Australian workplace law decisions — 2025
Every published Fair Work Commission, Federal Court, Federal Circuit & Family Court, and Fair Work Ombudsman decision from 2025 in our corpus, in plain English. Sorted by date.
Top topics in 2025
All decisions
← Back to the full corpusthe Applicant v Mcb Holdings Spm Pty Limited
the Applicant was employed by MCB Holdings SPM Pty Ltd (MCB) from February 2025 until May 2026. She applied for an unfair dismissal remedy on June 2026, one day after the deadline. the Applicant stated she miscalculated the filing deadline and experienced hospitalisation and medical issues following her dismissal, contributing to the delay. She was dismissed after seeking a salary review and disclosing consideration of another job opportunity due to financial reasons.
Application by National Tertiary Education Industry Union (283V)
The NTEU applied for a protected action ballot order under section 437 of the Fair Work Act 2009. The application concerned employees of Griffith University. The NTEU stated they have been attempting to reach an agreement with the university through bargaining. Griffith University did not object to the application.
the Applicant v MorethaNDIS Pty Ltd
the Applicant initiated an application under section 365 of the Fair Work Act 2009 alleging unfair dismissal by MorethaNDIS Pty Ltd. She filed the application on December 25, 2025, which was one day outside the 21-day timeframe for lodging such applications. the Applicant cited reasons for the delay including an incorrect initial form and ongoing family issues involving domestic abuse. The Commission sought further information from her but she failed to provide it despite multiple attempts and extensions.
Application by the Applicant
The Applicant applied to the Fair Work Commission seeking an order to stop bullying. The application involved the Applicant against the Respondent, a co-worker, and another co-worker, all associated with the Australian Taxation Office (ATO). A determinative conference was held on 23 July 2026. Witnesses included a witness, a witness, and a witness.
the Applicant v Bupa Aged Care Armidale
the Applicant was employed as a Chef Manager by Bupa Aged Care Armidale from November 2009 until March 2026, when she was dismissed due to alleged conduct and performance issues. She filed an unfair dismissal application on April 15, 2026, one day past the 21-day filing deadline. The delay occurred because of a representative error by her union representative.
Application by Holcim (Australia) Pty Ltd
Holcim (Australia) Pty Ltd sought approval for a new enterprise agreement, the 'Queensland and Northern Territory Staff Enterprise Agreement 2025'. The Australian Workers’ Union (AWU) contested both the scope of employees covered by the agreement and whether it was genuinely agreed to. Holcim argued the employees were geographically distinct and that electronic communication was standard practice. The agreement covers a disparate group across 61 sites, with approximately two-thirds participating in an electronic vote. Some employees are over 45 years old.
the Applicant v Endeavour Group Limited
the Applicant commenced employment with Endeavour Group Limited. The Fair Work Commission received an application from the Applicant concerning an unfair dismissal remedy. the Commissioner heard the matter and issued an order, PR810283.
Application by Tarac Technologies Pty Ltd Trading AS Tarac Technologies
Tarac Technologies Pty Ltd sought approval for the 'Tarac 2026 – Enterprise Agreement – Wines and Spirits'. The application was made under section 185 of the Fair Work Act 2009. The United Workers’ Union (UWU) notified their intention to be covered by the agreement, as required by section 183 of the FW Act.
the Applicant v J.L Insulation Pty Ltd
the Applicant lodged an unfair dismissal application with the Fair Work Commission on June 17, 2026. The application was incomplete because he did not pay the required fee or request a fee waiver. The Commission attempted to contact the Applicant via email and SMS on multiple occasions to rectify this issue. He failed to respond to these attempts or pay the fee, leading to a warning that his application could be dismissed.
the Applicant v Hyundai Rotem Company
the Applicant initiated a general protections application claiming adverse action by Hyundai Rotem Company following his dismissal. the Applicant, through his company Movement Engineering Pty Ltd, provided consultancy services to Hyundai Rotem from July 2023 under a Consultancy Agreement. The agreement outlined his role as an Electrical Engineer with a daily rate and specified the scope of work and location in Brisbane. Amendments to the agreement extended the term and increased his daily rate. In March 2025, the Applicant received information about changes to the Fair Work Act and was provided with an 'Opt Out Notice' template.
Application by United Workers' Union (108V)
The United Workers' Union applied to extend the 30-day period for industrial action authorized by a protected action ballot (PR810858). This ballot was held in relation to matter B2026/615, with results declared on June 24, 2026. Lactalis Australia Pty Ltd, the employer, did not object to the application.
Application by Burleigh Marr Distributions Pty Ltd Trading AS Bidfood Processing Repackaging Brisbane
Burleigh Marr Distributions Pty Ltd, trading as Bidfood Processing Repackaging Brisbane (the Applicant), sought approval for the Bidfood Processing Repackaging Brisbane – Enterprise Agreement 2026. The agreement is a single enterprise agreement covering employees in the food, beverages and tobacco manufacturing industry.
the Applicant v The Association For Parent Controlled Christian Schools At Brisbane Trading AS Westside Christian College
the Applicant, a Chinese teacher and workplace delegate at Westside Christian College, raised concerns about workload, bullying, and lack of support in 2025. He was diagnosed with a psychological injury and certified fit for suitable duties. His workers’ compensation claim was rejected. The college attempted to develop a suitable duties plan and offered a mutual separation agreement which the Applicant rejected. Following this, the college initiated an independent investigation into his concerns. On April 17, 2026, the Applicant resigned, stating he had no reasonable option but to leave due to the college’s conduct.
Application by Communications, Electrical, Electronic, Energy, Information, Postal, Plumbing and Allied Services Union of Australia (128V)
The Communications, Electrical, Electronic, Energy, Information, Postal, Plumbing and Allied Services Union (CEPU) applied for a protected action ballot order under section 437 of the Fair Work Act 2009. This application relates to employees of The Trustee for Regal Cream Products Trust (Regal Cream). Another union, the Australian Manufacturing Workers’ Union (AMWU), made a similar application regarding the same proposed agreement. The Respondent did not object to the CEPU's application.
Application by "Automotive, Food, Metals, Engineering, Printing and Kindred Industries Union" known as the Australian Manufacturing Workers' Union (AMWU) (188V)
The Australian Manufacturing Workers' Union (AMWU) applied for a protected action ballot order under section 437 of the Fair Work Act 2009. This application relates to employees of Otis Elevator Company Pty Ltd. The Communications, Electrical, Electronic, Energy, Information, Postal, Plumbing and Allied Services Union of Australia (CEPU) also made a similar application regarding the same proposed agreement. Otis did not object to the AMWU's application, and the parties reached an agreement on this point.
Application by CFMEU (105N)
The CFMEU applied to have the WATERTITE WATERPROOFING PTY LTD and the CFMEU (Victorian Construction and General Division) Subcontractors Waterproofing Enterprise Agreement 2024 – 2027 approved. The agreement covers a group of employees, but not all employees of Watertite Waterproofing Pty Ltd. The CFMEU is the bargaining representative for the agreement.
the Applicant v Northern SEQ Distributor - Retailer Authority Trading AS Unitywater
the Applicant, a control room employee at Northern SEQ Distributor - Retailer Authority Trading AS Unitywater (Unitywater), initiated proceedings on behalf of other control room employees. They dispute Northern SEQ Distributor - Retailer Authority Trading AS Unitywater’s revised interpretation of overtime and annual leave entitlements outlined in the Unitywater Water Industry Indoor/Salaried Staff Employees Enterprise Agreement No. 3. The dispute arose after Northern SEQ Distributor - Retailer Authority Trading AS Unitywater identified errors in previous payments to control room employees and changed its payment practices, informing employees via a Fact Sheet. The Union representing the employees objected to this change and sought arbitration through the Fair Work Commission.
the Applicant v Life Development Pty Ltd
the Applicant worked for Life Development Pty Ltd T/A Raine & Horne Rouse Hill / Box Hill. The company claimed she was a contractor engaged through another company, but the Fair Work Commission found she was an employee and unfairly dismissed. the Applicant sought compensation for this dismissal. the Respondent argued they had a valid reason for dismissal and followed a fair process.
Application by I&C Instrumentation & Electrical Pty Ltd
I&C Instrumentation & Electrical Pty Ltd applied for approval of the I&C Instrumentation & Electrical Pty Ltd Enterprise Agreement 2026-2029. The agreement is a single enterprise agreement covering employees in the electrical contracting industry. A minor discrepancy existed between the agreement's title and that listed in the Notice of Employee Representational Rights, but this was considered a technical error. The Communications, Electrical, Electronic, Energy, Information, Postal, Plumbing and Allied Services Union of Australia (CEPU) notified their desire for the agreement to cover them.
Application by CFMEU (105N)
The CFMEU applied for approval of a greenfields agreement, the Kenny Building and Construction Pty Ltd / CFMEU Collective Agreement 2024-2027. The company, registered in March 2026, stated it had no employees covered by the agreement. The application was made under section 185 of the Fair Work Act 2009.
Application by IVF Australia Pty Ltd Trading AS IVF Australia
IVF Australia Pty Ltd, trading as IVF Australia, sought approval for the IVF Australia Nursing Enterprise Agreement 2026. The Australian Nursing and Midwifery Federation indicated they wished to be covered by the agreement. The company provided written undertakings which were deemed acceptable.
the Applicant v AWX Pty Ltd
the Applicant lodged an unfair dismissal application with the Fair Work Commission on February 13, 2026, claiming he was dismissed from AWX Pty Ltd after starting employment on September 8, 2025. The Commission initially noted that the Applicant may not have completed the required six-month minimum employment period to be eligible for an unfair dismissal claim. He subsequently provided conflicting dates for his start date, first stating August 12 and then August 11, 2025. Despite multiple communications from the Commission highlighting this issue and providing opportunities for response, the Applicant did not provide sufficient evidence to demonstrate he met the minimum employment period.
Application by "Automotive, Food, Metals, Engineering, Printing and Kindred Industries Union" known as the Australian Manufacturing Workers' Union (AMWU) (188V)
The Australian Manufacturing Workers' Union (AMWU) applied for a protected action ballot order (PABO) concerning employees of One Rail Australia (NSW) Pty Ltd. The union sought approval to conduct a ballot regarding wage negotiations. One Rail objected, arguing the application was premature because the current enterprise agreement hasn’t expired and there were inaccuracies in how wage negotiations were presented. Both parties submitted further information.
Application by No. 1 Riverside Quay Pty Ltd Trading AS BP Retail
No. 1 Riverside Quay Pty Ltd Trading As BP Retail (the Employer) sought approval for the No1 Riverside Quay National Enterprise Agreement 2025. The agreement is a single enterprise agreement covering employees. Concerns were raised about clauses potentially inconsistent with the National Employment Standards (NES), including those relating to abandonment of employment, personal leave evidence and deductions on termination. The Shop, Distributive and Allied Employees’ Association (SDA) indicated it wanted the agreement to cover its members.
Application by Chubb Fire & Security Pty Ltd Trading AS Chubb Fire & Security
Chubb Fire & Security Pty Ltd applied to the Fair Work Commission for approval of their ACT Sprinkler Fitter Enterprise Agreement 2025–2028. The agreement covers sprinkler fitters and is a single enterprise agreement. Concerns arose regarding compliance with sections 173 and 174 of the Fair Work Act, due to an incorrect name on the Notice of Employee Representational Rights (NERR). There were also concerns about clauses relating to compassionate leave and withholding of monies on termination, as well as the definition of a continuous shift worker.
Application by the Applicant
The Applicant sought an extension of time to file an unfair dismissal application against the Respondent. Her dismissal took effect on February 11, 2026, and the initial filing deadline was March 4, 2026. She lodged her application 81 days late, citing a job advertisement posted by the Respondent on May 21, 2026, as evidence that her redundancy wasn't genuine. The role advertised resembled her previous position. The Respondent contends the dismissal resulted from an operational restructure after losing a major contract.
Application by Regis Aged Care Pty Ltd
Regis Aged Care Pty Ltd applied to have its enterprise agreement, the Regis Aged Care, ANMF & HACSU, Enterprise Agreement - Tasmania 2025 approved. The Health Services Union and Australian Nursing & Midwifery Federation support the approval of the agreement and are covered by it. A typographical error was found on page 7, clause 6(a)(i) which incorrectly stated a nominal expiry date of '1 September 2026' instead of '1 September 2028'. Regis Aged Care sought to correct this error.
Application by Australian and International Pilots Association (127N)
The Australian and International Pilots Association (AIPA) applied for a protected action ballot order under section 437 of the Fair Work Act 2009, concerning employees of Qantas Airways Limited (Qantas). Following discussions, Qantas did not object to the application as amended. AIPA acknowledged exceptional circumstances and revised the proposed order. The ballot will be conducted by True Vote Pty Ltd, an approved ballot agent.
the Applicant v Dysons MZF Pty Ltd
the Applicant was employed as a bus driver by Dysons MZF Pty Ltd, starting in September 2008. He was dismissed on March 2, 2026. The dismissal stemmed from conduct occurring on February 18, 2026, and a previous final warning related to similar behaviour. the Applicant had opportunities to respond to the reasons for his dismissal during meetings in February 2026, with union representation.
Application by T.D. Kerr Electrical Pty Ltd
T.D. Kerr Electrical Pty Ltd, an electrical contracting business, sought approval for a single enterprise agreement called the T.D. Kerr Electrical Pty Ltd Single Enterprise Agreement 2026. The company provided a written undertaking to the Fair Work Commission. A representative for employees was consulted regarding this undertaking.
Application by The Australian Maritime Officers' Union (001N) & CFMEU - The Maritime Union of Australia Division (105N-MUA)
The Applicant and CFMEU applied for a protected action ballot order (PABO) under section 437 of the Fair Work Act 2009. The application relates to employees of RiverCity Ferries Pty Ltd who are covered by the RiverCity Ferries Enterprise Agreement 2022. The unions and the Respondent were attempting to reach an agreement. The ballot would be conducted electronically by Democratic Outcomes Pty Ltd (CiVS).
the Applicant v Quayclean Australia Pty. Ltd.
the Applicant lodged an unfair dismissal application with the Fair Work Commission on July 2, 2026. She stated she was employed by Quayclean Australia Pty Ltd from December 29, 2025, and dismissed on June 12, 2026. The Commission initially advised her that she hadn't met the minimum six-month employment period required for an unfair dismissal claim. the Applicant disputed this, providing a contract showing a start date of December 18, 2025. She was then informed that to be dismissed unfairly, she must have been 'dismissed'. The Commission gave her further opportunities to respond but received no reply.
Application by the Applicant Trading AS Mss Security
the Respondent applied to the Fair Work Commission for approval of the MSS Security PTA Enterprise Agreement 2026-2029. The agreement covers a single enterprise and includes written undertakings from the company. The Australian Rail, Tram and Bus Industry Union (RTBU) indicated it wanted the agreement to cover its members. Concerns were raised about clauses related to uniform deductions potentially conflicting with National Employment Standards.
the Applicant v Bouygues Construction Australia Pty Ltd
the Applicant lodged an unfair dismissal application with the Fair Work Commission on June 6, 2026. The Commission raised concerns about whether the application was filed within the required 21-day timeframe. Attempts were made to contact the Applicant via email and telephone to address these concerns, but he did not respond. The Commission initiated proceedings under section 587 of the Fair Work Act.
the Applicant v Bytewize Pty Ltd
the Applicant was dismissed from her role at Bytewize Pty Ltd on October 8, 2025. She subsequently applied to the Fair Work Commission for an unfair dismissal remedy. The company suggested the dismissal was due to misconduct, but this claim was rejected. the Applicant found new employment approximately three weeks after her termination.
Application by The Australian Workers' Union (002N)
The Australian Workers' Union (AWU) applied for a protected action ballot order concerning employees of Allnex Resins Australia Pty Ltd. The AWU and employer were attempting to reach an agreement, but had not yet succeeded. The employer didn’t formally object to the application, though raised concerns about potential industrial action risks and requested a three-day notice period. the Applicant, an organiser for the AWU, confirmed steps taken in bargaining.
the Applicant v Curtis Island Services Trading AS SeaLink Whitsundays
the Applicant, a casual Master for Curtis Island Services Trading as SeaLink Whitsundays, was dismissed after allegations of misconduct were made by a deckhand in June 2025. The allegations included sleeping on the vessel, unsafe radio practices, vaping, and allowing unlicensed crew members to operate the boat. Following an email complaint, the Applicant received a letter outlining these allegations and was given the weekend to review them before a meeting. He claims he was unofficially offered a resignation option during this time.
the Applicant v Eastern Health
the Applicant, a healthcare worker at Eastern Health's Wantirna aged care facility, was stood down and subsequently dismissed on May 1, 2026, following an investigation into allegations of restrictive practices against a resident. He filed an unfair dismissal application on May 26, 2026, four days beyond the 21-day filing deadline. the Applicant attributes the delay to the recent deaths of his brother-in-law and sister-in-law in South Australia.
the Applicant v Macedon Ranges Shire Council
the Applicant, a Planning and Building Liaison Officer at Macedon Ranges Shire Council, requested flexible work arrangements allowing him to work four days at home and one day in the office for three weeks a month, and three days at home and one day in the office every fourth week. He initially made this request on November 26, 2024, and again on December 1, 2025, citing his age (over 55) and work-related fatigue as reasons. The council rejected both requests. the Applicant appealed the second rejection but it was also denied based on reasonable business grounds.
the Applicant v Canberra Muslim Youth Trading AS Taqwa School
the Applicant filed an application on June 9, 2026, claiming unfair dismissal by Taqwa School. Taqwa School argued the application was late, exceeding the 21-day limit by 40 days. The Fair Work Commission initially gave the Applicant a chance to explain why his application should be considered despite being filed late. He responded indicating he wished to continue. Subsequent requests for further information and submissions were ignored.
Application by Communications, Electrical, Electronic, Energy, Information, Postal, Plumbing and Allied Services Union of Australia (128V)
The Communications, Electrical, Electronic, Energy, Information, Postal, Plumbing and Allied Services Union of Australia (CEPU) applied for approval of an enterprise agreement between TTL Air Pty Ltd and the CEPU - Plumbing Division NSW Branch Mechanical (Sheetmetal) Enterprise Agreement 2026-2028. The agreement is a single enterprise agreement covering employees in the electrical contracting industry.
Application by the Applicant
the Applicant lodged an application on May 26, 2026, to deal with what he believed was an unlawful termination. The Fair Work Commission staff contacted him multiple times, explaining that he should have made a general protections application instead because his former employer was a national system employer. He did not respond to these communications. The application was initially filed under section 773 of the Fair Work Act.
the Applicant v Dominos,T.G.I Friday”s,Moonlight Restaurant,Australia Group Of Hospitality
the Applicant lodged an unfair dismissal application against Dominos, T.G.I Friday’s, Moonlight Restaurant, and Australia Group Of Hospitality on April 19, 2026. the Applicant stated they worked for the Respondent between 2010 and 2012, but provided incomplete information about their employment dates and dismissal date. They also failed to provide contact details for the respondent and did not pay the required application fee or obtain a fee waiver. Despite multiple attempts by Commission staff to contact Kaur and request missing information, she did not respond adequately.
Application by The Australian Workers' Union (002N)
The Applicant applied to extend the period for industrial action authorized by a protected action ballot (PR811347) in relation to matter B2026/720. The ballot was declared on July 10, 2026. Veolia Environmental Services (Australia) Pty Ltd did not oppose or support the application and reported an agreement with the union regarding a 'no action' period.
the Applicant v Tuggeranong Vikings Swim Club Inc
the Applicant was the Head Coach at Tuggeranong Vikings Swim Club, earning $110,000 per annum. A new committee assessed the club’s finances and decided they could no longer afford his salary. They offered him a reduced salary of $65,000 to continue in the same role or face dismissal by redundancy. the Applicant declined and was dismissed. He initiated an unfair dismissal claim which was unsuccessful because it was found to be a genuine redundancy.
the Applicant v ATIV Pty Ltd
the Applicant commenced an unfair dismissal claim against ATIV Pty Ltd after a workplace argument with a co-worker Marina Khishchenko about the war in Ukraine and subsequent discussions with director Oksana Pashoulia. The Applicant alleges she was made to feel unwelcome due to her Russian nationality and that the director forced her to leave by stating they could no longer work together. ATIV denies dismissing the Applicant, asserting she left voluntarily after a discussion about workplace behaviour. Evidence included text messages exchanged between the Applicant and the director, and testimony from a co-worker.
the Applicant v Darwin Steel Supplies Pty Ltd Trading AS Territory Steel
The Applicant commenced employment with Darwin Steel Supplies Pty Ltd Trading AS Territory Steel on April 21, 2025, and was notified of their dismissal on March 4, 2026. They lodged an unfair dismissal application to the Fair Work Commission on March 4, 2026. The Applicant’s employment lasted approximately ten months. Several attempts were made to schedule a conciliation conference, but the Applicant did not attend and failed to respond to communications from the Commission regarding her non-attendance or the minimum employment period requirement.
Qube Ports Pty Ltd v the Applicant & the Respondent
Qube Ports Pty Ltd commenced proceedings seeking costs against the Applicant and his representative, Mr Pedram Mohseni. The Applicant was dismissed from his role as a stevedore with Qube in February 2025 and subsequently filed an unfair dismissal application which he later discontinued. The dispute involved issues relating to medical records, drug use, and allegations of illegal activity during the Applicant’s employment. Mr Pedram Mohseni acted as the Applicant’s representative after the initial representative ceased acting.
the Applicant v Repco
the Applicant lodged an unfair dismissal application with the Fair Work Commission on November 23, 2025. The Commission found the Applicant's employment period was less than six months, meaning he did not meet the minimum eligibility requirement for an unfair dismissal claim. He also failed to pay the required fee or request a waiver. Despite multiple attempts by Commission staff to contact him regarding these issues, the Applicant did not respond.
Application by Sigma Company Limited
Sigma Company Limited applied for approval of the Sigma (Berrinba) Enterprise Agreement 2026, a single enterprise agreement covering employees in the pharmaceutical industry. The United Workers’ Union supported the application and wants the agreement to cover it. The employer provided written undertakings which will be terms of the agreement.
Application by CFMEU (105N)
The CFMEU applied for a protected action ballot order under section 437 of the Fair Work Act 2009. The application related to employees of Kimberley Ports Authority, trading as Port of Broome. The union and employer were attempting to reach an agreement. The employer did not object to the application. Paul Brett, an Organiser for the CFMEU, declared steps taken in bargaining.
Application by Danrae Remedial Services Pty. Ltd. Trading AS Danrae Group
Danrae Remedial Services Pty Ltd, trading as Danrae Group, applied for approval of its enterprise agreement, the Danrae Remedial Services Pty Ltd Enterprise Agreement 2025 - 2029. The agreement covers a single workplace and applies to employees in the building, metal and civil construction industries.
Application by BDS Civil Pty Ltd Trading AS BDS Civil & Consttruction
BDS Civil Pty Ltd, trading as BDS Civil & Construction, sought approval for a single enterprise agreement called the BDS Civil & RTBU Rail Asset Enterprise Agreement 2026. The Australian Rail, Tram and Bus Industry Union (ARTBIU) acted as the bargaining representative. The union notified the Fair Work Commission of its desire for the agreement to cover it.
