the Applicant v Australian Composites Manufacturing CRC Ltd
Citation: [2026] FWC 2126
At a glance
- Employees affected
- 1
What happened
the Applicant commenced employment with Australian Composites Manufacturing CRC Ltd on a maximum term contract. The contract specified an end date. the Applicant brought a general protections claim, alleging he was dismissed when the contract expired. The Fair Work Commission considered whether the employment ended because the contract term expired or if it was an adverse action.
What was decided
the Commissioner dismissed the Applicant’s application. The Commission found that the Applicant’s employment ended when the maximum term contract expired. It determined that the employment did not constitute a dismissal. The Commission also found that the anti-avoidance exception did not apply.
What it means for employers
Employers using fixed-term contracts should ensure the contract clearly states the end date and the conditions for termination. This helps avoid claims that the end of the contract was a disguised dismissal.
What it means for employees
Employees on fixed-term contracts should carefully review the contract terms to understand the conditions for termination and potential implications when the contract ends.
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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