the Applicant v Labelle Nail Spa Pty Ltd
At a glance
- 1
What happened
the Applicant commenced employment at Labelle Nail Spa Pty Ltd on April 6, 2025. the Respondent claimed she was a casual employee from April 4, 2025. She went on holiday to Vietnam and was allegedly informed of redundancy before her departure. the Respondent stated her last shift was January 29, 2026. the Applicant filed an unfair dismissal application on March 18, 2026, which the Respondent argued was out of time and that she did not meet the minimum employment period requirement. Labelle Nail Spa Pty Ltd claimed to have 15 employees.
What was decided
The Fair Work Commission upheld jurisdictional objections regarding the Applicant’s unfair dismissal application. The Commission found her application was lodged out of time, meaning it wasn't filed within the 21-day timeframe or with an allowed extension. This decision hinged on differing accounts of when her employment ended and whether exceptional circumstances existed to justify a late filing. The case was not considered on its merits.
What it means for employers
Employers must accurately calculate employee numbers to determine small business status, as this impacts unfair dismissal protections. Clear communication regarding redundancy or changes in employment is crucial. Maintaining accurate records of dismissal dates and application timelines is essential to defend against claims.
What it means for employees
Employees should be aware of the 21-day timeframe for lodging an unfair dismissal claim, with potential extensions only granted under exceptional circumstances. It's important to document all communications regarding employment changes and dismissals.
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