Application by the Applicant Trading AS Medlog Regional
Medlog Regional Pty Ltd sought to correct a minor error in a Fair Work Commission decision ([2026] FWCA 1060). The company had previously secured approval for the Medlog Regional (Long Distance and Intrastate Drivers) Enterprise Agreement 2025. It was discovered that the approved version of the agreement differed from the one ratified by employees, specifically regarding the nominal expiry date. No objections were raised by employee representatives.
the Applicant v Sydney Trains
the Applicant appealed a Fair Work Commission decision made on May 14, 2026, by the Commissioner. The original decision dismissed the Applicant’s application for anti-bullying orders against named individuals at Sydney Trains. the Commissioner found that there was no evidence suggesting she would be certified fit to work with those individuals and that she had sought the order to punish them. the Applicant argued several points, including disputing the finding of no present risk of bullying and alleging denial of procedural fairness.
the Applicant v Terra Drilling Personnel Pty Ltd
the Applicant worked as a driller’s offsider for Terra Drilling Personnel Pty Ltd (the Respondent) from December 2025. Following an injury at work on May 14, 2026, and concerns raised by other employees about his fitness, the Respondent arranged for him to travel to Kalgoorlie. The Applicant claims he was dismissed on May 18, 2026, while the Respondent asserts he was stood down pending an investigation into the injury and workers’ compensation processes. The Applicant is seeking to pursue a general protections claim.
Application by Communications, Electrical, Electronic, Energy, Information, Postal, Plumbing and Allied Services Union of Australia (128V)
The Applicant applied for a protected action ballot order under section 437 of the Fair Work Act 2009. This application related to employees of UGL RS Pty Ltd. The Australian Manufacturing Workers’ Union also made a similar application concerning the same proposed agreement. UGL Rail did not formally object but raised concerns about privacy and ballot questions. The Applicant amended its application to reflect an agreed position.
Application by "Automotive, Food, Metals, Engineering, Printing and Kindred Industries Union" known as the Australian Manufacturing Workers' Union (AMWU) (188V)
The Australian Manufacturing Workers’ Union (AMWU) applied to extend a 30-day period related to an earlier application, B2026/577. Acciona M&E Pty Ltd was the respondent. The Deputy President considered the matter in Melbourne on 21 July 2026.
Application by Communications, Electrical, Electronic, Energy, Information, Postal, Plumbing and Allied Services Union of Australia (128V)
The Communications, Electrical, Electronic, Energy, Information, Postal, Plumbing and Allied Services Union of Australia (CEPU) applied for approval of the Sapio Pty Ltd and ETU Electrical Contracting Enterprise Agreement 2025 – 2029. The agreement is a single enterprise agreement covering employees in the electrical contracting industry. The CEPU acted as the bargaining representative for the agreement.
the Applicant v Ikon Services Australia Pty Ltd
the Applicant worked as a cleaner with Ikon Administration Pty Ltd since 2020, primarily at the Melbourne Convention and Exhibition Centre (MCEC). When the Lume exhibition ended in June 2025, her full-time cleaning shifts were impacted. the Respondent offered alternative roles including at Crown Casino, which the Applicant declined. On November 21, 2025, Ikon sent a letter requesting the Applicant return company property and outlining the transfer to Crown Casino. Following this, the Applicant commenced personal leave and lodged a WorkCover claim.
Application by Communications, Electrical, Electronic, Energy, Information, Postal, Plumbing and Allied Services Union of Australia (128V)
The Communications, Electrical, Electronic, Energy, Information, Postal, Plumbing and Allied Services Union of Australia (CEPU) applied for a protected action ballot order (PABO) regarding employees of Otis Elevator Company Pty Ltd (Otis). The union seeks an enterprise agreement. Otis opposed the application, arguing the CEPU wasn't genuinely trying to reach an agreement, citing limited bargaining meetings and hasty filing of the application. Negotiations began on April 1, 2026, with three meetings held since then. Numerous claims remain outstanding, including wage rates, allowances, and superannuation.
Application by the Applicant
Lauren Adams applied to the Fair Work Commission seeking an extension of time to file a general protections application against Living Gems Administration Pty Ltd. Her dismissal occurred on April 28, 2026, and the initial 21-day filing period ended May 19, 2026. She lodged her application on May 20, 2026, one day late. Adams claimed she delayed submitting due to an error entering the employer's address and a miscalculation of the deadline.
Application by "Automotive, Food, Metals, Engineering, Printing and Kindred Industries Union" known as the Australian Manufacturing Workers' Union (AMWU) (188V)
The Australian Manufacturing Workers' Union (AMWU) applied for a protected action ballot order under section 437 of the Fair Work Act 2009. This relates to employees of Suez Water Pty Ltd and Ventia Utility Services Pty Ltd, trading as Watersure. The AMWU was bargaining with Watersure regarding a proposed enterprise agreement. Other unions, the Australian Workers’ Union (AWU) and Communications, Electrical, Electronic, Energy, Information, Postal, Plumbing and Allied Services Union of Australia (CEPU), also made similar applications. Watersure did not object to the application.
the Applicant v Strikeforce AMC Pty Ltd
the Applicant appealed a decision made on April 30, 2026, by the Commissioner regarding her unfair dismissal claim against Strikeforce AMC Pty Ltd. The initial decision dismissed her application because the Commission found there were no exceptional circumstances to extend the time limit for filing. the Applicant argued she was disadvantaged during the hearing due to technical difficulties and that the effective date of her dismissal was unclear. She worked as a casual employee, and Strikeforce sent an email on October 2, 2025, indicating her end date.
National Tertiary Education Industry Union-Victorian Division (283V-VICD) v The University of Melbourne
The National Tertiary Education Industry Union (NTEU) and The University of Melbourne are disputing the meaning of clause 2.11.13.1 within their Enterprise Agreement 2024. This clause pertains to academic workload, specifically a minimum 20% non-education activity for research, academic currency, and professional practice. The NTEU argues academics should be able to use all of this time for research, while the University believes supervisor agreement is always required. They also disagree on the meaning of 'professional practice'. A co-worker provided witness testimony.
the Applicant v The Trustee for DRND Property Trust
the Applicant applied to the Fair Work Commission claiming her dismissal from The Trustee for DRND Property Trust was unfair. the Respondent objected, arguing the Applicant did not meet the minimum employment period and complied with the Small Business Fair Dismissal Code. She started as a casual employee on March 17, 2025, converting to part-time work in May 2025, and was dismissed on February 14, 2026. the Respondent had five employees at the time of dismissal.
Application by Kone Elevators Pty Ltd Trading AS KONE
Kone Elevators Pty Ltd and the Communications, Electrical, Electronic, Energy, Information, Postal, Plumbing and Allied Services Union of Australia (ETU) negotiated a new enterprise agreement, the KONE Construction & Service Employees Western Region Enterprise Agreement 2026. A typographical error appeared in clauses 51.2 and 53.1d regarding dates for pay increases. Kone sought to vary the agreement under section 218A of the Fair Work Act 2009 to correct these errors, aligning the dates with a document provided to employees explaining the agreement’s terms.
Application by Kinetic (Tasmania) Pty Ltd
Kinetic (Tasmania) Pty Ltd sought approval for a new enterprise agreement, named the Kinetic Tasmania & TWU Enterprise Agreement 2026 – 2029. The Transport Workers’ Union of Australia acted as the bargaining representative. The agreement is a single-enterprise agreement and does not cover all employees of Kinetic (Tasmania).
the Applicant v Opal Packaging Australia Pty Ltd
the Applicant lodged an unfair dismissal application with the Fair Work Commission on June 22, 2026. The application was incomplete because he did not pay the required fee or request a fee waiver. The Commission attempted to contact the Applicant via email and SMS on June 24th and 27th, 2026, and again on July 7th, warning him that his application could be dismissed if unpaid by July 14th. He did not respond.
the Applicant v Endeavour Group Limited
the Applicant was dismissed from her role at a BWS store in Prospect Vale, Tasmania, owned by Endeavour Group Limited, following a 'swarming' theft incident in February 2026. She had worked for the company or its predecessors for approximately 17 years. The store experienced increased theft incidents, including swarming events, prompting the implementation of security measures and training modules on responding to theft and armed hold-ups. the Applicant completed these online training modules but struggled with technology. During the swarming incident, she did not follow the company's policy of avoiding direct engagement with offenders.
the Applicant v Dynapex Pty Ltd
the Applicant lodged an unfair dismissal application against Dynapex Pty Ltd on May 28, 2025. Shortly after, the company entered voluntary liquidation in July 2025, with liquidators appointed who would not participate in the proceedings. The Fair Work Commission subsequently advised the Applicant that his case could only proceed with court permission under the Corporations Act 2001. He was warned that failure to seek this leave or respond to correspondence could lead to dismissal of his application. Despite multiple attempts at contact, the Applicant did not respond.
Application by "Automotive, Food, Metals, Engineering, Printing and Kindred Industries Union" known as the Australian Manufacturing Workers' Union (AMWU) (188V)
The Australian Manufacturing Workers' Union (AMWU) applied to extend the period for authorised industrial action, initially approved through a protected action ballot PR810178 in matter B2026/546. The original authorisation was declared on June 2, 2026. Section 459(3) of the Fair Work Act allows for extensions under certain conditions. UGL Operations and Maintenance Pty Limited did not object to the application.
Application by CFMEU (105N)
The CFMEU applied to have the PMANGAN Trust t/as Concrete Grinding Concepts Pty Ltd and the CFMEU (Victorian Construction and General Division) Subcontractors Remedial Concrete and Access Flooring Enterprise Agreement 2024–2027 approved. The agreement is a single enterprise agreement covering employees in the building, metal and civil construction industries. The CFMEU also notified their intention to be covered by the agreement.
Application by "Automotive, Food, Metals, Engineering, Printing and Kindred Industries Union" known as the Australian Manufacturing Workers' Union (AMWU) (188V)
The Australian Manufacturing Workers' Union (AMWU) applied for a protected action ballot order (PABO) under section 437 of the Fair Work Act 2009, concerning employees of Bundaberg Brewed Drinks Pty Ltd (BBD). The Communications, Electrical, Electronic, Energy, Information, Postal, Plumbing and Allied Services Union of Australia (CEPU) made a similar application. BBD objected, stating progress had been made in bargaining and the AMWU’s action was premature and not reflective of genuine engagement. Both unions are involved in the same enterprise agreement negotiations.
Application by Komatsu Australia Pty Ltd
Komatsu Australia Pty Ltd applied for approval of the Komatsu Australia Wacol Distribution Centre Enterprise Agreement 2026 under section 185 of the Fair Work Act 2009. The agreement is a single enterprise agreement. The Australian Manufacturing Workers’ Union (AMWU) notified their desire for the agreement to cover them. Written undertakings were provided by the applicant regarding the definition of 'shiftworker' and potential inconsistencies with the National Employment Standards.
Application by Regional Express Holdings Pty Limited Trading AS Regional Express
Regional Express Holdings Pty Limited, trading as Regional Express (Regional Express), sought approval for the 'Regional Express Aircraft Engineers Agreement 2025-2028'. The Australian Licensed Aircraft Engineers Association, representing employees, indicated it wished to be covered by the agreement. Regional Express provided written undertakings which were deemed acceptable.
Application by Applus Pty Ltd
Applus Pty Ltd applied for approval of a single enterprise agreement, called the Applus Pty Ltd Woodside Northwest Agreement 2025–2029. The application was made under section 185 of the Fair Work Act 2009. The Australian Workers’ Union indicated they wished to be covered by the agreement, as required by section 183 of the Act.
Application by Australian Nursing and Midwifery Federation (145V)
The Applicant applied to the Fair Work Commission seeking an order regarding partial work bans at seven hospitals operated by Healthscope Operations Pty Ltd. The Applicant's members were planning industrial action, including bans on certain tasks not directly related to patient care and data entry/paperwork completion. The Respondent issued notices under section 471 of the Fair Work Act reducing employee payments if they participated in the bans. Errors were discovered in these notices, so new notices were issued. The Commission heard evidence from union representatives, nurses, midwives, and Healthscope employees.
Application by Mater Misericordiae Limited Trading AS Mater
Mater Misericordiae Limited (Mater) sought orders from the Fair Work Commission regarding which enterprise agreement would apply to approximately 1,423 employees transferring from Healthscope Operations Pty Ltd (Healthscope). These employees work at the Gold Coast Private Hospital and 370 are covered by the Healthscope Queensland Health Professionals and Support Services Enterprise Agreement 2023. Mater wants these employees to be covered by either the Mater Operational Employees Enterprise Agreement 2025 or the Mater Corporate and Administration Services Enterprise Agreement 2023 instead. A consultation process was undertaken, with 99% of operational employees and 100% of administration employees surveyed supporting the application.
the Applicant v Fortitude Protective Services Pty Ltd & Egroup Proctective Services Group P/L
the Applicant applied to the Fair Work Commission on May 6, 2026, seeking to deal with a general protections dispute related to his dismissal from Fortitude Protective Services Pty Ltd and Egroup Proctective Services Group P/L. He alleges he was employed from June 1, 2025, until his dismissal on April 7, 2026. The application was eight days late. the Applicant had previously lodged two other applications related to the same matter, one for unfair dismissal and another general protections claim, which were discontinued due to procedural issues.
Application by Transport Workers' Union of Australia (179V)
The Transport Workers' Union of Australia (TWU) applied for a protected action ballot order concerning employees of K&S Freighters Pty Ltd. Negotiations are underway to replace the existing K&S Freighters WA Transport Workers’ Enterprise Agreement 2023. The TWU claims it has been genuinely trying to reach an agreement with K&S. K&S did not object to the application.
Application by Petuna Aquaculture Pty Ltd
Petuna Aquaculture Pty Ltd applied for approval of the Petuna Strahan Enterprise Agreement 2025 under section 185 of the Fair Work Act 2009. The agreement is a single enterprise agreement covering employees. The Australian Workers Union (AWU) provided notice indicating their desire for the agreement to cover them, and confirmed their status as a bargaining representative.
Application by Baroda Manufacturing Pty Ltd Trading AS Baroda Manufacturing
Baroda Manufacturing Pty Ltd sought approval for its Baroda Manufacturing Enterprise Agreement 2026 under section 185 of the Fair Work Act 2009. The agreement is a single enterprise agreement and covers some, but not all, employees. A clause regarding compassionate leave was identified as potentially inconsistent with the National Employment Standards. The Australian Manufacturing Workers’ Union acted as the bargaining representative.
Application by McColl’s Operations Pty Ltd Trading AS Mccoll’s Transport
McColl’s Operations Pty Ltd, trading as McColl’s Transport, sought approval from the Fair Work Commission to terminate its Enterprise Agreement with employees. The agreement's nominal expiry date was September 8, 2025. Four employees were covered by the agreement. An independent ballot agent confirmed all four voted to terminate it on May 14, 2026. Following termination, employees would be covered by relevant awards and retain above-award wage rates, with potential for further increases under individual contracts. Employees received notice of the application and an opportunity to express views to the Commission.
Application by CFMEU (105N)
The Construction, Forestry, Maritime, Mining and Energy Union (CFMEU) applied for approval of a collective agreement with Mulherin Rigging Australia Pty Ltd. The agreement, titled the Mulherin Rigging Australia Pty Ltd and CFMEU Union Collective Agreement 2023–2027, covers employees in the building, metal and civil construction industries. It is described as a greenfields agreement.
Application by Fleurieu Cranes Pty Ltd
Fleurieu Cranes Pty Ltd applied to have a single-enterprise agreement, titled ‘Fleurieu Cranes Pty Ltd / CFMEU South Australia Mobile Crane Enterprise Agreement 2026’, approved by the Fair Work Commission. The Construction, Forestry, Maritime, Mining and Energy Union (CFMEU) also wanted the agreement to cover them. A minor discrepancy existed between the title on the Notice of Employee Representational Rights and the actual agreement’s title.
Application by Australian Rail, Tram and Bus Industry Union (139V),Application by Metro Trains Sydney Pty Ltd
The Australian Rail, Tram and Bus Industry Union (RTBU) applied to the Fair Work Commission for an order allowing a protected action ballot regarding proposed enterprise agreements for Metro Trains Sydney Pty Ltd (MTS). MTS doesn’t oppose the order but seeks an extension of the notice period for industrial action from three to five days. MTS operates train lines in Sydney, serving approximately 2.5 million passengers weekly and managing significant assets. The RTBU's proposed industrial action includes questions related to work practices, stoppages, bans, and distributing union material. A separate application was made by the Communications, Electrical, Electronic, Energy, Information, Postal, Plumbing and Allied Services Union of Australia (CEPU) regarding the same enterprise agreement.
the Applicant v Giidjaa Projects Pty Ltd
the Applicant lodged an unfair dismissal application with the Fair Work Commission on June 22, 2026. He stated he was employed by Giiddaa Projects Pty Ltd from January 20, 2026, and dismissed on June 5, 2026. The Commission found his employment period was approximately four and a half months, falling short of the six-month minimum required for an unfair dismissal claim. Despite multiple attempts to contact the Applicant via email, SMS, and phone calls to address this issue, he did not respond.
Application by The Association of Professional Engineers, Scientists and Managers, Australia (215V)
The Applicant applied for a protected action ballot order concerning employees of Water Corporation. The Applicant and the Respondent were in bargaining negotiations. The Respondent initially raised concerns about the notice period. Following discussions, they reached an agreement on an extended notice period. A Union Official confirmed steps taken during bargaining.
Application by Perisher Blue Pty Limited Trading AS Perisher
Perisher Blue Pty Limited, trading as Perisher, applied to the Fair Work Commission for approval of a new enterprise agreement called the Perisher Trades Enterprise Agreement 2026. The application was made under section 185 of the Fair Work Act 2009. The agreement covers employees in the tourism industry.
the Applicant v The Trustee For McCubbin Family Trust Trading As Suncoast Fencing
the Applicant lodged an unfair dismissal application against The Trustee For McCubbin Family Trust Trading As Suncoast Fencing on January 22, 2026. His dismissal allegedly occurred on November 18, 2025. This placed the application outside the statutory 21-day timeframe for lodging a claim. He was subsequently directed to explain why an extension of time should be granted and address his failure to respond to previous correspondence.
the Applicant v McMillan Shakespeare Limited & the Respondent and Another
the Applicant filed an application under section 365 of the Fair Work Act 2009, alleging unfair dismissal by McMillan Shakespeare Limited. Her employment ended on May 27, 2026, meaning her application was one day late, lodged on June 18, 2026. She attributed the delay to a miscalculation of the deadline and technical difficulties when completing the online form. She also cited stress related to managing an internal appeal and drafting correspondence to her employer, alongside a pre-existing medical condition.
Application by National Tertiary Education Industry Union (283V)
The National Tertiary Education Industry Union (NTEU) applied for a protected action ballot order concerning employees of Queensland University of Technology (QUT). QUT initially objected to the application, but later withdrew its objection. The NTEU confirmed they would contest this objection. The Commission facilitated discussions between both parties. A witness, Mitchell John Perry, an NTEU Division Industrial Officer, declared steps taken in bargaining with QUT and affirmed their genuine attempts to reach agreement.
Application by The Australian Workers' Union (002N)
The Applicant applied to the Fair Work Commission (FWC) to extend the period for industrial action authorized by a protected action ballot, PR799733, in matter B2026/489. The initial 30-day period had expired. Isis Central Sugar Mill Company Limited did not object to the application.
Application by Perigon (Act) Pty Ltd
Perigon (Act) Pty Ltd applied to have its 'Perigon (ACT) Pty Ltd Single Enterprise Agreement 2026' approved. The agreement covers a single enterprise and is for the electrical contracting industry. A typographical error was found in clause 4.1.1(b) of the original agreement, which the company sought to correct.
Application by SGS Australia Pty Ltd
SGS Australia Pty Ltd, a scientific services provider, sought approval for the SGS Hunter Valley Enterprise Agreement 2026. The agreement was developed with the Mining and Energy Union (MEU) as a bargaining representative. The MEU indicated its desire to be covered by the agreement. The application was made under section 185 of the Fair Work Act 2009.
the Applicant v CWM Marketing
the Applicant applied to the Fair Work Commission alleging unfair dismissal from CWM Marketing. The company argued the application was not valid due to jurisdictional issues, including the Applicant's length of employment and whether she resigned or was dismissed. She worked for the company between October 2024 and July 2025. Evidence suggested her work was regular and systematic. There was disagreement about what the Applicant said during a conversation on January 12, 2026, with CWM Marketing.
the Applicant v Jungle Busters
the Applicant lodged an unfair dismissal application with the Fair Work Commission on July 7, 2026, claiming he was dismissed by Jungle Busters. The Commission initially raised concerns that the Applicant had not completed the minimum six-month employment period required to be eligible for an unfair dismissal claim. Despite multiple attempts by the Commission to contact him via email and SMS requesting clarification of his start date and response regarding the minimum employment period, the Applicant failed to respond adequately. He provided a brief “Yes, I confirm” but did not address the specific questions posed.
the Applicant v ISS Property Services P/L
The Applicant lodged an unfair dismissal application with the Fair Work Commission on June 11, 2026. The application was not made correctly because the required fee wasn't paid or a waiver obtained. The Commission repeatedly contacted the Applicant via phone, SMS and email to request payment or a completed fee waiver form, setting deadlines for response. Despite these attempts, the Applicant did not respond.
the Applicant v Learning Online Pty Ltd
the Applicant lodged an unfair dismissal application with the Fair Work Commission on March 20, 2026. The application was incomplete and the required fee wasn’t paid or waived. The Commission attempted to contact the Applicant via email and SMS multiple times requesting payment and a completed form. Warnings were also issued that the application could be dismissed if these issues weren’t resolved within seven days. Despite repeated attempts to rectify the situation, the Applicant did not respond.
Application by Fusco Constructions Pty Ltd Trading AS Fusco Constructions
Fusco Constructions Pty Ltd applied to have the 'Fusco Enterprise Agreement 2026' approved. The agreement is a single enterprise agreement for employees in the plumbing industry. Initially, the submitted agreement lacked a correctly signed page, but an amended version was later provided. The company also gave written undertakings regarding employee entitlements.
Application by Transport Workers' Union of Australia (179V)
The Transport Workers' Union of Australia applied to extend the period for industrial action authorized by a protected action ballot (PR811004) in relation to matter B2026/634. The ballot result was declared on July 2, 2026. Lactalis Australia Pty Ltd did not object to the application.
Application by Vopak Terminals Sydney Pty Limited
Vopak Terminals Sydney Pty Limited, an employer in the oil and gas industry, sought approval for a new enterprise agreement, the Vopak Terminals Sydney Pty Limited Enterprise Agreement 2026. The application was made under section 185 of the Fair Work Act 2009. Concerns were raised regarding late filing and procedural errors related to the Notice of Employee Representational Rights (NERR). The United Workers’ Union, representing employees, supported the agreement's approval.
Application by CFMEU (105N)
The CFMEU applied to have the Hypercoat Pty Ltd and the CFMEU (Victorian Construction and General Division) Subcontractors Waterproofing Enterprise Agreement 2024 - 2027 approved. The agreement is a single enterprise agreement covering employees in the building, metal and civil construction industries. The CFMEU acted as the bargaining representative for the agreement and has notified its intention to be covered by it.
