the Applicant v Koko Amusement Pty Ltd
Citation: [2026] FWC 2285
At a glance
- Employees affected
- 1
- Awards cited
- MA000237
What happened
the Applicant worked part-time for Koko Amusement Pty Ltd from June 2025. There was a verbal agreement about his hours, but the company didn't follow award requirements regarding written agreements on work patterns. His hours and wages were significantly reduced after November 2025, following a complaint he made to the Fair Work Ombudsman about the company’s compliance with the Amusement, Events and Recreation Award 2020. The company then formally confirmed his reduced hours via email. He resigned in January 2026.
What was decided
The Fair Work Commission determined that the Applicant was dismissed from Koko Amusement Pty Ltd within the meaning of section 386(1)(b) of the Fair Work Act. This means he was effectively forced to resign due to the company’s actions, specifically the significant reduction in his hours and wages. The Commission rejected the employer's jurisdictional objection. A case management conference will be scheduled.
What it means for employers
Employers must comply with award conditions regarding written agreements on work patterns for part-time employees. Reducing an employee’s hours and wages in response to a complaint can constitute dismissal, even if the employee resigns. Employers should consider the impact of their actions on employees' choices and whether those actions effectively force resignation.
What it means for employees
If an employer’s conduct forces you to resign, it may be considered unfair dismissal, even if you formally resigned. Keep records of your hours worked and any agreements with your employer. Raise concerns about breaches of awards or employment conditions through the appropriate channels.
Want this applied to your situation?
Reading the decision is free. FairWork Mate goes further — it reads the full case library and applies precedents like this one to your specific facts, citing the cases as it reasons. General information, not a guaranteed outcome or legal advice.
Every statement above is drawn from the published decision. Read the original here:
https://www.fwc.gov.au/documents/decisionssigned/pdf/2026fwc2285.pdfSend your details to Liquid Employment Lawyers
Liquid Employment Lawyers is a paid legal service and our referral partner, not free Fair Work advice. Tell them what has happened and a member of their team will call you back. For free general guidance, use our tools or call the Fair Work Ombudsman on 13 13 94.
Prefer to read first? About Liquid Employment Lawyers · Not sure if you need a lawyer? Read the legal help guides
Want more cases like this?
FairWork Mate tracks Fair Work Ombudsman, Fair Work Commission and Federal Court decisions across Australia. The AI advisor answers plain-English questions grounded on the full corpus — awards cited, industry, penalty amounts and affected employee counts — with a citation to the underlying decision on every answer.
Individual case summaries on this site are free. The full FWC and Federal Court library behind every advisor answer is on Pro.
FairWork Mate AI
This is one decision. Pro reads all of them.
Free case pages cite the top 250 decisions. Pro opens the full Fair Work Commission and Federal Court library, cross-references your own situation against it, and cites the decision behind every answer — plus document upload, so it can read your letter or contract line by line. 150 questions a month, cancel anytime.
Just need this week sorted? A 7-Day Pass is 50 questions over 7 days, no account. Get a 7-Day Pass — $14.99
Get notified on new Fair Work cases
Free email alerts when we publish new underpayment decisions, penalty orders, and workplace law updates.
Free forever. No spam. Unsubscribe anytime.
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