Application by RL Circular Operations Pty Ltd
Citation: [2026] FWCA 1984
What happened
RL Circular Operations Pty Ltd, a storage services company, applied for approval of the RL Circular Operations Pty Ltd & United Workers Union Comprehensive Agreement 2026 - 2029. The agreement is a single enterprise agreement and was made pursuant to section 185 of the Fair Work Act 2009. Several issues were raised with the Applicant regarding the application, prompting them to provide written undertakings related to pay rates, working hours, overtime, casual employment, and part-time flexibility.
What was decided
The Fair Work Commission approved the enterprise agreement between RL Circular Operations Pty Ltd and the United Workers Union. The Commissioner was satisfied that the undertakings provided by the Applicant would not cause financial detriment to employees or substantially alter the agreement. A clause ensures the National Employment Standards apply unless the agreement provides a more favourable outcome. The United Workers Union is covered under the agreement, as noted in accordance with section 201(2) of the Fair Work Act. The agreement will operate seven days after approval.
What it means for employers
Employers seeking to implement enterprise agreements should anticipate potential issues and be prepared to provide undertakings to address concerns raised by the Commission. These undertakings become legally binding terms of the agreement, ensuring employee protection and compliance with the Fair Work Act.
What it means for employees
Employees covered by this agreement benefit from a comprehensive framework negotiated between their employer and the United Workers Union. The agreement incorporates National Employment Standards where it doesn’t provide more favourable conditions. Employees should review the full agreement to understand their rights and entitlements, including the undertakings provided by the Applicant.
Want this applied to your situation?
Reading the decision is free. FairWork Mate goes further — it reads the full case library and applies precedents like this one to your specific facts, citing the cases as it reasons. General information, not a guaranteed outcome or legal advice.
Every statement above is drawn from the published decision. Read the original here:
https://www.fwc.gov.au/documents/decisionssigned/pdf/2026fwca1984.pdfWant more cases like this?
FairWork Mate tracks Fair Work Ombudsman, Fair Work Commission and Federal Court decisions across Australia. The AI advisor answers plain-English questions grounded on the full corpus — awards cited, industry, penalty amounts and affected employee counts — with a citation to the underlying decision on every answer.
Individual case summaries on this site are free. Full-corpus advisor access is a paid product — Business Solo from $99/mo, 50% off your first 3 months for the first 100 signups.
Get notified on new Fair Work cases
Free email alerts when we publish new underpayment decisions, penalty orders, and workplace law updates.
Free forever. No spam. Unsubscribe anytime.
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 →