Parramatta. The inspections targeted businesses in the fast food, restaurants, cafés, hair and beauty, and health services sectors, many employing workers with Temporary Skills Shortage (subclass 482) visas. Inspectors checked time and wage records, recent job advertisements, and provided information on workplace laws, including the right to disconnect. The ABF also ensured visa holders were not exploited and worked in their nominated positions.
Fair Work Ombudsman
AAA Aussie Emergency Glass Pty Ltd, operating in Beenleigh, Queensland, and its director Michael Ronald Boehm, have been penalised by the Federal Circuit and Family Court. This follows a Fair Work Ombudsman investigation into breaches of the Fair Work Act. The company, also known as ‘Aussie Printing Stickers & Signs’, ‘Beenleigh Glass’, and ‘Upper Class Tradesman’, failed to comply with Compliance Notices regarding underpayments to four workers. Three workers were glaziers and an office manager, employed for several years, while a fourth was a construction worker for two months. The company previously faced penalties in 2016 for unfair dismissal.
Fair Work Ombudsman
Port Melbourne Cosmetic Clinic Pty Ltd, operating as Bayside Skin and Laser Clinic, and its sole director, Robin Abdelmalek, have been penalised by the Federal Circuit and Family Court. This followed an admission of breaching the Fair Work Act. The clinic failed to comply with a Compliance Notice, which required back-payment of wages and provision of a correct pay slip to two workers. One worker was a part-time nurse and the other a full-time clinic manager, both employed between August and October 2022. The company paid the owed amounts only after the Fair Work Ombudsman commenced legal action.
[2025] FWC 2278
Mr Mian Abu Bakar sought a remedy for unfair deactivation from Uber. He initially worked as an Uber Eats delivery driver and then as an Uber Driver Partner. A previous decision found he was protected from unfair deactivation. However, both parties agreed to revoke that earlier decision. The initial decision relied on evidence from Mr Bakar and Ms Laura Tierney, an Industrial Relations Lead at Uber Australia. Concerns arose about whether Uber Technologies Incorporated, a US-based company, was the correct respondent and whether a remedy could be imposed.
[2025] FWC 2323
Jorge Borlandelli was found to be unfairly dismissed from his employment as a panel beater with Sydney Luxury Smash Repairs Pty Ltd (SLSR) on 24 October 2024. He was awarded $5,441.64 less taxation, plus superannuation of $625.79. Borlandelli sought costs due to SLSR’s actions during the proceedings, including settlement negotiations and production order applications. SLSR, in turn, claimed Borlandelli and his legal representatives acted unreasonably.
[2025] FWC 2445
Chris Malivoire was dismissed from Medical Design Innovations Pty Ltd on 19 May 2025, citing gross misconduct. He applied for an unfair dismissal remedy to the Fair Work Commission on 17 June 2025, eight days past the 21-day filing deadline. The company objected, arguing the application was out of time. Mr Malivoire explained a delay due to mental health issues following his dismissal, including attending medical appointments and seeking psychological and psychiatric help. He provided invoices and an email from his psychologist as evidence. Five former employees provided statements to the respondent regarding the substantive merit of the application.
[2025] FWC 2289
Mr Branden Deysel sought to extend the time to file a claim alleging unfair dismissal against his former employer, Electra Lift Co. His employment ended in October 2022, and he filed his application almost two and a half years later. Electra Lift Co. argued Mr Deysel resigned and opposed the extension. Mr Deysel attributed the delay to a lack of awareness of his workplace rights and concerns about potential retribution. He also admitted to using ChatGPT to prepare his application, which contained inaccurate legal advice.
[2025] FWCFB 178
Olivia Wales appealed a decision by Fair Work Commissioner Simpson regarding her application for an extension of time to file an unfair dismissal application. Ms. Wales was dismissed from Thejo Australia Pty Ltd. She filed her application 14 days late, and the Commissioner refused the extension, citing a lack of exceptional circumstances. Ms. Wales claimed mental health issues, homelessness, and confusion regarding jurisdictional filing requirements contributed to the delay. The Commissioner limited his review of evidence to the period between the dismissal and the application filing, which Ms. Wales contested.
[2025] FWC 2269
Mr. Kwasi Kyei, a driver for Rasier Pacific Pty Ltd (Uber), was deactivated from the Uber Driver platform. He sought an unfair deactivation remedy under the Fair Work Act 2009, but his application was lodged outside the 21-day statutory period. Mr. Kyei contends he was notified of the deactivation on 19 March 2025, while the Respondent claims it was 19 March 2025. He sought an internal review and contacted Fair Trading and ‘Point to Point’ before lodging the application on 8 June 2025.
[2025] FWC 2191
Manpreet Kaur, a Registered Nurse at Western Health in Melbourne, was dismissed on 31 October 2024, after accidentally defibrillating a patient in July 2024. Ms Kaur claimed the dismissal was unfair, citing months of bullying, harassment, and micromanagement, and arguing the defibrillation was unintentional. Western Health, a large public health service, conducted an investigation following the incident. Ms Kaur had worked at Western Health since March 2021 and was covered by the Nurses and Midwives (Victorian Public Sector) Enterprise Agreement 2020-2024. The Fair Work Commission heard evidence from multiple witnesses for both parties.
[2025] FWC 2470
Mr Sajjad Nasir sought orders from the Fair Work Commission (FWC) to remove a published decision and judgment from the Commission’s website, suppress his identity, withdraw a recusal application, and notify the Australian High Court. This followed an appeal (C2024/277) against a decision not to issue a certificate under the Fair Work Act 2009. Mr Nasir had previously initiated proceedings in the High Court (S145/2024) seeking writs of mandamus and certiorari against the FWC and a presiding member. The High Court dismissed this application, finding Mr Nasir had discontinued earlier proceedings and had not made a recusal application. The FWC decision also references an Apprehended Violence Protection Order (AVPO) against Mr Nasir.
[2025] FWC 2219
Tabitha Dickerson claims she was unfairly dismissed from Kagura Games LLC, a US-based company that develops computer games. Kagura argues Ms Dickerson was an independent contractor and not a national system employee. Ms Dickerson signed a contract describing her as an independent contractor, performing game testing work. The contract outlined payment rates, responsibilities for expenses, and dispute resolution processes. She also signed a non-disclosure agreement and a US tax form. Kagura has approximately 50 employees working remotely internationally. Ms Dickerson was terminated with 14 days' notice via a Discord message, with no explanation provided. Kagura stated the termination was due to feedback about her work performance, though no specifics were given.
[2025] FWC 608
Graeme Taylor, a Prison Supervisor at HM Prison Langi Kal Kal, was demoted to Senior Prison Officer and transferred to Hopkins Correctional Centre as a disciplinary measure following a misconduct investigation related to comments about transgender prisoners. The Department of Justice and Community Safety alleges the demotion was authorised under the Victorian Public Service Enterprise Agreement 2020 (VPS Agreement). Taylor contends the Department repudiated his employment contract. He filed an unfair dismissal application with the Fair Work Commission, which was lodged outside the 21-day statutory timeframe. Taylor argues the demotion’s effect date is unclear, impacting the timeframe.
[2025] FWC 2292
Hassan Haidar, a Sales Representative, was dismissed by Sydney Tools Pty Ltd after nine weeks of employment. He filed an application under the Fair Work Act alleging unfair dismissal. The application was lodged outside the 21-day timeframe. Hassan was represented by a paid agent, Leo Close, while Sydney Tools was represented by Daniel Letta. Hassan claims his dismissal took effect on 12 May 2025, while Sydney Tools argues it was 5 May 2025. Hassan received a termination letter and email confirming his dismissal and payment in lieu of notice.
[2025] FWC 1428
Jorge Borlandelli was employed as a panel beater by Sydney Luxury Smash Repairs Pty Ltd (SLSR) from October 2023 until October 2024. His employment ended when he received a text message from owner and director Jackson Pierce dismissing him. Following this, Borlandelli filed workers’ compensation claims and an unfair dismissal application. SLSR’s insurer accepted liability for the workers’ compensation claims, but SLSR believed Borlandelli falsely claimed a back injury. The dismissal occurred after Borlandelli texted SLSR about a back injury and provided medical certificates. SLSR claimed the dismissal was due to unauthorised absences and poor work performance, allegations Borlandelli denied.
[2025] FWCFB 139
Qube Offshore Services Pty Ltd and the Australian Workers’ Union (AWU) were bargaining for an enterprise agreement to cover around seven employees who work on a floating liquified natural gas facility, the Prelude, offshore Western Australia. They reached agreement on some conditions but disagreed on wage rates and income protection insurance. Employees voted against Qube Offshore’s proposed agreement. An intractable bargaining declaration was made, and the Fair Work Commission was asked to make a workplace determination. Evidence was presented at hearings in Sydney.
[2025] FWC 2316
Maxwell Parks was dismissed from his employment with WorkPac Pty Ltd after returning a non-negative result on a drug test. Parks initiated a claim in the Fair Work Commission alleging unfair dismissal. The dispute centered on which drug and alcohol policy applied – WorkPac's general policy or a site-specific policy from Batchfire Callide and Boundary Hill. Parks argued the company didn't properly consider all circumstances before termination. WorkPac's policies outline requirements for fitness for work, including drug and alcohol screening, and procedures for handling non-negative test results.
[2025] FWC 2275
Rahul Kumar, an Uber Eats delivery driver, sought a remedy for unfair deactivation from the platform. He argued his deactivation was unfair. Uber contended the deactivation was consistent with the Digital Labour Platform Deactivation Code, citing a low customer satisfaction rating. The Fair Work Commission held hearings on 21 and 28 July 2025, with both Kumar and an Uber representative providing evidence.
[2025] FWC 778
Olivia Wales was made redundant from Thejo Australia Pty Ltd on 4 November 2024, receiving two weeks' pay in lieu of notice. She initially filed an unfair dismissal application with the Western Australia Industrial Relations Commission (WAIRC) on 1 December 2024, but was notified on 2 December 2024 that she had filed in the wrong jurisdiction. She then filed with the Fair Work Commission on 9 December 2024, 14 days outside the statutory timeframe. Ms Wales attributed the delay to depression, anxiety, homelessness, and confusion about jurisdictions. The Respondent objected to the application due to the late filing.
[2025] FWC 2327
The Applicant, a sex worker who used a pseudonym for safety, worked at Sir’s for Massage, owned by The Trustee For New Hopes Trust (New Hopes Trust). She was offered a trial shift after a phone conversation, and signed a form detailing availability, services, and policies. The form included a $200 bond and requirements for appearance and room cleanliness. New Hopes Trust contended she was an independent contractor. In March 2025, a fines system was introduced. The Applicant was later told she would not be provided with further shifts via text message while overseas. She earned approximately $54,615.00 and declared this income as business income on her tax return.
[2025] FWCFB 173
Graeme Taylor appealed a decision regarding his unfair dismissal application. He was employed by the Department of Justice and Community Safety (DJCS) since 2001, most recently as a Prison Supervisor. In February 2025, a Deputy President dismissed his application, finding it was lodged outside the 21-day time limit. Taylor appealed this decision, citing a representative error where his legal firm failed to lodge the appeal promptly. He faced allegations of discriminatory comments towards transgender prisoners, leading to a proposed demotion and transfer.
[2025] FWC 1570
Sanuri Rathnayaka Herath Mudiyanselage (the Applicant) sought a remedy for unfair dismissal from Greenhill Education Group Pty Ltd T/A Royal Greenhill Institute of Technology (the Respondent). The Applicant initially worked as an unpaid intern for three months, performing duties typically associated with paid employment. She then held a part-time and subsequently a full-time contract as a Receptionist-Student Service Officer. During her employment, the Respondent consistently failed to pay her wages on time, resulting in a significant unpaid amount. The Applicant contacted the Fair Work Ombudsman (FWO) regarding the underpayments. Following the FWO's involvement, the Respondent acknowledged underpayments but failed to rectify the situation or make outstanding payments. The Applicant resigned, claiming she was forced to do so due to the Respondent's conduct.
Fair Work Ombudsman
The Australian Taxation Office (ATO) and Fair Work Ombudsman (FWO) conducted surprise visits to over 30 food sector and hospitality businesses in Darwin between August 26 and 28, 2025. This was part of Operation Sentinel, targeting suspected shadow economy activities. The investigations were prompted by community information and tip-offs. Businesses visited included fast food outlets, restaurants, and cafés.
Fair Work Ombudsman
Western Chinese Language School Incorporated, located in Braybrook, Melbourne, and its former volunteer chairperson, Baoquan Chen, have been penalized by the Federal Circuit and Family Court. The Fair Work Ombudsman investigated after receiving requests for assistance from four Chinese language teachers engaged between October 2016 and June 2021. The school failed to comply with a Compliance Notice regarding outstanding minimum entitlements, superannuation, and interest for the teachers. Mr. Chen was involved in this failure. The school operated under the Social, Community, Home Care and Disability Services Industry Award 2010.
Fair Work Ombudsman
Sempha Solutions Pty Ltd, which operates the La La Land adult retail store in Brunswick, Melbourne, and its sole director, Simon Paul Herman, 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 required the company to calculate and back-pay minimum wages, overtime entitlements, and penalty rates owed to a young store manager employed on a casual basis between September 2022 and April 2023. The worker was aged 22 to 23 during this period. The Fair Work Ombudsman investigated after receiving a request for assistance from the affected worker.
[2025] FWC 1763
Shaun Turner was dismissed from his role as a Sweeper Driver at Darebin City Council in June 2024. The dismissal followed allegations that he made disrespectful comments during a toolbox meeting, including questioning the necessity of an Acknowledgement of Country and making derogatory remarks about a colleague. Turner denied the allegations and claimed the investigation lacked procedural fairness, alleging entrapment by the complainant. The Council asserted Turner had previously received a final warning for similar behavior. Turner initiated an unfair dismissal claim.
[2025] FWC 403
Roland Barber, a garbage truck driver, was employed by Veolia Recycling & Recovery Pty Ltd from 2008, initially casually and later full-time. He was dismissed on 16 July 2024 for repeated safety breaches, including accidents on 9 and 11 October 2023, driving on the incorrect side of the truck, speeding, and disrupting a stop work meeting. Barber, a union delegate and Health and Safety Representative, disputed some allegations and refused to accept a warning letter. A dispute arose regarding a speed limit sign and Barber’s actions during a stop work meeting.
[2024] FWC 3424
Helen Woodlock, a team leader at Parks Victoria's Dandenong Ranges Botanical Gardens, was involved in a dispute following an altercation with an employee of a café tenant, Mr. Devgan, on August 26, 2023. Parks Victoria initiated a disciplinary investigation, proposing termination of her employment. Ms. Woodlock filed a dispute application under the Fair Work Act 2009, concerning the application of Parks Victoria's Enterprise Agreement 2021, specifically regarding misconduct procedures and termination outcomes. The dispute arose from complaints about the café's operation, which Ms. Woodlock had previously handled but was later instructed not to directly engage with. Ms. Woodlock had worked for Parks Victoria for 21 years.
[2025] FWC 2193
Bevan Roberts, a former employee of Quantum-Systems Pty Ltd, initially applied to the Fair Work Commission (FWC) alleging unfair dismissal. During preparations for a hearing, the FWC issued an order for Quantum-Systems to produce documents, including personnel files and records related to Mr. Roberts' dismissal and concerns about his return to work. Subsequently, Quantum-Systems withdrew its objection and a certificate was issued under the Fair Work Act. Mr. Roberts then commenced proceedings in the Federal Court, alleging breaches of the Fair Work Act and other legislation. He applied to the FWC for permission to use the documents previously produced in the FWC proceedings for the Federal Court case.
[2025] FWCFB 134
The Mining and Energy Union (MEU) and the Australian Manufacturing Workers’ Union (AMWU) applied for regulated labour hire arrangement orders under section 306E of the Fair Work Act 2009. These orders aimed to apply to employees of OS ACPM Pty Ltd, OS MCAP Pty Ltd, WorkPac Pty Ltd, WorkPac Mining Pty Ltd, Ready Workforce Pty Ltd (a division of Chandler Macleod Pty Ltd), and Chandler Macleod Group Limited working at the Goonyella Riverside, Peak Downs, and Saraji mines in Central Queensland. The mines are operated by BM Alliance Coal Operations Pty Ltd (BMA) on behalf of the Central Queensland Coal Associates Joint Venture (CQCAJV), with BHP Group Ltd holding a significant interest. The applications were opposed by the respondent companies, raising concerns about the definition of 'provision of a service' versus 'supply of labour'. A hearing was conducted over nine days, with some evidence and submissions subject to a confidentiality order.
[2025] FWCFB 131
The Australian Education Union (AEU) and the Health and Community Services Union (HACSU) applied for a supported bargaining authorisation to bargain for a multi-enterprise agreement covering 14 disability service providers in Victoria. These providers, including Amicus Community Services Ltd and ASTERIA Services Inc, employ staff covered by the Social, Community, Home Care and Disability Services Industry Award 2010 (SCHADS Award). The application initially covered 19 employers but was amended to exclude five. The application arose from concerns about the impact of the National Disability Insurance Scheme (NDIS) Disability Support Worker Cost Model on wages and conditions for disability support workers, and the existence of 'zombie agreements' with above-award terms that employers struggled to afford. The parties engaged in discussions facilitated by the Fair Work Commission, leading to the Victorian Disability Services (NGO) Agreement 2023 (2023 VDSEA).
