Application by the Applicant
Citation: [2026] FWC 2919
At a glance
- Employees affected
- 1
What happened
the Applicant, a driver for Rasier Pacific Pty Ltd (Uber) since June 2018, sought an unfair deactivation remedy from the Fair Work Commission. Uber deactivated him in November 2025 due to reports of substance abuse. the Applicant argued the deactivation was harsh and unjust, citing inconsistencies with the Digital Labour Platform Deactivation Code. He completed over 16,000 trips for Uber. Records show he earned less than the contractor high-income threshold.
What was decided
The Fair Work Commission dismissed the Applicant’s application for an unfair deactivation remedy. The Commission found that Uber's deactivation was not unfair and consistent with the Digital Labour Platform Deactivation Code. While the Applicant was protected from unfair deactivation, the Commission noted he had received numerous complaints over time, some prior to the code's commencement. Uber provided records supporting the basis for deactivation related to a complaint about intoxication.
What it means for employers
Employers operating digital labour platforms should ensure their deactivation processes are consistent with the Digital Labour Platform Deactivation Code and maintain thorough records of driver conduct and complaints. Clear communication regarding complaints and potential consequences is crucial, even if not all complaints warrant immediate action.
What it means for employees
Employees working through digital labour platforms have protections against unfair deactivation. However, it's important to understand the platform’s rules and guidelines, respond to any complaints received, and be prepared to provide evidence supporting your position in a dispute.
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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 →