Rindeklev v Commonwealth of Australia (No 2)
Citation: [2026] FCA 764
What happened
The Applicant worked for the Commonwealth (Centrelink and Child Support Agency) from 2013 to 2021. She raised concerns about workplace issues, including the behaviour of a colleague, Omar Bahemia. The Commonwealth had complaints management policies in place. The Applicant initially held an irregular/intermittent employee role before transitioning to an APS3 position. A personal relationship with her colleague occurred between 2014 and 2016. She commenced two proceedings against the Commonwealth in 2022, concerning how her complaints were handled.
What was decided
The Federal Court dismissed both of the Applicant’s applications (WAD 156/2022 and WAD 165/2022) against the Commonwealth. The court did not make findings about a witness's conduct, but acknowledged some aspects of her complaints were valid. Costs applications can be made by July 3, 2026, following specific procedures outlined by the Court.
What it means for employers
Employers should ensure their complaints management policies are followed and that responses to employee concerns are appropriate. It is important to consider how workplace issues involving colleagues are handled and documented. The Commonwealth’s response was examined in relation to its obligations under relevant legislation.
What it means for employees
Employees have the right to raise concerns about workplace issues without fear of adverse action. Understanding employer complaints processes and documenting any concerns raised can be important. This case highlights the importance of appropriate responses to employee grievances.
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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 →