[2025] FWCFB 133
Lee Witherden, a long-term stevedore at DP World Sydney Limited's Port Botany terminal, tested positive for cocaine metabolites during a random drug and alcohol test in May 2024. He admitted to recreational cocaine use during periods of leave. Following a show cause meeting, DP World terminated his employment for serious misconduct. Witherden applied for unfair dismissal, and Deputy President Wright found the dismissal harsh and unreasonable, ordering reinstatement. DP World appealed this decision.
[2025] FWCFB 141
Roland Barber, a long-term employee of Veolia Recycling and Recovery Pty Ltd, was dismissed after a series of incidents including vehicle accidents, breaches of safety policies, a stop work incident, and a positive blood alcohol content (BAC) reading of 0.013%. Mr Barber, a union delegate and health and safety representative, received warnings for these incidents. He contested his dismissal, arguing he was denied procedural fairness and that the dismissal was harsh. He had worked as a side loader driver since 2008, becoming a full-time employee in 2014.
[2025] FWCFB 126
Helen Woodlock, a team leader at Parks Victoria with 21 years of service, was facing termination for misconduct following a verbal altercation with a customer at a café near the Dandenong Botanical Gardens. The incident occurred on August 26, 2023, after Ms. Woodlock received complaints about the café's staffing. CCTV footage captured the exchange, which involved raised voices and accusations. Parks Victoria initiated a misconduct process under its Enterprise Agreement. Commissioner Perica initially determined Ms. Woodlock was not afforded procedural fairness and that the proposed termination was fair. Ms. Woodlock appealed this decision.
[2025] FWC 1828
Jie Liu was dismissed from his role at Commonwealth Bank Australia (CBA) for allegedly making fraudulent transactions on his personal credit card while disputing charges. Mr Liu filed an unfair dismissal application 18 days late. He claims he was experiencing depression, anxiety, and insomnia following his dismissal, impacting his ability to file the application promptly. CBA denies the unfair dismissal claim, stating Mr Liu was dismissed for serious misconduct after a fair investigation.
[2025] FWC 294
Lee Witherden was employed as a stevedore by DP World Sydney Limited. On 7 June 2024, he was dismissed after testing positive for cocaine metabolites during a random drug test on 27 May 2024. Mr Witherden had worked for DP World for 25 years and had recently returned to work on light duties following a shoulder injury. DP World operates a container stevedoring terminal at Port Botany, where safety is critical. The company has a drug and alcohol policy and conducts random drug testing. Mr Witherden had previously disclosed taking prescription drugs to DP World.
[2025] FWC 986
Jamie-Lee Corless-Crane was dismissed from Aurenne Management Services Pty Ltd in January 2025 after an investigation into a loss of ore at their Mt Ida mine in Western Australia. She worked as a Pit Technician and her role involved guiding excavator operators. The incident occurred when the wrong mining location was marked out by other geology department members. Aurenne filed a response stating no jurisdictional objections. The matter proceeded to a determinative conference.
[2025] FWC 1976
Paul Collins, a Principle Technical Specialist at Intersystems Australia Pty Ltd, requested to work from home two days a week, citing caring responsibilities for his children and work-life balance. The company, which operates an online record system, had previously allowed hybrid work but changed its policy to require five days a week in the office, citing a customer service survey. The company offered Collins one day a week remote work, which he declined. Collins then applied to the Fair Work Commission to resolve the dispute.
[2025] FWC 2133
Mohamed Shehata was dismissed from his role as a General Services Officer at the Transport Canberra and City Services Directorate in August 2024. The dismissal stemmed from an allegation that he misappropriated a pink bag found on a bus. Mr Shehata denied the allegation, claiming he placed the bag in a lost property bin. A report from the Professional Standards Unit (PSU) concluded there was sufficient evidence to suggest he had misappropriated the bag. Mr Shehata had worked for the Respondent for over 20 years with a previously unblemished record. He also alleged a colleague, Mr Herrero, had made discriminatory remarks towards him.
[2025] FWC 2031
Rebecca Callow, a dump truck operator at M People (QLD) Pty Ltd’s Carmichael Mine, was dismissed for ‘serious misconduct’ after sending an email to employee addresses regarding a fundraiser for a colleague with cancer. The fundraiser, approved by management, involved selling work shirts. Callow mistakenly included the email addresses in the ‘cc’ field instead of ‘bcc’. She claimed she was trying to facilitate shirt orders and had not received clear instructions from management. The company alleged she breached privacy and confidentiality policies. A prior disciplinary matter was also referenced in the termination.
[2025] FWC 1843
Keisha Barbara, a Director at the Australian Taxation Office (ATO), applied for a transfer to the Australian Electoral Commission (AEC) under the Public Service Act. She alleged she was subjected to bullying and harassment at the ATO and sought a transfer as a result. She initiated a general protections dismissal application under the Fair Work Act, arguing the transfer constituted a forced transfer or dismissal. The ATO and Paul Southwell, an Assistant Commissioner at the ATO, were named respondents. The ATO raised a jurisdictional objection, arguing Ms. Barbara had not been dismissed.
[2025] FWC 1811
Kylie Wykes was employed by Wilmar Sugar Pty Ltd as a Pan Boiler at the Plane Creek Mill since May/June 2019. On September 10, 2024, after being informed of allegations she was sleeping on the job, Ms. Wykes experienced a breakdown and left work, sending a text message to her supervisor, Mr. Bester, stating she was leaving for the night. She did not formally clock off. Prior to this, she received a written warning in November 2023 regarding alleged sleeping on the job and neglect of duties. Mr. Bester subsequently sent a text message to another employee detailing the situation and Ms. Wykes’s intentions. Ms. Wykes was dismissed on September 14, 2024, for unsatisfactory work performance, failure to follow procedures, and wilful neglect.
[2025] FWC 1938
Stephan Matthai, a professor and chair at The University of Melbourne, was dismissed in December 2024 for misconduct occurring in 2017. In 2017, Dr Matthai exchanged intimate messages with a PhD student, AB, after she disclosed a difficult personal situation. The University was informed about AB's concerns in 2018, but she declined to make a formal complaint. In January 2024, AB emailed the University alleging sexual harassment. An investigation found inappropriate messaging but no sexual harassment. Dr Matthai admitted the messages were inappropriate and violated University policy. He had an unblemished work record since 2017.
Fair Work Ombudsman
The Fair Work Ombudsman has commenced legal action against Innovative Associates Pty Ltd, a Sydney accounting firm, and its director, Dila Ram Kharel. They are accused of exploiting a Nepalese national employed as an assistant accountant between July 2019 and December 2020. The worker, who held a temporary graduate visa, allegedly had to pay amounts to cover her wages, superannuation, and tax through a 'cashback scheme'. It's alleged she transferred approximately $32,907 to Mr Kharel, with $27,873.50 returned as wages. The company also allegedly breached record-keeping and pay slip laws.
Fair Work Ombudsman
The Fair Work Ombudsman has commenced legal action against Karl Haidenbauer and Mezzaco Trading Pty Ltd, former operators of the 'Six Ain’t Seven' café in North Parramatta. A Fair Work Inspector issued a Compliance Notice in September 2023 after suspecting breaches of the Restaurant Industry Award regarding minimum wages paid to two casual employees between August 2022 and April 2023. One worker was on a working holiday visa from Vietnam, and the other was an 18-year-old international student from Nepal. The company is also accused of failing to provide a pay slip to one employee. The Fair Work Ombudsman alleges they did not comply with the Compliance Notice and breached the Fair Work Act.
Fair Work Ombudsman
The Fair Work Ombudsman has commenced legal action against Canberra Electrical Solutions Pty Ltd and its sole director, Tayfun Yildirim. The investigation began after two workers, an electrical labourer and a junior apprentice (aged 18), reported concerns about their pay. They were employed full-time between February and October 2023. A Fair Work Inspector issued Compliance Notices in September and December 2023, alleging underpayment of minimum wages, annual leave, and overtime. The company was required to back-pay entitlements totalling $7,156.
Fair Work Ombudsman
My IT Partner Pty Ltd, trading as My Info Tech Partner, failed to comply with a Fair Work Ombudsman Compliance Notice. The company employed a worker in an IT helpdesk support role from August 2019 to August 2022. The Compliance Notice required the company to calculate and back-pay underpaid wages and annual leave entitlements. The Fair Work Ombudsman investigated after a worker requested assistance. The company’s sole director and shareholder, Aaron Fisher, threatened legal action against the Fair Work Ombudsman to avoid compliance.
Fair Work Ombudsman
Downings Pty Ltd, a former pharmacy operator in Fremantle, Western Australia, and its sole director, Joseph Lenny, have been penalized by the Federal Circuit and Family Court. This followed a Fair Work Ombudsman investigation initiated by a request from a pharmacist employed by the company between 2010 and 2023. The pharmacist was initially employed full-time before transitioning to part-time. The company failed to comply with a Compliance Notice requiring calculation and back-payment of accrued annual leave entitlements. The pharmacist's accrued annual leave entitlements were considered significant.
Fair Work Ombudsman
The Fair Work Ombudsman has commenced legal action against David Mark Blumentals, the former owner-operator of D365.Group Pty Ltd, an IT services company liquidated in 2023. The company provided services related to Microsoft software. The investigation began after requests for assistance from workers. It is alleged Mr Blumentals was involved in underpaying 16 IT consultants, based in Sydney, Melbourne and Brisbane, a total of $149,240 between October 2021 and December 2022. Seven of the workers held visas. The alleged underpayments ranged from $4,581 to $23,749, and included unpaid annual leave and wages, and payment in lieu of notice.
Fair Work Ombudsman
The Fair Work Ombudsman has taken legal action against Shinya Geelong HR Pty Ltd, Shinya Torquay HR Pty Ltd, and their sole director, Mr Tao Mu. They operate several Japanese noodle restaurants in Geelong and Torquay, Victoria. Four employees, including three visa holders from Vietnam and China, raised concerns about unpaid wages. The investigation covered the period between November 2020 and July 2023. Compliance Notices were issued in August 2023 regarding alleged failures to pay minimum wages, weekend rates, public holiday rates, and accrued annual leave.
Fair Work Ombudsman
Brian Thomas Rundle, a sole trader operating 'Porkys Garage' in Pooraka, Adelaide, failed to back-pay wages owed to a deaf apprentice. The Fair Work Ombudsman investigated after a request for assistance from the apprentice, who worked between September 2022 and March 2023. The apprentice reported difficulties finding employment due to his deafness and felt he was being taken advantage of. Despite repeated requests, his wages remained unpaid.
Fair Work Ombudsman
Brenton Gietzel, the former operator of 'Queensland Made' in Toowoomba, was penalised by the Federal Circuit and Family Court. The business manufactured and sold wooden furniture. The Fair Work Ombudsman investigated after receiving requests for assistance from four workers, including a full-time apprentice cabinet maker and three casual employees. The workers were employed between January 2022 and October 2023. A Fair Work Inspector issued two Compliance Notices related to underpayments of wages, public holidays, personal leave, and annual leave entitlements under the Timber Industry Award 2020. The business is no longer trading and the workers are estimated to be owed approximately $38,000.
Fair Work Ombudsman
Kassiou Constructions Pty Ltd, a residential building and construction company based in Winnellie, Darwin, and its director, Ilias Kassiou, have been penalised by the Federal Circuit and Family Court. This followed a Fair Work Inspector issuing a Compliance Notice in September 2023. The notice related to the company's failure to calculate and back-pay accrued but untaken annual leave entitlements to a full-time skilled labourer employed between 2012 and 2021. The company is now in liquidation.
Fair Work Ombudsman
The Fair Work Ombudsman has commenced legal action against Kosu Group Pty Ltd, which previously operated Yakiniku Kosu restaurant in Castle Hill, Sydney, and its sole director and part-owner, Sean Lee. They are accused of underpaying two Filipino workers a total of almost $100,000 between May 2019 and September 2020. The workers, a food and beverage attendant and a sous chef, were allegedly paid significantly less than their lawful entitlements, including minimum pay rates, overtime, penalty rates, and annual leave. Kosu Group is also accused of falsifying records to inspectors and breaching record-keeping and pay slip laws. The Yakiniku Kosu restaurant is now closed.
Fair Work Ombudsman
The Fair Work Ombudsman has commenced legal action against Roberta O’Leary, the former operator of Treasure Island Auctions in Rathmines, New South Wales. An investigation began after a request for assistance from a part-time worker, engaged as a ‘coder and lotter’ between March 2021 and September 2022. The worker was responsible for tasks like photographing and listing items. A Compliance Notice was issued in April 2023, alleging underpayment of minimum wages and unpaid annual leave entitlements under the General Retail Industry Award 2020 and the National Employment Standards. Ms O’Leary allegedly failed to comply with the notice.
Fair Work Ombudsman
O’Malley’s Operations Pty Ltd, a labour hire company supplying staff to the Royal Hotel Granville, is facing legal action from the Fair Work Ombudsman. This action follows a failure to pay $6,095 in compensation to a former employee. The employee was dismissed in May 2023 after informing her employer of her pregnancy. Fair Work Commissioner Alana Matheson found the dismissal was unfair and ordered the company to pay compensation. Riley Panetta-Sleiman, the operations manager of O’Malley’s Operations, is also involved in the legal action.
Fair Work Ombudsman
The Fair Work Ombudsman has commenced legal action against Bharathi Karnati, a former commission agent of a United Petroleum outlet in Truganina, Victoria, and Ravikanth Baddam, the former manager of the outlet. They are accused of providing false pay slips and underpaying an Indian international student employed as a casual console operator. The student was allegedly paid as little as $14 per hour, significantly below the minimum wage of $28.38 per hour, resulting in an underpayment of $2,337. The underpayment has been rectified. Further record-keeping breaches are also alleged.
Fair Work Ombudsman
Guoyong “Jet” Liu, a visa holder, worked at Din Tai Fung in Sydney between July 2014 and May 2018. He and 16 other employees, primarily migrants from China and Indonesia, were deliberately underpaid. Jet felt pressured to accept low wages and experienced significant stress and reduced time with his family. The Fair Work Ombudsman investigated and found a calculated scheme to underpay employees. The company, an associated company, and two company representatives faced penalties.
Fair Work Ombudsman
AICA International Pty Ltd, a Perth-based company operating in several industries, and its former director, Shiju Mathews, have been penalized by the Federal Circuit and Family Court. The company failed to comply with a Compliance Notice regarding back-paying a full-time system and computer engineer employed between February 2018 and July 2022. Mr. Mathews was involved in this breach. The worker was underpaid minimum wages under the Professional Employees Award 2020.
Fair Work Ombudsman
The Fair Work Ombudsman has commenced legal action against Nereshnie Pather, the former operator of a Sydney-based cleaning business. This action follows requests for assistance from three migrant workers employed as casual cleaners between May and June 2023. A Fair Work Inspector issued a Compliance Notice in October 2023 after suspecting underpayment of minimum casual hourly rates under the Cleaning Services Award 2020. The workers included a Taiwanese and a Chilean national on working holiday visas. Ms. Pather allegedly failed to comply with the Compliance Notice and did not provide a pay slip to one worker.
Fair Work Ombudsman
The Fair Work Ombudsman has announced a 3.5% increase to the national minimum wage, effective from the first full pay period on or after 1 July 2025. The new rate is $948 per week or $24.95 per hour. Casual employees are entitled to a minimum of $31.19 per hour, including a 25% casual loading. This increase also applies to minimum wage rates within industry and occupational awards. Approximately 20.7% of Australian employees are paid at these minimum wage rates. The Fair Work Ombudsman urges employers to ensure eligible employees receive the increase and provides resources to assist with calculations.
[2025] FWC 1526
Carson Q Zhang was unfairly dismissed by Orientile Pty Ltd. The Fair Work Commission previously ordered Orientile to pay Mr Zhang $31,652.93 in compensation. Orientile, a small business, then applied to pay this compensation in monthly instalments over 12 months, citing financial strain. Orientile provided limited bank statements as evidence of their financial situation. Mr Zhang opposed the instalment plan, as he has been without income since his dismissal. Orientile employed 9 people at the time of the dismissal.
[2025] FWCFB 117
Sydney Trains and NSW Trains have been bargaining with multiple unions, including the Communications, Electrical, Electronic, Energy, Information, Postal, Plumbing and Allied Services Union (ETU) and the Australian Rail, Tram and Bus Industry Union (RTBU), to replace the Sydney Trains and NSW TrainLink Enterprise Agreement 2022. Bargaining began in May 2024. A disagreement arose regarding a clause related to maintenance and engineering employees potentially moving to a higher pay section. The ETU refused to agree to a request for employees to vote on the proposed agreement. The Full Bench of the Fair Work Commission made a recommendation to resolve the dispute, which the ETU initially accepted with amendments, but ultimately did not agree to the voting request.