Application by Keolis Downer Hunter Pty Ltd
Keolis Downer Hunter Pty Ltd applied to the Fair Work Commission for approval of the Keolis Downer Hunter Multimodal Operations Control Agreement 2025, a single enterprise agreement covering employees in the passenger vehicle transport industry. The Commission considered whether the agreement met the requirements of the Fair Work Act 2009, specifically sections 186 and 187.
Application by University of Melbourne Graduate Student Association Inc.
The University of Melbourne Graduate Student Association Inc. (the Employer) sought approval for its Enterprise Agreement 2025. The agreement is a single enterprise agreement covering the organisation. The National Tertiary Education Union (NTEU), acting as a bargaining representative, notified their desire for the agreement to cover them. The application was made under section 185 of the Fair Work Act 2009.
Application by Australian Green Clean (Events) Pty Ltd Trading AS Australian Green Clean (Agc)
Australian Green Clean (Events) Pty Ltd, trading as Australian Green Clean, applied for approval of the AGC Events Enterprise Agreement 2026. The application was made under section 185 of the Fair Work Act 2009. Initially, the agreement lacked a signed signature page, but an amended version meeting requirements was later filed. The company provided written undertakings as part of the process.
Application by B&D Australia Pty Ltd
B&D Australia Pty Ltd applied to have its enterprise agreement, the B&D Australia Pty Ltd Enterprise Agreement (Revesby Maintenance) 2026, approved. The agreement would apply to employees covered by the Manufacturing and Associated Industries and Occupations Award 2020. Several issues were raised regarding potential inconsistencies with the National Employment Standards (NES), including clauses relating to redundancy pay and annual leave for shiftworkers. The Australian Manufacturing Workers’ Union (AMWU) is a bargaining representative for the agreement.
Application by Transport Workers' Union of Australia & Australian Road Transport Industrial Organization re fuel cost recovery
In April 2026, an expert panel from the Fair Work Commission made a road transport contractual chain order (the Order) to address fuel supply disruptions due to conflict in the Middle East. The Order aimed to adjust rates paid for work in the road transport industry because of rising fuel costs. Clause 5.3 stated that these obligations would cease if the weekly average national diesel price fell below $2.00 per litre. Subsequently, a review process began, and proposed variations were considered. However, the diesel price dropped below the threshold in June 2026, effectively ending the Order's obligations. The Australian Trucking Association (ATA) then suggested reviving the order with modifications.
the Applicant v Bytewize Pty Ltd
the Applicant was employed by Bytewize Pty Ltd as an ICT technician from June 2024 until October 2025. She sent emails resigning from her position, copying multiple Department of Education and Training employees. In response, Bytewize sent an email stating she was stood down immediately due to her actions and breach of contract, later providing a separation certificate waiving her notice period. the Applicant initiated unfair dismissal proceedings under the Fair Work Act 2009.
the Applicant v Woolworths Group Limited Trading AS Woolworths Supermarket
the Applicant lodged an unfair dismissal application with the Fair Work Commission on February 6, 2026. The application was incomplete because he did not provide his employment start date. The Commission attempted to contact the Applicant via email and SMS to request the missing information. They warned him that the application could be dismissed if it wasn't completed within 14 days. Further reminders were sent in June 2026, again warning of potential dismissal. Despite these attempts, the Applicant did not respond or submit a complete application.
the Applicant v Cohealth Limited
the Applicant was employed by Cohealth Limited as a Community Development Worker from March 2019 until June 2025. He raised concerns regarding disciplinary processes and an investigation related to alleged misconduct, leading to a warning and performance improvement plan (PIP). Following the PIP, he was dismissed. the Applicant, who is also an Australian Services Union delegate, initiated dispute resolution proceedings under an enterprise agreement and filed for unfair dismissal. The case involved witness testimony from both parties, including colleagues and his clinical supervisor.
Application by JNR Civil
JNR Civil applied to the Fair Work Commission for approval of their JNR Civil Enterprise Agreement 2026-2030. The agreement covers employees in the building, metal and civil construction industries. It is a single enterprise agreement. Workplace delegates’ rights are included based on the relevant award. Clause 4(f) states that the National Employment Standards (NES) apply unless the agreement provides a better outcome.
Application by Australian International Islamic College
Australian International Islamic College Ltd sought approval for the Australian International Islamic College Collective Enterprise Agreement 2026. The agreement is a single enterprise agreement covering employees. An earlier version of the Notice of Employee Representational Rights was initially issued, but this error did not disadvantage employees. The Independent Education Union of Australia (IEUA) indicated they wished the agreement to cover them.
the Applicant v Solve Legal Pty Ltd
the Applicant commenced an application under section 365 of the Fair Work Act 2009, alleging unfair dismissal by Solve Legal Pty Ltd. A conference was scheduled for February 23, 2026, but the Applicant did not attend. Multiple emails were sent to both parties requesting attendance and explanation for his absence, with no response from the Applicant. the Respondent, Solve Legal Pty Ltd, was represented.
Application by Australasian Food Group Pty Ltd Trading AS Peters Ice Cream
Australasian Food Group Pty Ltd, trading as Peters Ice Cream, applied for approval of a new enterprise agreement. The agreement covers van sales representatives and is a single enterprise agreement. The application was made under section 185 of the Fair Work Act 2009.
Application by CFMEU (105N)
The CFMEU applied to have the MAGUIRE SHOTCRETE GROUP PTY LTD and the CFMEU (Victorian Construction and General Division) Subcontractors Concrete Pumping Enterprise Agreement 2024-2027 approved. The agreement is a single enterprise agreement covering some, but not all, employees of Maguire Shotcrete Group Pty Ltd. The CFMEU acted as the bargaining representative for the agreement.
Application by the Applicant
the Applicant commenced working as a driver for Uber in May 2016. His account was deactivated on April 25, 2026, following a rider’s concerning report. the Applicant initiated an unfair dismissal application against ‘Uber Pty Ltd’. the Second Respondent argued it was the correct respondent and that the Applicant was not an employee but rather engaged under services agreements.
Application by Chubb Fire & Security Pty Ltd Trading AS Chubb Fire & Security
Chubb Fire & Security Pty Ltd, operating in Alice Springs, applied to the Fair Work Commission for approval of a collective enterprise agreement covering its electrical technicians. The agreement, titled 'Chubb Fire & Security Pty Ltd, Alice Springs, Electrical Technicians, Collective Enterprise Agreement, 2025 - 2028', is a single enterprise agreement.
Application by CFMEU (105N)
The CFMEU applied for approval of a new enterprise agreement, titled 'T & R Contractors Pty Ltd and the CFMEU (Victorian Construction and General Division) Subcontractors Carpentry & Joinery Enterprise Agreement 2024 - 2027'. This is a single enterprise agreement covering employees in the building, metal and civil construction industries. The CFMEU, acting as a bargaining representative, also sought to be covered by the agreement.
Application by Bundaberg Friendly Society Medical Institute Limited Trading AS Friendly Society Private Hospital
Bundaberg Friendly Society Medical Institute Limited, trading as Friendly Society Private Hospital (the Employer), sought approval for the 'Friendly Society Private Hospital and QNMU – Nurses Enterprise Agreement 2026-2028'. The agreement is a single enterprise agreement covering nurses. A minor discrepancy existed between the Notice of Employee Representational Rights and the agreement's title. The Australian Nursing and Midwifery Federation (ANMF) indicated their desire for the agreement to cover them.
Application by Australian Associated Press Ltd T/A AAP
Australian Associated Press Ltd T/A AAP sought approval for the Journalists (Australian Associated Press) MEAA Enterprise Agreement 2026. The Media, Entertainment and Arts Alliance (MEAA) supported the agreement as a bargaining representative. The application was made under section 185 of the Fair Work Act 2009.
Application by CFMEU (105N)
The CFMEU applied to have the Auswide Operations Pty Ltd t-as Mann Group NSW / CFMEU Collective Agreement 2024 - 2027 approved under section 185 of the Fair Work Act 2009. The agreement covers a single enterprise and involves the Building, metal and civil construction industries. The CFMEU is the bargaining representative for the agreement.
Application by "Automotive, Food, Metals, Engineering, Printing and Kindred Industries Union" known as the Australian Manufacturing Workers' Union (AMWU) (188V)
The Australian Manufacturing Workers' Union (AMWU) applied to extend the period for authorised industrial action, initially approved through a protected action ballot PR799970 in matter B2026/526. The ballot result was declared on 26 May 2026. Section 459(3) of the Fair Work Act allows for extensions of up to 30 days, provided certain conditions are met. Isis Central Sugar Mill Company Limited did not object to the application.
Application by CPSU, the Community and Public Sector Union (090V)
The CPSU, the Community and Public Sector Union, applied for a protected action ballot order under section 437 of the Fair Work Act 2009. This relates to employees of the Victorian Arts Centre Trust. The CEPU and MEAA also made similar applications regarding the same proposed agreement. The Victorian Arts Centre Trust did not object to the application, although inconsistencies were initially raised. The CPSU stated it has been genuinely trying to reach an agreement with the Arts Centre.
Application by Ventia Utility Services Pty Limited
Ventia Utility Services Pty Limited applied to have its enterprise agreement, the Ventia Utility Services Pty Limited (Victoria) Enterprise Agreement 2026, approved. The company also sought approval to vary the agreement due to an error in the version distributed to employees during the access period. This error involved the incorrect nominal expiry date. The revised agreement consolidates these variations.
Application by Driver Group Australia Pty Ltd Trading AS Driver Bus Lines And Driver Coastal
Driver Group Australia Pty Ltd, trading as Driver Bus Lines and Driver Coastal, applied for approval of the Driver Group Australia Drivers Enterprise Agreement 2026. The agreement covers a portion of the company's employees. The employer provided written undertakings which were attached to the application.
Application by CFMEU (105N)
The CFMEU applied for approval of an enterprise agreement between Cladding Systems Pty Ltd and the CFMEU (Victorian Construction and General Division) Subcontractors, covering employees in the building, metal and civil construction industries. The agreement is a single enterprise agreement, not covering all employees of the company. The CFMEU also notified their desire for the agreement to cover them.
Application by Anz Flooring Pty Ltd Trading AS Armstrong Flooring
ANZ Flooring Pty Ltd (the Employer) applied for approval of the Armstrong Flooring Maintenance Agreement 2026 under section 185 of the Fair Work Act 2009. The agreement is a single enterprise agreement and is supported by the Australian Manufacturing Workers Union (AMWU). It covers the AMWU.
Application by BOC Limited
BOC Limited applied to have its 'BOC Limited (Cylinder Maintenance Centre) Enterprise Agreement 2026' approved. The agreement would apply to employees covered by the Manufacturing and Associated Industries and Occupations Award 2020 in the oil and gas industry. Concerns were raised regarding inconsistencies with the National Employment Standards (NES), including potential deductions from employee entitlements, termination procedures, and public holiday provisions. Issues also arose concerning whether employees would be better off overall compared to the Award, particularly relating to annualised salaries, overtime rates, time off in lieu (TOIL) accrual, and hourly rates for part-time employees.
Application by CFMEU (105N)
The CFMEU applied for a protected action ballot order under section 437 of the Fair Work Act 2009. The application related to employees of Newcastle Coal Infrastructure Group Pty Ltd. Initially, Newcastle Coal raised concerns about technical aspects and proposed ballot questions but later didn't object after amendments were made by the CFMEU. Glen Williams, Newcastle Branch Secretary, declared that genuine bargaining efforts had been undertaken.
the Applicant v Furnace Engineering Pty Ltd
the Applicant commenced employment with Furnace Engineering Pty Ltd in April 2025 as Group Financial Controller and was also appointed Group Company Secretary. She experienced workplace issues including alleged sexual harassment and yelling from a director of an associated entity. In November 2025, she informed her manager, the Manager, that she was unwell and potentially looking for replacement candidates, which he denied. Following further medical appointments in January 2026, the Applicant sent text messages to the Manager indicating she would take unpaid leave and suggested he look for a replacement. The Applicant filed an application with the Fair Work Commission on April 7, 2026, alleging unfair dismissal.
the Applicant v Heston MRO Pty Ltd
the Applicant, a Licenced Aircraft Maintenance Engineer, worked for Heston MRO Pty Ltd from May 2023 until his summary dismissal on December 5, 2025. Concerns arose following incidents including inappropriate comments towards female colleagues in June 2023, breaches of aircraft arrival procedures reported by Singapore Airlines in February and March 2025, and a Return to Blocks event in April 2025. Heston MRO also discovered the Applicant was working casual shifts for Virgin Airlines without permission. A meeting occurred on November 6, 2025, regarding this external employment, with requests for documentation which the Applicant did not fully provide by the December 1 deadline.
Application by Timbrebongie House Limited
Timbrebongie House Limited, a company in the aged care industry, applied to have an enterprise agreement approved. The agreement, negotiated with the Australian Nursing and Midwifery Federation (ANMF) and Health Services Union (HSU), contained an error. A classification for 'Gardening Apprentice' was being paid below the rate specified in the Aged Care Award 2010. Timbrebongie House identified this as a mistake.
the Applicant v Allstates Vehicle Logistics Pty Ltd
the Applicant lodged an unfair dismissal application with the Fair Work Commission on March 15, 2026. The Commission raised concerns about whether the application was filed within the required 21-day timeframe. Staff attempted to contact the Applicant via email and telephone multiple times between March and June 2026 but received no response.
Application by Qube Logistics (Rail) Pty Ltd Trading AS Qube Logistics
Qube Logistics (Rail) Pty Ltd and its New South Wales train crew had a workplace agreement, the Qube Logistics (Rail) Train Crew NSW Enterprise Agreement 2019 (the 2019 Agreement), which replaced an earlier agreement in 2019. The Australian Rail, Tram and Bus Industry Union (RTBU) was covered by both agreements. In July 2023, the Applicant applied to vary the 2019 Agreement due to ambiguity regarding whether pay rates were ‘loaded’ or base rates with modern award penalties applying. This dispute arose because terms of the Rail Industry Award 2020 are incorporated into the agreement.
Mining and Energy Union (301V) v Batchfire Callide Management Pty Ltd
The Mining and Energy Union (MEU) brought an application to the Fair Work Commission (FWC) regarding a dispute with Batchfire Callide Management Pty Ltd (Batchfire). The dispute concerned Batchfire’s refusal to approve workplace delegate leave for the Applicant, a coal mine operator and MEU member, to attend the 2026 Global Dust Conference. The Applicant had applied for the leave in December 2025, which was initially logged into a site's leave spreadsheet. A supervisor approved the application but Batchfire’s Mining Manager later denied it, stating the correct approval process wasn't followed and annual leave should be used instead. The Applicant attended the conference anyway.
Application by National Tertiary Education Industry Union (283V)
The Applicant applied for a protected action ballot order under section 437 of the Fair Work Act 2009. The application related to employees of the University of Queensland and UQ College Limited. The Applicant stated they had been genuinely trying to reach an agreement with the Respondent through bargaining. The University of Queensland did not object to the application.
Application by Eiretech Vic Pty Ltd Trading AS Eiretech & Eirtech NSW Pty Ltd Trading AS Eiretech and Another
Eiretech Vic Pty Ltd and Eirtech NSW Pty Ltd, trading as Eiretech, applied to the Fair Work Commission for approval of a new enterprise agreement called the 'Eiretech and Employees Enterprise Agreement 2026-2030'. This agreement covers employees in manufacturing and associated industries. The application was made under section 185 of the Fair Work Act 2009. Written undertakings were provided by the employers.
Altus People Pty Ltd v Downer EDI Works Pty Ltd
Downer EDI Works Pty Ltd applied to terminate the Downer Traffic Management Enterprise Agreement 2021, stating it covered only their company and had no current employees under the agreement. The Fair Work Commission initially agreed to terminate the agreement. However, Altus People Pty Ltd also operated under this agreement due to a business transfer and related orders from the FWC. Incorrect information was provided to the commission about which employers were covered by the agreement.
Application by Australian Nursing and Midwifery Federation (145V)
The Australian Nursing and Midwifery Federation (ANMF) applied to extend the period for industrial action authorised by a protected action ballot, PR810826. The ballot was held in relation to matter B2026/619 and declared on 26 June 2026. Bethany Christian Care, the employer, did not object to the application.
the Applicant v Sc Constructions
the Applicant commenced proceedings against SC Construction Group Pty Ltd after his employment ended on February 27, 2026. He claimed unfair dismissal. His application was filed three days late. the Applicant attributed the delay to a heightened state of psychological vulnerability due to a workplace injury and uncertainty regarding WorkCover entitlements. The company provided text message correspondence showing communication from the Applicant about pay slips and WorkCover payments.
the Applicant v Murray Cod Australia Limited
the Applicant was employed by Murray Cod Australia Limited as a Senior Aquaculture Technician from April 29, 2025. She was summarily dismissed on November 5, 2025, for serious misconduct related to damage to a company vehicle and her alleged failure to report it. The incident occurred on October 30, 2025, when the Applicant used the vehicle. CCTV footage showed damage after she used it. She initially denied knowledge of the damage but later appeared to acknowledge she may have caused it without realizing. A formal investigation meeting was held where CCTV footage was reviewed.
the Applicant v Grandeur Wines Pty Ltd
the Applicant, initially engaged on a commission-only basis and later as National Sales and Distribution Manager at Grandeur Wines Pty Ltd (Elysian Springs), was involved in disputes with directors Glen Wandless, Shlok Aggarwal, and Deepak Kumar. In January 2025, the Applicant sent a message to a group chat indicating he would resign the following day. While he continued performing duties under the Respondent's direction, Grandeur Wines asserted his resignation was accepted. A vote by the directors on March 3, 2025, confirmed the decision to terminate his employment. The Applicant filed an application with the Fair Work Commission alleging unfair dismissal on August 15, 2025.
the Applicant v Department of Transport and Planning & the Respondent and Another
the Applicant was employed by the Department of Transport and Planning as Manager Supply Chain Performance from October 2018. In June 2025, following feedback from a co-worker and his colleague regarding her management style, a decision was made to temporarily move a Project Officer reporting to the Applicant to another team with a different manager. This change was communicated to the Applicant in a meeting attended by a witness and the Respondent. The Applicant felt the changes were demeaning and based on unsubstantiated feedback. She subsequently lodged an application under section 365 of the Fair Work Act, alleging her termination contravened workplace rights.
Application by The Australian Workers' Union (002N)
The Applicant applied to the Fair Work Commission for a protected action ballot order. This relates to employees of Compass Group Pty Ltd and Compass Group Remote Hospitality Services Pty Ltd. The Applicant and the Respondent were negotiating a new enterprise agreement to replace two existing agreements, covering offshore oil and gas workers. The Respondent initially raised an objection but later consented to an amended notice period. The Applicant also sought to expand the application's coverage.
Rasier Pacific Pty Ltd v the Applicant
the Applicant worked as a Delivery Partner and then driver for Rasier Pacific Pty Ltd (Uber) from February 6, 2025. His access to the Uber platform was suspended on January 9, 2026, after complaints were made about his conduct, including allegedly asking a minor to follow him on social media and touching a female passenger. the Applicant denies these allegations. He applied under s 536LU of the Fair Work Act for reinstatement, which a Deputy President granted, ordering his access be restored and deeming him to have performed work regularly from January 9, 2026. Uber appealed this decision and sought a stay.
Application by CFMEU - The Maritime Union of Australia Division (105N-MUA)
The CFMEU, through its Maritime Union of Australia Division (MUA), applied for a protected action ballot order under section 437 of the Fair Work Act 2009. This application relates to employees of Transdev Sydney Ferries Pty Ltd. The MUA and Transdev had been bargaining over an agreement. Transdev did not object to the amended application. Paul Garrett, Deputy Secretary of the CFMEU, provided a declaration outlining the bargaining steps taken.
the Applicant v WA Composts Pty Ltd
the Applicant applied for unfair dismissal from WA Composts Pty Ltd. WA Composts argued the Applicant abandoned his employment. The Fair Work Commission (FWC) received an application from the Applicant and subsequently initiated a case management conference, which he failed to attend despite multiple attempts by the FWC to contact him. He also didn't comply with directions to file materials addressing jurisdictional objections. WA Composts then filed an application under s 399A of the Fair Work Act to dismiss the Applicant’s unfair dismissal application for non-compliance. the Applicant later engaged legal representation and submitted explanations, including difficulties with English communication, technology, and a medical condition.
Application by Princes Laundry Services Pty Ltd Trading AS Princes Laundry
Princes Laundry Services Pty Ltd sought approval for its Enterprise Bargaining Agreement 2025-2028. The agreement covers employees and mirrors the Dry Cleaning and Laundry Industry Award 2020. A technical error occurred in the notice of employee representational rights, using an outdated form. The United Workers’ Union is a bargaining representative for the agreement and supports its approval. Employees voted on the agreement and demonstrated sufficient interest.
Application by Tate Asia-Pacific Pty Ltd Trading AS Tate Asia-Pacific
Tate Asia-Pacific Pty Ltd applied to have an enterprise agreement approved. The agreement is between Tate Asia-Pacific and the Construction, Forestry and Maritime Employees Union (CFMEU) for subcontractors in carpentry and joinery. The union notified their intention to be covered by the agreement. The agreement covers a single workplace.
Application by Norstar Recycling P/L Trading AS Norstar Steel Recyclers
Norstar Recycling P/L, trading as Norstar Steel Recyclers, applied for approval of the NORSTAR Enterprise Agreement 2026. The agreement is a single enterprise agreement covering the company and the Australian Workers’ Union (AWU). The AWU indicated it wanted the agreement to cover them.
the Applicant v The University of Melbourne
the Applicant was dismissed from her position as a tenured professor and director of the Williams Centre for Learning Advancement at The University of Melbourne on February 5, 2025, following allegations of inappropriate behavior. She received approximately six months' pay in lieu of notice. Deputy President Masson initially found the dismissal unfair and ordered reinstatement. the Applicant appealed this decision, specifically challenging the Deputy President’s refusal to order compensation for lost remuneration under s 391(3) of the Fair Work Act.
Application by New Edge Electrical Services (WA) Pty Ltd
New Edge Electrical Services (WA) Pty Ltd sought approval for its enterprise agreement, the New Edge Electrical Services (WA) Pty Ltd Enterprise Agreement 2026. The Fair Work Commission considered the application under section 185 of the Fair Work Act 2009. The Applicant provided written undertakings and consulted with bargaining representatives who raised no objections. The Communications, Electrical, Electronic, Energy, Information, Postal, Plumbing and Allied Services Union of Australia also sought to be covered by the agreement.
Application by Custom Architectural Solutions Pty Ltd
Custom Architectural Solutions Pty Ltd applied for approval of the Custom Clad / CFMEU South Australia Enterprise Agreement 2026, a greenfields agreement. The application was made under section 185 of the Fair Work Act 2009. The agreement covers work performed in the building, metal and civil construction industries.
