[2025] FWCFB 202
Citation: [2025] FWCFB 202
At a glance
- Employees affected
- 1
What happened
the Applicant, 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. the Applicant initiated an unfair dismissal claim, which the Commissioner dismissed, finding he was not dismissed. the Applicant appealed this decision.
What was decided
The Full Bench of the Fair Work Commission granted permission to appeal the Commissioner’s decision. They quashed the original decision and referred the matter back to the Commissioner for a re-hearing to determine whether Hutchison Ports dismissed the Applicant. The Full Bench found the Commissioner did not adequately consider whether Hutchison Ports was or should have been aware of the circumstances surrounding the Applicant’s resignation.
What it means for employers
Employers should be cautious when accepting resignations, especially when there are indications an employee may not be acting rationally. It's prudent to investigate and clarify an employee's intentions before processing a resignation, particularly if there are concerns about their mental health or unusual circumstances surrounding the resignation.
What it means for employees
Employees experiencing mental health difficulties should communicate these concerns to their employer. While a resignation can be unilateral, employers may have a duty to inquire if there are circumstances suggesting the resignation was not freely and voluntarily given.
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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 →