[2024] FWC 1512
Paramjit Brownson, a teacher and Year 9 Pastoral Coordinator at the Australian International Islamic College Ltd, was summarily dismissed on 21 December 2023, following allegations of unprofessional behaviour towards students and breaching confidentiality. The allegations included yelling at students, making threatening statements, and discussing an investigation with colleagues. Ms Brownson filed an unfair dismissal claim with the Fair Work Commission. The College sought legal representation, which was granted. A hearing was held on 2 May 2024, and further submissions were made on 31 May 2024. Ms Brownson was represented by the Independent Education Union.
[2025] FWC 1533
Grant Warner, a long-term member of the ANU Sailing Club, experienced conflict with other committee members. He escalated concerns to the ANU Sport Board, but the dispute remained unresolved. In November 2024, the Sailing Club suspended Warner's membership until 2026, pending an appeal. Warner applied to the Fair Work Commission seeking an order to stop bullying, alleging he was bullied by 11 individuals. ANU Sport denies the bullying and argues Warner wasn't a 'worker' or 'at work' for Fair Work Act purposes.
[2025] FWC 1529
Erin Henderson was dismissed from her position at Woolworths Group Limited on March 5, 2025, following a period of absence related to a worker's compensation claim. She initially filed an unfair dismissal application with the Fair Work Commission on February 7, 2025, which was later discontinued on February 27, 2025. A second application was filed on April 10, 2025, 15 days beyond the standard time limit. The matter was heard by Commissioner Clarke on May 12, 2025, without representation from either party.
[2025] FWC 1486
The Construction, Forestry, and Maritime Employees Union (CFMEU) sought a right of entry permit for its official, Nathan Fisher. Mr. Fisher was convicted in 2014 of armed robbery while struggling with drug addiction. He served prison time, underwent rehabilitation, and has since worked in construction and for the CFMEU. He has previously held an entry permit under Western Australian law. He has also faced minor convictions for breaching police orders and other offenses. The CFMEU's administrator, Mark Irving KC, supported the application despite Mr. Fisher's past offenses.
[2025] FWC 1471
Mr Peng Zheng was employed by Citic Pacific Mining Management Pty Ltd. On September 16, 2024, he had a verbal and physical altercation with a member of the public, Witness AB, in an elevator at the company's Perth office. Mr Zheng pushed Witness AB, which was captured on CCTV. Following the incident, Mr Zheng was dismissed on September 24, 2024, and he subsequently applied for an unfair dismissal remedy. Mr Zheng's knee injury and subsequent light duties work are also relevant to the case. He had previously worked at a mine site.
[2025] FWC 1499
The Mining and Energy Union (MEU) applied for regulated labour hire arrangement orders (RLHA orders) under the Fair Work Act 2009 against WorkPac Mining Pty Ltd, SESLS Industrial Pty Ltd, and Skilled Workforce Solutions (NSW) Pty Ltd, concerning workers at the Maules Creek Coal Pty Limited mine near Narrabri, NSW. The orders relate to work performed under the Maules Creek Mine Enterprise Agreement 2023. SESLS Industrial Pty Ltd application was discontinued. WorkPac and Skilled oppose the application, arguing it's not fair and reasonable and Skilled also raised concerns about property acquisition. The MEU alleges similarities in work conditions and duties between labour hire workers and directly employed Maules Creek Coal employees. WorkPac and Skilled supply workers to Maules Creek Coal under supply contracts with Whitehaven Coal.
[2024] FWCFB 465
Paramjit Brownson, a teacher and Year 9 Pastoral Coordinator at Australian International Islamic College Ltd, was investigated for alleged unprofessional conduct, including yelling at students and breaching confidentiality. Following an investigation, she was dismissed. Brownson argued the allegations were unsubstantiated and the dismissal was unfair. She initiated a claim in the Fair Work Commission. The Commission initially found Brownson was unfairly dismissed and ordered reinstatement. The college appealed this decision.
[2025] FWC 1527
Teck Foo Lim was employed by Circles Australia Pty Limited as a Victoria State Manager from March 2021, earning a base salary of $126,600.01. In January 2025, Circles Australia sold its Australian business to Amaysim, leading to a decision to make employees redundant, effective February 28, 2025. Mr. Lim received a proposed redundancy deed, which he did not sign. He raised concerns about the process, including lack of formal notice and support. Circles Australia offered to vest some employee stock options in a revised deed, which Mr. Lim also did not sign. Mr. Lim commenced paid personal leave on February 18, 2025, and his employment ended on February 28, 2025.
[2025] FWC 1554
Jillian McLoghlin was dismissed from her role as a science laboratory technician at St Columba’s College Ltd after forcefully slapping a student’s hand during a class. Ms McLoghlin claims the dismissal was disproportionate and the process unfair, seeking compensation. The incident was captured on video and reported to the Commission for Children and Young People (CCYP). The College alleges Ms McLoghlin was involved in tense conversations with students and verbally abused the student. Ms McLoghlin argues she was not properly informed of the allegations and that the College did not follow proper procedures outlined in the Catholic Education Multi Enterprise Agreement.
[2025] FWC 1701
Mr Ho Wong, the sole director of Maxma Transportation Pty Ltd, sought a remedy for unfair termination from Sal National Pty Ltd. Maxma provided delivery services for Sal under a contract that was terminated on 1 April 2025. Mr Wong argues the termination was unfair, while Sal denies this and argues Mr Wong isn't a regulated road transport contractor, meaning he isn't protected from unfair termination. Maxma and Sal are based in New South Wales.
[2025] FWC 1696
Australian Concert and Entertainment Security Pty Ltd (ACES) sought costs against Michael Alkan, the principal of HR Experts, who represented Mr Sabir Ejaz in an unfair dismissal claim. Mr Ejaz was dismissed from ACES as a security guard following an incident at a hospital involving a police officer. ACES alleged Mr Alkan’s actions, including sending an email with a settlement offer and failing to attend a conciliation conference, caused them to incur unnecessary costs. Mr Alkan claimed his actions were based on instructions from Mr Ejaz and that communications were primarily by phone due to language barriers. ACES rejected the settlement offer and Mr Alkan did not attend the scheduled conciliation conference, claiming the Commission had been informed of their intention not to participate, though this email was not received.
[2025] FWC 1578
Mr Priyansh Singh Panwar sought a remedy for unfair deactivation from Portier Pacific Pty Ltd, trading as Uber Eats. Uber Eats argued Mr Panwar wasn't protected from unfair deactivation because he hadn't performed work on their platform regularly for at least six months. Mr Panwar disagreed. The Fair Work Commission held a hearing on 4 June 2025, where evidence was presented by both sides. The relevant period for assessing regularity of work began on 26 August 2024.
[2025] FWC 1498
Mr Greg Pargeter was terminated from his role as Human Resources Manager at Melbourne Archdiocese Catholic Schools Ltd (MACS) on April 11, 2025. He filed an application for unfair dismissal on May 4, 2025, two days past the 21-day deadline. MACS objected to the application, arguing the delay was not due to exceptional circumstances. Mr Pargeter alleges misconduct led to his dismissal, which MACS denies, claiming he falsified a variation to his employment contract for financial gain. Mr Pargeter’s representative, Mr Justin Cooney, miscalculated the deadline, believing he had until May 5th due to a public holiday.
Fair Work Ombudsman
The Fair Work Ombudsman (FWO) conducted a three-year Horticulture Strategy (2021-2024) inspecting over 500 employers across 15 regional hotspots. Inspections targeted farms, orchards, and labour hire providers. The Mornington Peninsula and Yarra Valley in Victoria had the highest non-compliance rate (83%), followed by the Riverina in NSW (72%). Labour hire providers consistently had higher breach rates than direct growers. The FWO issued fines and recovered unpaid wages for 464 underpaid workers.
Fair Work Ombudsman
The Fair Work Ombudsman has taken legal action against Amanda Hay and Suzanne Miller, former operators of 'The Pantry at Corrimal' restaurant in Wollongong, NSW. The action relates to alleged underpayment and failure to pay penalty rates to a young casual food and beverage attendant employed in August-September 2022. A Fair Work Inspector issued a Compliance Notice in April 2023, requiring back-payment of entitlements, but it was allegedly not fully complied with. Approximately $2,188 remains outstanding.
Fair Work Ombudsman
H-TEQ Pty Ltd, formerly operating as ‘Hydro Construction Products’ in Queensland, New South Wales, and Victoria, failed to comply with a Fair Work Ombudsman Compliance Notice. The Compliance Notice related to unpaid accrued annual leave entitlements for a full-time warehouse storeperson at a Minto, Sydney warehouse, between April 2019 and March 2021. The company’s sole director, Ian Robert Turner, was also involved. The Fair Work Ombudsman investigated after a worker requested assistance.
Fair Work Ombudsman
The Fair Work Ombudsman is conducting inspections of 34 fast food outlets, restaurants, and cafés in Noosa Heads, Noosaville, and Tewantin, Sunshine Coast. The inspections began on June 18, 2025. They aim to check for underpayments and compliance with workplace laws. Businesses were selected based on prior non-compliance, reports, and vulnerability of workers, including visa holders. The Fair Work Ombudsman is partnering with the Department of Home Affairs to inform employers about migrant worker protections. This follows previous inspections in 2023 which recovered over $220,000 for 447 underpaid workers.
Fair Work Ombudsman
The Fair Work Ombudsman has commenced legal action against Scott John Redmond, former owner and operator of Cleaning Excellence Pty Ltd, trading as Cleaning Excellence. The company, located in the Central Coast, Newcastle and Wagga Wagga areas of NSW, was deregistered in January 2024. It is alleged that Mr. Redmond underpaid 12 cleaners a total of $22,411 between July 2019 and May 2022. Some workers were full-time, others casual, and four were young workers aged between 20 and 23. Allegations include failing to pay wages for up to three weeks, underpaying minimum wages, casual loading, night-shift penalty rates, and vehicle allowances, as well as annual leave, public holiday, and payment-in-lieu-of-notice entitlements. Mr. Redmond also allegedly provided false pay slips and failed to comply with a Notice to Produce records. This is the second time the Fair Work Ombudsman has taken legal action against Mr. Redmond.
Fair Work Ombudsman
The Fair Work Ombudsman has commenced legal action against Sayyes Investments Pty Ltd, a former franchisee of a Burrito Bar outlet in Rural View, Mackay, and its sole director, Subrahmanyam Sukhavasi. A young, casual food and beverage attendant, aged 16 to 17, worked for the company between December 2021 and September 2022. A Fair Work Inspector issued a Compliance Notice in April 2023 alleging underpayment of minimum wages and penalty rates for weekend and public holiday work, under the Restaurant Industry Award 2020. The company allegedly failed to comply with the notice and breached pay slip laws.
Fair Work Ombudsman
The Fair Work Ombudsman has commenced legal action against CBS International Trading Co. Pty Ltd, a baby formula manufacturer in Dandenong South, Victoria. The investigation began after three full-time employees, including a temporary graduate visa holder, requested assistance. They worked as machine operators between June 2022 and May 2024. Fair Work Inspectors issued Compliance Notices in February and May 2024, alleging underpayment of annual leave entitlements and minimum wages, based on the Food, Beverage and Tobacco Manufacturing Award 2020 and the National Employment Standards. The company allegedly failed to comply with these notices.
Fair Work Ombudsman
Griffith University signed an Enforceable Undertaking with the Fair Work Ombudsman and will complete more than $8.34 million in payments, including interest and superannuation, to 5,457 underpaid staff. Affected employees worked across all four of Griffith's academic groups (Arts, Education and Law; Business; Health; Sciences) and all six of its Queensland campuses. They included full-time, part-time and casual academic, professional, support and fitness staff, and proctors. Griffith self-reported to the FWO in March 2022 after identifying underpayments under its enterprise agreements and two awards. The causes included insufficient training for course convenors and school administrators, weak onboarding data, and non-existent or insufficient payroll review processes.
Fair Work Ombudsman
The Fair Work Ombudsman has commenced legal action against Big Fat Greek (Belmore) Pty Ltd and its sole director, Peter Sinadinos. The company, which previously operated a fast food outlet in Belmore, Sydney, allegedly underpaid a casual kitchen attendant, a visa holder, between October 2021 and July 2022. A Fair Work Inspector issued a Compliance Notice in October 2023, requiring back-payment of wages, overtime, penalty rates, and a clothing allowance under the Fast Food Industry Awards. The company failed to comply with the notice.
Fair Work Ombudsman
The Fair Work Ombudsman has commenced legal action against Yarraville Business Pty Ltd, Taylors Business Pty Ltd, and SNNB Enterprises Pty Ltd, former operators of Cash Converter stores in Epping, Taylors Lake, and Yarraville. The sole director, Graeme Grainger, is also facing court. Fair Work Inspectors issued Compliance Notices between November 2022 and February 2023, believing the companies underpaid seven full-time employees as store managers, retail employees, and shop assistants. The alleged underpayment related to accrued but untaken annual leave and minimum wages for work in 2022. The companies failed to comply with the notices, and the total amount owed to employees ranged from $2,972 to $16,833. The stores are now closed.
[2023] FWCA 3811
Specialised Mine Services Pty Ltd applied to have its Specialised Mine Services Enterprise Agreement 2023 approved. The agreement covers four employees working in NSW. The Construction, Forestry, Maritime, Mining and Energy Union raised concerns about the agreement's compliance with the Fair Work Act 2009, including its authenticity, the size of the employee cohort, and whether genuine bargaining occurred. The union also raised concerns about the ballot process and the agreement's terms compared to the Black Coal Mining Industry Award 2020.
[2025] FWCFB 106
Craig Hancock was dismissed from his role as a crane operator at Sydney International Container Terminals (Hutchison) after consuming a glass of wine before his shift and being involved in an accident. His blood alcohol concentration (BAC) reading was 0.025, exceeding the company's zero-tolerance policy. Hutchison argued Hancock should have been aware of a policy change reducing the allowable BAC to zero, communicated via email and toolbox meetings. The Deputy President found the dismissal harsh and unreasonable, ordering reinstatement with backpay and continuity of service.
[2025] FWC 1284
Andrew Murphy, a teacher at Xavier College Limited, was dismissed on September 4, 2024. He alleges unfair dismissal and seeks reinstatement and compensation. Mr. Murphy worked at the college since 2003 and held roles as an Independent Education Union representative and Health and Safety representative. Previous warnings were issued in 2016 and 2022 related to performance and communication. Concerns arose regarding his performance, including timely feedback to students and maintaining a clean workspace. The college alleges a valid reason for dismissal and procedural fairness was provided. A meeting was scheduled to discuss a performance improvement plan but was postponed. Mr. Murphy was also involved in identifying health and safety concerns and was selected for jury duty.
[2025] FWC 1363
Nigel Davies, a former Assistant National Secretary of the Construction and General Division of the CFMEU, applied for a certificate to be employed or engaged by an organisation. He was deemed a 'removed person' due to the administration of the Construction and General Division under the Fair Work (Registered Organisations) Act 2009. This arose from a scheme appointing Mark Irving KC as administrator, which declared Mr Davies' position vacant. The National Secretary of the CFMEU, Zach Smith, requested Mr Davies return to assist with training and campaigns. No other parties objected to his application.
[2025] FWC 1218
Ms Jessica Dickson sought a Fair Work Commission (FWC) order to deal with a general protections dispute related to her dismissal. She was employed as a nanny for Mr Felipe Cespedes and Ms Susann Kovacs, commencing in late January 2023, and the engagement ended on 5 October 2024. The Respondents objected, arguing Ms Dickson was not an employee and therefore not dismissed. The FWC held a hearing to determine this jurisdictional objection.
[2025] FWC 1352
Jeffrey Iversen was employed as CEO of Arramwelke Aboriginal Corporation from February 2020. He was terminated on October 24, 2024, via a letter from the Chairman, David Blue (Jr). Iversen applied to the Fair Work Commission for an unfair dismissal remedy. Arramwelke Aboriginal Corporation failed to participate in the Commission proceedings, despite multiple attempts at contact. The Commission ultimately vacated the hearing and determined the matter based on Iversen’s submissions.
[2025] FWC 1186
Heidi Pooler commenced employment with Hodgson Lawyers Pty Ltd in February 2024. In December 2024, she received a termination letter alleging performance issues, which she believes was related to her pregnancy and discussion of maternity leave. The letter stated a four-week notice period, with her last day of work being December 20, 2024, considering the Christmas closure, but with employment continuing until December 31, 2024. Pooler filed a general protections application with the Fair Work Commission on December 13, 2024, while on leave. Hodgson Lawyers objected, arguing the application was filed prematurely.
[2025] FWC 1176
Mark Coats, who is vision impaired, worked as a casual employee for Palmers Relocations, a removal company, from approximately April 2021 until November 2024. He assisted with loading and unloading removal trucks. Mr Coats claims he was unfairly dismissed. Palmers Relocations argues he was a casual employee and hadn't completed the minimum employment period to be protected from unfair dismissal. The company also claims his dismissal was due to a downturn in work and threatening behaviour towards management.
