the Applicant v Rock On Ground Pty Ltd Trading AS Rock On Ground
Citation: [2026] FWC 2782
At a glance
- Penalty
- $7,074
- Awards cited
- MA000016
What happened
the Applicant worked as a Drill Fitter for Rock On Ground Pty Ltd since August 2018, initially under a contract with an agreement for interstate flights and a KPI bonus. In December 2025, the company informed him of changes removing these benefits due to financial difficulties and a need to reduce costs to secure new contracts. The company cited pricing competitive tenders as a key factor. Following this notification, the Applicant resigned with five weeks' notice, stating his resignation was not voluntary. He subsequently filed an unfair dismissal application.
What was decided
The Fair Work Commission found that although the Applicant formally resigned, he was effectively dismissed due to Rock On Ground Pty Ltd’s actions. The Deputy President determined the changes to his employment conditions were substantial and financially unsustainable, forcing him to resign. The company's financial issues and tender pricing requirements led to the removal of benefits. The Commission ordered compensation of $7,074.38 (gross) plus a superannuation contribution of $848.93.
What it means for employers
Employers must carefully consider the impact of changes to employee conditions, particularly when those changes significantly affect remuneration and working arrangements. Unilateral removal of benefits without proper consultation or consideration of the consequences can lead to an unfair dismissal claim even if a formal resignation occurs. Employers should review enterprise agreements and contracts before implementing changes.
What it means for employees
Employees facing significant changes to their employment conditions, especially those impacting pay or essential work arrangements, have grounds to argue they were unfairly dismissed if those changes forced them to resign. It's important to document any communication regarding these changes and seek legal advice if necessary.
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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 →