[2025] FWC 1352
Citation: [2025] FWC 1352
What happened
the Applicant 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). The Applicant 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 the Applicant’s submissions.
What was decided
The Fair Work Commission found that the Applicant was unfairly dismissed. The Commission noted Arramwelke Aboriginal Corporation’s failure to participate in the proceedings. The Commission determined the Applicant’s case based solely on his submissions, as the Respondent did not file any materials. The Commission was satisfied that the Applicant was protected from unfair dismissal, submitted his application within the statutory timeframe, and was not made genuinely redundant. The decision was made in the Respondent’s absence.
What it means for employers
Employers must engage with Fair Work Commission proceedings, even if they believe their position is weak. Failure to respond can lead to a decision being made against them based solely on the employee's evidence. Maintaining contact details and ensuring someone is available to handle correspondence is crucial.
What it means for employees
Employees who believe they have been unfairly dismissed should apply to the Fair Work Commission within the required timeframe. Even if an employer fails to engage with the process, the Commission can still make a determination based on the employee's evidence.
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This summary was drafted from the published decision and reviewed before publishing. It is general information, not legal advice. For your specific situation, speak to the Fair Work Ombudsman (13 13 94) or a qualified lawyer. About these summaries & corrections →