[2025] FWC 1349
Adam Camilleri, a Field Engineer at NBN Co Limited, alleged he was bullied at work by his Field Area Manager, Paul Fitzpatrick. The allegations stemmed from issues including the removal of Mr Camilleri’s rostered day off (RDO) and concerns about his work practices. Mr Camilleri reported to Mr Fitzpatrick since August 2024. NBN Co supported Mr Fitzpatrick’s defence. Nine allegations of bullying were initially raised, but the Commission focused on two key instances. The dispute also involved disagreements about whether employees should be paid for preparatory work done before starting work.
[2025] FWC 1353
Harvey Shore and Rodney Buddle, both former volunteers with the Australian Volunteer Coast Guard Association (Coast Guard), applied to the Fair Work Commission for orders to stop bullying. Mr Shore alleges bullying by several Coast Guard officials, stemming from comments made in a private Facebook group and a subsequent investigation. He was disenrolled. Mr Buddle, who advised Mr Shore, was also stood down and disenrolled after allegedly disseminating confidential information. Both men were overseas for a period and are no longer volunteers.
[2025] FWC 1150
Gregg Davis was employed as an Operator by Odell Resources Pty Ltd at a mine in Western Australia, while living in Queensland. In September 2024, he was involved in a physical altercation with another worker, Paul Tsoukalas, and stood down without pay. After missing a flight ordered by the company, he was summarily dismissed for serious misconduct. Davis applied to the Fair Work Commission for an unfair dismissal remedy.
[2025] FWC 1326
Mr. Beau Scholtz (Applicant) was dismissed by All Skills Resourcing Pty Ltd (First Respondent) on January 17, 2025. He filed an application with the Fair Work Commission on February 24, 2025, alleging the dismissal breached general protections. The First Respondent objected, arguing the application was filed 17 days past the 21-day deadline. The Applicant claimed exceptional circumstances existed due to a lack of clarity regarding the reason for his dismissal and delays caused by his solicitor.
[2023] FWCFB 103
Specialised Mine Services Pty Ltd (SMS) sought approval for an Enterprise Agreement (SMS Agreement) covering four casual employees. The Mining and Energy Union (MEU) appealed a previous decision approving the agreement, raising concerns about how the agreement was made and whether it genuinely reflected employee agreement. The MEU questioned the involvement of company directors, Mr Perkins and Mr Yvanoff, in creating the agreement and whether the employees were properly covered by another enterprise agreement (Nortek Agreement). They also raised concerns about the explanation of the agreement's terms to employees and whether it passed the 'better off overall test'. The Deputy President initially refused to provide unredacted documents related to the application.
[2025] FWC 1289
Ibrahim Jibril sought an order from the Fair Work Commission requiring Uber Australia Pty Ltd, operating through Rasier Pacific Pty Ltd, to reactivate his account. He claimed unfair deactivation. Rasier Pacific argued he wasn't protected under section 536LD of the Fair Work Act 2009 because he hadn't worked on the platform for at least six months. Jibril had a services agreement with Rasier Pacific from 16 November 2024, starting work on 26 November 2024, and was deactivated on 12 March 2025. He previously worked for Uber between 2017 and 2019.
[2025] FWC 1336
Mr Carson Q Zhang was dismissed from Orientile Pty Ltd on 28 February 2025, after 15 years of employment. Orientile, a small business selling imported tiles with 9 employees, claimed the dismissal was a genuine redundancy due to financial difficulties and a new warehouse. Mr Zhang disputes this, stating he was shocked by the sudden dismissal and received minimal consultation. The meeting lasted approximately 90 minutes, according to CCTV footage, though accounts of the meeting's length differed. Mr Zhang was offered a separation certificate and Uber transport but declined. Orientile failed to consult with Mr Zhang about the redundancy as required by the Storage Services and Wholesale Award 2020.
[2024] FWC 2237
Mark Frost, an Advanced Life Support Paramedic and Bright Team Manager with Ambulance Victoria, faced disciplinary action following investigations into alleged misconduct that began in August 2021. Ambulance Victoria proposed a transfer to Dandenong, along with a warning and restorative practices. Frost disputes the transfer, arguing it would force him to relocate from Bright, where he has lived since 2009. He contends the transfer is not justified as his conduct doesn't meet the definition of workplace bullying or harassment. Conciliation attempts were unsuccessful. The Fair Work Commission is now considering whether Frost’s conduct constitutes bullying or harassment and whether the transfer is reasonable.
[2025] FWC 1219
David Weule was dismissed from Central Queensland Services Pty Ltd in September 2024, following an altercation at the Caval Ridge Mine where he worked at BM Alliance Coal Operations Pty Ltd. He received five weeks’ pay in lieu of notice. The dismissal related to his involvement in the altercation. Mr Weule applied to the Fair Work Commission for an unfair dismissal remedy. The matter proceeded to a hearing in January 2025, with evidence presented by both Mr Weule and several witnesses for the Respondent.
[2025] FWC 1224
John Wassens, a maintenance coordinator, resigned from Murrells Freight Services Pty Ltd on September 23, 2024, with two weeks' notice. He subsequently filed an unfair dismissal application with the Fair Work Commission on October 16, 2024, more than one day after the deadline. Wassens explained the delay was due to a shoulder reconstruction and related arm pain, requiring hospital visits and impacting his ability to manage daily tasks. He also cited encouragement from his partner to pursue the claim for unpaid wages.
[2025] FWC 1177
The Construction, Forestry and Maritime Employees Union (CFMEU) applied for entry permits for Joshua Thompson and Dylan Howard, who are employed as an organiser and Civil and Regional Construction Co-Ordinator respectively. Thompson and Howard are respondents in ongoing Federal Court proceedings (Matter No. QUD245/2024) related to alleged breaches of workplace laws. BMD Constructions Pty Ltd is the applicant in the Federal Court proceedings. The Fair Work Ombudsman raised concerns about Howard’s conduct, referencing video footage alleging ‘shirtfronting’ and threatening language. The CFMEU Administrator refuted these claims. The Ombudsman subsequently resolved their concerns and did not participate in the hearing.
[2025] FWCFB 94
Mark Frost, an employee of Ambulance Victoria (AV), was transferred from Bright to Dandenong following allegations of bullying towards coworkers. An independent investigator, Brian Lacy, concluded that Mr. Frost engaged in bullying conduct. Mr. Frost challenged the transfer, arguing it was unreasonable, AV didn't follow procedural fairness, and his conduct didn't constitute serious misconduct. The Fair Work Commission initially found Mr. Frost’s behavior amounted to serious misconduct and AV acted appropriately. Mr. Frost appealed this decision.
Fair Work Ombudsman
The Fair Work Ombudsman has commenced legal action against KYT Laboratories Pty Ltd, trading as ‘Keytrust Laboratories’ and ‘Keytrust CollabCare’, and its sole director, Charles Greatrex. A Fair Work Inspector issued a Compliance Notice in March 2023 after believing the company underpaid an information technology worker employed from 2014 to 2022. The alleged underpayment involved minimum wages under the Professional Employees Award 2020 and unpaid annual leave entitlements. The company has not fully complied with the Compliance Notice, with over $24,000 remaining outstanding.
Fair Work Ombudsman
The Fair Work Ombudsman has commenced legal action against Matthew John Patton, the operator of 'Dirty Bits Decorative Concrete Coatings' in New South Wales. An investigation began after a worker requested assistance. It was alleged that Mr. Patton underpaid a casual construction worker between January and March 2022, failing to pay minimum casual hourly rates and overtime entitlements under the Building and Construction General On-site Award 2020. A Compliance Notice was issued in June 2023, which Mr. Patton allegedly failed to comply with.
Fair Work Ombudsman
The Fair Work Ombudsman investigated Harris Group Co Pty Ltd, formerly known as ‘Harris Trucking’ in Traralgon, Victoria, following a request for assistance from a part-time delivery driver. The driver worked for the business between September 2021 and January 2022. A Fair Work Inspector issued a Compliance Notice in April 2022, believing the worker was underpaid overtime, Saturday penalty rates, and annual leave entitlements. The company's sole director, Matthew Harris, was also involved.
Fair Work Ombudsman
The Fair Work Ombudsman has commenced legal action against Veens Group Pty Ltd, a housing construction company based in Harrington Park, Sydney, and its sole director, Dasi Shi. A Fair Work Inspector issued a Compliance Notice in June 2023 after suspecting the company failed to pay a 29-year-old Chinese construction worker, who held a student visa, for eight days in October 2022. The worker was allegedly entitled to minimum casual wages under the Building and Construction General On-Site Award 2020. The company allegedly failed to comply with the Compliance Notice, and Mr Shi is alleged to have been involved.
Fair Work Ombudsman
The Fair Work Ombudsman secured penalties and compensation after Mr Viet Quoc Mai and Ms Huong Le, operators of two 'Mr Viet' Vietnamese eateries in Adelaide, underpaid 36 migrant workers. The workers, mostly Vietnamese international students aged under 25, were employed between January 2018 and September 2021. They were paid as little as $15 an hour, significantly below minimum wage. The couple also made employees pay for bubble tea and other items, and deducted money from pay for alleged customer errors. Mr Mai attempted to deceive Fair Work inspectors by falsely claiming to back-pay workers.
[2025] FWC 922
Muaz Khan, an Assistant Mentor, was employed part-time by Step Up Disability Services Pty Ltd from around August 2022, working eight hours a week under a Supported Wage System. His legal guardian, Zaffar Khan, filed an unfair dismissal application on his behalf after Muaz’s employment ended on September 1, 2024. The dismissal stemmed from a dispute over the signing of a new Services Agreement related to NDIS fee increases. Emails exchanged between Mr. Khan and Step Up revealed concerns about Muaz’s wages and a request for a reference letter. Step Up repeatedly requested the agreement's signature, ultimately terminating Muaz’s services when it wasn't provided. Mr. Khan attempted to contact Step Up to discuss his concerns but was unsuccessful. Muaz attended work on September 2, 2024, and was sent home.
[2025] FWC 957
Tyson Wood was dismissed from his role at The Schoolhouse Education Australia Pty Ltd in November 2024. He applied to the Fair Work Commission for an unfair dismissal remedy. The company objected, arguing Mr Wood’s income exceeded the high-income threshold and he wasn't covered by a modern award or enterprise agreement. Mr Wood had previously been a director and shareholder in the company. From March 2024, his salary was reduced by $30,000 per annum, treated as a loan to the company, and he also salary sacrificed 100% of his salary from July 2024. He also took on another job in October 2024.
[2025] FWC 317
Elizabeth Naden (Applicant), a teacher and Religious Education Coordinator at a Catholic school, sought a determination regarding her return to work from parental leave. She requested a part-time arrangement working three days a week. Catholic Schools Broken Bay Limited (Respondent), her employer, couldn't accommodate this request while she remained in her current role. The dispute arose under the Catholic Schools Broken Bay Enterprise Agreement 2023, which has since been replaced, but with similar relevant clauses. The matter was referred to the Fair Work Commission for dispute resolution under the Enterprise Agreement’s clause 41. A conference was held but failed to resolve the issue, leading to a request for arbitration.
[2025] FWC 978
Sarah Murray (Applicant) sought to challenge her alleged dismissal by 239 Brunswick Pty Ltd (First Respondent) and Mr. Moussa Raffoul (Second Respondent) under the Fair Work Act 2009. The Applicant claimed she was employed under the Live Performance Award 2020 and her dismissal breached workplace laws. The Respondents argued she was an independent contractor, not an employee, and therefore could not have been dismissed. The Applicant entered into an agreement with the First Respondent in September 2023, requiring her to pay reservation fees and pay clients directly. She was not provided with uniforms or benefits like superannuation. The Applicant failed to file material in response to directions and did not appear at the hearing.
[2024] FWC 3335
Muaz Khan worked part-time as an Assistant Mentor for Step Up Disability Services, which provides disability support services. A dispute arose in August 2024 between Mr Khan's father, Zaffar Khan, and Step Up regarding a new service agreement related to the National Disability Insurance Scheme (NDIS). Step Up sent emails to Zaffar Khan on August 30, 2024, initially stating August 30 would be Muaz Khan’s last day, then stating his services would be paused from September 1, 2024. Muaz Khan filed an unfair dismissal application on September 22, 2024. Step Up argued the application was late.
[2025] FWC 784
Mitchell Fuller was dismissed from his role as a solicitor at Madison Branson Lawyers on August 4, 2024, after it was discovered he lied about his whereabouts and claimed sick leave on April 5 and 8, 2024. He had flown to Adelaide with friends, attending AFL games and socializing, while falsely claiming illness to his employer. He booked the flight on April 1, 2024, and obtained medical certificates, one online and one from his doctor, to support his claims. The law firm had six employees at the time of dismissal. Mr Fuller claimed to have ADHD and medication shortages impacting his focus.
[2025] FWCFB 82
Elizabeth Naden, a teacher at Sacred Heart Primary School Pymble, requested a flexible work arrangement to return from parental leave. She sought to work part-time in term 1 and continue in term 2, initially not returning to her Religious Education Coordinator (REC) role until full-time. The school refused, proposing she return as a classroom teacher only. Ms. Naden challenged this refusal, leading to a dispute resolved by Commissioner Matheson, who ruled the refusal should stand. Ms. Naden appealed this decision.
[2025] FWC 901
Peter Clark was employed by The Trustee For Pausco Trust (Pausco Trust) from January 8, 2024. On July 9, 2024, he was directed to wash trucks, leading to a disciplinary meeting scheduled for July 10, 2024, which he missed due to sick leave. Following a medical clearance in December 2024, he was instructed to return to work on December 19, 2024, and attend the disciplinary meeting. On December 20, 2024, Pausco Trust emailed Mr. Clark a termination letter, which he didn't see until December 21, 2024. He filed an unfair dismissal application on January 11, 2025.
[2025] FWC 910
Marco Fabbro was employed as a Pizza Chef at Tocco Italiano, a restaurant, from October 31, 2022. In August 2024, he injured his shoulder and provided a medical certificate to his employer. On August 19, 2024, Tocco Italiano informed him his position would be made redundant due to a restructure, with his employment ending on September 3, 2024. He received two weeks' pay in lieu of notice. Fabbro subsequently applied to the Fair Work Commission for an unfair dismissal remedy on September 23, 2024.
[2025] FWC 872
Gabriel Walker was dismissed from his plumbing position at Plumbtrax Pty Ltd on December 17, 2024. He had worked there since September 7, 2021, and earned less than the high-income threshold of $175,000 annually. Plumbtrax alleged serious misconduct, including registering a competing business, Walker Environmental Services (WES), and promoting it during work hours. Walker admitted to registering WES but claimed he informed his employer about his plans. There's disagreement about when and how this information was shared. Walker denies making aggressive remarks during the termination meeting and denies promoting WES during work hours.
[2025] FWC 835
Michael Nugent was dismissed from his role as a Senior Traction Linesperson at Queensland Rail in July 2024. The dismissal followed repeated instances of Mr Nugent sending threatening and harassing emails to colleagues between 2021 and 2022, despite a previous final warning in September 2022. He also made covert recordings of workplace conversations and shared them with employees, breaching company policy. Following a show cause letter, Mr Nugent did not adequately address the allegations and was subsequently dismissed.
[2025] FWCFB 75
Meiyun Xue (Ms Xue) was dismissed from her catering assistant role at Serco Australia Pty Limited after 18 years of employment. Serco stated her English literacy levels were insufficient for the role. Ms Xue filed an unfair dismissal application, but missed a deadline to submit documents due to limited English skills and a misunderstanding of the Commission's directions. She requested an extension, which was denied. The Deputy President dismissed her application for failing to comply with directions. Serco's legal representatives were aware of the missed deadline but did not request dismissal. Ms Xue subsequently appealed the decision.
[2025] FWC 866
The Mining and Energy Union (MEU) sought a regulated labour hire arrangement order under the Fair Work Act 2009 concerning Skilled Workforce Solutions (NSW) Pty Ltd (Skilled) and Mt Arthur Coal Pty Limited (BHP). Skilled supplies labour to BHP's Mt Arthur coal mine, with Programmed Skilled Workforce Ltd (Programmed) contracted to supply haul truck operators. Skilled employees perform similar work to BHP employees, using the same equipment, training, and safety procedures. Donna Davy, a Skilled employee who later transitioned to BHP, received higher pay and benefits after joining BHP. Jeremy McWilliams, a union representative, highlighted pay discrepancies between Skilled and BHP employees. Skilled and BHP opposed the order's form, arguing it extended beyond the presented case.
[2025] FWC 832
Professor John Rasko (the Applicant) worked as a Staff Specialist at Sydney Local Health District (SLHD) since 1999, also performing work for the Centenary Institute of Cancer Medicine and Cell Biology (Centenary). From 2014, a formal agreement existed between the three parties. In June 2023, discussions began about the Applicant filling a Deputy Director role at Centenary. He received a letter offering the position with a start date of August 1, 2023, and a $20,000 annual allowance. A written contract was never signed, and the allowance wasn't paid. Allegations against the Applicant arose in January 2024, leading to a suspension from Centenary's premises in April 2024. The affiliation agreement ended September 8, 2024, and Centenary announced an end to the arrangement with the Applicant.
