the Applicant v AGUNITY PTY LTD
Citation: [2025] FWC 1601
What happened
the Applicant brought an application for an unfair dismissal remedy against AGUNITY PTY LTD. The Deputy President considered whether the dismissal was unfair, noting that the company failed to comply with consultation obligations related to a genuine redundancy. The case number is U2025/2556.
What was decided
The Fair Work Commission considered the Applicant’s application for an unfair dismissal remedy. Despite AGUNITY PTY LTD’s failure to comply with consultation obligations regarding a genuine redundancy, the Deputy President found the dismissal was not unfair. The decision notes the application related to jurisdictional objections and the Small Business Fair Dismissal Code.
What it means for employers
Employers should be aware that failing to follow consultation obligations during a genuine redundancy process does not automatically mean a dismissal is unfair. However, it is crucial to adhere to these obligations to minimise legal risk.
What it means for employees
Employees should understand that even if an employer doesn't fully comply with consultation obligations during a redundancy, a dismissal may still be deemed fair. Seeking legal advice is important if you believe your dismissal was unfair.
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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 →