the Applicant v Lismore Pharmacy Pty Ltd
Citation: [2026] FWC 2809
At a glance
- Employees affected
- 1
What happened
the Applicant commenced employment as a Pharmacy Assistant at Lismore Pharmacy Pty Ltd in March 2025. She alleges she experienced bullying from a colleague named Alison, an unreasonably high workload, and a failure by management to address her concerns. Following an incident on January 26, 2026, and subsequent events including perceived breaches of confidentiality, the Applicant sent emails indicating her intention to resign. Lismore Pharmacy contends that the Applicant resigned rather than being dismissed.
What was decided
The Fair Work Commission found that the Applicant was not dismissed from her employment at Lismore Pharmacy Pty Ltd. The application under s.365 of the Fair Work Act 2009, alleging a dismissal in breach of workplace laws, was therefore dismissed. The decision was based on an assessment of emails and text messages exchanged between the Applicant and Mr Defrenne, which indicated a resignation rather than a dismissal.
What it means for employers
Employers should ensure robust processes for handling employee complaints, particularly regarding bullying and workload concerns. Maintaining confidentiality when dealing with sensitive issues is crucial to fostering trust and preventing perceptions of bias. Promptly addressing employee grievances can prevent escalation and potential legal action.
What it means for employees
Employees experiencing workplace issues like bullying or excessive workloads should document incidents and raise concerns with management. If the employer fails to address these concerns adequately, employees may consider seeking advice from a union or legal professional regarding their options.
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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