[2024] FWC 3596
Ms Meiyun Xue filed an unfair dismissal application against Serco Australia Pty Ltd in October 2024. The Fair Work Commission issued directions, requiring Ms Xue to file documents by December 23, 2024. She failed to comply with this direction and did not seek an extension until December 20, which was refused. She also did not respond to a 'Show Cause Email' explaining the consequences of non-compliance.
[2025] FWC 1095
William Kane Lowth was previously an Assistant Secretary of a branch of the Construction, Forestry and Maritime Employees Union (CFMEU). Following changes to the Fair Work (Registered Organisations) Act 2009, his office was declared vacant and his employment terminated. He is now considered a 'removed person' and requires a certificate to hold office, be employed, or be a bargaining representative. He has been offered a part-time position with the Electrical Trades Union Division of the Communications, Electrical, Electronic, Energy, Information, Postal, Plumbing and Allies Services Union of Australia (CEPU), conditional on receiving a certificate from the Fair Work Commission. The Commission is considering whether he is a 'fit and proper person' for this role. The CFMEU Administrator initially intended to be heard but ultimately chose not to present evidence due to an ongoing investigation.
Fair Work Ombudsman
Tamer Yesilbas, the former operator of The Dock Lounge bar in Melbourne, has been penalised by the Federal Circuit and Family Court. The penalty relates to breaches of pay slip laws and failure to comply with a Compliance Notice. The Compliance Notice concerned a casual bar worker employed from December 2022 to January 2023. The worker was an Italian visa holder. Yesilbas had previously paid $2,000 to the worker, which was owed under the Compliance Notice.
Fair Work Ombudsman
The Fair Work Ombudsman secured a penalty against Francis Placentino, former director of Monaco Willows Pty Ltd, which operated the Tusk cafe in Windsor, Melbourne. The company unlawfully deducted $3,610 from a visa holder chef’s wages between October 2021 and April 2023, claiming it was for food, coffee, and drinks without written authorisation. The Fair Work Ombudsman investigated after a request for assistance. The company failed to comply with a Compliance Notice regarding underpayment of minimum wages, public holiday, overtime, and annual leave entitlements. The cafe is now closed and the company is in administration.
Fair Work Ombudsman
The Fair Work Ombudsman has commenced legal action against Southeast Auto Sales Pty Ltd, trading as All About Offroad 4x4 Specialist, in Woodridge, Queensland. The company is accused of failing to pay annual leave entitlements to a former employee, who worked as a full-time general manager and car salesperson between July 2019 and December 2022. A Fair Work Inspector issued a Compliance Notice in September 2023, which the company allegedly failed to comply with. The amount allegedly owing to the employee is $7,874.
Fair Work Ombudsman
The Fair Work Ombudsman has taken legal action against Stuart Angel, the former operator of Angel Smash Worx in Gosford, NSW. A Fair Work Inspector issued a Compliance Notice in August 2023 after suspecting a full-time worker, employed between 2018 and 2022 (including as an adult apprentice), was not paid minimum wages, annual leave, or reimbursed for training costs. The worker's employment was governed by the Vehicle Manufacturing, Repair, Services and Retail Awards 2010 and 2020 and the Fair Work Act’s National Employment Standards. Mr. Angel allegedly failed to comply with the Compliance Notice and did not provide pay slips.
Fair Work Ombudsman
The Fair Work Ombudsman conducted surprise inspections of approximately 50 businesses across six cities: Hobart, Adelaide, Melbourne, Sydney, Perth, and Cairns. These businesses, including mobile phone repair shops, discount stores, butcher shops, bakeries, grocery stores, florists, drycleaners, hair and beauty salons, beauty supply shops, and car washes, were selected based on reports and previous investigations. Inspectors checked time and wage records and pay slips to ensure workers received correct wages and entitlements. The inspections also verified employers provided the Fair Work Information Statement and Casual Employee Information Statement.
Fair Work Ombudsman
Townsend House Inc, a South Australian charity providing allied health services, self-reported workplace non-compliance to the Fair Work Ombudsman (FWO) in April 2023. An investigation revealed that eighty employees were underpaid base and overtime rates between September 2017 and October 2022. The underpayments, totaling over $76,000, were attributed to misunderstandings about additional hours worked and payroll system errors. The charity is part of the Can:Do Group and operates in Hindmarsh and Noarlunga, Adelaide. Affected employees held roles including administrative, social services, health professionals, and interpreters.
Fair Work Ombudsman
The Fair Work Ombudsman has taken legal action against Hoppers Trailer Pty Ltd, a Melbourne trailer manufacturer, and its sole director, Gurpinder Singh. A Fair Work Inspector issued a Compliance Notice in August 2023 after suspecting the company underpaid a welder employed from June to October 2022. The welder was an Indian national on a temporary graduate visa. The company allegedly failed to pay accrued but untaken annual leave entitlements. The company also allegedly failed to comply with the Compliance Notice.
Fair Work Ombudsman
The Fair Work Ombudsman has taken legal action against Drew and Schofer Real Estate Pty Ltd, a Sydney real estate agency, and its sole director, Graeme Ralph Drew. A Fair Work Inspector issued a Compliance Notice in December 2022 after believing the company underpaid an 18-year-old junior real estate worker employed from July to September 2022. The company allegedly failed to pay wages and accrued annual leave entitlements. The Compliance Notice required back-payment of entitlements, which the company and director allegedly failed to do.
Fair Work Ombudsman
The Fair Work Ombudsman has commenced legal action against Sabcha Pty Ltd, which operates 11 P’Nut Street Noodles restaurants in Sydney, Brisbane, and the Sunshine Coast, and one of its directors, Ankur Sehgal. It is alleged that 118 workers, primarily migrant workers from countries including Thailand, Philippines, Vietnam, India and Indonesia, were underpaid a total of $976,463 between April 2019 and May 2021. Alleged individual underpayments ranged from $70 to $79,000. The underpayments involved minimum wage, penalty, overtime rates, split-shift allowances, and leave entitlements. Sabcha is also accused of providing false or misleading time-and-wages records and pay slips.
[2025] FWC 616
The Victorian Ambulance Union Incorporated (VAU Inc) applied for registration as an employee organisation. Several unions, including the Health Services Union and United Workers Union, objected. The Ambulance Employees Association of Western Australia (AEA) appealed a previous decision regarding its own registration application. VAU Inc then sought a referral of a question of law to the Federal Court concerning the interpretation of a section of the Fair Work (Registered Organisations) Act 2009. The question involved how to define an 'enterprise association' under the Act.
[2024] FWCFB 451
The Ambulance Employees Association of Western Australia (AEA) sought registration as an organisation under the Fair Work (Registered Organisations) Act 2009. The United Workers’ Union (UWU) objected, arguing the AEA couldn't be registered because it's an 'enterprise association' – meaning a majority of its members work for the same employer, St John Ambulance Western Australia. Initially, most AEA members worked for St John Ambulance, but three had moved to other employers. A Deputy President dismissed the AEA's application, finding it had no reasonable prospect of success. The AEA appealed this decision.
[2025] FWC 666
Mr Mahgoub Ahmed (the Applicant) sought an unfair dismissal remedy from the Saudi Arabian Cultural Mission/Saudi Embassy. The Respondent raised jurisdictional objections, arguing immunity from the Fair Work Commission's jurisdiction under the Foreign States Immunities Act 1985 and questioning the validity of service. This case follows similar decisions in *Saudi Arabian Cultural Mission v Saleh* and *Saudi Arabian Cultural Mission v Alramadi*, involving multiple employees dismissed in 2021 and 2022. The Applicant was a citizen of Sudan and held a provisional visa at the time his employment contract was made.
[2025] FWC 611
Christopher Budd, an employee bargaining representative, filed an application under section 229 of the Fair Work Act 2009 seeking bargaining orders related to the Australian Federal Police (AFP) enterprise agreement. The AFP subsequently applied for dismissal of Budd's application. During a hearing, Budd argued the Commission lacked jurisdiction due to lawyers representing the AFP without proper permission, questioning the validity of Fair Work Commission Rule 2024, rule 13(1)(b). The Commissioner rejected this contention. Budd then sought a referral of several questions of law to the Federal Court under section 608 of the Fair Work Act.
[2025] FWC 702
Ricki Quayle was employed as a Driller by Redpath Contract Services Pty Ltd from 17 August 2023, until his dismissal on 12 September 2024. He worked at the Peak Project in Cobar, New South Wales, operated by Aurelia. Quayle’s dismissal followed the revocation of his site clearance by Aurelia due to performance and attendance issues. He had recently taken bereavement and sick leave. Quayle argued that his absence was approved and he received no prior performance warnings. Redpath is an international mining contractor providing services to clients like Aurelia.
[2025] FWC 701
Danny O’Brien sought to file an unfair dismissal claim against Total Tools Fyshwick Pty Ltd. He sent an email to the Fair Work Commission on October 22, 2024, intending to lodge his application. However, the email lacked the necessary application form (Form F2). He received an automated reply and didn't follow up until December 13, 2024, when he resubmitted the form. This resulted in a 52-day delay beyond the initial 21-day filing deadline. The Commission considered whether to grant an extension of time.
[2025] FWC 728
Vanessa Milligan was employed as a receptionist by Altona North Medical Group Pty Ltd from October 2021. Her position was made redundant following a business sale, effective January 15, 2025. She filed an unfair dismissal application one day late. The delay was due to personal and medical reasons, including being 39 weeks pregnant, hospital admissions, caring for her family, and her mother-in-law's cancer diagnosis. She engaged a solicitor, Katherine Argyriou, who failed to file the application on time, despite advising Milligan of the deadline. Milligan relied on her husband to contact the solicitor.
[2025] FWCFB 46
Sydney Trains and NSW Trains applied to the Fair Work Commission (FWC) to suspend protected industrial action by employees represented by the Australian Rail, Tram and Bus Industry Union (RTBU) and other unions. This action relates to negotiations for a new enterprise agreement to replace the existing 2022 agreement. The unions had lodged a log of claims including a 32% wage increase over four years. The application was made under section 425 of the Fair Work Act 2009, which allows for the suspension of industrial action to assist in resolving bargaining matters. Both parties provided witness statements and evidence during the hearing.
[2025] FWC 677
Rebecca Leeson was dismissed from McDougall & Sons Pty Ltd (M&S) on December 19, 2024, due to serious misconduct. She filed an unfair dismissal application on January 13, 2025, claiming the dismissal occurred on January 20, 2024, the date she received her final pay. The application was four days late. Ms Leeson engaged Enterprise Legal, who initially advised her on the timeframe and later confirmed the application deadline. M&S raised jurisdictional objections, arguing the application was out of time and claiming the dismissal followed the Small Business Fair Dismissal Code.
[2025] FWC 421
Gary Linegar was dismissed from his role as Operations Manager at World Wide Waste & Recycling Pty Ltd (CSC) on October 16, 2024, after being absent from work for six weeks due to illness. CSC terminated his employment following a period where his paid personal leave was withheld. CSC alleged Mr Linegar failed to follow company policies and procedures, and engaged in serious wilful misconduct. Mr Linegar had worked for CSC for eight years, earning less than the high-income threshold of $175,000 annually. A hearing was held in February 2025 where both parties were self-represented.
[2025] FWC 510
Laura Stien was employed as an office administrator by Hire A Hubby Pakenham (HAHP) from August 2022. She commenced parental leave in October 2023 and requested an extension of her leave in October 2024. HAHP’s owner, Ronald Peter Moore, claimed to have received the request in November 2024 and subsequently emailed Ms Stien on December 9, 2024, declining the extension and stating her role was redundant due to business downsizing. On December 11, 2024, Ms Stien was informed her employment was terminating, effective December 25, 2024, with no notice or payment in lieu. Ms Stien filed an unfair dismissal application on December 31, 2024.
[2025] FWC 668
Jacqueline Laughlin, a director of the Murray Grey Beef Cattle Society Limited, alleged she was bullied by the Society's President, John Contarino. She applied to the Fair Work Commission for an order to stop the bullying. The Society and Mr Contarino objected, arguing Ms Laughlin, as a director, was not a 'worker' under the Fair Work Act and therefore the Commission lacked jurisdiction. Ms Laughlin performed tasks such as marketing plan development, contacting promotion groups, and preparing documents for directors. She also incurred expenses, like driving to Melbourne for promotional materials.
[2025] FWCFB 50
Marie Vic Dawson (Ms Dawson) initiated proceedings against Centre for Digestive Diseases Pty Ltd (CDD) alleging unfair dismissal under the Fair Work Act 2009. CDD raised jurisdictional objections, claiming Ms Dawson resigned and the application was filed out of time. Discussions led to an in-principle agreement on 10 October 2024, but no final settlement was reached. The Fair Work Commission administratively closed the file on 3 December 2024, a decision Ms Dawson appealed. CDD initially opposed releasing a transcript of the 10 October hearing, citing potential prejudice to ongoing family law proceedings involving a witness.
[2025] FWC 658
Katrina Saunders was dismissed from her role as a production employee at Bengalla Mining Company Pty Ltd, primarily operating water and haul trucks. The dismissal stemmed from allegations that she interacted with her mobile phone while operating a truck on 10 occasions between January and June 2024, and for having her phone turned on in the cab. Ms. Saunders denies the allegations, claiming her phone inadvertently turned on after being plugged into a portable battery pack during a crib break. Bengalla also alleged a breach of their 'PHMP – Roads or Other Vehicle Operating Area' safety policy regarding mobile phone use. Evidence was presented by Glencore Coal Assets Australia Pty Ltd employee Benjamin Murphy, who monitors operator fatigue and distractions.
[2025] FWC 723
Martin Stoddard was dismissed from Crushing Services International Pty Ltd after a transfer from Silverstone Recruitment. He initially sought legal advice and attempted to file an application with the Western Australia Industrial Relations Commission (WAIRC) but was notified it was the incorrect jurisdiction. He then filed with the Fair Work Commission six days late. The company objected to the application due to the late filing and the fact that Stoddard had multiple applications on foot. Stoddard received legal advice but couldn't afford to continue with legal representation.
[2025] FWCFB 53
The Mining and Energy Union (MEU) sought regulated labour hire arrangement orders under the Fair Work Act 2009 concerning CoreStaff NSW Pty Ltd and Skilled Workforce Solutions (NSW) Pty Ltd. These companies supply labour hire workers to Bengalla Mining Company Pty Ltd at the Bengalla Mine. Approximately 156 workers are supplied by Skilled and 35 by CoreStaff. The Bengalla Mine employs around 560 employees. The dispute revolves around whether the labour hire workers are being supplied or are providing a service. The Bengalla Enterprise Agreement 2022 governs the employment of Bengalla employees, primarily technicians, and provides for full-time employment only. Skilled, CoreStaff and Bengalla opposed the orders.
[2024] FWC 1573
The Ambulance Employees Association of Western Australia (AEA) applied for registration as an organisation under the Fair Work (Registered Organisations) Act 2009. The United Workers’ Union (UWU) objected and sought to have the application dismissed. The AEA is considered an enterprise association, meaning the majority of its members are employed by St John Ambulance. Recent changes mean the AEA is no longer a federally registrable enterprise association. The UWU argued the AEA’s application couldn’t be approved because it doesn't fit the criteria for enterprise associations.
[2025] FWC 634
Adriana Music (Applicant) initiated a claim for unfair dismissal against Sharesight Pty Ltd (Respondent). The Applicant was initially employed as a Project Delivery Manager in April 2021. In June 2023, she resigned from her employment and entered into an independent contractor agreement to continue providing services remotely from Canada. The Respondent argued the Applicant was not an employee, and therefore, the unfair dismissal claim was invalid. The Applicant and Respondent entered into a written independent contractor agreement, which governed the provision of services from June 2023 to July 2024.
[2025] FWCFB 38
Sydney Trains and NSW Trains sought an order to suspend protected industrial action related to bargaining for a new enterprise agreement to replace the existing Sydney Trains and NSW TrainLink Enterprise Agreement 2022. The current agreement expired in May 2024, and negotiations with the Combined Rail Unions (CRU), primarily the RTBU, have been ongoing since May 2024. Industrial action, mainly by RTBU and CEPU members, has disrupted Sydney's rail network. Negotiations stalled when the CRU proposed a $4,500 sign-on bonus for employees, a claim previously unraised. Subsequent industrial action led to significant service cancellations.
Fair Work Ombudsman
The Fair Work Ombudsman is conducting surprise inspections of 20 fast food outlets, restaurants, and cafés in Newtown and Enmore, Sydney. The inspections began on March 26, 2025. Inspectors are interviewing managers and employees, checking records, and pay slips to ensure workers receive correct pay and entitlements. Businesses were selected based on prior non-compliance, reports, and vulnerability of workers, such as young people and visa holders. This is part of a national Food Precincts Program.
Fair Work Ombudsman
The Fair Work Ombudsman has commenced legal action against Well Health Medical Services Pty Ltd, which operates Well Health Medical Hub in Merrylands, Sydney, and its sole director, Irfan Khan. The action follows a request for assistance from a registered nurse who was employed full-time between October 2020 and September 2023. A Fair Work Inspector issued a Compliance Notice in December 2023 after believing the company underpaid the worker's entitlements under the Nurses Award 2020 and National Employment Standards, including minimum wages, annual leave loading, accrued but untaken annual leave, and pay for 46 hours of work. The company failed to comply with the notice.
