[2025] FWC 385
Citation: [2025] FWC 385
At a glance
- Penalty
- $23,587
- Employees affected
- 1
- Awards cited
- MA000433
What happened
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.
What was decided
The Fair Work Commission found Taylor's dismissal was unfair and not a genuine redundancy. The Commission determined her role fell under the Clerks – Private Sector Award 2020, which Classic Sports had previously disputed. The company did not adequately consult regarding the redundancy. The Commission ordered Classic Sports to pay Taylor compensation totaling $23,586.58. The decision hinged on whether the dismissal met the definition of genuine redundancy under the Fair Work Act 2009 and whether it was harsh, unjust, or unreasonable.
What it means for employers
Employers must ensure redundancy processes are genuine and comply with relevant modern awards. Failing to properly consult with employees and creating new roles after announcing a redundancy can undermine the claim of genuine redundancy. Employers should review their redundancy processes and ensure they are consistent with Fair Work legislation and relevant awards.
What it means for employees
Employees facing redundancy should understand their rights and challenge dismissals they believe are unfair. It's important to document any new roles created by the employer after a redundancy announcement, as this can be used to support a claim of unfair dismissal.
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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