DP World (Fremantle) Ltd v Construction, Forestry and Maritime Employees Union
Citation: [2026] FCA 944
What happened
DP World (Fremantle) Ltd proposed relocating quay crane drivers from the crane cabin to a remote desk, allowing them to operate cranes using joysticks and driver assist features. This project, known as the Remote Quay Crane Project (RQC), aims to improve efficiency but raised concerns about job security and adherence to the DP World Fremantle Enterprise Agreement 2024. The Construction, Forestry and Maritime Employees Union (MUA) argued that the changes triggered provisions in Appendix 4 of the agreement related to 'significant change to the mode of operation,' particularly concerning automation. DP World contended these provisions didn't apply.
What was decided
The Federal Court declared that the reference to ‘a significant change to the mode of operation’ in Appendix 4 of the Enterprise Agreement is limited to changes involving automation. The court found that DP World’s proposed remote quay crane operations, even when implemented, would not constitute automation. Justice Banks-Smith granted declaratory relief clarifying this interpretation of the agreement. This decision means DP World doesn't need to follow the processes outlined in Appendix 4 for implementing the RQC project.
What it means for employers
Employers should carefully consider how changes to operations are defined within enterprise agreements, particularly regarding automation clauses. The court’s interpretation highlights that not all operational changes trigger specific agreement provisions; it must involve automation. Employers need to ensure clear communication with employees and unions about proposed changes and their impact.
What it means for employees
Employees should review enterprise agreements to understand the processes triggered by different types of operational changes. While this decision means certain protections may not apply in this specific case, understanding contractual obligations remains crucial for safeguarding job security and working conditions.
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https://www.judgments.fedcourt.gov.au/judgments/Judgments/fca/single/2026/2026fca0944Want more cases like this?
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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 →