Fair Work Ombudsman
The Fair Work Ombudsman has taken legal action against Luke Courtney Chamberlain, the former operator of Earthcare Urban Farming, a gardening and landscaping business on the Gold Coast, Queensland. Two young workers, a 17-year-old school-based apprentice and a 19-20-year-old casual employee, requested assistance. A Fair Work Inspector issued a Compliance Notice in August 2023 after believing Mr Chamberlain had underpaid entitlements under the Gardening and Landscaping Award 2020 and the Fair Work Act. The inspector believed the apprentice received no wages for two months and the casual worker was underpaid minimum wages. Mr Chamberlain allegedly failed to comply with the notice.
Fair Work Ombudsman
The Fair Work Ombudsman has commenced legal action against IPS Holdings NSW Pty Ltd, a building and construction company based in Wollongong, and its sole director, Steven Sonnleitner. The investigation began after a worker, employed from September 2021 to September 2022, requested assistance. A Fair Work Inspector issued a Compliance Notice in February 2023, concerning unpaid annual leave entitlements. The company allegedly failed to comply with this notice, and Mr Sonnleitner is alleged to have been involved.
Fair Work Ombudsman
The Fair Work Ombudsman has commenced legal action against Barco Traders Pty Ltd, a Sunshine Coast transport company involved in food waste, and its sole director and shareholder, Daniel John McGettigan. A truck driver worked for the company full-time from December 2021 to June 2023. A Fair Work Inspector issued a Compliance Notice in December 2023, alleging the company failed to pay accrued but untaken annual leave entitlements. The company was required to pay $6,950 to comply with the notice, which they allegedly did not do. Mr McGettigan is alleged to have been involved in the non-compliance.
Fair Work Ombudsman
The Fair Work Ombudsman has commenced legal action against Michael Lawler Transport Pty Ltd, a Brisbane-based transport company, and its director, Michael Lawler. The company previously employed a driver from July 2022 to December 2023. The Fair Work Commission found the company unfairly dismissed the worker and ordered them to pay $27,280 in compensation in July 2024. The Fair Work Ombudsman alleges the company failed to comply with this order and Mr Lawler was involved. Attempts to secure voluntary compliance were unsuccessful.
Fair Work Ombudsman
The Fair Work Ombudsman has commenced legal action against Phyrum Um, the sole trader who owns and operates Intense Panel & Paint (trading as Slick FX Bodystyling) in Yennora, western Sydney. The action follows a request for assistance from the mother of a young worker with a disability who was employed as a part-time apprentice panel beater from May 2021 to May 2022. A Fair Work Inspector issued a Compliance Notice in June 2024, alleging underpayment of minimum wages, penalty rates, overtime, public holiday pay, and accrued annual leave entitlements under the Vehicle Repair, Services and Retail Award 2020 and the Fair Work Act’s National Employment Standards. Mr Um allegedly failed to comply with the notice.
[2025] FWC 453
Navin Chandra, a finance and administration manager, was dismissed from Lambert Estate Wines in August 2024, and his employment ended on September 13, 2024. He sought an unfair dismissal remedy, claiming his dismissal was harsh, unjust, or unreasonable. Lambert Estate Wines, a family-owned winery in the Barossa Valley, opposed the application. The company employs approximately 29 people. Mr. Chandra was recruited through an advertised process and had qualifications including a Master of Business Administration and a Master of Professional Accounting. The position was created to reduce the involvement of Pamela Lambert, a part owner, in the company's financial operations. The Deputy President heard oral evidence from Mr. Chandra and Kirk Lambert, the President of Lambert Estate Wines.
[2025] FWC 259
Richard Carmody, a Project Coordinator at Bureau Veritas Minerals Pty Ltd, applied for unfair dismissal after being dismissed on September 13, 2024. Mr. Carmody, with metallurgy experience, worked part-time at Bureau Veritas in Whyalla, South Australia, performing quality control for BHP's Carrapateena mine. In January 2024, BHP raised concerns about test results, leading to an investigation. Mr. Carmody's explanations to BHP, including admitting to assumptions and estimations, were deemed unsatisfactory. He was subsequently dismissed. The Fair Work Commission heard evidence from Mr. Carmody, a Laboratory Manager, and a Production Coordinator.
[2025] FWC 150
Sofia Mistrioti was dismissed from her role as a restaurant front of house manager at Glenpickle Pty Ltd in September 2024. Ms Mistrioti claimed she was told Glenpickle would sponsor her visa and then dismissed after raising the issue with the owner, Steven Kafrouni, and being accused of crossing a general manager, Arthur Atlas. Glenpickle stated Ms Mistrioti’s performance was unsatisfactory and she received warnings, and that she was dismissed due to poor performance. Ms Mistrioti denied receiving warnings and disputed the allegations of poor performance.
[2024] FWC 2669
Joanna Pascua claims she was unfairly dismissed by Doessel Group Pty Ltd (Doessel). Doessel argues Ms. Pascua was an independent contractor, not an employee, and therefore not eligible for an unfair dismissal claim. Ms. Pascua performed legal assistant work remotely from the Philippines for MyCRA Lawyers, operating under a contract with Doessel. She was paid $18 per hour and invoiced weekly. She alleges Mr. Doessel was overly critical and locked her out of her computer, claiming she breached her contract by copying company information. Doessel asserts she worked for other agencies and copied company information.
[2025] FWC 389
Adela Werner was employed as a Store Manager by SkinKandy VIC Pty Ltd (SkinKandy) in Victoria. She started as a casual body piercer in January 2022, moved to a full-time Store Manager role in February 2023, and was later promoted to the Eastland Store Manager role. Following a period of personal leave in late 2023, Ms Werner experienced changes to her work schedule and disagreements with her area manager, Ms Sullivan. Ms Werner raised concerns about bullying and harassment, filed a workers’ compensation claim, and ultimately resigned on 5 August 2024, with an effective termination date of 2 September 2024. SkinKandy contends Ms Werner resigned, while Ms Werner claims she was forced to resign.
[2025] FWCFB 16
Pece Calovski, an experienced forklift operator, was dismissed from Opal Packaging Australia Pty Ltd after a forklift accident on 27 June 2023. While maneuvering a forklift, he claimed the brakes failed, leading to a collision with equipment and a gas feed line. Opal Packaging dismissed him, citing unsafe operation and a lack of responsibility. Calovski applied for unfair dismissal to the Fair Work Commission, which found his dismissal unfair and ordered reinstatement with backpay. Opal Packaging appealed this decision, arguing the Commissioner erred in findings and misapplied legal principles.
[2025] FWC 338
Ms AB, an organiser for the Australian Nursing and Midwifery Federation (Respondent), moved to a regional town in 2021. She initially organised a Local Health District near the Respondent's office, with the Respondent covering travel expenses. In 2022, she returned to work and discussed her living situation with her lead organiser. In 2023, she requested a change to another Local Health District closer to her town to spend more time with her child, citing domestic violence and childcare challenges. A temporary flexible work arrangement was agreed upon, but in November 2023, Ms Di Staso, her manager, requested written reasons for the arrangement and documentation. Ms AB submitted a letter detailing her long-standing arrangements and concerns about changes to travel policies.
[2025] FWC 385
Jacqueline Taylor was dismissed from her role as Coordinator – Elite Process and Timelines at Classic Sports Industries Pty Ltd on November 26, 2024. The company claimed her position was made redundant following a review of operations. Taylor challenged the dismissal, arguing it was unfair and she was entitled to redundancy pay. Classic Sports was represented by its CEO, Ross Smart. Taylor's role involved monitoring sportswear orders, ensuring contractual timelines were met, and handling administrative tasks. The company created two new roles in July and November 2024, which Taylor believes she could have applied for.
[2025] FWC 157
Mr. Murray Hobson, the Applicant, sought relief from unfair dismissal after being dismissed by Murrin Murrin Operations Pty Ltd. The company initially named Minara Resources Pty Ltd. The dispute centered on whether Mr. Hobson was protected from unfair dismissal under the Fair Work Act 2009. Section 382 of the Act requires employees to have a minimum employment period and either be covered by a modern award, enterprise agreement, or have annual earnings below a high income threshold of $175,000. Mr. Hobson’s employment commenced on 6 May 2019, with a base salary of $147,000, increasing to $163,794 by January 2023. He took unpaid leave from December 2023 and received salary continuance payments of 75% of his gross salary.
[2023] FWCFB 176
The United Workers Union (UWU), Australian Education Union (AEU), and Independent Education Union of Australia (IEU) jointly applied for a supported bargaining authorisation under the Fair Work Act 2009. This authorisation covers 64 employers in the early childhood education and care (ECEC) sector, operating in long day care settings. The proposed multi-enterprise agreement would affect employees covered by the Children’s Services Award 2010 or Educational Services (Teachers) Award 2020, or performing other roles like qualified chefs. Employers are represented by the Australian Childcare Alliance, Community Early Learning Australia Limited, Community Child Care Association, and G8 Education Limited. All specified employers support the authorisation. No employees opposed the application.
Fair Work Ombudsman
ECJ Group, an electrical services business in Western Sydney, failed to comply with a Fair Work Ombudsman Compliance Notice. The notice related to underpayment of a full-time worker employed between May 2018 and September 2022. The worker was initially an adult apprentice and later an electrical worker. The company back-paid $19,963 in entitlements and $802 in outstanding superannuation after the Fair Work Ombudsman initiated legal action. The Fair Work Ombudsman received a request for assistance from the worker.
Fair Work Ombudsman
The Fair Work Ombudsman has taken legal action against Daniel Paul O’Loughlin, the former operator of Torco Constructions in Melbourne. A young construction worker, aged 21, was employed by Mr O’Loughlin from June to October 2023. A Fair Work Inspector issued a Compliance Notice in February 2024, believing the worker was not paid minimum wages, overtime, accrued annual leave, and superannuation entitlements under the Building and Construction General On-site Award 2020 and the Fair Work Act. Mr O’Loughlin allegedly failed to comply with the notice.
[2025] FWC 391
Sofia Mistrioti applied for unfair dismissal against Glenpickle Pty Ltd. Initially, the Fair Work Commission found the dismissal unfair due to Glenpickle's absence from the first hearing and Ms. Mistrioti's failure to provide materials to Glenpickle. However, the decision was revoked after Glenpickle argued Ms. Mistrioti misled them into believing she had abandoned her claim. At a redetermination conference, Ms. Mistrioti claimed Mr. Kafrouni promised visa sponsorship and then falsely accused her, leading to her dismissal. Glenpickle’s witnesses, Mr. Athas and Mr. Kafrouni, presented conflicting evidence, detailing performance concerns and a meeting where Ms. Mistrioti was rude.
[2025] FWCFB 43
Joanna Pascua, a legal assistant living in the Philippines, worked for Doessel Group Pty Ltd (MyCRA Lawyers), an Australian company providing credit repair services. She performed paralegal work remotely, invoicing for her time. An 'Independent Contractor’s Agreement' governed her work, alongside an 'Employee Non-disclosure Agreement'. Doessel Group terminated her employment, alleging misconduct, and Ms. Pascua subsequently filed for unfair dismissal. Doessel Group objected to the claim, arguing Ms. Pascua was an independent contractor, not an employee.
[2025] FWC 350
Marites Dimayuga was dismissed from her role as a Room Attendant/Housekeeper at the Bentley Motel, which is part of The Adventure Group Hotels Pty Ltd (AGH). The dismissal followed an incident where a guest's room was robbed. Ms Dimayuga allowed a woman, referred to as 'Doe', into a room, mistakenly believing her to be a guest. AGH investigated the incident and held a disciplinary meeting with Ms Dimayuga, where she provided a written response. AGH terminated her employment citing concerns about her actions and lack of remorse.
Decision [2025] FWCFB 39
The Fair Work Legislation Amendment (Closing Loopholes No. 2) Act 2024 requires the Fair Work Commission (FWC) to create model terms for enterprise agreements and copied State instruments. These terms relate to flexibility, consultation, dispute resolution, and settling disputes for transferring employees. The FWC initiated a process involving consultation with stakeholders, including the Australian Council of Trade Unions (ACTU), the Australian Industry Group (Ai Group), the Australian Chamber of Commerce and Industry (ACCI), and the Council of Small Business Organisations Australia (CoSBOA). Submissions were received from various groups and organisations, followed by a public consultation session. Draft model terms were published for feedback, and further submissions were received.
[2025] FWC 462
Sydney Trains and NSW Trains sought an order under section 418 of the Fair Work Act 2009 to stop industrial action by employees and the Australian Rail, Tram and Bus Industry Union (RTBU). The dispute arose from protracted negotiations for an enterprise agreement. The RTBU had notified a partial work ban, a 'go-slow', restricting train speed. On February 14, 2025, a significant number of employees (394) failed to attend work, with 273 reporting sick. The Applicants alleged this was an organised campaign of industrial action by the Union, supported by a text message from a Union convenor encouraging employees to not attend work. The Union argued employees were advised they didn't need to attend work due to a 'lock-out' notice and that absences were a matter of choice.
[2024] FWC 1717
Mr Pece Calovski was dismissed from Opal Packaging Australia Pty Ltd after a forklift incident on June 27, 2023. He alleges the dismissal was unfair and seeks reinstatement. The incident involved damage to property and potential for injury. The company suspended Calovski from forklift duties and later terminated his employment, citing misconduct related to his explanation of the incident and a perceived unwillingness to accept responsibility. Calovski maintained he applied the brakes, which failed. The company relied on reports from Adapt-A-Lift and SafeWork NSW, which contradicted Calovski's account. A hearing was held with witnesses giving evidence.
[2025] FWC 304
Hayley Smith commenced working for Kohli Traders Pty Ltd, a care services business, on 13 January 2023, under an Independent Contractor Agreement (ICA). She filed an unfair dismissal application alleging dismissal on 3 October 2024. Kohli Traders argued Ms Smith was an independent contractor, not an employee, and that the working relationship had not ended, meaning no dismissal occurred. The ICA stipulated Ms Smith was free to work for other businesses, invoice for services, provide her own equipment and insurance, and could subcontract work. Emails show Ms Smith referred to being an independent contractor. A dispute arose regarding the scope of services, with Ms Smith claiming tasks like bed-making were not initially agreed upon.
[2025] FWC 323
Anisa Kongvongsa, the Applicant, sought an extension of time to file an unfair dismissal application against her former employer, TNC Holdings Pty Ltd, the Respondent. She was dismissed on 29 October 2024, and filed her application on 8 December 2024, 19 days past the 21-day deadline. The Applicant alleges she was physically assaulted by her manager, Rohit Dhunna, on 27 October 2024, leading to her resignation and subsequent trauma. She explained the delay by her distress and lack of knowledge about employment matters, compounded by a manager dismissing her concerns. A medical certificate confirmed her emotional distress and incapacity.
[2025] FWC 387
Sarah Wilson was made redundant from Brisbane Crane Trucks Pty Ltd on October 15, 2024. She filed an unfair dismissal application on November 21, 2024, 16 days past the statutory time limit. Ms. Wilson explained the delay by citing her job search, pregnancy-related health issues, increased domestic responsibilities, and the discovery of a job advertisement suggesting the redundancy was not genuine. She also mentioned a workplace bullying complaint and pregnancy before the redundancy. The Respondent opposed the extension of time and raised a genuine redundancy objection.
[2025] FWC 142
Manjeet Singh was employed as a Bus Driver by CDC NSW Region 4 Pty Ltd T/A CDC NSW from 2007 until his dismissal on August 7, 2024. The dismissal followed an incident in May 2024 where Mr Singh reported a workplace injury. During an investigation, CCTV footage revealed he used his mobile phone while driving. He was issued a ‘Show Cause Notice’ for serious misconduct. A rescheduled ‘Show Cause Meeting’ was held after Mr Singh requested further information, which was provided in a letter. Mr Singh reported a shoulder injury and worked the following day without a medical certificate.
Fair Work Ombudsman
The Fair Work Ombudsman has commenced legal action against The Ella Group (NSW) Pty Ltd, which operates Funtime Childcare in Greenacre, NSW, and its sole director, Louise Ramona Yaacoubian. This follows a request for assistance from a young worker, aged 20 to 22, employed as an early childhood educator from April 2021 to May 2023. A Fair Work Inspector issued a Compliance Notice in December 2023 regarding alleged underpayment of minimum wages, overtime, and annual leave entitlements under the Children’s Services Award 2010. The company allegedly failed to comply with the notice, and a pay slip contravention is also alleged. This is the second legal action against the company and director.
Fair Work Ombudsman
The Fair Work Ombudsman secured penalties against KRC Pty Ltd, which operates The Colonel's Son café in Black Rock, Melbourne, and its manager, Rishi Chaudhari. The company failed to comply with a Compliance Notice regarding underpayments to a full-time cook employed between February 2021 and February 2022. The cook was owed accrued but untaken annual leave entitlements. KRC Pty Ltd back-paid the worker $3,410 after the Fair Work Ombudsman commenced legal action. The Fair Work Ombudsman investigated after a worker requested assistance.
