the Applicant v Monash Health
Citation: [2026] FWC 2633
At a glance
- Employees affected
- 1
- Awards cited
- MA000432
What happened
the Applicant was employed by Monash Health (the Respondent) as an International Medical Graduate Affairs Coordinator from January to December 2025. His role involved coordinating administrative processes for international medical graduates. Performance issues arose quickly, including lateness and incomplete tasks. A Management Support Plan (MSP) was proposed to address these concerns, offering flexible work arrangements and mentoring. the Applicant later claimed he did not agree to the MSP and raised complaints about bullying and workload imbalance. He also submitted a workers compensation claim citing workplace stress. Monash Health requested medical reports outlining necessary adjustments for his return to work, which the Applicant resisted.
What was decided
The Fair Work Commission dismissed the Applicant’s unfair dismissal application. The Deputy President found that his dismissal was not unfair. Even if it were, reinstatement or compensation would not be appropriate. The decision considered evidence regarding his performance issues and a Management Support Plan (MSP). the Applicant's credibility was questioned due to inconsistencies in his testimony and the use of AI in preparing documents.
What it means for employers
Employers should document any performance concerns and support plans clearly, ensuring agreement from employees. Consistent communication and record-keeping are vital when offering adjustments or support. It is important to investigate employee complaints thoroughly and respond appropriately. Employers can request medical information to understand reasonable adjustment needs but must be mindful of privacy considerations.
What it means for employees
Employees should disclose any relevant health conditions early on and actively participate in discussions about workplace adjustments. Providing supporting medical documentation is crucial when requesting accommodations. Employees need to ensure the accuracy of communications and avoid inconsistencies that could undermine their claims.
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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 →