the Applicant v The Hero Corporation Pty Ltd
Citation: [2026] FWC 2546
What happened
the Applicant worked for The Hero Corporation, a marketing agency, under a fixed-term contract starting April 14, 2025, initially expiring May 9, 2025. His contract was extended three times until November 30, 2025. He argues he wasn't dismissed but that his employment involved contraventions of the Fair Work Act related to fixed-term contracts. The Hero Corporation contends he wasn’t ‘dismissed’ and claims an exception applies because the Applicant performed distinct design work requiring specialized skills.
What was decided
The Commission determined whether the Applicant was 'dismissed' for the purposes of a section 365 application under the Fair Work Act. The Commission considered arguments about consecutive fixed-term contracts and exceptions relating to specialised tasks. While acknowledging the Applicant possessed specialized skills, the Commission has not yet reached a final decision on whether the exception applies.
What it means for employers
Employers using fixed-term contracts need to carefully consider the limitations imposed by Division 5 of Part 2-9 of the Fair Work Act, particularly regarding consecutive contracts and the 'specialised task' exception. They should document clearly if work performed is distinct and requires specialized skills not readily available within the business.
What it means for employees
Employees working under fixed-term contracts should be aware of their rights concerning consecutive contracts and potential implications for ongoing employment. If a contract is repeatedly extended, it’s important to understand whether this triggers provisions related to deemed ongoing employment.
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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 →