the Applicant v Unitingcare Queensland Limited
Citation: [2026] FWCFB 183
At a glance
- Employees affected
- 1
What happened
the Applicant commenced employment with Unitingcare Queensland Limited but left after less than a month. She believed she was treated unfairly due to feedback received and told management she would not return to work. the Applicant sought a determination under section 365 of the Fair Work Act, claiming dismissal. The initial Commissioner found her resignation was voluntary, not a dismissal.
What was decided
The Full Bench refused the Applicant permission to appeal the Commissioner’s decision. The Commissioner correctly applied section 386(1)(b) by considering whether alternatives to resignation existed. The bench considered the Applicant could have raised a grievance instead of resigning and found no arguable error in the Commissioner's factual findings or weight given to evidence. Permission to appeal was denied as it wasn’t deemed to be in the public interest.
What it means for employers
Employers should document feedback processes clearly and provide avenues for employees to raise concerns. This case highlights that a resignation, even if felt compelled, may not constitute dismissal if alternatives were available to the employee.
What it means for employees
Employees considering resigning due to workplace issues should explore options like raising grievances before formally resigning. A voluntary resignation, even if influenced by employer conduct, might not be considered an unfair dismissal.
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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