Fair Work Ombudsman
The Fair Work Ombudsman has commenced legal action against the Construction, Forestry and Maritime Employees Union (CFMEU) and its former Victorian Secretary, John Setka. The legal action alleges Mr Setka attempted to coerce the Australian Football League (AFL) into dismissing Stephen McBurney, the AFL’s Head of Officiating. It's claimed Mr Setka made public statements and published social media posts threatening disruption to AFL building projects if Mr McBurney was not dismissed. The actions allegedly occurred between May and June 2024.
Fair Work Ombudsman
Relationships Australia Queensland (RAQ), a not-for-profit organisation providing support services across Queensland, has back-paid over 980 current and former employees more than $5.6 million. The underpayments occurred between December 2014 and April 2023. RAQ initially identified issues during enterprise agreement negotiations and subsequently self-reported to the Fair Work Ombudsman in April 2023. Employees were underpaid base rates, leave payments, shift penalties, overtime, allowances, and additional leave entitlements. The affected employees worked in various roles statewide, including counselling officers, administration staff, and managers.
Fair Work Ombudsman
KLM Foods Pty Ltd and Loveleen Gupta were penalized for underpaying four migrant workers at two United Petroleum-branded outlets in Sandy Bay and Kingston, Tasmania, between December 2020 and February 2021. The workers, including those from India and Bangladesh, were paid flat rates ranging from $16 to $23 per hour, resulting in underpayment of minimum wages, overtime, and penalty rates. One worker, aged 19-20, was a junior. KLM Foods also required one worker to make an unlawful $6,353 cashback payment and provided false pay slips and timesheets. Vizaan Pty Ltd, a company involved in the Kingston outlet, also played a role.
Fair Work Ombudsman
The Fair Work Ombudsman has commenced legal action against Kam the Handyman and Landscapes Pty Ltd, trading as Kams Home Transformations, and its sole director, Kamal Taha. This followed a request for assistance from a visa holder who worked as a full-time construction worker for the company between September 2022 and February 2023. A Fair Work Inspector issued a Compliance Notice in November 2023, believing the company failed to pay the worker wages for the final two weeks of employment and accrued annual leave. The company allegedly did not comply with the notice.
Fair Work Ombudsman
The Fair Work Ombudsman has commenced legal action against Hair & Co Pty Ltd, which operates salons in Eastern Creek and Bonnyrigg, and its owner Jalal El Hallak. They are accused of failing to pay compensation to a teenage apprentice hairdresser who was unfairly dismissed in February 2023. The Fair Work Commission had ordered Hair & Co to pay the worker $14,678 compensation plus $1,541 in superannuation following a 2023 unfair dismissal finding. The Ombudsman attempted voluntary compliance but alleges the payments remain outstanding.
Fair Work Ombudsman
The Fair Work Ombudsman has taken legal action against Echuca Kebabs Pty Ltd and its sole director, Zekeriye Bilir. This followed a request for assistance from a worker employed between 2017 and 2022. A Fair Work Inspector issued a Compliance Notice in February 2023, alleging the company failed to pass on JobKeeper payments received in 2020 and 2021 and underpaid minimum wages and annual leave entitlements under the Fast Food Industry Award 2010. The company allegedly failed to comply with the Compliance Notice.
Fair Work Ombudsman
The Fair Work Ombudsman secured a $6,600 penalty against Justin Benjamin James Brinkies, a former senior manager of Adelaide-based security company Agile Group (Global) Pty Ltd. The company went into liquidation in 2024. Brinkies failed to comply with a Compliance Notice issued in February 2023, which required the company to back-pay 18 workers employed between November 2021 and July 2022. Some workers were visa holders. The underpaid entitlements included minimum wages, casual loading, overtime rates, and penalty rates. The Fair Work Ombudsman investigated after receiving requests for assistance from affected workers.
[2025] FWC 169
Paul Conicella was employed by MSS Strategic Medical and Rescue Pty Ltd (MSS), providing medical and rescue services, including at a mine site. On 24 April 2024, while responding to an emergency call, Mr. Conicella drove at high speeds (initially 113 km/h in a 60 km/h zone) on a haul road. His access to the site was later withdrawn by the client, BMA. MSS offered him an alternative role, which he declined. MSS terminated his employment, citing frustration of contract and serious misconduct due to his speeding. Mr. Conicella denies misconduct and seeks reinstatement or compensation.
[2025] FWCFB 4
Lina Ramirez was unfairly dismissed from her part-time position as a food and beverage attendant at Gonva Group Pty Ltd, trading as the Cafetal Coffee Company. Ms Ramirez worked at the cafe and was involved in importing, roasting, and wholesaling Colombian coffee. She raised concerns about public holiday pay and recorded a conversation with the Fair Work Ombudsman. Following this, she was dismissed via email by the managing director, Mr Gonzalez, citing aggressive verbal behaviour. The initial decision by Commissioner Thornton found Gonva had not complied with the Small Business Fair Dismissal Code and ordered compensation of $13,158.97 plus superannuation. Gonva appealed this decision, seeking a stay of the compensation order.
[2025] FWC 78
Rose Nagy worked as a casual labour hire worker with Workforce Recruitment Labour Services Pty Ltd, then transitioned to ProQuest Recruitment Pty Ltd. She was assigned to Central HealthCare (later Sigma HealthCare) for approximately seven years. In July 2024, she made a work-related error. Sigma requested ProQuest no longer assign her, and on July 21, 2024, ProQuest informed her the assignment had ended, stating she remained employed and would be considered for other roles. Nagy considered this termination of her employment. She filed an unfair dismissal application.
[2025] FWC 58
Wayne Merry, the Applicant, worked as an Executive Director for Swisstec Investment Holdings, the Respondent, starting in mid-2020. His contract was for a two-year fixed term. He resigned as a director in October 2023, but claimed he remained an employee. The Respondent contends his resignation as director also constituted his resignation as an employee. The Applicant alleges he was dismissed on 19 March 2024 after not receiving salary payments since August 2023 and expenses reimbursement. A previous settlement agreement was reached but not fully honoured by the Respondent. Former directors, Craig Peppin and Constantine Livissionos, supported the Applicant's claim that he remained employed after October 2023.
[2025] FWC 116
Adam Mills, a Works Officer for Glamorgan Spring Bay Council, was dismissed after a positive drug test for THC, a component of medicinal cannabis he was taking for chronic pain. Mr. Mills had previously disclosed his medicinal cannabis use to the council and received a doctor's letter confirming his fitness for work. The council sought a medical assessment from Dr. McCartney, who concluded Mr. Mills was not fit for safety-critical work while taking medicinal cannabis. The Australian Services Union (ASU) raised concerns about the dismissal process.
[2025] FWCFB 13
Mr Kuncho Kurtev was dismissed from his role as a Numerical Modeller at KCB Australia Pty Ltd on 21 June 2024, due to alleged performance issues. He was diagnosed with Parkinson’s disease on 17 July 2024, shortly after his dismissal. Mr Kurtev filed an application under the Fair Work Act 2009 on 24 July 2024, alleging his dismissal was due to a disability. This was 12 days out of the 21-day time limit. Commissioner Johns dismissed his application, finding no exceptional circumstances for an extension of time.
[2024] FWC 2154
Dylan Macnish, a former Cabin Crew Member for Virgin Airlines Australia Pty Ltd (Virgin), was dismissed after having a glass of prosecco at a Christmas party and subsequently signing up for a red-eye flight. Virgin argued this violated their zero-tolerance alcohol policy and fatigue management rules. Mr. Macnish contended the alcohol policy wasn't clearly communicated and took steps to ensure he was fit for duty. He also challenged Virgin’s reliance on prior issues related to fatigue management. A hearing was held with representation from counsel for both parties, and extensive evidence was presented.
[2025] FWC 72
Ms Sachi Udadewa Arachchi (Ms Arachchi) worked as a casual business analyst for Adecco Industrial Pty Ltd (Adecco) from June 2023, placed at BlueScope Steel. In September 2024, Adecco refused her request to convert to a permanent employee, citing a lack of regular hours. Ms Arachchi disputed this and sought an internal review. Subsequently, her employment was terminated due to redundancy in November 2024. Twelve days after her employment ended, she applied to the Fair Work Commission (FWC) under s 66M of the Fair Work Act 2009 seeking a casual conversion or compensation. Adecco argues the application is out of time and lacks utility.
[2024] FWC 2204
Joel Minchin (the Applicant) applied to the Fair Work Commission to deal with a general protections dispute, alleging his dismissal contravened the Fair Work Act 2009. He named Civmec Construction & Engineering Pty Ltd (the Respondent) as the party involved. Multidiscipline Solutions Pty Ltd (MSP), a wholly owned subsidiary of Civmec, responded to the application asserting the Applicant was not dismissed but resigned. Stephanie Baptist of Civmec initially filed documents on behalf of MSP, but later confirmed Civmec did not authorise MSP to respond. The Respondent argued it was not the Applicant’s employer and sought to have the hearing vacated.
[2024] FWC 2374
Mr Kuncho Kurtev applied to the Fair Work Commission seeking to deal with a dispute arising from his dismissal from KCB Australia Pty Limited. He alleged the dismissal breached workplace laws. The Commission needed to determine if his application was lodged within the 21-day timeframe after his dismissal on 21 June, or if an extension of time was warranted. The application was lodged on 24 July, 33 days after the dismissal. Mr Kurtev explained the delay was due to prioritizing medical diagnoses and treatment. KCB Australia, represented by Ms Toni Telfer, presented evidence of outplacement services offered to Mr Kurtev.
[2025] FWCFB 2
Joel Minchin alleged his employer, Civmec Construction & Engineering Pty Ltd (Civmec), contravened general protections laws after he reported a safety breach, leading to his resignation. Civmec argued it wasn't Minchin’s employer; Multidiscipline Solutions Pty Ltd (MSP), a subsidiary of Civmec, was. Minchin refused to amend his application to name MSP. The Deputy President initially dismissed Civmec’s jurisdictional objection, stating the Commission needed to determine if a dismissal occurred. Civmec appealed this decision.
[2025] FWC 63
Mr Tangyao Gao was employed by Royal Crest Blinds Pty Ltd as a blind installer from November 2022. He was terminated on 16 October 2024. Mr Gao applied to the Fair Work Commission for an unfair dismissal remedy. Royal Crest argued the dismissal was consistent with the Small Business Fair Dismissal Code (SBFDC). The company raised concerns about Mr Gao's work performance, including poor workmanship, lateness, and customer interaction issues. Evidence presented included verbal and written warnings, client complaints, and a text message exchange regarding a ceiling hole. Mr Gao often denied or had limited recollection of these incidents.
[2025] FWC 27
Joshua Lambert was employed as a trades assistant (car washer and yard hand) at Northpoint Toyota's Gepps Cross location since June 2022. In April 2024, he was involved in a car accident resulting in a suspended driver's license due to an unexplained medical episode. He was off work and received jobseeker benefits while awaiting medical assessment. Northpoint initially kept his job open but struggled to find temporary replacements. After attempts to contact Mr. Lambert failed, a show cause meeting was scheduled for August 20, 2024, to discuss his ability to perform his duties. Mr. Lambert was dismissed on August 22, 2024.
[2025] FWC 239
The United Nurses of Australia (UNA) applied to become a registered organisation. The Australian Nursing and Midwifery Federation (ANMF) objected and filed a document titled “Response to Objections” which contained allegations concerning the ANMF and its officials. The ANMF sought a confidentiality order to prevent publication of this document. This application was made without prior notice to the Commission or other parties. The UNA is seeking registration as an organisation under the Fair Work (Registered Organisations) Act 2009.
[2025] FWCFB 6
Dylan Macnish, a cabin crew member for Virgin Airlines Australia, was dismissed after consuming a glass of prosecco at a Christmas party approximately 7.5 hours before a flight. Virgin Airlines has an 'eight-hour rule' prohibiting alcohol consumption before duty. Macnish believed this rule was a guideline and disclosed his alcohol consumption to a supervisor, consulting the Drug and Alcohol Management Program (DAMP) Manual for guidance. He used a breathalyser and confirmed a zero BAC level before reporting for duty. Virgin Airlines initially alleged multiple misconducts, including fatigue risk management system breaches, but ultimately focused on the alcohol consumption breach. Macnish self-reported rumors of being drunk on duty.
decision [2024] FWCFB 452
The Australian Nursing and Midwifery Federation (ANMF) sought variations to the Nurses Award 2020, aiming for pay increases for nurses and personal care workers in the aged care sector. Previous decisions (Stage 1 and Stage 2) had already granted an interim 15% wage increase for direct care employees. The current case (Stage 3) considered further wage adjustments based on work value, classification structures, and historical gender undervaluation. The ANMF also filed a separate application (AM2024/11) seeking specific pay rates for nurses outside the aged care sector. The Fair Work Commission reviewed the history of the award and the evolution of nursing roles.
[2025] FWC 83
The Australian Rail, Tram and Bus Industry Union (RTBU) sought to correct a Protected Action Ballot Order (PABO) issued in May 2024. The original PABO covered employees of Transdev Sydney Pty Ltd, but the RTBU wanted to include Great River City Light Rail Pty Ltd, which shares a parent company, Transdev Australasia Pty Ltd, with Transdev Sydney. Both companies operate light rail services in Sydney, with some employees having dual roles. During bargaining for an enterprise agreement, representatives from both companies used the same email domain (@transdev.com.au). While the ballot included employees of both companies, Transdev Sydney and Great River only raised concerns about industrial action involving Great River employees in July 2024.
[2024] FWC 1522
Lina Ramirez was dismissed from her part-time position as a food and beverage attendant at Cafetal Coffee Company, owned by Gonva Group Pty Ltd, on October 28, 2023, via email. The dismissal followed disagreements about public holiday pay and Ms. Ramirez's questioning of the business owner, Mr. Gonzalez, in staff meetings. Ms. Ramirez had previously raised concerns about public holiday pay with a business partner of Mr. Gonzalez, Mr. Valencia. Mr. Gonzalez alleged serious misconduct, including recording conversations and excessive mobile phone use during work hours. Ms. Ramirez sought compensation for unfair dismissal and claimed she was willing to transition to a casual role to retain her Monday shifts.
Fair Work Ombudsman
Hamilton Island Enterprises Limited and its subsidiary Hamilton Island Shared Services signed an Enforceable Undertaking with the Fair Work Ombudsman after back-paying staff more than $28.1 million. The FWO began investigating in 2020 following requests for assistance from staff. Most of the underpayments were caused by the companies paying many full-time employees annual salaries that were not high enough to cover their minimum Award entitlements, once overtime, shift-work and penalty-rate hours were included. The most common entitlements underpaid were overtime, weekend and public holiday penalties and broken-shift allowances.
Fair Work Ombudsman
The Fair Work Ombudsman has taken legal action against Port Melbourne Cosmetic Clinic Pty Ltd, operating as Bayside Skin and Laser Clinic, and its sole director, Robin Abdelmalek. The action follows a request for assistance from two former employees, a part-time nurse and a full-time clinic manager, who worked between August and October 2022. The investigation revealed potential underpayment of minimum entitlements under the Nurses Award 2020 and the National Employment Standards. Specifically, the nurse was allegedly partially paid for work in her final two weeks and not paid accrued annual leave. The clinic manager was allegedly not paid one week’s wages in lieu of notice. The clinic allegedly provided a false payslip to the nurse.
Fair Work Ombudsman
The Fair Work Ombudsman has commenced legal action against Azmy Enterprises Pty Ltd, which operates Little Abbey's Academy in Hammondville, Sydney, and its sole director, Abanoub Azmy. The action follows a request for assistance from a former employee, an early childhood teacher who worked from July 2017 to September 2022. A Fair Work Inspector issued a Compliance Notice in June 2023, believing the worker was underpaid wages, annual leave, and an educational leader allowance, and accrued but untaken annual leave. The company allegedly failed to comply with the notice.
Fair Work Ombudsman
R J Cornish & Co. Pty Ltd, a fruit grower in Cobram and Muckatah, Victoria, made unlawful wage deductions totaling $126,859 from the wages of 112 employees between July 2017 and June 2024. The deductions were for power ladder hire, fuel, and sprinkler damage. Inspectors found the company failed to pay employees in full. 39 of the affected employees held working holiday visas. Almost all back-payments of $123,249 have been made to 108 employees.
Fair Work Ombudsman
The Fair Work Ombudsman has commenced legal action against Growth Executive Talent Pty Ltd, a recruitment agency based in New South Wales, and its sole director, Brandon Wylie. The action follows a request for assistance from a young worker, aged 22, who was employed as a recruitment agent for seven weeks in early 2023. A Fair Work Inspector issued a Compliance Notice in August 2023, believing the worker had not been paid for work performed and was owed annual leave entitlements. The company failed to comply with the notice.
Fair Work Ombudsman
KTM Express (NSW) Pty Ltd, a road transport company in south-west Sydney, and its director Teresa Mamone have been penalised by the Federal Circuit and Family Court. The company failed to comply with a Compliance Notice issued by the Fair Work Ombudsman. The Compliance Notice related to underpayment of a full-time truck driver between November 2018 and March 2021. The worker was underpaid meal allowances, overtime rates, and penalty rates. The company back-paid the worker $30,321 after the Fair Work Ombudsman commenced legal action.
