Application by Ticket Solutions Pty Ltd Trading AS Oztix
Citation: [2026] FWCA 2056
At a glance
- Employees affected
- 50
- Awards cited
- MA000173, MA000426
What happened
Ticket Solutions Pty Ltd T/A Oztix applied to terminate its Employee’s Agreement 2010, which expired in 2014. The company stated the agreement was unfair to employees and no longer reflected their work duties, which have shifted from event coordination to online ticketing and technology services. There are 48 full-time and 2 casual employees covered by the agreement. Employees were notified of the application and invited to provide views, but none did. A confidential ballot showed that 46 out of 52 employees voted to terminate the agreement with 88.5% in favour.
What was decided
The Fair Work Commission (FWC) terminated the Ticket Solutions Pty Limited Employee’s Agreement 2010, effective from the date of the decision. The FWC found that the continued operation of the agreement would be unfair to employees because it provided less favourable conditions than relevant awards and the National Employment Standards (NES). A ballot showed strong employee support for termination. The FWC considered the agreement’s notice period and redundancy provisions in its decision.
What it means for employers
Employers should regularly review enterprise agreements to ensure they remain aligned with business operations and employee roles. Outdated agreements can disadvantage employees and create legal complications when seeking termination. Consider the impact on employee entitlements, particularly regarding penalty rates and redundancy pay, when comparing agreements to awards or contracts.
What it means for employees
Employees covered by expired enterprise agreements should be aware of their rights and potential changes to working conditions. Participate in consultations and ballots related to agreement terminations to voice your opinions. Understand how termination might affect entitlements like notice periods and redundancy payments.
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/2026fwca2056.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 →