Application by Fulton Hogan Industries Pty Ltd
Fulton Hogan Industries Pty Ltd applied to have its South Australian Enterprise Agreement 2026 approved by the Fair Work Commission. The agreement, initially titled ‘Fulton Hogan Industries Pty Ltd South Australian Enterprise Agreement 2025’, covers a single enterprise in the asphalt industry. A Notice of Employee Representational Rights used a slightly different title. The Australian Workers’ Union (AWU) indicated it wanted the agreement to cover them.
the Applicant v Labelle Nail Spa Pty Ltd
the Applicant commenced employment at Labelle Nail Spa Pty Ltd on April 6, 2025. the Respondent claimed she was a casual employee from April 4, 2025. She went on holiday to Vietnam and was allegedly informed of redundancy before her departure. the Respondent stated her last shift was January 29, 2026. the Applicant filed an unfair dismissal application on March 18, 2026, which the Respondent argued was out of time and that she did not meet the minimum employment period requirement. Labelle Nail Spa Pty Ltd claimed to have 15 employees.
Application by Atlas Copco Australia Pty Limited
Atlas Copco Australia Pty Limited applied to the Fair Work Commission for approval of its enterprise agreement, the Atlas Copco Australia Pty Limited (Perth) Collective Agreement 2025. The company provided written undertakings as part of the application. Bargaining representatives were consulted and did not object to the undertakings.
the Applicant v Patrick Stevedores Holdings Pty Ltd
the Applicant, an employee of Patrick Stevedores Holdings Pty Ltd working at Port Botany Terminal as an Alternative Operations Roster, was not selected for a Crane Operator position in early 2025. He lodged a personal grievance under the 2022 Enterprise Agreement, which Patrick rejected. the Applicant then sought to have the dispute resolved by the Fair Work Commission under the 2026 Enterprise Agreement, which replaced the 2022 agreement. Patrick argued the Commission lacked jurisdiction.
Application by CFMEU (105N)
The CFMEU applied for approval of a new enterprise agreement, the Buildcorp Group Pty Limited and the CFMEU (Victorian Construction and General Division) Builder Enterprise Agreement 2024 – 2027. This is a single enterprise agreement covering employees of Buildcorp Group Pty Limited. The CFMEU acted as the bargaining representative for the agreement.
Application by North East Region Water Corporation
North East Region Water Corporation sought approval for the North East Water Enterprise Agreement 2025 under the Fair Work Act. The agreement is a single enterprise agreement covering employees. Two unions, APESMA and ASU, indicated they wished to be covered by the agreement. Several clauses were identified as potentially inconsistent with the National Employment Standards (NES), including those relating to casual pay rates, unpaid leave, caring responsibilities, and monies owing.
Application by Railtrain Pty Ltd
Railtrain Pty Ltd applied to terminate the Railtrain Pty Ltd WA Below 26th Parallel (South) Enterprise Agreement 2017, which expired on May 16, 2021. The company stated that the agreement currently covers no employees and has no plans to engage any in the future. There are also no employee organisations covered by the agreement. The application was made under section 225 of the Fair Work Act.
Application by Westernport Region Water Corporation Trading AS Westernport Water
Westernport Region Water Corporation, trading as Westernport Water, applied for approval of the Westernport Water Enterprise Agreement 2025. The agreement is a single enterprise agreement. APESMA and the ASU, representing employees, indicated they wanted the agreement to cover them. the Respondent provided written undertakings and sought corrections for typographical errors.
the Applicant v Prosperity Painting Pty Ltd & the Respondent
the Applicant lodged an application with the Fair Work Commission on June 10, 2026, alleging contraventions involving dismissal under section 365 of the Fair Work Act. The application was not made in accordance with the Act because the required fee wasn't paid or a waiver obtained. The Commission repeatedly contacted the Applicant by phone and email to request completion of the fee waiver form or payment of the fee, setting deadlines which were missed. Despite these attempts, the Applicant did not respond.
Automotive, Food, Metals, Engineering, Printing and Kindred Industries Union known as the Australian Manufacturing Workers' Union (AMWU) (188V) v Thales Australia Limited Trading AS Australian Munitions
The Australian Manufacturing Workers' Union (AMWU) initiated a dispute regarding the correct classification of the Applicant, an employee of Thales Australia Limited. The Applicant was initially employed as a Laboratory Technical Assistant and later performed labware configuration development work following an expression of interest. The disagreement centers on whether his role should be classified differently and, if so, when the new classification should take effect. Differing expert assessments and varying methodologies have complicated resolution efforts. The Applicant's workload has fluctuated over time, with periods where labware work constituted a significant portion of his duties.
the Applicant v Donvale Gardens Aged Care Facility
the Applicant commenced employment with Donvale Gardens Aged Care Facility on June 23, 2025, and her employment ended on October 29, 2025. She alleges unfair dismissal and filed an application with the Fair Work Commission one day outside the statutory 21-day timeframe. the Applicant stated she was unwell and misunderstood the time limit to be business days only.
Application by The Australian Licenced Aircraft Engineers Association (107N)
The Applicant applied to the Fair Work Commission for a majority support determination under section 236 of the Fair Work Act 2009. This application concerns Virgin Australia Airlines Pty Ltd (the Respondent), where the Applicant represents Maintenance Watch Licensed Aircraft Maintenance Engineers (MW LAMEs). The Applicant had previously requested bargaining with Virgin Australia, but negotiations have not yet commenced. The Respondent did not object to the application and provided a list of affected employees.
Application by Transport Workers' Union of Australia (179V)
The Transport Workers' Union of Australia (TWU) applied for a protected action ballot order under section 437 of the Fair Work Act 2009. This relates to employees of Border Express Pty Ltd, concerning negotiations for a new enterprise agreement to replace three existing agreements. The TWU aims to create a single agreement covering multiple sites. Border Express did not object to the application. The ballot will be conducted by Fair Vote Services Pty Ltd.
Application by Chubb Fire & Security Pty Ltd Trading AS Chubb Fire Safety
Chubb Fire & Security Pty Ltd applied to have its 'Queensland Electronic Security Technicians Enterprise Agreement 2026 - 2029' approved. The agreement is a single enterprise agreement covering employees. A copy of the Notice of Intention to Bargain (NIB) provided to employees was an older version, missing the word ‘single’. Chubb Fire & Security also provided written undertakings.
Application by the Applicant
the Applicant worked as a driver for Uber through the Uber Driver Platform. In July 2025, he received complaints from two riders. The first rider alleged the Applicant asked to be paid outside of the app. The second rider claimed the Applicant cancelled the ride and demanded payment via bank transfer. Following these complaints, Uber deactivated the Applicant's access to the platform. He subsequently applied to the Fair Work Commission for an unfair deactivation remedy, seeking reinstatement and lost remuneration.
Application by "Automotive, Food, Metals, Engineering, Printing and Kindred Industries Union" known as the Australian Manufacturing Workers' Union (AMWU) (188V)
The Australian Manufacturing Workers' Union (AMWU) applied to the Fair Work Commission for a protected action ballot order concerning employees of Monadelphous Engineering Associates Pty Ltd. The application related to a proposed enterprise agreement. Two other unions, CEPU and AWU, also made similar applications. Monadelphous did not object to the AMWU’s application after an agreed amendment regarding notice periods. The ballot will be conducted by CiVS, an approved ballot agent.
Application by "Automotive, Food, Metals, Engineering, Printing and Kindred Industries Union" known as the Australian Manufacturing Workers' Union (AMWU) (188V)
The Australian Manufacturing Workers' Union (AMWU) applied to extend the period for industrial action authorised by a protected action ballot, PR811482, in relation to matter B2026/746. The ballot result was declared on 13 July 2026. The Trustee for Regal Cream Products Trust did not object to the application.
the Applicant v Pilbara Iron Company (Services) Pty Ltd
the Applicant filed an application with the Fair Work Commission regarding a dispute with his employer, Pilbara Iron Company (Services) Pty Ltd (the respondent). The dispute relates to matters arising under the Rio Tinto Iron Ore Pilbara Rail Network Agreement 2024 and the National Employment Standards. The agreement outlines a dispute resolution process involving escalating steps within the company before referral to the Fair Work Commission for conciliation. the Applicant sought arbitration from the Commission, which is not expressly authorised by the agreement.
Application by CFMEU (105N)
The CFMEU applied for a protected action ballot order under section 437 of the Fair Work Act 2009, concerning employees of Downer EDI Engineering Power Pty Ltd. The AMWU, CEPU and AWU also made similar applications regarding the same proposed enterprise agreement. Downer Engineering did not formally object to the application but raised concerns about some information provided in the application form. Paul Dunbar from the CFMEU declared that genuine bargaining efforts had been undertaken.
Application by Ticket Solutions Pty Ltd Trading AS Oztix
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.
Application by Albany Bulk Handling Pty Ltd Trading AS Albany Bulk Handling
Albany Bulk Handling Pty Ltd, trading as Albany Bulk Handling (the Employer), sought approval for the Qube Bulk Pty Ltd Albany Bulk Handling (ABH) Enterprise Agreement 2026. The agreement is a single enterprise agreement covering employees in the stevedoring industry. The Maritime Union of Australia, part of the CFMEU, notified their desire to be covered by the agreement.
Application by CFMEU (105N)
The Construction Forestry & Maritime Employees Union (CFMEU) applied for approval of a greenfields agreement, the National RC Pty Ltd and CFMEU (WA) Collective Agreement 2024 – 2027. This agreement covers employees in the building, metal, and civil construction industries. The Fair Work Commission considered whether the agreement met the requirements of the Fair Work Act 2009.
Application by Communications, Electrical, Electronic, Energy, Information, Postal, Plumbing and Allied Services Union of Australia (128V)
The Communications, Electrical, Electronic, Energy, Information, Postal, Plumbing and Allied Services Union of Australia (CEPU) applied for approval of the ER Solar Pty Ltd and ETU Electrical Contracting Enterprise Agreement 2025 – 2029. The agreement is a single enterprise agreement covering employees in the electrical contracting industry. The employer provided a written undertaking which was deemed a term of the agreement.
the Applicant v City Road Hotel Pty Ltd
the Applicant sought an unfair dismissal remedy from City Road Hotel Pty Ltd (the respondent). He alleges his dismissal took effect on December 19, 2025. The application was filed on March 31, 2026, significantly past the 21-day filing deadline. the Applicant attributed the delay to medical incapacity including mental health decline, family breakdown, alcoholism and medication side effects. He had a hospitalisation for alcohol withdrawal in January 2026 and attended a detox facility in April 2026. the respondent argued against extending the time limit, citing potential prejudice due to witness unavailability and resource constraints.
Application by Communications, Electrical, Electronic, Energy, Information, Postal, Plumbing and Allied Services Union of Australia (128V)
The Communications, Electrical, Electronic, Energy, Information, Postal, Plumbing and Allied Services Union of Australia (CEPU) applied for approval of the Allsoluzions Construction Pty Ltd and CEPU – Plumbing Division (Vic) Plumbing Enterprise Agreement 2024 – 2027. The agreement is a single enterprise agreement covering employees of Allsoluzions Construction Pty Ltd. A procedural error occurred in the notice given to employees regarding their representational rights.
Application by Adbri Masonry Pty Ltd Trading AS Adbri Masonry
Adbri Masonry Pty Ltd, trading as Adbri Masonry, sought approval for its 'Adbri Masonry Melbourne Workshop Enterprise Agreement 2026'. The agreement is a single enterprise agreement covering some but not all employees. The Communications, Electrical, Electronic, Energy, Information, Postal, Plumbing and Allied Services Union of Australia acted as the bargaining representative.
Application by Independent Education Union of Australia (130N)
The Independent Education Union of Australia (IEUA) applied to the Fair Work Commission for a protected action ballot order (PABO) regarding employees of Islamic College of Brisbane Limited Trading As Islamic College of Brisbane. The respondent initially raised several objections, including concerns about attempts to reach an agreement and student safety. However, they later withdrew most objections, focusing on the form of the questions and potential risks to student welfare if industrial action occurred. The IEUA stated it has approximately 55 members, while the respondent employs around 170 full-time staff and 200 total staff including casuals.
Application by Workforce Advisory Pty Ltd Trading AS Workforce Advisory Lawyers
Workforce Advisory Pty Ltd, representing Meales Sunshine Coast Concrete Pumping Pty Ltd, sought approval for a new enterprise agreement called the Meales Sunshine Coast Concrete Pumping Pty Ltd Eva Copper Mine Project Agreement 2026. The agreement covers employees working on the Eva Copper Mine project. Workforce Advisory argued that the agreement met the requirements of the Fair Work Act 2009 and was in the public interest. The Australian Workers’ Union (AWU) is the bargaining representative for the majority of affected employees.
the Applicant v My Homecare Provider Pty Ltd
the Applicant initiated proceedings against My Homecare Provider Pty Ltd alleging unfair dismissal. the Applicant worked as a NDIS disability support worker for the Respondent, starting in June 2024 under a subcontractor services agreement. He performed duties such as providing personal care and community access to clients. Initially working part-time, his hours increased to full time. In November 2025, he was informed that no further work was available. The Respondent maintains the Applicant was an independent contractor, while he argues he was an employee.
Application by the Applicant
the Applicant applied to the Fair Work Commission on April 21, 2026, seeking an order to stop bullying at work involving Woolworths Group Limited and its employees. He worked in a Woolworths business. His employment was terminated by Woolworths on May 11, 2026. the Applicant has also lodged an unfair dismissal claim, which is pending, and is engaged in settlement discussions with Woolworths.
Application by CFMEU (105N)
The CFMEU applied to have the MARNA CONSTRUCTION PTY LTD and the CFMEU (Victorian Construction and General Division) Subcontractors Rigger/Steel Erector Enterprise Agreement 2024 – 2027 approved. The agreement is a single enterprise agreement covering riggers and steel erectors in the building, metal and civil construction industries. The CFMEU, acting as a bargaining representative, also notified their intention for the agreement to cover them.
Application by DPW Plant Hire Pty Ltd Trading AS DPW Plant Hire
DPW Plant Hire Pty Ltd applied to have its enterprise agreement, the DPW Plant Hire Pty Ltd Enterprise Agreement 2026 (NSW), approved. The agreement would cover employees under either the Mobile Crane Hiring Award 2020 or the Building and Construction General On-Site Award 2020. Five casual employees were initially identified as eligible to vote, but it was later confirmed seven casual employees were entitled to participate. Concerns arose regarding whether employees had sufficient time to consider and vote on the agreement, and whether certain apprentices and supported wage system employees would be better off overall compared to their relevant awards.
Application by Transport Workers' Union of Australia (179V)
The Transport Workers' Union of Australia (TWU) applied to the Fair Work Commission for a protected action ballot order. This relates to employees of Border Express Pty Ltd, aiming to replace three existing enterprise agreements with a single new agreement. The TWU had previously made similar applications concerning Border Express in Melbourne and South Australia. Initial inconsistencies in the application regarding the employee group were later addressed by the TWU. Border Express did not object to the application.
Application by Compass Group (Australia) Pty Ltd Trading AS Compass Group
Compass Group (Australia) Pty Ltd, trading as Compass Group, sought approval for the 'Compass Group - ESS Offshore Oil & Gas and AWU (Offshore Facilities) Greenfields Agreement 2025'. The agreement was made with the Australian Workers’ Union (AWU). The Fair Work Commission considered whether the requirements of sections 186, 187, 188 and 190 of the Fair Work Act 2009 were met. It also assessed if approving the agreement was in the public interest.
Application by the Applicant
the Applicant applied to the Fair Work Commission for a stop bullying order against Loyalty Pacific Pty Ltd (trading as Flybuys) and the Respondent. He alleged that the Respondent subjected him to excessive performance scrutiny, excluded him, and communicated harshly. He also implicated his colleague in his allegations of bullying. Loyalty Pacific began an operational review affecting approximately 83 roles, leading to changes and a consultation process which commenced on July 15, 2026. the Applicant was on medical leave at the time.
Application by Agilent Technologies Australia (M) Pty Ltd
Agilent Technologies Australia (M) Pty Ltd sought approval for its Agilent Technologies Australia (M) Pty Ltd Enterprise Agreement 2026. The agreement is a single enterprise agreement covering employees in manufacturing and associated industries. The Australian Manufacturing Workers Union (AMWU) notified the Fair Work Commission of its desire for the agreement to cover it.
Application by Metromix Pty Ltd.
Metromix Pty Ltd, a concrete production company, sought approval from the Fair Work Commission for an enterprise agreement. The agreement covers employees and was negotiated with the Australian Workers’ Union (AWU). An undertaking was provided regarding the agreement's terms.
The Summit Fruit Freighters Pty Ltd v the Respondent,The Summit Fruit Freighters Pty Ltd v the Respondent
The Summit Fruit Freighters Pty Ltd (Summit) appealed decisions made by the Commissioner regarding a s 365 application brought against them by the Applicant. The initial decision involved permission for legal representation and directions for a determinative conference. Summit sought stay orders under section 606 of the Fair Work Act to pause these proceedings while their appeal was considered. They also challenged procedural decisions made during the process, including the private nature of the conference and exclusion of their lawyer.
Application by Catholic Church Endowment Society Inc Trading AS Catholic Education (South Australia)
Catholic Education (South Australia), represented by the Catholic Church Endowment Society Inc, sought to extend a single interest employer authorisation for enterprise bargaining negotiations with the Independent Education Union of Australia (IEU). The initial authorisation and a previous extension were in place to facilitate these negotiations. Both parties generally supported an extension, though the IEU initially requested a shorter period. Catholic Education SA also foreshadowed a potential application for a voting request order.
the Applicant v Svitzer Australia Pty Limited
the Applicant, represented by the Australian Maritime Officers’ Union (AMOU), applied to the Fair Work Commission seeking clarification on his long service leave (LSL) entitlement. He claims continuous employment with Svitzer Australia Pty Ltd and its predecessor companies since November 1997, arguing his LSL should accrue from that date. Svitzer contends his employment was interrupted between October 2005 and August 2006. the Applicant worked as a permanent employee then transitioned to casual work before returning to a permanent role. He argues any interruptions were due to the nature of his casual engagements and slackness of trade, and that Svitzer has not provided evidence to support their claimed break in employment.
the Applicant and Others v Shop, Distributive and Allied Employees Association (006N)
The Shop, Distributive and Allied Employees Association (SDA) applied for a single interest employer authorisation concerning six Chemist Warehouse pharmacy stores in South Australia owned by Philip Colasante Pharmacies Pty Ltd & Pharmec Pty Ltd and Others. This authorisation would allow the SDA to bargain for an enterprise agreement covering these pharmacies and their employees. A Deputy President initially granted the authorisation, but the employers appealed this decision, arguing that the Commission wasn't properly satisfied a majority of employees wanted to bargain for the agreement.
the Applicant v Access Hire
the Applicant lodged an unfair dismissal application with the Fair Work Commission on January 20, 2026. The application was made under section 394 of the Fair Work Act 2009. The Commission found that the Applicant’s application did not comply with the requirements of the Act because the required fee had not been paid or waived.
the Applicant v The University of Melbourne (UoM),the Applicant v The University Of Melbourne
the Applicant and Dr Khurram Kamran, teaching specialists at The University of Melbourne, challenged a departmental restructure that led to redundancies in their positions. They argued the roles were genuinely needed and the university hadn't properly consulted them. They also alleged unfair treatment and victimisation related to non-confirmation of their academic status and subsequent six months’ notice of termination. The University denied wrongdoing and stated the dispute was moot due to the non-confirmation process outlined in the Enterprise Agreement.
the Applicant v Dominican Sisters of Malta in Victoria Trading AS Rosary Home
The Applicant applied to deal with an unlawful termination dispute against Dominican Sisters of Malta in Victoria trading as Rosary Home on May 14, 2026. The Fair Work Commission initiated the process under section 773 of the Fair Work Act 2009. Commission staff attempted to contact the Applicant multiple times, advising her that she should have made a general protections application instead. She did not respond adequately or provide supporting documentation despite warnings about potential dismissal.
Department Of Finance v the Respondent
The Applicant worked as an electorate officer and later a personal employee for Senator Malcolm Roberts from July 2019 until August 2025. His employment was enabled by determinations under the Members of Parliament (Staff) Act 1984 (Cth). In July 2025, Determination 2025/24 revoked Determination 2019/10, ending Senator Roberts’ authorization to employ personal staff. This resulted in the Applicant's employment being automatically terminated on August 17, 2025. He subsequently worked a short-term contract for Senator Roberts and is now employed by Senator Pauline Hanson. The Applicant applied to the Fair Work Commission for an unfair dismissal remedy, which was initially supported by a Commissioner.
the Applicant v Collins Restaurants West Pty Ltd
the Applicant lodged an unfair dismissal application with the Fair Work Commission on April 10, 2026. The application was incomplete and he did not pay the required fee or request a waiver. Commission staff attempted to contact him multiple times via email and SMS requesting payment and a completed form, warning him that his case could be dismissed if these issues were not resolved within seven days. Despite repeated attempts at communication, the Applicant failed to respond.
Application by Finance Sector Union of Australia (036N)
The Finance Sector Union of Australia (FSU) applied to the Fair Work Commission (FWC) to revoke a protected action ballot order, B2026/834. This order was issued on July 14, 2026, and required voting in the protected action ballot to close on August 25, 2026. The Motor Accidents Insurance Board Trading As MAIB was involved as the respondent in the original application for the ballot order.
Application by George Weston Foods Ltd
George Weston Foods Ltd, trading as Tip Top Bakeries Dry Creek, sought approval for a new enterprise agreement called the 'Tip Top Bakeries Dry Creek, Reliability Enterprise Agreement 2026-2029'. The Australian Manufacturing Workers’ Union (AMWU) indicated they wished to be covered by the agreement. Minor technical errors were found in the initial documentation submitted, including discrepancies between the title on the Notice of Employee Representational Rights and the actual agreement name, and a missing signature page.
the Applicant v Radina Pty Ltd T/A Esteria
the Applicant commenced work for Radina Pty Ltd T/A Esteria, a cafe and restaurant, with a trial shift on 25 March 2026, followed by five paid shifts. His employment ended on 2 April 2026. the Applicant claims he was dismissed after raising concerns about incorrect pay rates and being placed at the wrong level under an award. Radina Pty Ltd denies this, arguing his employment wasn’t terminated by them and contesting the application’s jurisdiction. Both parties gave evidence, with a key disagreement surrounding the final conversation between the Applicant and her colleague.
the Applicant v Infinite Fire Solutions Pty Ltd
the Applicant filed an application with the Fair Work Commission on May 28, 2026, alleging unfair dismissal from Infinite Fire Solutions Pty Ltd on December 16, 2025. He missed the 21-day filing deadline by 142 days. the Applicant initially attempted to file his complaint with the Federal Circuit and Family Court of Australia before being directed to the Fair Work Commission. He attributed the delay to a misunderstanding of legal processes and psychological stress related to his dismissal, as well as pre-approved leave.
the Applicant v Australian Postal Corporation
the Applicant was employed by Australian Postal Corporation (APC) from 1989 until his dismissal on September 29, 2025. He worked as a Postal Delivery Officer and later a Postal Transport Officer driving a van. APC dismissed him alleging serious misconduct including unauthorized vehicle use, failing to report absences, and disrespectful behavior towards supervisors. the Applicant denies the allegations and claims his dismissal was unfair. A meeting on May 7, 2025, resulted in an unscheduled lunch break at KFC, which he did not report. He also left work early without permission.