Fair Work Ombudsman
The Fair Work Ombudsman has commenced legal action against Sergey Stanislavovich Navasardyan, the former operator of Griffon Alpha Group Pty Ltd, a now deregistered security company in Perth. It is alleged that Mr. Navasardyan was involved in underpaying 44 security guards a total of $911,292 between December 2019 and May 2022. Many of the workers were visa holders from non-English speaking backgrounds. Griffon Alpha Group employed the workers on a casual basis at various venues and events. The company allegedly paid flat rates of $21 to $25 per hour, which did not cover entitlements under the Security Services Award 2010 and 2020.
Fair Work Ombudsman
The Fair Work Ombudsman secured penalties and back-pay orders against Procraft Group Pty Ltd, a residential building and construction company based in Melbourne, and its sole director, Bradley Busuttil. The company failed to comply with a Compliance Notice regarding unpaid entitlements to a full-time carpenter employed between February and December 2021. The carpenter was owed accrued but untaken annual leave entitlements. A Fair Work Inspector issued the Compliance Notice in September 2022.
Fair Work Ombudsman
The Fair Work Ombudsman secured court orders against 10 Foster Street Pty Ltd, a Sydney-based wedding dress design and retail company. The company failed to comply with a Compliance Notice regarding unpaid entitlements to four workers employed between June 2015 and September 2021. Two of the workers were aged 23 to 25. The workers held roles including administration and marketing, pattern maker, draper, and design-and-sales assistant. The Fair Work Ombudsman investigated after receiving requests for assistance from the affected workers.
Application by Mr Jaswinderjit Singh Pannu
Mr Jaswinderjit Singh Pannu applied to the Fair Work Commission for an order to stop bullying. The details of the bullying and the parties involved are not provided in the available text. The application was identified as AB2024/950. Commissioner Hunt and another Commissioner heard the application.
Igor Demin v Tuggeranong Vikings Swim Club Inc
Igor Demin commenced employment with the Tuggeranong Vikings Swim Club Inc in 2023. He worked as a swim coach. Mr Demin made an application to the Fair Work Commission seeking an order that his dismissal was unfair. The Commission heard evidence regarding the circumstances of his termination.
Xinguo Li v Commonwealth of Australia as represented by the Department of Health, Disability and Ageing
Xinguo Li commenced working for the Commonwealth of Australia, represented by the Department of Health, Disability and Ageing, in 2023. He was dismissed from his role. Mr Li subsequently brought an application for an unfair dismissal remedy to the Fair Work Commission.
Ms Iris Malambie Valmai Underwood v Bama Services/ Bama Facilities Maintenance
Iris Malambie Valmai Underwood brought an application for an unfair dismissal remedy against Bama Services and Bama Facilities Maintenance. The Fair Work Commission notes the application was not made in accordance with the Act, and the application fee was not paid or waived. The Deputy President, Easton DP, dismissed the application.
Miss Jenna Habgood-Drake v E.M Egan & S.L Morrish
Miss Jenna Habgood-Drake sought an extension of time to file an unfair dismissal claim. The Fair Work Commission considered her application in the matter of Miss Jenna Habgood-Drake v E.M Egan & S.L Morrish (U2025/17596).
Mr Kauri Taumaunu v United Personnel Traffic Pty Ltd
Mr Kauri Taumaunu commenced employment with United Personnel Traffic Pty Ltd in 2023. He worked as a traffic controller. Mr Taumaunu made an application to the Fair Work Commission seeking an order for an unfair dismissal remedy. The Commission notes that this decision follows an earlier Full Bench decision concerning the same matter.
Mr Benjamin Stebbing v Battery Services Australia Pty Ltd
Benjamin Stebbing commenced employment with Battery Services Australia Pty Ltd. The Fair Work Commission heard an application for an unfair dismissal remedy. The Deputy President, Lake DP, considered the matter.
Application by John Holland Pty Ltd & Bouygues Construction Australia Pty Ltd t/a T2D CJV
John Holland Pty Ltd and Bouygues Construction Australia Pty Ltd, trading as T2D CJV, applied to the Fair Work Commission for approval of a greenfields agreement and a tunnel greenfields agreement. These agreements related to the North South Corridor – River Torrens to Darlington Project in South Australia. The Australian Workers’ Union (South Australia Branch) was also involved. The Commission considered applications AG2025/3233 and AG2025/3248.
Wen-Kuan Wang v Springtime Poultry Pty Ltd
Wen-Kuan Wang commenced employment with Springtime Poultry Pty Ltd. The Fair Work Commission heard an application for an unfair dismissal remedy. Deputy President Masson presided over the case. The decision references several previous cases, including Nguyen, Thinh Xuan v Vietnamese Community in Australia T/A Vietnamese Community Ethnic School South Australia Chapter and A1 Distributions v Humphries, Alan.
Ms Syeda Areshah Adnan v Compasscorp Pty Ltd
Ms Syeda Areshah Adnan brought an application for an unfair dismissal remedy against Compasscorp Pty Ltd. The Fair Work Commission considered whether the application had reasonable prospects of success. The decision was made by Deputy President Easton and another Deputy President.
Application by Bao Quan Chen
Bao Quan Chen applied to the Fair Work Commission for an order to stop bullying. The specifics of the bullying are not detailed in the provided text. The application was identified as AB2024/174. The decision was made on 30 December 2024.
Renee Stanley v Topshelf Tools Australia Pty Ltd
Renee Stanley brought an application for an unfair dismissal remedy against Topshelf Tools Australia Pty Ltd. The Fair Work Commission considered whether the application had reasonable prospects of success. The Deputy President Easton heard the case.
Amaka Ndiwe v BUPA
Amaka Ndiwe commenced proceedings in the Fair Work Commission seeking an unfair dismissal remedy. The Fair Work Commission record indicates an application fee was not paid or waived. The application was not made in accordance with the Fair Work Act. The Deputy President, Easton DP, considered the matter.
Mr Muhammad Asim Shehzad v WorleyParsons Engineering Consultancies Co
Mr Muhammad Asim Shehzad, an employee, brought an application to the Fair Work Commission concerning an unfair dismissal. He was employed by WorleyParsons Engineering Consultancies Co. The Commission considered the circumstances of his dismissal and whether it was harsh, unjust or unreasonable. The decision references several previous cases.
Richard McLeish v GNM Australia Pty Ltd
Richard McLeish commenced employment with GNM Australia Pty Ltd. The Fair Work Commission considered an application for an unfair dismissal remedy. The case number was U2025/3311. A Commissioner heard the application.
Mrs Sylvia Smith v G H Varley Pty Limited
Sylvia Smith commenced proceedings in the Fair Work Commission seeking a remedy for unfair dismissal. G H Varley Pty Limited is the respondent. The Commission found Ms Smith’s application was not made in accordance with the Act, and the application fee was not paid or waived. Deputy President Easton dismissed the application.
Scott Cain v Genyser Pty Ltd
Scott Cain commenced an application for an unfair dismissal remedy. The Fair Work Commission notes that the application fee was not paid or waived, and the application was not made in accordance with the Fair Work Act. Genyser Pty Ltd is the respondent.
Application by Miss Lauren Helen Zarkov
Miss Lauren Helen Zarkov applied to the Fair Work Commission for an order to stop bullying at work. The Commission considered whether her application had reasonable prospects of success. The decision was made by Commissioner McKinnon.
Mr Sam Wegener v Jimbo's Yacht Management Pty Ltd.
Sam Wegener brought an application to the Fair Work Commission for an unfair dismissal remedy. Jimbo's Yacht Management Pty Ltd dismissed him. Deputy President Easton considered the application and found it had no reasonable prospects of success.
Mr Amit Dhamija v MH Management (Qld) Pty Ltd
Amit Dhamija commenced work for MH Management (Qld) Pty Ltd. He later filed an application for unfair dismissal to the Fair Work Commission. The application was lodged outside the standard time limit. Mr Dhamija explained the delay was due to a serious medical condition. The Commission considered whether to grant an extension of time for the application.
Application by Cater Care Australia Operations Pty Ltd
Cater Care Australia Operations Pty Ltd applied to the Fair Work Commission to vary a redundancy pay determination. The application relates to an employee’s other employment and the employer’s incapacity to pay. The Fair Work Commission case number is C2025/12803.
Kristyna Hall v Probe Group Australia Pty Ltd
Kristyna Hall commenced employment with Probe Group Australia Pty Ltd. The Fair Work Commission received an application for an unfair dismissal remedy from Ms Hall. The Commission initiated a dismissal under section 587. Commissioner O’Neill and Deputy President O’Neill heard the case.
Ms Jessica Stanley v The Corporation of The Roman Catholic Diocese of Toowoomba Catholiccare Social Services
Jessica Stanley brought an application for an unfair dismissal remedy against The Corporation of The Roman Catholic Diocese of Toowoomba Catholiccare Social Services. The Fair Work Commission considered whether the application was made in accordance with the Fair Work Act. The Deputy President, Easton DP, was involved in the decision.
Annie Baartz v Craigslea Kindergarten & Preschool Association Incorporated
Annie Baartz commenced employment with Craigslea Kindergarten & Preschool Association Incorporated. The Fair Work Commission did not provide details about the nature of her role or the reasons for her dismissal. The decision references other cases involving Craigslea Kindergarten & Preschool Association Incorporated: Leah Saul, Toni McNamara, and Sally Riley. Commissioner Hunt heard the application.
Application by Regal Cabinets Pty Ltd
Regal Cabinets Pty Ltd, a building services company, sought to vary a previous decision regarding redundancy pay. The Fair Work Commission initially made a decision, and this application concerned a correction to paragraph 12 of that original decision. Deputy President Beaumont heard the application.
Mrs Anusha Batta v Tech Mahindra Limited
Anusha Batta commenced employment with Tech Mahindra Limited. She subsequently filed an application for an unfair dismissal remedy with the Fair Work Commission. The Commission did not grant her request for an extension of time and dismissed the application.
Mr David Knezevic v Linked Community Services Limited
David Knezevic commenced an application for unfair dismissal against Linked Community Services Limited. The matter was listed for a hearing, but Mr Knezevic did not attend. The Commission initiated a dismissal under section 587 of the Fair Work Act, effectively dismissing the application for want of prosecution.
Application by Volunteer Centre Of Western Australia Inc Trading AS Volunteering WA
The Volunteer Centre of Western Australia Inc, trading as Volunteering WA, sought to vary redundancy pay. The Fair Work Commission considered an application related to this variation. The decision references Australian Commercial Catering Pty Ltd v Powell & Togia, a previous Fair Work Full Bench decision. The case number is C2025/5019.
Application by Mr Charlie Chang
Mr Charlie Chang applied to the Fair Work Commission for an order to stop bullying. The Fair Work Commission is not providing further details about the application, the parties involved, or the circumstances leading to the application. The decision was published on 26 November 2025.
John Brock v Sydney Mini-Crete Seven Hills Pty Ltd
John Brock commenced proceedings in the Fair Work Commission seeking an unfair dismissal remedy. Sydney Mini-Crete Seven Hills Pty Ltd is the respondent. The Commission found Mr Brock’s application was not made in accordance with the Act and the application fee was not paid or waived.
Mrs Amy Cook v The Trustee For Tapco Unit Trust
Amy Cook applied for an unfair dismissal remedy from The Trustee For Tapco Unit Trust. The Fair Work Commission found her application was not made in accordance with the Fair Work Act, and the application fee was not paid or waived. The Trustee For Tapco Unit Trust is the respondent.
Mr Benjamin Bennett v Birdon Pty Ltd
Mr Benjamin Bennett commenced employment with Birdon Pty Ltd. The Fair Work Commission received an application for an unfair dismissal remedy from Mr Bennett. Deputy President Wright heard the application. The document details a Fair Work Commission decision, [2025] FWC 3542, regarding this application.
Ms Alisha Tepe v John Normyle Pty Ltd
Ms Alisha Tepe brought an application to the Fair Work Commission concerning her dismissal from John Normyle Pty Ltd. The Commission considered whether Ms Tepe was dismissed and whether she was an employee of the respondent. The case number is U2025/12474.
Application by Mr Jimmy Parel
Mr Jimmy Parel applied to the Fair Work Commission for an order to stop bullying. The application relates to a workplace within the health and welfare services industry. The Commission notes that this is a decision [2025] FWC 3471.
Ralph Mueller v Vossloh Cogifer Australia Pty Ltd
Ralph Mueller sought an extension of time to file an unfair dismissal application. He worked for Vossloh Cogifer Australia Pty Ltd. The Deputy President considered whether exceptional circumstances existed to justify the extension. The application was U2025/14272.
Rachel Susan Osten v David Shaw
Rachel Susan Osten sought a remedy for unfair dismissal from David Shaw. The Fair Work Commission considered whether the application had reasonable prospects of success. The Deputy President Easton made the decision.
Application by O'Brien Group Australia Pty Ltd Trading AS O'Brien Group Australia
O'Brien Group Australia Pty Ltd, trading as O'Brien Group, applied to vary a redundancy pay determination. The company sought to adjust redundancy pay obligations for an employee who obtained acceptable employment. The application related to cases C2024/9364 and C2024/9403.
Application by Metcash Trading Limited Trading AS Independent Hardware Group
Metcash Trading Limited, trading as Independent Hardware Group, applied to the Fair Work Commission to vary redundancy pay. The application relates to a decision made under s.120 of the Fair Work Act. The Fair Work Commission was considering the application.
Anthony Millar v Revive Commercial Pty Ltd
Anthony Millar commenced employment with Revive Commercial Pty Ltd. The Fair Work Commission considered an application for an unfair dismissal remedy. The Commission found the application had no reasonable prospects of success.
Mrs Caroline Clare Cupitt v Roper Gulf Regional Council
Caroline Cupitt brought an unfair dismissal claim against Roper Gulf Regional Council. The Council is a local government body in the Northern Territory. The details of the dismissal and the reasons for the claim are not provided in the text.
Mr Ben Howard v Arkhill Industries Pty. Limited
Mr Ben Howard brought an application for an unfair dismissal remedy against Arkhill Industries Pty. Limited. The Fair Work Commission considered whether Mr Howard had completed the minimum employment period required to bring an unfair dismissal claim.
Ms Apiata Kysser Ford v Franklyn Blinds Awnings Security
Ms Apiata Kysser Ford brought an application for an unfair dismissal remedy. The Fair Work Commission dismissed the application under section 587 of the Fair Work Act. This occurred because the application was not prosecuted by Ms Ford. The Deputy President Easton made the decision.
Application by Applicant
The Fair Work Commission received an application, identified as AB2025/40, from an applicant seeking an order to stop bullying. The decision was made by Deputy President Dean. The applicant was a Commonwealth employee. The document itself does not detail the specifics of the bullying allegations or the parties involved beyond the applicant and the Fair Work Commission.
Kerrida Rourke v Wg Wodonga Pty Ltd
Kerrida Rourke commenced proceedings in the Fair Work Commission seeking an unfair dismissal remedy. Wg Wodonga Pty Ltd, the respondent, is a company. The Commission found the application had no reasonable prospects of success and dismissed it. The decision was made by Commissioner O’Neill and a Deputy President.
Lupe Vuna v Vegie Bandits Pty Ltd
Lupe Vuna brought an application for an unfair dismissal remedy against Vegie Bandits Pty Ltd. The Fair Work Commission found the application was not made in accordance with the Fair Work Act. Deputy President Easton dismissed the application.
Application by Mr Gavin Butler
Mr Gavin Butler applied to the Fair Work Commission for an order to stop bullying. The application concerned his workplace in the agricultural industry. The Commission considered whether there was a risk Mr Butler would continue to be bullied at work.
Penny Chronopoulos v Aris Zinc Group Pty Ltd
Penny Chronopoulos commenced employment with Aris Zinc Group Pty Ltd. The company is involved in zinc processing. Ms Chronopoulos made an application to the Fair Work Commission seeking a remedy for unfair dismissal. The Deputy President and Commissioner heard the case.
Application by Ms Camilla Jackson
Ms Camilla Jackson applied to the Fair Work Commission for an order to stop bullying. The application was heard by Commissioner McKinnon. The case relates to the amusement, events and recreation industry. The Commission considered whether the application had reasonable prospects of success.
Fiona Dosen v Taxtips Blacktown Pty. Ltd.
Fiona Dosen commenced an unfair dismissal claim against Taxtips Blacktown Pty. Ltd. The matter involved an application for an unfair dismissal remedy. The application was discontinued before a final hearing. The employer focused on a different reason for the dismissal than what was initially provided to the employee. Commissioner Crawford considered whether the employer’s actions were vexatious.
Application by Utility Mapping (Aust) Pty Ltd Trading AS Utility Mapping
Utility Mapping, a company providing scientific services, applied to the Fair Work Commission to vary redundancy pay for an employee. The employee was offered acceptable alternative employment with reduced seniority following a redundancy. The company sought to reduce the redundancy pay based on this alternative employment.