Application by Plummers Project Services Pty Ltd
Citation: [2026] FWCA 2225
What happened
Plummers Project Services Pty Ltd sought approval for its Enterprise Agreement 2026, covering employees in the building, metal and civil construction industries. The Communications, Electrical, Electronic, Energy, Information, Postal, Plumbing and Allied Services Union of Australia (CEPU) raised concerns about the agreement's impact on redundancy entitlements, rest and recreation leave, ordinary hours, payment frequency, roster arrangements, classification structure, dispute resolution and the Better Off Overall Test (BOOT). the Applicant disputed these concerns and provided detailed breakdowns of rates and undertakings to address some issues.
What was decided
The Fair Work Commission approved the Plummers Project Services Pty Ltd Enterprise Agreement 2026. The Commission found the agreement’s rates adequately incorporated redundancy entitlements and R&R leave. Concerns about the span of ordinary hours, payment frequency, roster arrangements, classification structure, and dispute resolution were addressed through undertakings from the Applicant. The agreement will operate from August 24, 2026, and expire on August 17, 2030. The Commission stated, 'I am satisfied that the undertaking will not cause financial detriment to any employee covered by the Agreement and that the undertaking will not result in substantial changes to the Agreement.'
What it means for employers
Employers should ensure enterprise agreements accurately reflect and incorporate entitlements from relevant modern awards, particularly regarding redundancy and leave. They need to clearly explain how rates of pay compensate for these entitlements. Providing undertakings to address concerns raised by unions can help secure approval.
What it means for employees
Employees should review enterprise agreements carefully to ensure they maintain or improve their entitlements compared to the relevant modern award. If concerns arise, unions can represent employees and raise issues with the Fair Work Commission.
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/2026fwca2225.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. The full FWC and Federal Court library behind every advisor answer is on Pro.
FairWork Mate AI
This is one decision. Pro reads all of them.
Free case pages cite the top 250 decisions. Pro opens the full Fair Work Commission and Federal Court library, cross-references your own situation against it, and cites the decision behind every answer — plus document upload, so it can read your letter or contract line by line. 150 questions a month, cancel anytime.
Just need today sorted? A Day Pass is 25 questions over 24 hours. No account, nothing to cancel.
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