Application by Mater Misericordiae Limited Trading AS Mater
Mater Misericordiae Limited (Mater), a healthcare provider in Queensland, is acquiring Gold Coast Private Hospital from Healthscope Operations Pty Ltd. Approximately 1,423 employees will transfer to Mater, with 66 covered by the Healthscope – Queensland – Allied Health Employees – Enterprise Agreement – 2025 – 2027 (Healthscope Agreement). Mater seeks an order from the Fair Work Commission that these 66 transferring employees not be covered by the Healthscope Agreement and instead be covered by the Mater Health Professionals Enterprise Agreement 2026 (Mater Agreement). A consultation process was undertaken with affected workers, and a survey showed 100% support for the application. No objections were received from the Transferring Employees or relevant unions.
the Applicant v St Vincents Private Hospitals Chermside
the Applicant lodged an unfair dismissal application with the Fair Work Commission on July 3, 2026, via telephone. The application was incomplete because it lacked a fee payment or waiver and several questions were unanswered, including being unsigned. The Commission repeatedly contacted the Applicant by email, SMS, and phone to request completion of the application and payment of the fee, setting deadlines for response. Despite these attempts, the Applicant did not respond.
Application by "Automotive, Food, Metals, Engineering, Printing and Kindred Industries Union" known as the Australian Manufacturing Workers' Union (AMWU) (188V)
The Australian Manufacturing Workers' Union (AMWU) applied for a protected action ballot order concerning employees of Albins Performance Pty Ltd. The union and employer were attempting to reach an agreement. Albins Performance did not object to the application. The AMWU’s Organiser, Daniel Yacoub, provided a declaration outlining bargaining efforts.
Application by Early Learning Association Australia Inc. Trading AS Early Learning Association Australia (ELAA)
The Early Learning Association Australia Inc (ELAA), representing several preschools, sought to vary a previous single interest employer authorisation. This authorisation initially covered multiple employers and was extended twice. The ELAA's application aimed to remove 17 existing employers from the scope of the authorisation due to changes in their circumstances, primarily service transfers or closures. Simultaneously, they requested adding two new employers, Camperdown Pre School Association Inc and Yalingbu Yirramboi / The Royal Children’s Hospital School. The Australian Education Union (AEU) and United Workers Union (UWU) supported the application.
Application by Ibis No 3 Pty Limited Trading AS Wynyard Care Centre
Ibis No 3 Pty Limited, trading as Wynyard Care Centre (part of Synovum Care Group), sought approval for the 'Wynyard Care Centre (Synovum Care Group) Nursing & General Staff Agreement 2025'. The agreement covers nursing and general staff at the care centre. The Health Services Union and Australian Nursing & Midwifery Federation were bargaining representatives. The employer provided written undertakings to address concerns.
Application by Tongala Nutrition Pty Ltd
Tongala Nutrition Pty Ltd sought approval for its enterprise agreement, the Tongala Nutrition Pty Ltd Enterprise Agreement 2026. The company operates in the food, beverages and tobacco manufacturing industry. Several clauses were identified as potentially inconsistent with the National Employment Standards (NES), including those relating to public holidays, abandonment of employment, and redundancy. The agreement includes a clause giving precedence to the NES.
the Applicant v Animal Welfare League Australia limited
the Applicant lodged an unfair dismissal application with the Fair Work Commission on February 17, 2026, following their dismissal from Animal Welfare League Australia limited on January 28, 2026. They stated they worked for approximately four months. The Commission initially notified the Applicant that they may not have met the minimum six-month employment period required to make an unfair dismissal claim. Despite multiple reminders and opportunities to respond, the Applicant failed to provide evidence demonstrating they had completed this period. the Applicant acknowledged in correspondence that their time with the employer was 'not significant'.
Application by Sea1 Offshore Australia Pty Ltd
Sea1 Offshore Australia Pty Ltd sought approval for its Maritime Oil and Gas Industry Deck Officers Enterprise Agreement 2025, aiming to improve retention, safety, and competitiveness. The Australian Workers’ Union (AWU) was involved in negotiations. However, the Australian Maritime Officers’ Union (AMOU) objected, arguing the AWU didn't represent a majority of employees and that approval wasn't in the public interest. Evidence showed Sea1 approached the AWU to bargain for the agreement in May 2025, with approximately 30 out of 40 likely workers being AWU members.
Application by Thombone Pty Ltd Trading AS Grill’d Ballarat
Thombone Pty Ltd, trading as Grill’d Ballarat, applied for approval of a new enterprise agreement, the Thombone Pty Ltd Enterprise Agreement 2026. The application was made under section 185 of the Fair Work Act 2009. The agreement is a single enterprise agreement and does not cover all employees but the choice of covered employees was considered fair.
the Applicant v Aboriginal Drug and Alcohol Council (SA) Aboriginal Corporation & the Respondent and Another
the Applicant made an application to the Fair Work Commission under section 365 of the Fair Work Act 2009, claiming she was unfairly dismissed by the Aboriginal Drug and Alcohol Council (SA) Aboriginal Corporation and two individuals. Her application was filed 11 days past the 21-day deadline. the Applicant argued the delay stemmed from mental health challenges following distressing events. She also stated she believed there was a six-month filing period, unaware of the shorter timeframe. Prior to her dismissal, she had advised the respondents that she intended to make a general protections application.
Application by Ranger Exploration Drilling Pty Ltd Trading AS Ranger Drilling
Ranger Exploration Drilling Pty Ltd, trading as Ranger Drilling, applied for approval of a new enterprise agreement, the Ranger Exploration Drilling Enterprise Agreement 2026. The company provided a written undertaking to address potential financial detriment to employees and changes to the agreement. A bargaining representative was consulted and raised no objections to the undertaking. The application complied with sections 185, 190(4), and other relevant sections of the Fair Work Act 2009.
Application by Eifer’s Civil Pty Ltd
Eifer’s Civil Pty Ltd applied to the Fair Work Commission for approval of a single-enterprise agreement, called the Eifers Group Enterprise Agreement 2026–2030. The agreement covers employees of Eifer’s Concrete Pty Ltd and Eifer’s Civil Pty Ltd. The industries covered are building, metal and civil construction.
Application by Christina Carden Trading AS Felton Grimwade & Bosisto's Pty Ltd
Felton Grimwade & Bosisto’s Pty Ltd sought approval for its enterprise agreement, the Felton Grimwade & Bosisto’s Pty Ltd Enterprise Agreement 2026. The agreement is a single-enterprise agreement covering employees. A clause regarding employee resignation without notice was identified as potentially inconsistent with the National Employment Standards (NES). The Australian Manufacturing Workers Union (AMWU) indicated their desire for the agreement to cover them.
Application by Veolia Water Operations Pty Ltd And Veolia Water Technologies 2 Pty Ltd
Veolia Water Operations Pty Ltd and Veolia Water Technologies 2 Pty Ltd sought approval for a new enterprise agreement, the Veolia Water Technologies 2 Pty Ltd & Veolia Water Operations Pty Ltd NSW Water Southern Region Enterprise Agreement 2026. The agreement covers employees of both companies within the New South Wales water region and involves the Australian Municipal, Administrative, Clerical and Services Union.
Application by AGL Energy Limited
AGL Energy Limited applied to the Fair Work Commission for approval of the AGL Newcastle Gas Storage Facility Enterprise Agreement 2026. The Australian Workers’ Union (AWU) was a bargaining representative. Concerns arose regarding clause 4.5, which dealt with the minimum engagement of casual employees. AGL proposed an undertaking to address this concern and the AWU did not object. An application was also made under section 218A to correct errors in Table E – Notice Payment.
Application by Akzonobel Pty Ltd
Akzonobel Pty Ltd sought approval for a single enterprise agreement, the AkzoNobel Pty Ltd Sunshine Site Enterprise Bargaining Agreement 2026. The United Workers Union (UWU) was the bargaining representative. Some procedural errors existed with the Notice of Employee Representational Rights (NERR), and there were concerns about clauses potentially conflicting with the National Employment Standards (NES) and Better Off Overall Test (BOOT). Akzonobel provided undertakings to address these issues, including incorporating award provisions and ensuring casual employees and future apprentices/trainees receive at least Award rates plus loadings.
Application by JCSR Holdings Pty Ltd Trading AS Grill’d (Newcastle)
JCSR Holdings Pty Ltd, trading as Grill’d (Newcastle), applied for approval of a new enterprise agreement, the JCSR Holdings Pty Ltd Enterprise Agreement 2026. The application was made under section 185 of the Fair Work Act 2009. The agreement is a single enterprise agreement and does not cover all employees.
Application by Transport Workers' Union of Australia
The Transport Workers' Union of Australia (TWU) applied to the Fair Work Commission in August 2024 for orders relating to employee-like workers and contractors involved in deliveries. Amazon Commercial Services Pty Ltd (Amazon) and the Australian Industry Group (Ai Group) sought to delay or cancel these proceedings. A road transport contractual chain order (Fuel Order) was made urgently due to rising fuel prices, impacting the prioritisation of cases. The TWU requested deadline extensions, which were initially granted but later amended. Amazon then applied to vacate directions for one matter and stay proceedings, while Ai Group sought vacation of directions for two matters, citing overlapping issues and resource constraints due to other ongoing cases.
Application by The Australian Workers' Union (002N)
The Applicant applied to extend the period for industrial action authorized by a protected action ballot (PR799767) in relation to matter B2026/494. The ballot result was declared on May 20, 2026. The Respondent did not object to the application.
the Applicant v Shadbolt Group Pty Ltd
the Applicant lodged an unfair dismissal application with the Fair Work Commission on January 23, 2026. The application was incomplete, specifically lacking information in the 'exceptional circumstances' section of Form F2. The Commission attempted to contact the Applicant via email and SMS to request completion of the form, warning that failure to do so could result in dismissal. Despite multiple reminders and warnings by June 20, 2026, the Applicant did not respond or provide a completed application.
the Applicant v The Trustee For Metalstrip Australia Trust
the Applicant made an unfair dismissal application after being dismissed from Metalstrip Australia Pty Ltd on April 9, 2026. He lodged the application on May 19, 2026, which was outside the statutory 21-day timeframe. the Applicant claimed he was misled into believing the company was in liquidation and therefore delayed lodging his claim. the Respondent confirmed the company ceased trading in April 2026 and is now in liquidation with a liquidator appointed in July 2026. the Applicant also stated he hadn’t received statutory entitlements and had loaned the company $1000.
the Applicant v Avid Holding Pty Ltd
the Applicant appealed a Fair Work Commission decision made on May 6, 2026, by the Commissioner. The original decision allowed Avid Holding Pty Ltd to be represented by a lawyer in the Applicant’s unfair dismissal application under section 596 of the Fair Work Act. the Applicant argued that permission was unnecessary and flawed, citing issues with complexity, procedural compliance, and publication. The appeal concerned only whether permission to appeal should have been granted.
the Applicant v ERH Refrigerated Transport Pty Ltd
the Applicant was a linehaul truck driver for ERH Refrigerated Transport Pty Ltd, transporting refrigerated goods between Melbourne and Wagga Wagga. On December 3, 2025, a load of ice cream defrosted during a trip due to the trailer's temperature being incorrectly set (minus 1°C instead of minus 22°C). This resulted in a loss exceeding $100,000 for ERH. the Applicant was dismissed on December 8, 2025, receiving payment in lieu of notice and subsequently filed an unfair dismissal application.
the Applicant v the Respondent
the Applicant commenced work with Rye Stairs Pty Ltd on March 4, 2026. There was no written employment agreement. the Applicant says he was required to obtain an ABN and submit invoices but essentially worked as part of the company's business. After injuring his finger at work on March 12, 2026, and needing time off, Rye Stairs Pty Ltd sent a text message terminating his engagement on April 13, 2026.
Application by Australian Dairy Blends Pty Ltd
Australian Dairy Blends Pty Ltd, a company in the food, beverages and tobacco manufacturing industry, sought approval for the Australian Dairy Blends & United Workers Union Enterprise Agreement 2026. The United Workers Union (UWU) acted as the bargaining representative and supported the agreement's approval, indicating it would be covered by the agreement. The application was made under section 185 of the Fair Work Act.
Application by Communications, Electrical, Electronic, Energy, Information, Postal, Plumbing and Allied Services Union of Australia (128V)
The Communications, Electrical, Electronic, Energy, Information, Postal, Plumbing and Allied Services Union of Australia (CEPU) applied to the Fair Work Commission for a protected action ballot order concerning employees of Monadelphous Engineering Associates Pty Ltd (MEA). The application sought approval for a ballot regarding an agreement. Following discussions, MEA did not object to the application with amendments including an emergency events undertaking and extended notice periods. The CEPU stated they had been genuinely trying to reach an agreement with MEA. The ballot will be conducted by Democratic Outcomes Pty Ltd (CiVS).
the Applicant v Australian Broadcasting Corporation
the Applicant, a casual journalist at the Australian Broadcasting Corporation (ABC), filed for unfair dismissal in February 2026. He claims he was dismissed on February 20, 2026, when he wasn't offered shifts on a fortnightly roster. The ABC argues the Applicant wasn’t dismissed and that his employment remains ongoing as a casual employee. the Applicant worked regularly from September 2024 until December 2024 took carer leave then hours were reduced in November 2025 and further again in December to February. He received a pay rise in July 2025, but shifts decreased, with a new casual taking over his radio shift.
Application by Delta Power And Energy (Vales Point) Pty Ltd Trading AS Delta Electricity
Delta Power And Energy (Vales Point) Pty Ltd, trading as Delta Electricity, sought approval for the 'Delta Electricity Employees Enterprise Agreement 2026'. The Fair Work Commission considered the agreement's terms, particularly clause 54 regarding delegates’ rights. This clause was found to be less favourable than provisions in the Electrical Power Industry Award 2020. Several unions, including the Mining and Energy Union and the Australian Manufacturing Workers' Union (AMWU), acted as bargaining representatives for the agreement.
the Applicant v Shell Australia FLNG Pty Ltd T/A Shell Australia
the Applicant, an INLEC Technician employed by Shell Australia FLNG Pty Ltd T/A Shell Australia on the Prelude floating liquid natural gas facility, applied to the Fair Work Commission regarding a dispute arising from the Shell Prelude Enterprise Agreement 2022. Shell directed the Applicant to work a short nine-day swing to facilitate a shift panel change from A to D in February 2025. This required him to demobilise early from his existing roster cycle. The dispute concerns whether Shell could direct this shortened work period under Clause 5.2.6 of the agreement.
Application by Ra Jordan Pty Ltd Trading AS Jordan Plumbing
Ra Jordan Pty Ltd Trading As Jordan Plumbing applied for approval of the R.A. JORDAN PTY. LTD. ONSITE CONSTRUCTION NORTHERN TERRITORY ENTERPRISE AGREEMENT 2026 - 2029. The agreement is a single enterprise agreement covering employees in the plumbing industry.
Application by Adbervkat Pty Ltd Trading AS Mechpro Solutions AU
Adbervkat Pty Ltd, trading as Mechpro Solutions AU, applied for approval of a new enterprise agreement called the MECHPRO Solutions Loy Yang Power Station and Mine (AMWU& CFMEU) Enterprise Agreement 2026. The agreement covers employees in the building, metal and civil construction industries at Loy Yang Power Station and Mine. It was made with the Australian Manufacturing Workers’ Union (AMWU) and Construction, Forestry and Maritime Employees Union (CFMEU).
Application by Pascoe's Pty Ltd Trading AS Pascoe's
Pascoe's Pty Ltd, trading as Pascoe’s, sought approval for the Pascoe’s Enterprise Agreement 2026. The agreement covers employees in manufacturing and related industries. The Automotive, Food, Metals, Engineering, Printing, and Kindred Industries Union (AMWU) acted as a bargaining representative and indicated its desire to be covered by the agreement.
the Applicant v Agri-Labour Australia Pty Ltd
the Applicant sought an unfair dismissal remedy from Agri-Labour Australia Pty Ltd (Respondent). His dismissal took effect on May 22, 2026, and the application was filed three days late. The Commission issued directions requiring submissions by July 21, 2026, which the Applicant did not comply with. A family friend attempted to arrange an interpreter but the Applicant didn't request one or respond to a subsequent application under s.399A of the Fair Work Act.
Application by Colac Otway Shire Council
Colac Otway Shire Council sought approval for its Enterprise Agreement No. 10, 2025. The agreement covers employees of the council. Several unions—the Australian Nursing and Midwifery Federation (ANMF), the Australian Municipal, Administrative, Clerical and Services Union (ASU), and the Association of Professional Engineers, Scientists and Managers Australia (APESMA)—were identified as bargaining representatives and wished for the agreement to cover them.
the Applicant v CDC Darwin Pty Ltd
the Applicant filed an application with the Fair Work Commission on March 26, 2026, alleging unfair dismissal by CDC Darwin Pty Ltd on March 20, 2026. He failed to meet filing deadlines set by the Commission and requested an extension without providing sufficient grounds. the Respondent sought dismissal of the Applicant’s application due to his non-compliance with directions.
Application by Crane Services Pty Ltd Trading AS Crane Services
Crane Services Pty Ltd, a company in the building, metal and civil construction industries, sought approval for an enterprise agreement with the CFMEU South Australia Mobile Crane branch. The agreement is a single enterprise agreement and does not cover all employees of Crane Services Pty Ltd. The CFMEU notified their desire for the agreement to cover them.
Application by Villa Maria Catholic Homes Limited
Villa Maria Catholic Homes Limited applied to have the VMCH (Corpus Christi Community Greenvale) Enterprise Agreement 2026 approved. The agreement is a single enterprise agreement for an aged care facility. The Australian Nursing and Midwifery Federation (ANMF) and Health Services Union (HSU) indicated they wanted the agreement to cover them.
The Australian Licenced Aircraft Engineers Association (107N) v Qantas Airways Limited Trading AS Qantas Airways
The Australian Licensed Aircraft Engineers Association (ALAEA) sought intervention from the Fair Work Commission (FWC) regarding Qantas Airways Limited's decision to remove Receipt and Dispatch (R&D), including towing duties, from Licenced Aircraft Maintenance Engineers (LAMEs) with the introduction of the Airbus A321-XLR aircraft. Qantas intends to progressively replace its Boeing 737 fleet with A321s over the next decade and reallocate R&D tasks to ground handlers. The dispute relates to a clause in the Licensed Aircraft Engineers (Qantas Airways Limited) Enterprise Agreement 11, which addresses job security for employees. Both parties complied with the Dispute Settling Procedure outlined in the agreement.
Application by Transport Workers' Union of Australia (179V)
The Transport Workers' Union of Australia (TWU) applied for a protected action ballot order concerning employees of Goldstar Transport Group Pty Ltd. The application was made under section 437 of the Fair Work Act 2009, relating to enterprise bargaining. Goldstar did not formally object but reserved its rights regarding future industrial action and confirmed ongoing good faith bargaining with the TWU. The union stated it had been genuinely trying to reach an agreement.
the Applicant v Cooltrack Logistics & Warehousing Pty Ltd
the Applicant applied to the Fair Work Commission in March 2026 for an unfair dismissal remedy against his former employer, Cooltrack Logistics & Warehousing Pty Ltd (Respondent). The Commission set deadlines for filing documents but the Applicant missed these. He explained he was overseas and had limited internet access. the Respondent requested the application be dismissed due to non-compliance. the Applicant submitted some materials on July 1st, but failed to respond to a subsequent direction regarding the Respondent’s request for dismissal.
Application by Crown Equipment Pty Ltd
Crown Equipment Pty Ltd sought approval for the Crown Equipment Pty Ltd Melbourne Workshops Enterprise Agreement 2026. The Australian Manufacturing Workers’ Union (AMWU) was a bargaining representative. Concerns arose regarding workplace delegates' rights and whether apprentices would be better off overall, given the agreement didn't specify apprentice pay rates. The employer provided undertakings to address these concerns.
Application by the Applicant
The Applicant sought an extension of time to file her unfair deactivation application against Portier Pacific Pty Ltd (Respondent). She was deactivated on February 20, 2026, and filed the application on April 4, 2026, 22 days beyond the 21-day limit. The Applicant cited depression, a belief she needed to exhaust internal review processes, lack of notification about filing deadlines, and immediate action upon becoming aware of her rights as reasons for the delay.
the Applicant v Brandlink Pty Limited
the Applicant commenced an unfair dismissal claim against Brandlink Pty Limited on March 4, 2026. A Case Management Conference was scheduled for May 27, 2026, but the Applicant did not attend despite multiple attempts by the Commission to contact her. She also failed to respond to subsequent correspondence requesting a written explanation and confirmation of whether she still intended to pursue the claim. Further attempts to contact the Applicant before a non-compliance hearing on June 9, 2026, were unsuccessful. No communication was received from the Applicant since April 28, 2026.
Application by Norco Cooperative Ltd Trading AS Norco
Norco Cooperative Ltd, trading as Norco, sought approval for the Norco Co-operative AgriSolutions Enterprise Agreement 2025. The Shop, Distributive and Allied Employees’ Association (SDA) and Transport Workers’ Union of Australia (TWU) were bargaining representatives for the agreement. They notified the Fair Work Commission they wished to be covered by the agreement.
the Applicant v Translationz Pty Ltd
the Applicant filed an application with the Fair Work Commission in March 2026, seeking to deal with a general protections dispute related to her dismissal from Translationz Pty Ltd (Respondent). Her dismissal occurred around December 2022. The application was lodged approximately 3.25 years after the dismissal. Section 366 of the Fair Work Act requires applications involving dismissals to be filed within 21 days, with potential extensions under specific circumstances.
the Applicant v Discovery X Pty Ltd & the Respondent
the Applicant made an application to the Fair Work Commission alleging she was unfairly dismissed by Discovery X Pty Ltd and the Respondent. She initially stated her employment ended on March 5, 2026, but also provided correspondence indicating a resignation date of February 19, 2026. The respondents claim the Applicant resigned on March 2, 2026. Her application was filed over six weeks past the 21-day filing deadline. She initially sought remedies through other applications (s739 and s372) before lodging this one.
the Applicant v Mackay Hospital And Health Service
the Applicant lodged a claim with the Fair Work Commission alleging she was unfairly dismissed by Mackay Hospital and Health Service. The hospital is located in Queensland, and isn't a national system employer. The Commission raised concerns about its jurisdiction to hear the case. the Applicant was repeatedly asked to provide submissions explaining why the FWC had jurisdiction, but failed to respond adequately.
the Applicant v Hobart City Council
the Applicant commenced employment with Hobart City Council in July 2022 as a Smoking Education Officer under a fixed-term contract ending September 2023. The contract was varied, extending the end date to September 2025. the Applicant claimed her dismissal occurred on September 11, 2025, alleging breaches of workplace laws. The Council stated her employment ended upon expiry of the contract on September 5, 2025.
the Applicant v Cosmic Group Services Pty Ltd
the Applicant applied to the Fair Work Commission in May 2026 seeking assistance with a dispute related to his employment agreement and grading matrix with Cosmic Group Services Pty Ltd (CGS). He identified himself as covered by the Electrical, Electronic and Communications Contracting Award 2020. CGS clarified that the Applicant was employed as a casual and the dispute involved an offer for full-time employment. Despite multiple attempts by the Commission to contact him and request further information, the Applicant did not respond.
Application by Fbt-Transwest Pty Ltd Trading AS Fbt - Transwest Pty Ltd
FBT-Transwest Pty Ltd, operating in the road transport industry at its Smithfield Yard in New South Wales, sought approval for a single enterprise agreement called the FBT Transwest Pty Ltd (NSW – Smithfield Yard) Enterprise Agreement 2025. The Transport Workers' Union of Australia (TWU) was involved as a bargaining representative. An initial application included an incorrect signature page which was later amended.
Application by Underdown Productions Pty Ltd
Underdown Productions Pty Ltd sought approval for its Crew Enterprise Agreement 2026-2027. The agreement is a greenfields agreement, meaning it covers a new or significantly changed workplace. The Media Entertainment and Arts Alliance (MEAA) represents the employees covered by the agreement. The application was made under section 185 of the Fair Work Act 2009.
Application by The Australian Workers' Union (002N)
The Applicant applied for a protected action ballot order under section 437 of the Fair Work Act 2009. The application concerned employees of Harsco Metals Australia Pty Ltd. The Applicant stated they had been genuinely trying to reach an agreement with Harsco through bargaining. The Respondent did not object to the application.
Application by Transport Workers' Union of Australia (179V)
The Transport Workers' Union of Australia (TWU) applied for a protected action ballot order concerning employees of Bevchain Pty Ltd. The TWU and Bevchain have been attempting to reach an agreement. The union followed required bargaining steps. Bevchain did not object to the application.
Application by CFMEU (105N)
The CFMEU - The Maritime Union of Australia Division (the Employer) sought approval for the Maritime Union of Australia Clerical Staff Enterprise Agreement 2025. This is a single enterprise agreement covering clerical staff in the maritime industry. The Australian Services Union (ASU), representing employees, also wanted the agreement to cover them. Several clauses were identified as potentially inconsistent with the National Employment Standards (NES).
the Applicant v NeuraGPT Pty Ltd
the Applicant commenced discussions with NeuraGPT Pty Ltd (NGPT) in July 2023, after being approached via LinkedIn. NGPT proposed an annual wage of $250,000 plus GST and a share option. Correspondence ensued regarding the arrangement, including invoices from Spangaro Systems Pty Ltd (SSPL), a company directed by the Applicant. Draft contracts were exchanged between NGPT and SSPL, with some queries raised by the Applicant. the Applicant's relationship with NGPT ceased on March 19, 2025. He subsequently filed an application alleging unfair dismissal and other contraventions of the Fair Work Act.
Application by Burles Consulting Pty Ltd
Burles Consulting Pty Ltd applied to the Fair Work Commission for approval of the Brighton Council Enterprise Agreement 2026, on behalf of Brighton Council. The Australian Municipal, Administrative, Clerical and Services Union (ASU) indicated it wished to be covered by the agreement. Burles Consulting provided undertakings which became terms of the agreement.
Application by CFMEU (105N)
The CFMEU applied to the Fair Work Commission (FWC) to extend a 30-day period for industrial action authorized by a protected action ballot in matter B2026/540. The ballot was declared on June 9, 2026. Section 459(3) of the Fair Work Act allows for extensions up to 30 days, provided certain conditions are met and the period hasn't been extended before. The Australian Capital Territory did not object to the application.
Application by Communications, Electrical, Electronic, Energy, Information, Postal, Plumbing and Allied Services Union of Australia (128V)
The Communications, Electrical, Electronic, Energy, Information, Postal, Plumbing and Allied Services Union of Australia (CEPU) applied for approval of the TSA Civil Group Pty Ltd and CEPU – Plumbing Division (Vic) Plumbing Enterprise Agreement 2024 – 2027. The agreement is a single enterprise agreement covering employees of TSA Civil Group Pty Ltd. A minor procedural error occurred with the notice of employee representational rights, but it did not disadvantage employees.
Application by Burles Consulting Pty Ltd
Burles Consulting Pty Ltd applied to the Fair Work Commission for approval of the Huon Regional Care General Staff Enterprise Agreement 2026. The agreement covers general staff and includes provisions relating to casual employees, allowances, home care employee meal breaks, and apprentice rates. Several issues were raised with Burles Consulting Pty Ltd regarding the application, leading to written undertakings being provided. The Health Services Union (HSU) and Australian Nursing and Midwifery Federation (ANMF) are covered by the agreement.
Application by Flinders University
Flinders University applied to the Fair Work Commission seeking an order regarding which enterprise agreement would cover staff transferring from the University of Adelaide (now Adelaide University) to Flinders University, specifically those working at the Goyder Institute of Water Research. Seven staff members are involved; six currently employed by Adelaide University and covered by their Enterprise Agreement 2023 – 2025, and one employed by Flinders University. The transfer is due to occur on July 1, 2026, when Flinders University will manage the Institute. Adelaide University confirmed it did not object to the application.
Application by Queensland Rail Transit Authority Trading AS Queensland Rail,Application by Queensland Rail Transit Authority Trading AS Queensland Rail
Queensland Rail Transit Authority Trading As Queensland Rail and its employees were engaged in bargaining for three enterprise agreements. These aimed to replace existing agreements: the Queensland Rail Station Operations Enterprise Agreement 2023, the Queensland Rail Travel and Tourism and Other Employees Enterprise Agreement 2023, and the Queensland Rail Administrative, Professional and Technical Enterprise Agreement 2023. Intensive negotiations occurred over seven weeks before a final position was reached.
Application by Bureau Veritas Minerals Pty Ltd
Bureau Veritas Minerals Pty Ltd (BVM) applied for approval of the Bureau Veritas Minerals Pty Ltd Whyalla Laboratories Enterprise Agreement 2024. The agreement is a single enterprise agreement covering employees at BVM's Whyalla Laboratories. The Automotive, Food, Metals, Engineering, Printing and Kindred Industries Union (AMWU) and the Australian Workers Union (AWU) are bargaining representatives for the agreement and want it to cover them.
Application by Chubb Fire & Security Pty Ltd Trading AS Chubb Fire & Security
Chubb Fire & Security Pty Ltd, trading as Chubb Fire & Security, applied to the Fair Work Commission for approval of its 'ACT Portable Technician Enterprise Agreement 2025-2029'. The agreement is a single enterprise agreement covering employees. The employer provided undertakings which are attached to the decision.
the Applicant v Golden Glow Corporation NT Pty Ltd Trading AS Golden Glow Nursing
the Applicant, an employee of Golden Glow Nursing, initiated a dispute regarding his classification and pay under the Social, Community, Home Care and Disability Services Award 2010. He argues he should be classified in the 'Social and Community Services Sector' (SACS) rather than the 'Home Care Stream,' which would increase his weekly wage by approximately $98. the Applicant also claims unpaid entitlements related to a first aid allowance and superannuation. He has held ten employment contracts with Golden Glow Nursing since commencing work in July 2019, obtaining a Certificate IV in Mental Health in April 2024. The dispute arose after changes were made to his position description.
the Applicant v Unitingcare Queensland Limited
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.
Application by Transit Systems (Victoria) Pty Ltd Trading AS Transit Systems
Transit Systems (Victoria) Pty Ltd, trading as Transit Systems, sought approval for the 'Transit Systems Maintenance Enterprise Agreement 2026-2028'. The agreement is a single enterprise agreement covering employees in the passenger vehicle transport industry. The Australian Manufacturing Workers Union (AMWU) indicated it wished to be covered by the agreement. The application was made under section 185 of the Fair Work Act.
Application by Ugl Rts Pty Ltd
UGL RTS Pty Ltd sought approval to change the UGL and ETU Victorian Rail Infrastructure Enterprise Agreement 2025–2029. The proposed changes, detailed in Annexure A, would provide weekly severance payments for third and fourth-year apprentices into the PROTECT Severance Fund. The Communications, Electrical, Electronic, Energy, Information, Postal, Plumbing and Allied Services Union of Australia supported the application.
Application by Re.Cycle (Browns Plains) Pty Ltd
Re.Cycle (Browns Plains) Pty Ltd sought approval for its enterprise agreement, the Re.Cycle Browns Plains MRF Enterprise Agreement 2026. The Transport Workers' Union of Australia (TWU) represents a majority of employees covered by the agreement, which applies to work in the waste management industry.
the Applicant v Southern Cross Centre
the Applicant appealed a decision made on January 2, 2025, by Deputy President O’Keeffe. The original decision dismissed the Applicant's application for anti-bullying orders against Southern Cross Centre (SCC). Deputy President O’Keeffe found SCC was not a constitutionally covered business and that the Applicant no longer attended the workplace, meaning the application lacked reasonable prospects of success. the Applicant argued SCC *was* a constitutionally covered business, his physical presence wasn't relevant to bullying risk, and he continued to experience bullying.
Application by Independent Education Union of Australia (130N)
The Independent Education Union of Australia (IEUA) applied for a protected action ballot order under section 437 of the Fair Work Act 2009. This application relates to employees of St Columba College Munno Para Incorporated. The IEUA and St Columba College have been bargaining, but haven't reached an agreement. St Columba College did not object to the amended application which clarified inconsistencies and set a ballot closure date.
Application by Calvary Health Care Tasmania Limited
Calvary Health Care Tasmania Limited sought approval for a new enterprise agreement, the Calvary Health Care – Tasmania Private Hospitals – Nurses and Midwives Enterprise Agreement 2025 - 2028. The application was made under section 185 of the Fair Work Act 2009. This is a single enterprise agreement covering nurses and midwives working at Calvary’s Tasmanian private hospitals.
Application by Chubb Fire & Security Pty Ltd Trading AS Chubb Fire & Security
Chubb Fire & Security Pty Ltd applied for approval of a new enterprise agreement, called the Chubb & ETU Victoria Electronic Security Collective Agreement 2025 – 2029. The Communications, Electrical, Electronic, Energy, Information, Postal, Plumbing and Allied Services Union of Australia (CEPU) is the bargaining representative and wants the agreement to cover them.
the Applicant v The Australian Broadcasting Corporation
the Applicant, initially employed as a Digital Producer and later a Sub Editor at the Australian Broadcasting Corporation (ABC) from March 2018, was engaged on part-time agreements since January 2023. She took approved personal leave without pay starting September 2024 due to medical reasons. The ABC approved a maximum of 78 weeks of this personal leave without pay. In October 2024, the Applicant formally requested an extended period of personal leave without pay until March 2026. Subsequently, her employment was terminated in January 2026 due to redundancy. A dispute arose regarding the interpretation of 'leave without pay' under the ABC Enterprise Agreement 2022–2025 and whether clause 54.6.3 applied.
the Applicant v The Trustee for BODA Malvern Unit Trust
the Applicant was dismissed from her role as Salon Manager at Hair Boutique Richmond on February 5, 2026, due to performance concerns. She initiated an unfair dismissal claim seeking compensation. the Trustee for BODA Malvern Unit Trust raised jurisdictional objections regarding the minimum employment period and compliance with the Small Business Fair Dismissal Code. the Applicant started her full-time position on July 8, 2025. The respondent operates two salons: Hair Boutique Richmond and Hair Boutique Moonee Ponds.
Application by Allied Pinnacle Pty Limited
Allied Pinnacle Pty Limited applied to have an enterprise agreement, titled 'Allied Pinnacle (Yatala) and the United Workers Union Enterprise Agreement 2025 – 2027', approved. The application was made under section 185 of the Fair Work Act 2009. The United Workers’ Union lodged a statutory declaration indicating they wished the agreement to cover them. Allied Pinnacle provided written undertakings related to part-time minimum engagement.
the Applicant v The Trustee For Nicola Tana Family Trust No 6 & the Respondent
the Applicant commenced casual employment with Agri Labour Australia Pty Ltd on January 15, 2026, and was placed to work at Sumich's farm in Tasmania. Following a period of absence and medical certificates, she was informed by Agri Labour that Sumich no longer wanted her to work there. the Applicant claims this constituted dismissal. She filed an application with the Fair Work Commission on April 24, 2026, against The Trustee For Nicola Tana Family Trust No 6 (Sumich) and the Respondent.
the Applicant v The Trustee For Running Double Trust
the Applicant was dismissed from her role at Annie’s Old Fashioned Ice Cream Parlour, owned by The Trustee For Running Double Trust, on March 9, 2026. She alleges misconduct allegations led to her dismissal and denies these claims. the Applicant filed an unfair dismissal application 37 days after her dismissal. She sought an extension of time to file the application due to hospitalization and mental health challenges following her dismissal, claiming she was awaiting a medical report and recovery. The company was represented by director Lisa Pitts.
Application by Saputo Dairy Australia Pty Ltd Trading AS Saputo
Saputo Dairy Australia Pty Ltd, trading as Saputo, applied to the Fair Work Commission for approval of a single enterprise agreement called the Saputo Dairy Australia Pty Ltd (Burnie) Maintenance Enterprise Agreement 2026. The Australian Manufacturing Workers’ Union (AMWU) and Communications, Electrical, Electronic, Energy, Information, Postal, Plumbing and Allied Services Union of Australia (CEPU) were bargaining representatives for the agreement.
Application by Csl Limited
CSL Limited applied for approval of a new enterprise agreement, called the CSL Agreement 2025. The application was made under section 185 of the Fair Work Act 2009. This is a single enterprise agreement covering some, but not all, employees of CSL Limited. Several unions, including the CPSU, AMWU and UWU, notified their intention to be covered by the agreement.
the Applicant v Amazon Commercial Services Pty Ltd
the Applicant was dismissed from his role as a Technician at Amazon Commercial Services Pty Ltd on 25 September 2025. The dismissal related to inappropriate commentary on Slack directed towards a Senior Technician, falsely recording maintenance completion, and sharing confidential company information via personal email. the Applicant initiated a claim in the Fair Work Commission seeking reinstatement or compensation for unfair dismissal. He had worked at Amazon since September 2021.
the Applicant v Ifm Services Pty. Ltd
the Applicant applied to the Fair Work Commission for an unfair dismissal remedy. The Commission attempted to schedule a conference with both parties, providing multiple email reminders and a telephone contact attempt. the Applicant failed to attend the conference despite repeated notifications about the importance of attendance and potential consequences. She also did not respond to subsequent correspondence regarding her non-compliance or requests to file a response by a deadline. the Applicant did not seek an extension nor provide explanation for their failure to comply.
the Applicant v Thornton Engineering Australia Pty Ltd
the Applicant commenced an unfair dismissal claim against Thornton Engineering Australia Pty Ltd, alleging he was dismissed on April 16, 2026. He filed the application on April 24, 2026. The Fair Work Commission set directions for him to file submissions and evidence by July 15, 2026, which he did not meet. A non-compliance hearing was scheduled for July 17, 2026, but the Applicant did not attend. He was given a final opportunity to provide reasons and supporting material by July 22, 2026, but failed to do so.
Application by Ventura Bus Lines Pty Ltd
Ventura Bus Lines Pty Ltd applied to have the Ventura Group – TWU Fleet Support Services Enterprise Agreement 2026 – 2029 approved. The Transport Workers Union (TWU) supports the agreement and wants it to cover its members. Some initial issues arose regarding notices given to employees, but these were resolved with further information. Concerns were raised about whether all eligible casual employees voted on the agreement, and whether the agreement's title was consistent throughout the document. There was also a typographical error in clause 24.1. Finally, a clause relating to delegates’ rights needed amendment following a Federal Court decision.
Application by Westside Plumbing Pty Ltd
Westside Plumbing Pty Ltd sought approval for its 'Mechanical Construction' Enterprise Agreement 2026. The Communications, Electrical, Electronic, Energy, Information, Postal, Plumbing and Allied Services Union of Australia (CEPU) was the bargaining representative. A slight irregularity occurred with the employee vote; it was delayed by a day due to a technical error. All employees covered by the agreement voted in favour. Clause 31.3 initially appeared to allow deductions from accrued entitlements but clause 1.4 ensures the National Employment Standards (NES) prevail where there's inconsistency.
Application by Higgins Coatings Pty Ltd Trading AS Higgins Coatings
Higgins Coatings Pty Ltd applied to the Fair Work Commission for approval of the Higgins Coatings Pty Ltd Western Australian Repaint Agreement 2026 to 2030. The agreement covers a single enterprise and applies to employees in the building, metal and civil construction industries. The company provided written undertakings as part of the application.
Application by Batchelor Institute of Indigenous Tertiary Education
The Batchelor Institute of Indigenous Tertiary Education sought approval to terminate its Enterprise Agreement 2018-2020, which covered nine employees. A vote was held between May 27 and June 10, 2026, using an online system with paper votes available. Seven employees voted, all approving the termination. The Institute notified employees about the proposed termination via a FAQ sheet, information sheet, voting instructions, and a consultation session. Union representatives from the United Workers’ Union (UWU), Australian Education Union (AEUNT), and National Tertiary Education Industry Union (NTEU) were also informed.
Application by Mountjoy Public Transport Pty. Ltd. Trading AS Martyrs Bus Service
Mountjoy Public Transport Pty. Ltd., trading as Martyrs Bus Service, sought approval for a new enterprise agreement called the Martyrs Bus Service – TWU Enterprise Agreement 2026 – 2029. The Transport Workers Union (TWU) confirmed its desire for the agreement to cover it and provided the necessary declaration. This was an application under section 185 of the Fair Work Act 2009.
Application by the Applicant
The Applicant sought an unfair deactivation remedy from Portier Pacific Pty Ltd (Uber) under section 536LU of the Fair Work Act. He claimed deactivation on June 4, 2026, but Uber stated it occurred on July 10, 2025. Evidence including screenshots showed a review process concluding on July 9, 2025. The Applicant acknowledged receiving a final deactivation notice on July 10, 2025 and hadn't worked since June 4, 2025. He contacted Uber multiple times regarding the deactivation.
the Applicant v Andonovski Sales Pty Ltd
the Applicant lodged an unfair dismissal application with the Fair Work Commission on June 2, 2026. The application was not compliant because the required fee wasn’t paid or a valid waiver form submitted. The Commission attempted to contact the Applicant multiple times via phone, voicemail, SMS and email, informing her of the outstanding fee and the risk of dismissal if it wasn’t resolved by July 8, 2026. She did not respond to these communications.
Application by The Australian Workers' Union (002N)
The Applicant applied for a protected action ballot order under section 437 of the Fair Work Act 2009. The application relates to employees of Ventia Utility Services Pty Limited and Suez Water Pty Ltd, trading as Watersure. Two other unions, the Australian Manufacturing Workers’ Union (AMWU) and Communications, Electrical, Electronic, Energy, Information, Postal, Plumbing and Allied Services Union of Australia (CEPU), also made similar applications concerning the same proposed enterprise agreement. The employer did not object to the Applicant's application.
Application by Barrett Burston Malting Co. Pty. Ltd.
Barrett Burston Malting Co. Pty. Ltd., a company in the food, beverages and tobacco manufacturing industry, applied to the Fair Work Commission for approval of its enterprise agreement, titled Barrett Burston Malting Company Pty Ltd (Geelong) Enterprise Agreement 2025. The application was made under section 185 of the Fair Work Act 2009. The United Workers Union indicated their desire for the agreement to cover them.
Application by Hy-Tec Industries Pty Ltd
Hy-Tec Industries Pty Ltd, a company operating in New South Wales, sought approval for its NSW Plant Operator Enterprise Agreement 2026. The agreement is a single enterprise agreement covering plant operators at the company’s NSW plant. The application was made under section 185 of the Fair Work Act 2009.
the Applicant v Virbac (Australia) Pty Ltd & the Second Respondent
the Applicant applied to the Fair Work Commission on May 25, 2026, seeking to challenge her dismissal by Virbac (Australia) Pty Ltd and the Second Respondent. She alleges she was dismissed on March 24, 2026. Her application was filed more than five weeks late. the Applicant explained the delay due to anxiety, mental health issues, financial pressure, and a lack of awareness regarding the 21-day filing period for general protections claims. She states she did not have access to legal advice at the time.
Application by Paragon Plumbing WA Pty Ltd
Paragon Plumbing WA Pty Ltd sought approval for a greenfields agreement, the Paragon Plumbing WA Pty Ltd Alkimos Sea-Water Desalination Plant Onshore Project Union Greenfields Agreement 2025. The Fair Work Commission considered whether the agreement met the requirements of the Fair Work Act 2009 and was consistent with the National Employment Standards (NES). The Communications, Electrical, Electronic, Energy, Information, Postal, Plumbing and Allied Services Union of Australia is a bargaining representative for the agreement.
Application by Construct Trades Pty Ltd
Construct Trades Pty Ltd, a company in the building, metal and civil construction industries, sought approval for an enterprise agreement called the AMWU & Construct Trades Pty Ltd Metal & Engineering On-Site Construction Agreement 2026 – 2029. The Australian Manufacturing Workers Union (AMWU) made the application to the Fair Work Commission under section 185 of the Fair Work Act 2009. This was a 'greenfields' agreement, meaning it applied to a new or expanding workplace.
Application by "Automotive, Food, Metals, Engineering, Printing and Kindred Industries Union" known as the Australian Manufacturing Workers' Union (AMWU) (188V)
The Australian Manufacturing Workers' Union (AMWU) applied for a protected action ballot order under section 437 of the Fair Work Act 2009. This related to employees of Downer EDI Engineering Power Pty Ltd. The AMWU was seeking approval for a vote on a proposed enterprise agreement. Other unions, CEPU and AWU, also made similar applications. Downer Engineering did not formally object but raised some minor points regarding the application’s details. The ballot will be conducted by Fair Vote Services Pty Ltd.
Communications, Electrical, Electronic, Energy, Information, Postal, Plumbing and Allied Services Union of Australia (128V) & Australian Rail Tram and Bus Industry Union (RTBU) v Sydney Trains
The Applicant and the Australian Rail, Tram and Bus Industry Union (RTBU) applied to the Fair Work Commission to resolve a dispute with Sydney Trains regarding Cadwelding work performed by Signal Electricians. The dispute arose from directions issued by Sydney Trains concerning how this task should be carried out. Historically, Rail Bond Welders primarily performed Cadwelding, but that role was disbanded around 15 years ago and now Signal Electricians often perform the work. A previous decision ([2025] FWCFB 3793) established a 'status quo' before the dispute began.
Application by The Australian Workers' Union (002N)
The Applicant applied to the Fair Work Commission under section 437 of the Fair Work Act 2009 for a protected action ballot order. The application related to employees of Ampol Refineries (QLD) Pty Ltd. Following discussions, the Respondent did not object to the application with some amendments, including excluding Laboratory Graduates and providing extended notice for industrial action. The Applicant stated they had been genuinely trying to reach an agreement with Ampol Refineries.
Application by Communications, Electrical, Electronic, Energy, Information, Postal, Plumbing and Allied Services Union of Australia (128V)
The Communications, Electrical, Electronic, Energy, Information, Postal, Plumbing and Allied Services Union of Australia (CEPU) applied to the Fair Work Commission for a protected action ballot order concerning employees of BHP Minerals Pty Ltd. The application related to bargaining for an enterprise agreement. Following discussions, both parties agreed to amendments including an emergency events undertaking and extended notice for industrial action. CEPU’s Lead Organiser declared steps taken in bargaining with BHP.
the Applicant v McDonald's Australia Holdings Limited
the Applicant, an employee of McDonald's Australia Holdings Limited, applied for an unfair dismissal remedy. The Applicant alleged certain conduct by the Respondent. The core issue was whether his termination was fair. the Applicant represented himself, while a colleague appeared for McDonald’s.
Application by CFMEU (105N)
The CFMEU applied to have the Frontline Reinforcement Pty Ltd and the CFMEU (Victorian Construction and General Division) Subcontractors Steelfixing Enterprise Agreement 2024–2027 approved. The agreement is a single enterprise agreement covering employees in the building, metal and civil construction industries. The CFMEU acted as the bargaining representative for the agreement.
the Applicant v Black Canvas Photographers Pty. Ltd.
the Applicant commenced an application for unfair dismissal against Black Canvas Photographers Pty. Ltd. She was dismissed on May 28, 2026, when the photographic studio's lease ended and she received a redundancy payment. The company later resumed operations at new premises, which prompted the Applicant to file her application on June 23, 2026, five days past the initial 21-day filing deadline. She explained the delay stemmed from uncertainty about her employment status after seeing social media posts and seeking advice.
Application by Ricegrowers Limited Trading AS Sunrice Group
Ricegrowers Limited, trading as Sunrice Group (the Employer), applied for approval of the SunRice, AGS and Coprice Reliability Enterprise Agreement 2026 – 2029. The Australian Manufacturing Workers’ Union (AMWU) and Communications, Electrical, Electronic, Energy, Information, Postal, Plumbing and Allied Services of Australia – Electrical, Energy and Services Division (ETU) are bargaining representatives for the agreement and support its approval. The agreement covers these organisations.
the Applicant v Programmed Maintenance Services Limited
the Applicant lodged an unfair dismissal application with the Fair Work Commission on June 23, 2026. The application was not made in accordance with the Fair Work Act because the required fee wasn’t paid or a waiver obtained. The Commission repeatedly notified the Applicant about the outstanding fee and provided opportunities to rectify it through phone calls, SMS messages, and emails, including a warning that dismissal was likely if the fee wasn’t paid or a completed waiver form submitted. Despite these reminders, she did not respond.
the Applicant v The Trustee For Pamenter Family Trust (Pippies Beach House Rainbow Beach)
the Applicant was employed as a casual Vehicle Detailer/Groundskeeper at Pippies Beach House Rainbow Beach, owned by The Trustee For Pamenter Family Trust (Pippies), starting on October 6, 2025. He resigned on December 17, 2025, after disputes arose regarding unpaid rent for staff accommodation and a refusal to sign payroll deduction forms. the Applicant claimed he felt threatened and was forced to resign due to the circumstances. Pippies contends that the Applicant was not dismissed.
the Applicant v Camp Australia Services Pty Ltd
the Applicant sought an unfair dismissal remedy after her employment with Camp Australia Services Pty Ltd ended on March 23, 2026. She had been employed as a casual from around July/August 2012 and stated that her shifts were cancelled in November 2025. Camp Australia terminated her employment because she hadn't worked for 160 days. The Fair Work Commission considered whether the Applicant met the minimum employment period requirement.
the Applicant v Evolution Mining (NorthParkes) Pty Ltd
the Applicant lodged unfair dismissal and unlawful termination applications with the Fair Work Commission on February 22, 2026. He stated he started employment with Evolution Mining (NorthParkes) Pty Ltd on August 4, 2025, and was dismissed on February 3, 2026, indicating a period of approximately five months' employment. The applications were escalated due to being multiple applications relating to the same dismissal. Commission staff attempted contact with the Applicant several times but received limited responses.
the Applicant v Paspaley Pearling Company Pty Limited
the Applicant applied to the Fair Work Commission for an unfair dismissal remedy against Paspaley Pearling Company Pty Limited. The parties initially proceeded towards a hearing but then entered into a settlement agreement on April 23, 2026, which included a requirement for the Applicant to file a Notice of Discontinuance. She failed to do so within the stipulated timeframe. Despite reminders from Paspaley Pearling and the Commission, the Applicant did not file the notice or respond to communications. Her email address subsequently began auto-replying indicating she was no longer accepting emails.
the Applicant v Liqui Moly Australia Pty Limited
the Applicant was employed as a Field Sales Representative for Liqui Moly Australia Pty Ltd starting in July 2025, reporting to the Respondent. She raised concerns about the Respondent’s management style with the Managing Director and CEO, in approximately seven conversations. Following a formal complaint from the Applicant regarding the Respondent’s conduct, a meeting was held on February 27, 2026, where issues were discussed. Subsequently, the Respondent visited Perth in March 2026, during which the Applicant claims to have worked extended hours and experienced increased stress, leading to medical treatment. She resigned and applied to the Fair Work Commission for a remedy.
Application by Transport Workers' Union of Australia (179V)
The Transport Workers' Union of Australia (TWU) applied for a protected action ballot order under section 437 of the Fair Work Act 2009. The application related to employees of Linfox Australia Pty Ltd. The TWU stated they had been genuinely trying to reach an agreement with Linfox. Linfox did not object to the application.
the Applicant v Blublox Pty Ltd Trading AS Bon Charge
the Applicant filed a general protections application against Blublox Pty Ltd Trading as Bon Charge (the Respondent), Mr Andrew Mant, and Ms Katie Mant in September 2025. She alleged unfair dismissal and breach of contract, claiming she resigned due to unsafe working conditions. the Respondent argued that the Applicant did not experience a dismissal but rather resigned. Directions were issued for a hearing to resolve this jurisdictional objection. the Applicant filed materials as directed, but late filings led to rescheduling. the Applicant relied on her own statement and seven other witnesses while the Respondent presented statements from Mr and Ms Mant and two others. Subsequently, the Applicant discontinued the matter to pursue another application.
Application by Transport Workers' Union of Australia (179V)
The Transport Workers' Union of Australia (TWU) applied for a protected action ballot order concerning employees of K&S Freighters Pty Ltd. The parties are negotiating to replace the K&S Energy South Australia Tankers Agreement 2024 with a new instrument. The TWU stated it has been genuinely trying to reach an agreement with K&S. K&S did not object to the application.
Application by CFMEU (105N)
The CFMEU applied to have the Avopiling Management (NSW) Pty Ltd / CFMEU Collective Agreement 2024-2027 approved. This is a single enterprise agreement covering some, but not all, employees of Avopiling Management (NSW) Pty Ltd. The CFMEU acts as the bargaining representative for the agreement.
the Applicant v Cleanaway Operations Pty Ltd
the Applicant was made redundant from Cleanaway Operations Pty Ltd on December 5, 2025, after working there since September 2011. He filed an unfair dismissal application with the Fair Work Commission (FWC) on April 24, 2026, which was outside the standard 21-day timeframe. Cleanaway objected to the application, arguing it was out of time and that the redundancy was genuine. the Applicant stated he initially believed his redundancy was genuine, experienced a delay due to his union's lack of an Industrial Officer, and took time gathering documents.
Application by CFMEU (105N)
The CFMEU applied to have the Rodaux Holdings Pty Ltd / CFMEU Collective Agreement 2024-2027 approved. This is a single enterprise agreement for cleaning services. The application was made under section 185 of the Fair Work Act 2009. The agreement does not cover all employees, but the group of covered employees was deemed fairly chosen.
the Applicant v the Respondent
the Applicant commenced proceedings in February 2026 alleging he was unfairly dismissed by the Respondent. The respondent stated it was a small business and the dismissal complied with the Small Business Fair Dismissal Code. the Applicant failed to file documents as directed, missed a non-compliance hearing, and subsequently did not attend scheduled hearings or respond to correspondence from the Commission. the Respondent attended all hearings.
Application by Maskill Pty Ltd Trading AS Maskill
Maskill Pty Ltd, a company in the manufacturing industry, sought approval for its Maskill Pty Ltd Enterprise Agreement 2026. The application was made under section 185 of the Fair Work Act 2009. A minor technical error occurred with the Notice of Employee Representational Rights form. Clause 5.2 of the agreement addresses potential inconsistencies with the National Employment Standards.
Application by CFMEU (105N)
The CFMEU applied to have the Mannix Group Pty Ltd and the CFMEU (Victorian Construction and General Division) Subcontractors Painting & Decorating Enterprise Agreement 2024 – 2027 approved. The agreement is a single enterprise agreement covering employees in the building, metal and civil construction industries. The CFMEU acted as the bargaining representative for the agreement.
the Applicant v Inghams Enterprises Pty. Limited
the Applicant lodged an application with the Fair Work Commission on June 29, 2026, alleging contraventions involving dismissal. The application was not accompanied by the required fee or a fee waiver. The Commission repeatedly contacted the Applicant via SMS and email, requesting payment or a completed fee waiver form, warning that failure to respond could result in dismissal. Despite these reminders, the Applicant did not respond.
Application by Mount Marrow Blue Metal Quarries Pty Ltd
Mount Marrow Blue Metal Quarries Pty Ltd applied to have its Concrete, Quarry and Transport Enterprise Agreement 2026 approved. The agreement is a single enterprise agreement covering employees in the quarrying industry.
Application by The Australian Workers' Union (002N)
The Australian Workers' Union (AWU) applied for a protected action ballot order concerning employees of Downer EDI Engineering Power Pty Ltd. The AWU and other unions, including the AMWU, CFMEU, and CEPU, sought similar orders related to an enterprise agreement. Downer Engineering did not object to the application. the Applicant, an Organiser from the AWU, declared that genuine bargaining efforts had been made with the employer.
Application by BIG W Group Pty Limited
BIG W Group Pty Limited applied to the Fair Work Commission seeking orders that five enterprise agreements cover non-transferring employees who perform or are likely to perform transferring work. The agreements are: BIG W Stores Enterprise Agreement 2023, Perth BIG W Enterprise Agreement 2025, BIG W Warwick Distribution Centre Enterprise Agreement 2024, BIG W Hoxton Park Distribution Centre Enterprise Agreement 2024, and Hoppers Crossing Distribution Centre Enterprise Agreement 2025. Woolworths Group Limited and Woolworths (South Australia) Pty Limited are the current employers. A business transfer is scheduled for August 3, 2026.
the Applicant v Australian Football League
the Applicant was dismissed from his role as Elite Umpires Coach and Administrator at the Australian Football League (AFL) following an altercation with a member of the public, Mr CS, at North Sydney Oval on April 8, 2025. During this incident, the Applicant attempted to prevent Mr CS from running laps on a field reserved for AFL umpire training. The incident escalated into physical contact, involving the Applicant grabbing and pushing Mr CS. An internal investigation followed, leading to allegations of offensive language and threatening behaviour against the Applicant. He was stood down with pay and subsequently terminated.
Application by Warrina Homes Inc
Warrina Homes Inc. sought to terminate the Warrina Homes Incorporated Nursing Employees (ANMF) Enterprise Agreement 2017, which expired in July 2021. Bargaining for a new agreement began in October 2025. Warrina operates four aged care facilities and retirement villages near Adelaide. Approximately 41 employees are covered by the existing agreement, representing about 25% of the total nursing workforce. Warrina wants to apply the Nurses Award 2020 to all nurses for consistency and to reduce administrative burden.
Application by Stramit Corporation Pty Limited Trading AS Stramit Building Products
Stramit Corporation Pty Limited, trading as Stramit Building Products, sought approval for a new enterprise agreement. The agreement is called the Stramit Building Products Erskine Park Enterprise Agreement 2026. It covers employees who are members of the Australian Manufacturing Workers’ Union (AMWU).
the Applicant v Weeroona Association Inc
the Applicant, an employee of Weeroona Association Inc, sought a determination from the Fair Work Commission regarding her classification under the Social, Community, Home Care and Disability Services Industry Award 2010 (SCHADS Award). The Applicant believed she should be classified as a Social and Community Services Employee Level 3, while her employer maintained her current Level 2 classification was correct. The dispute initially involved remote work arrangements, which were later resolved. Evidence was presented by both parties regarding job duties and responsibilities.
Application by Programmed Industrial Maintenance Pty Ltd Trading AS Programmed Energy And Resources
Programmed Industrial Maintenance Pty Ltd, trading as Programmed Energy and Resources, sought approval for the 'Programmed Energy and Resources Fremantle (Patrick) Site Maintenance Enterprise Agreement 2026'. The agreement covers employees at a Fremantle site. Clause 7.4 ensures National Employment Standards entitlements are more beneficial than those in the agreement. the Respondent provided an undertaking under section 190 of the Fair Work Act, which is now part of the agreement. The CFMEU Maritime Union of Australia Division declared its desire for the agreement to cover it.
Application by Transport Workers' Union of Australia (179V)
The Transport Workers' Union of Australia (TWU) applied for a protected action ballot order under section 437 of the Fair Work Act 2009. This relates to employees of Border Express Pty Ltd, concerning negotiations for a new enterprise agreement to replace three existing agreements. The TWU aims to create a single agreement covering multiple sites. Border Express did not object to the application. The ballot will be conducted by Fair Vote Services Pty Ltd.
the Applicant v Air Liquide Healthcare Pty Ltd.
the Applicant was dismissed by Air Liquide Healthcare Pty Ltd after 10 days of employment due to performance issues. He disputes these criticisms and filed an application with the Fair Work Commission on February 19, 2026, which was 34 days after his dismissal. This was outside the standard 21-day timeframe. the Applicant sought an extension of time to proceed with his claim, citing delays in receiving a termination letter, language and legal complexity, attempts at dispute resolution, financial difficulties paying the application fee, and emotional distress following the dismissal.
the Applicant v Coles Supermarkets Australia Pty Ltd
the Applicant lodged an unfair dismissal application with the Fair Work Commission on April 10, 2026. He was represented by a lawyer. Coles Supermarkets Australia Pty Ltd, represented by a lawyer, responded to the application. The hearing took place in Sydney on July 22, 2026.
Application by Securetel (Aust) Pty. Ltd. Trading AS Securetel
Securetel (Aust) Pty. Ltd. (the Employer) applied to terminate the Securetel (Aust) Pty. Ltd. and ETU Enterprise Agreement 2018-2021, which expired on March 31, 2021. The Communications, Electrical, Electronic, Energy, Information, Postal, Plumbing and Allied Services Union of Australia (ETU) is covered by the agreement. The Employer stated it has no employees currently or likely to be covered by the agreement and is not a trading entity. The ETU confirmed they had no objections to the termination application.
Application by "Automotive, Food, Metals, Engineering, Printing and Kindred Industries Union" known as the Australian Manufacturing Workers' Union (AMWU) (188V)
The Australian Manufacturing Workers' Union (AMWU) applied for a protected action ballot order under section 437 of the Fair Work Act 2009. This relates to employees of The Trustee for Regal Cream Products Trust, trading as Bulla Dairy Foods. Another union, the Communications, Electrical, Electronic, Energy, Information, Postal, Plumbing and Allied Services Union of Australia (CEPU), also made a similar application regarding the same proposed agreement. Bulla Dairy Foods did not object to the AMWU's application.
Application by Communications, Electrical, Electronic, Energy, Information, Postal, Plumbing and Allied Services Union of Australia (128V)
The Communications, Electrical, Electronic, Energy, Information, Postal, Plumbing and Allied Services Union of Australia applied to extend the period for industrial action authorized by a protected action ballot (PR799661) in matter B2026/487. The ballot was declared on 18 May 2026. Section 459(3) of the Fair Work Act allows for extensions of up to 30 days, provided certain conditions are met and the period hasn't been extended before. Isis Central Sugar Mill Company Limited did not object to the application.
Application by RL Circular Operations Pty Ltd
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.
the Applicant v Avid Holding Pty Ltd
the Applicant was dismissed from Avid Holding Pty Ltd on October 15, 2025, as an Electrical Apprentice. She filed a claim for unfair dismissal under the Fair Work Act. The hearing was scheduled for May 28, 2026. the Applicant initially sought to recuse the Commissioner, which was denied. She then attempted to appeal this decision but proceeded to miss the hearing without explanation or participation.
Application by Optia Limited Trading AS Possability
Optia Limited, trading as Possability, and its employees represented by the Health Services Union (HACSU) are in dispute over a new enterprise agreement to replace the Optia Limited Disability Services Enterprise Agreement Victoria 2022–2025. Negotiations began in October 2024 and have involved 29 meetings. The employer faces funding shortfalls and seeks changes to existing entitlements, while employees are concerned about potential loss of benefits. The Fair Work Commission was asked to assist in resolving the dispute.
Application by Best Fab Pty Ltd
Best Fab Pty Ltd sought approval for its Best Fab P/L Collective Agreement 2026-2031, covering employees in the building, metal and civil construction industries. The company provided written undertakings to address potential financial detriment to employees. The agreement is a single enterprise agreement.
Application by CFMEU (105N)
The CFMEU applied for approval of an enterprise agreement between Stone Care Plus Pty Ltd (trading as Clean Seal Stone Care) and the CFMEU (Victorian Construction and General Division) Subcontractors Caulking & Sealing Enterprise Agreement 2024–2027. The agreement covers a portion, but not all, of Stone Care Plus’s employees. The CFMEU is the bargaining representative for the agreement.
the Applicant v Clmg Media Pty Ltd
the Applicant lodged an unfair dismissal application against CLMG Media Pty Ltd on May 20, 2025. Shortly after, a liquidator was appointed to CLMG Media Pty Ltd on August 20, 2025. Due to the company's winding up, the Applicant’s case was referred under section 500(2) of the Corporations Act 2001, requiring court leave to proceed. The Fair Work Commission sent multiple communications to the Applicant requesting confirmation about seeking this leave and warning him that his application could be dismissed if he didn't respond. He did not reply.
Application by Gamuda Geo Pty Ltd
Gamuda Geo Pty Ltd applied to the Fair Work Commission for approval of a greenfields agreement, the Gamuda GEO Pty Limited / CFMEU Collective Agreement 2026-2027. The Commission investigated whether the agreement related to a genuine new enterprise as required by the Fair Work Act 2009. The Construction, Forestry, Maritime, Mining and Energy Union (CFMEU) represents the employees covered by the agreement.
Application by United Workers' Union (108V)
The United Workers' Union (UWU) applied for a protected action ballot order under section 437 of the Fair Work Act 2009. The application relates to employees of Lactalis Australia Pty Ltd. UWU stated they have been genuinely trying to reach an agreement with Lactalis. Lactalis did not object to the application.
Application by United Workers' Union (108V)
The United Workers' Union (UWU) applied for a protected action ballot order under section 437 of the Fair Work Act 2009. The application relates to employees of Arnott’s Biscuits Limited. The UWU and Arnott’s have been bargaining over an enterprise agreement. Arnott’s did not object to the application. A declaration from an Organiser for the UWU outlined the steps taken in negotiations with Arnott's.
the Applicant v Bundaleer Care Operations Limited
the Applicant was employed by Bundaleer Care Operations Limited from April 2024 until his dismissal on January 23, 2026. The company alleged he consumed alcohol on premises, failed to follow directions regarding alcohol consumption, and incorrectly claimed call-out payments. the Applicant responded to the allegations, denying some claims and stating others were beyond his control. Bundaleer Care Operations Limited subsequently asked him to show cause as to why his employment should not be terminated.
Application by Structural Concrete Industries (Aust) Pty Ltd Trading AS Structural Concrete Industries
Structural Concrete Industries (Aust) Pty Ltd, trading as Structural Concrete Industries, applied to the Fair Work Commission for approval of a new enterprise agreement. The agreement is called the Structural Concrete Industries (Aust) Pty Ltd Enterprise Agreement 2026. The Australian Workers’ Union (AWU) was involved in bargaining and indicated it wanted the agreement to cover its members.
Application by The Australasian Meat Industry Employees Union (007V)
The Applicant applied to extend the period for industrial action authorized by a protected action ballot (PR811319) in relation to matter B2026/717. The ballot was declared on July 6, 2026. Section 459(3) of the Fair Work Act allows for extensions of up to 30 days if certain conditions are met. Wingham Beef Exports Pty Limited, the employer, did not object to the application.
the Applicant v Bendigo East Amateur Swimming Club Inc
the Applicant commenced proceedings under section 365 of the Fair Work Act 2009, alleging unfair dismissal by Bendigo East Amateur Swimming Club Inc. He filed his application approximately 16 days after the 21-day deadline. the Applicant cited several reasons for the delay including caring for her partner with PTSD, undergoing eye surgery and recovery, and feeling shocked by the dismissal. He provided medical evidence supporting his vision impairment following surgery.
Application by Port Of Townsville Limited Trading AS Port Of Townsville
Port Of Townsville Limited Trading AS Port Of Townsville sought approval for a new enterprise agreement, called the Port of Townsville Limited Marine Pilots Enterprise Agreement 2026. The application was made under section 185 of the Fair Work Act 2009. The Australian Maritime Officers’ Union (AMOU) indicated they wished to be covered by the agreement.
Application by Adbervkat Pty Ltd
Adbervkat Pty Ltd, trading as Mechpro Solutions AU, applied for approval of a greenfields enterprise agreement. The agreement, titled 'MechPro Solutions CFMEU and AMWU Yallourn Power Station & Open Cut Mine Enterprise Agreement 2026', covers employees at the Yallourn Power Station and open cut mine. The Australian Manufacturing Workers’ Union (AMWU) and Construction Forestry Maritime Mining and Energy Union (CFMEU) are parties to the agreement.
Application by Service Stream Maintenance Pty Ltd Trading AS Service Stream
Service Stream Maintenance Pty Ltd applied for approval of a new enterprise agreement, called the Service Stream Maintenance and ETU Enterprise Agreement 2025 – 2029. The Communications, Electrical, Electronic, Energy, Information, Postal, Plumbing and Allied Services Union of Australia (CEPU) is a bargaining representative for the agreement and wants it to cover them.
the Applicant v Australian Financial Complaints Authority Limited
the Applicant, a Dispute Resolution Specialist at Australian Financial Complaints Authority Limited (AFCA), requested to permanently work from home due to caring responsibilities for his child and spouse. AFCA initially approved this request temporarily but later refused the permanent arrangement, proposing a gradual return to the office. the Applicant appealed the decision, citing concerns about communication and alignment with company policy. He had worked at AFCA since 2019 and previously worked from home during lockdowns.
Application by The Trustee For Kingi Moana Family Trust Trading AS All Over H2o Water Cartage Pty Ltd
The Trustee For Kingi Moana Family Trust Trading As All Over H2O Water Cartage Pty Ltd applied for approval of the All Over H2O Water Cartage Pty Ltd Enterprise Agreement 2026. The agreement is a single enterprise agreement covering employees in the road transport industry.
the Applicant v Vicprop Oc Pty Ltd
the Applicant made an application to the Fair Work Commission under section 526 of the Fair Work Act 2009. The application concerned her complaint about Vicprop Oc Pty Ltd’s conduct before she resigned, specifically their refusal to accept that she was fit for work. the Applicant did not allege a stand down under section 524.
the Applicant v Koko Amusement Pty Ltd
the Applicant worked part-time for Koko Amusement Pty Ltd from June 2025. There was a verbal agreement about his hours, but the company didn't follow award requirements regarding written agreements on work patterns. His hours and wages were significantly reduced after November 2025, following a complaint he made to the Fair Work Ombudsman about the company’s compliance with the Amusement, Events and Recreation Award 2020. The company then formally confirmed his reduced hours via email. He resigned in January 2026.
the Applicant v The Trustee For Adriatic Stone Unit Trust
the Applicant worked as an estimator for The Trustee For Adriatic Stone Unit Trust from February 2023 until March 2026, after previously working as a contractor since September 2014. She was dismissed with immediate effect on March 10, 2026, via a letter citing the company's financial stress and potential administration or liquidation. The business is a family-run operation in Braeside, Victoria. her partner was also subsequently dismissed. At the time of her dismissal, there were 16 employees. the Applicant claims she suggested alternatives to dismissal but they were rejected.
Application by EG Fuelco (Australia) Limited Trading AS EG Australia
EG Fuelco (Australia) Limited, trading as EG Australia, applied to the Fair Work Commission for approval of the EG Australia Fuel & Convenience Enterprise Agreement 2026. The Australian Workers’ Union (AWU) and the Shop, Distributive and Allied Employees’ Association (SDA) were bargaining representatives for the agreement. The application was made under section 185 of the Fair Work Act 2009.
Application by Australian Business Industrial (143N) & NSW Business Chamber Ltd,Application by Nsw Business Chamber Limited & Australian Business Industrial (143N),Application by Australian Industry Group T/A Ai Group
Australian Business Industrial (ABI) and The Australian Industry Group (Ai Group) applied to vary two awards: the Clerks—Private Sector Award 2020 and the Banking, Finance and Insurance Award 2020. They proposed new clauses allowing employers to pay employees a rate above the award minimum while potentially exempting them from certain provisions like penalty rates. The Australian Municipal, Administrative, Clerical and Services Union (ASU) and the Finance Sector Union of Australia (FSU) opposed these applications. A legal professional privilege claim arose regarding documents, and the Fair Work Amendment (Protecting Penalty and Overtime Rates) Act 2025 (Amendment Act) introduced section 135A impacting penalty rates.
Application by the Applicant
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.
Application by Transport Workers' Union of Australia (179V)
The Transport Workers' Union of Australia (TWU) applied for a protected action ballot order concerning employees of Cleanaway Operations Pty Ltd. The union aimed to conduct a non-AEC electronic ballot. Initially, the Respondent objected but later withdrew their objections and accepted an amendment to the ballot question regarding work attire with TWU branding. The application was made under section 437 of the Fair Work Act 2009.
Application by The Association of Professional Engineers, Scientists and Managers, Australia (215V)
The Association of Professional Engineers, Scientists and Managers, Australia (PA) sought to extend the Tahmoor Coal Pty Limited Management Team Workplace Agreement 2006. This was the fourth extension application for the agreement, which initially operated under transitional provisions from 2009. Previous extensions were granted based on employee benefit and appropriateness. Bargaining for a replacement agreement had begun but was delayed due to the company entering liquidation and pending sale of the business. Tahmoor Coal Pty Ltd, through its liquidator, consented to the extension.
the Applicant v Whitefox Real Estate Pty. Ltd.
the Applicant lodged an unfair dismissal application with the Fair Work Commission on July 28, 2025. The application was incomplete, specifically missing the date of his employment commencement. The Commission attempted to contact the Applicant via email and telephone multiple times between August 2, 2025, and June 3, 2026, requesting completion of the form and warning him that the application could be dismissed if not rectified. Despite these attempts, the Applicant did not respond or submit a complete application.
Application by R2s Medical & Emergency Response Pty Ltd
R2s Medical & Emergency Response Pty Ltd faced applications from 59 employees seeking to vary their redundancy pay. The initial hearing on July 27, 2026, resulted in the dismissal of all applications concerning employees covered by the Black Coal Mining Industry Award 2020 (BCMIA). A dispute arose regarding whether the Applicant’s employment fell under the BCMIA or the Nursing Award 2020. It was later confirmed that the Applicant’s employment was indeed governed by the BCMIA.
Application by Bethany Christian Care
Bethany Christian Care, an aged care provider, sought approval for its Support Staff Enterprise Agreement 2026. The agreement is a single enterprise agreement covering employees. Bethany Christian Care provided written undertakings to the Fair Work Commission. The United Workers’ Union (UWU) notified their desire for the agreement to cover them.
the Applicant v Eastwood Tilt Tray & Towing Service Pty Ltd T/A Gladesville Towing And Haulage
the Applicant was employed as a Tilt Tray Operator/Heavy Rigid Truck Driver by Eastwood Tilt Tray & Towing Service Pty Ltd (GTAH), trading as Gladesville Towing & Haulage, from August 7, 2023, until November 24, 2025. GTAH terminated his employment without notice due to alleged serious misconduct related to safety issues and damage to a truck he was assigned. the Applicant denies the allegations and seeks compensation for unfair dismissal. GTAH claims it is a small business employer and complied with the Small Business Fair Dismissal Code.
the Applicant v National College of Australia Pty Ltd
the Applicant commenced an unfair dismissal claim against National College of Australia Pty Ltd in January 2026, alleging her dismissal was harsh, unjust or unreasonable. the Respondent raised jurisdictional objections including that the application was out of time, it was a genuine redundancy and that they were a small business employer complying with the Small Business Fair Dismissal Code. the Applicant subsequently sought orders to compel the Respondent to produce documents relating to advertised positions and employee lists for associated entities—Australian College of Teacher Aides and Childcare Pty Ltd and Australian Blockchain Association Pty Ltd—which shared an address and director with the Respondent. the Respondent filed counter applications seeking security for costs and dismissal of the Applicant’s claim under s.587 of the Fair Work Act.
the Applicant v CLEANAWAY INDUSTRIES PTY LTD
the Applicant lodged an unfair dismissal application with the Fair Work Commission on June 1, 2026. The application was incomplete because he didn't pay the required fee or obtain a waiver and failed to provide sufficient contact details for CLEANAWAY INDUSTRIES PTY LTD. The Commission repeatedly notified the Applicant of these issues via SMS and email, requesting payment or a waiver and complete information by June 18, 2026. Despite these notifications, he did not respond.
Application by AVIVE Health Pty Ltd Trading AS AVIVE Health
AVIVE Health Pty Ltd, trading as AVIVE Health, sought approval for a single enterprise agreement called the 'AVIVE Victoria Health Professionals Agreement 2025'. The Health Services Union Victoria No. 4 Branch and Health Services Union No. 3 Branch, representing health professionals, were involved in bargaining for the agreement. The employer lodged the application under section 185 of the Fair Work Act.
Application by Austube Mills Pty Ltd Trading AS Austube Mills
Austube Mills Pty Ltd sought approval for the Austube Mills Newcastle Enterprise Agreement 2026 – 2027. The Fair Work Commission considered whether the agreement met requirements under the Fair Work Act, including sections 185, 186 and 187. Concerns were raised regarding clauses related to personal/carers leave, compassionate leave, redundancy, meal allowances, and union delegate rights. The Australian Manufacturing Workers’ Union (AMWU), The Australian Workers’ Union (AWU) and the Communications, Electrical, Electronic, Energy, Information, Postal, Plumbing and Allied Services Union of Australia (CEPU) were bargaining representatives.
Application by Communications, Electrical, Electronic, Energy, Information, Postal, Plumbing and Allied Services Union of Australia (128V)
The Communications, Electrical, Electronic, Energy, Information, Postal, Plumbing and Allied Services Union of Australia (CEPU) applied for approval of a single enterprise agreement called the Australian Hot Taps Pty Ltd and CEPU – Plumbing Division (Vic) Plumbing Enterprise Agreement 2024 – 2027. The company involved is Australian Hot Taps Pty Ltd. While there was a minor procedural error in how employees were notified of their representational rights, it did not disadvantage them.
Application by Amnesty International Australia
Amnesty International Australia sought approval for its 'Amnesty International Australia Employment Agreement 2026'. The application was made under section 185 of the Fair Work Act 2009. The Australian Municipal, Administrative, Clerical and Services Union indicated it wished the agreement to cover them.
Application by Burleigh Marr Distributions Pty Ltd Trading AS Bidfood Cheese Processing Yatala
Burleigh Marr Distributions Pty Ltd, trading as Bidfood Cheese Processing Yatala (the Applicant), sought approval for a new enterprise agreement called the Bidfood Cheese Processing Yatala – Enterprise Agreement 2026. The application was made under section 185 of the Fair Work Act 2009. This is a single-enterprise agreement covering employees in the food, beverages and tobacco manufacturing industry.
Application by Geelong Cemeteries Trust
The Geelong Cemeteries Trust sought approval for its Enterprise Agreement 2025. The Australian Workers’ Union (AWU) was the bargaining representative. The Commission identified errors in clause 52, relating to delegates' rights and terminology inconsistencies with modern awards. The employer proposed variations to correct these issues, which the AWU did not oppose.
Application by the Applicant
The Applicant, a caretaker for Sanctuary at Buderim in Queensland (through her company Laro Real Estate Pty Ltd), applied to the Fair Work Commission seeking orders to stop bullying by the Sanctuary Committee. The dispute arose from disagreements about the scope of the Applicant's duties and remuneration under a Caretaker Contract. Previous attempts to resolve the issues through settlement agreements had failed, leading to further disputes and allegations of unreasonable behaviour by the committee including criticism, inconsistent directions, exclusion from processes, misleading information, micromanaging, and monitoring. A proposed sale of the Caretaker Contract also faced difficulties.
Application by Kone Elevators Pty Ltd Trading AS Kone
Kone Elevators Pty Ltd applied to the Fair Work Commission for approval of the KONE Elevators Sydney Regions Enterprise Agreement 2026. The agreement is a single enterprise agreement covering employees in the building, metal and civil construction industries. Both the Communications, Electrical, Electronic, Energy, Information, Postal, Plumbing and Allied Services Union of Australia (CEPU) and the Australian Manufacturing Workers’ Union (AMWU) were bargaining representatives for the agreement and notified the Commission they wished to be covered by it.
Application by Ventia Australia Pty Ltd
Ventia Australia Pty Ltd sought approval for the Ventia and AWU Eastlink Control Room Enterprise Agreement 2026. The agreement is a single enterprise agreement covering employees in the clerical industry. An earlier version of the Notice of Employee Representational Rights was initially issued, but Ventia addressed concerns about this. The Australian Workers’ Union (AWU) indicated their support for the agreement's coverage.
Application by Transport Workers' Union of Australia (179V)
The Transport Workers' Union of Australia (TWU) applied for an employee-like worker minimum standards order on December 17, 2025. The proposed order covers workers performing ‘on-demand’ passenger transport work. the Commissioner initially handled the matter before referring it to Commissioner Tran for conferencing. A case management conference was held on June 29, 2026, to discuss procedural matters.
Application by Madad Pty Ltd Trading AS Sealy Of Australia
Madad Pty Ltd, trading as Sealy of Australia, sought approval for the Madad Pty Ltd Workplace Agreement 2025. The agreement is a single enterprise agreement covering employees in manufacturing and associated industries. The Construction, Forestry and Maritime Employees Union (CFMEU) notified their intention to be covered by the agreement under section 183 of the Fair Work Act. References to the Manufacturing Division of the CFMEU were interpreted as references to the Construction and General Division.
Application by Mining and Energy Union (301V)
The Mining and Energy Union applied to extend the period for industrial action authorised by a protected action ballot (PR799879) in relation to matter B2026/515. The ballot result was declared on June 1, 2026. United Wambo Open Cut Pty Ltd, the employer, did not object to the extension.
the Applicant v Digga Australia Pty Ltd
the Applicant lodged an application with the Fair Work Commission on July 12, 2026, alleging contraventions involving dismissal. The application was filed under section 365 of the Fair Work Act 2009. However, the required application fee wasn't paid or waived. The Commission repeatedly notified the Applicant about the outstanding fee via SMS and email, providing opportunities for payment or a fee waiver until July 31, 2026. He did not respond to these notifications.
Application by Timber, Furnishing and Textiles Union (302V)
The Applicant applied to the Fair Work Commission for approval of a single-enterprise agreement with Mathews Timber Pty Ltd. The agreement is called the Mathews Timber Pty Ltd and TFTU Union Collective Bargaining Agreement 2026. The union acts as a bargaining representative for the employees. The Respondent provided an undertaking that more beneficial entitlements under the National Employment Standards (NES) will prevail if there's a conflict.
Application by Hunter Readymixed Concrete Pty Ltd
Hunter Readymixed Concrete Pty Ltd sought approval for the Hunter Readymixed Concrete Enterprise Agreement 2026. After filing, the company identified an error in Schedule A of the agreement. This schedule incorrectly applied casual employee loadings at the same rate as permanent employees. The Transport Workers’ Union of Australia (TWU) was a bargaining representative and did not oppose the variation.
the Applicant v Woolworths Group Limited Trading AS Primary Connect
the Applicant was employed as a storeman at a Woolworths distribution centre in Mulgrave, Melbourne, since 2002, with prior service recognised from his previous employer. From 2022, he experienced frequent absences due to health issues and increased care responsibilities for his son. He received multiple directions from Woolworths requiring notice and supporting documentation for absences. On April 7, 2025, Woolworths issued a letter stating he wasn't meeting job requirements and invited him to respond. His employment was terminated on April 16, 2025. the Applicant appealed the Deputy President’s decision that Woolworths had valid reasons for dismissal.
the Applicant v Tesa Group Pty Ltd
the Applicant was employed by Tesa Group Pty Ltd, a labour hire company contracted to Glencore, as a Mineworker Level 3 under the TESA Group Enterprise Agreement 2022 from January 28, 2020. He initially started as a Trainee, then worked as a casual Experienced Operator until October 26, 2024, when he converted to full-time employment. His role ended on August 22, 2025. Tesa decided to remove four experienced operators, including the Applicant, from the Bulga mine due to Glencore’s direction and spent six weeks seeking alternative roles without success.
Application by Furmanite Australia Pty Ltd
Furmanite Australia Pty Ltd applied for approval of the TEAM Industrial Services Australia Enterprise Agreement 2025-2028. The agreement is a single enterprise agreement and replaces a previous one that was terminated on July 2, 2026. It does not cover all employees but the group covered was fairly chosen.
Qube Ports Pty Ltd v the Applicant
the Applicant was employed as a stevedore at Qube Ports Pty Ltd from 2009 until his termination on January 15, 2025. The dismissal followed allegations of inappropriate workplace conduct, including showing photos of coworkers and making offensive remarks. A formal warning was issued in April 2024, stating further misconduct could lead to termination. Approximately 180 employees work at the Port of Melbourne site, with around 150 being stevedores. the Applicant lodged an unfair dismissal application which was initially dealt with by the Commissioner.
the Applicant v Central Seq Distributor-Retailer Authority
the Applicant, a Water Industry Worker at Central Seq Distributor-Retailer Authority (Urban Utilities), took authorised annual leave in October 2025. He did not return to work as expected and didn't contact his employer. Urban Utilities continued paying him for a period before requesting he access further paid leave. the Applicant then sent an email from a private address to executives, parliamentarians, and board members. After repeated unsuccessful attempts to contact him, Urban Utilities initiated a welfare check with the police and subsequently advised him that his employment would be terminated if he didn't respond by January 22, 2026. He eventually sent a text message about an email address change but did not clarify his intentions. Urban Utilities then formally terminated his employment.
the Applicant v Linfox Australia Pty Ltd
the Applicant, a casual employee of Linfox Australia Pty Ltd, initiated a dispute regarding the interpretation of '10 working days' in clause 71.3(a) of their enterprise agreement with the Transport Workers Union. the Applicant was suspended for investigation following a motor vehicle incident and wants to be paid for those suspension days. He argues 'working days' refers to business operating days, while Linfox contends it means his usual workdays. the Applicant initially commenced employment in 2005, converted to permanent part-time in 2016, then back to casual in 2017. His role involves delivering groceries using a heavy vehicle.
Application by Communications, Electrical, Electronic, Energy, Information, Postal, Plumbing and Allied Services Union of Australia (128V)
The Applicant applied for approval of an enterprise agreement. The agreement is between Sublime Air Conditioning Pty Ltd and the CEPU - Plumbing Division NSW Branch Mechanical (Sheetmetal). It covers a new workplace, known as a greenfields site. The application was made under section 185 of the Fair Work Act 2009.
Application by the Applicant
the Applicant applied to the Fair Work Commission seeking a remedy for unfair deactivation. He worked as an Uber driver for Raiser Pacific Pty Ltd, using a digital account managed by the company. the Applicant believed his account was deactivated on June 23, 2026, but later clarified it was actually deactivated in July 2020 when he returned to Australia after being overseas.
Application by Bridgestone Australia Ltd. Trading AS Bridgestone
Bridgestone Australia Ltd., trading as Bridgestone, applied to the Fair Work Commission for approval of a single enterprise agreement. The agreement is called the Bridgestone Australia Ltd. Smeaton Grange Warehouse Enterprise Agreement 2026 and covers employees at their Smeaton Grange warehouse. The application was made under section 185 of the Fair Work Act 2009.
the Applicant v Northern Health
the Applicant lodged an unfair dismissal application with the Fair Work Commission on April 14, 2026. The Commission noted that the application appeared to be filed outside of the 21-day time limit for lodging applications. Staff attempted to contact the Applicant via email on two occasions to address this issue but received no response. This led the Commission to consider dismissing the application.
Application by the Applicant
The Applicant applied to the Fair Work Commission on May 14, 2026, seeking an order to stop bullying at work. The application named Uniting NSW.ACT and individuals the Applicant interacted with during her employment. Her employment was terminated on June 30, 2026. It is agreed that she no longer works for Uniting or interacts with the named individuals.
the Applicant v Commonwealth Bank of Australia
the Applicant worked for Commonwealth Bank of Australia (CBA) as a contractor through Hays from February 2022 to August 2023, and then directly for CBA as a Customer Service Specialist from February 2025. His employment contract was for a maximum term ending on February 3, 2026. CBA informed him in January 2026 that his contract would not be renewed. the Applicant filed an unfair dismissal application after his employment ended.
Application by Adbri Concrete And Quarries Sa Pty Ltd
Adbri Concrete and Quarries SA Pty Ltd sought approval for its 'Drivers Enterprise Agreement'. The agreement covers employees in the road transport industry. Minor errors occurred in the Notice of Employee Representational Rights (NERR), including an incorrect company name and a differing coverage clause. the Respondent explained these were technical errors due to a name change during bargaining, and employees remained aware of their coverage.
Application by Equans Fire Protection Services Pty Ltd
Equans Fire Protection Services Pty Ltd applied for approval of a new enterprise agreement, titled the Equans Fire Protection Services Pty Ltd & ETU Electrical Contracting Enterprise Agreement 2025 – 2029. The agreement is a single enterprise agreement covering employees in the electrical contracting industry. The Communications, Electrical, Electronic, Energy, Information, Postal, Plumbing and Allied Services Union of Australia (CEPU) indicated it wished to be covered by the agreement.
Application by Evolv Building Technologies (Construction) Pty Ltd Trading AS Evolv Building Technologies (Construction)
Evolv Building Technologies (Construction) Pty Ltd applied to have its enterprise agreement, the Evolv Building Technologies (Construction) Pty Ltd and ETU Electrical Contracting Enterprise Agreement 2025 – 2029, approved. The Communications, Electrical, Electronic, Energy, Information, Postal, Plumbing and Allied Services Union of Australia (CEPU) is a bargaining representative for the agreement. A procedural error occurred; notice of employee representational rights was not provided within the required 14-day timeframe.
the Applicant v Bibis Adventures Pty Ltd
the Applicant worked at Bibi's Italian Restaurant (formerly Manos) from 2007 until January 2026, when she stopped receiving shifts and communication from Bibis Adventures Pty Ltd, owned by the Respondent. The Applicant filed an unfair dismissal application under the Fair Work Act 2009. A determinative conference was scheduled, but the Respondent failed to attend or submit materials despite multiple reminders and extensions of time. He claimed a back injury and confusion regarding the process. The Applicant provided evidence detailing her long employment history, changes in ownership, and communication with the Respondent leading up to the cessation of shifts.
Application by CFMEU (105N)
The CFMEU applied to have the KUDOS FITOUT & CAULK PTY LTD and the CFMEU (Victorian Construction and General Division) Subcontractors Caulking & Sealing Enterprise Agreement 2024 - 2027 approved. The agreement covers a single enterprise. The CFMEU, acting as a bargaining representative, notified their intention for the agreement to cover them.
the Applicant v the Respondent
the Applicant lodged an unfair dismissal application against the Respondent on June 9, 2026. The Applicant stated he began employment on June 6, 2025, but was unsure of his dismissal date. He later indicated a ‘final pay’ occurred on May 16, 2026. This placed the application one day outside the statutory 21-day timeframe for lodging an unfair dismissal claim. The Respondent is a small business owner. The Applicant stated he had not completed twelve months of employment.
Application by Jvat Industries
Jvat Industries Pty Ltd sought approval for the JVAT Industries Pty Ltd & The Australian Workers’ Union Major Projects Agreement 2026. This is a greenfields agreement covering building, metal and civil construction industries. The application was made under section 185 of the Fair Work Act 2009. Jvat Industries provided written undertakings as part of the approval process.
the Applicant v Director-General, Department Of Transport And Major Infrastructure
the Applicant applied to the Fair Work Commission to challenge her termination of employment by the Respondent. She filed the application two days late, on 16 May 2026, after being dismissed on 23 April 2026. The Respondent objected, arguing there were no exceptional circumstances to justify an extension of time. the Applicant claimed confusion about workplace rights due to her status as a public sector employee and reliance on the Australian Human Rights Commission for discrimination concerns.
the Applicant v Bellassai Link Cooperation Pty Ltd
the Applicant lodged an unfair dismissal application with the Fair Work Commission on November 26, 2025. He stated he worked for Bellassai Link Cooperation Pty Ltd from July 30, 2025, until his dismissal on September 26, 2025. The company was a small business employer at the time of his dismissal. Commission staff advised the Applicant about the minimum employment period requirement and subsequently warned him that his application might be dismissed if he didn't respond.
the Applicant v Birchan Pty Ltd Trading As Vic’s Premium Quality Meats
the Applicant brought an unfair dismissal claim against Birchan Pty Ltd Trading As Vic’s Premium Quality Meats. She alleged she was unfairly dismissed and had previously signed an employment contract in June 2022, including an Individual Flexibility Agreement (IFA). The IFA stipulated an ‘Above Award Base Salary’ of $70,000 annually. the Applicant received $30,704.42 in salary payments during a six-month period and $3633.44 in workers' compensation payments. She sought compensation of $35,000.
Application by "Automotive, Food, Metals, Engineering, Printing and Kindred Industries Union" known as the Australian Manufacturing Workers' Union (AMWU) (188V)
The Australian Manufacturing Workers' Union (AMWU) applied for a protected action ballot order under section 437 of the Fair Work Act 2009. This relates to employees of G James Extrusion Co Pty Ltd. The Communications, Electrical, Electronic, Energy, Information, Postal, Plumbing and Allied Services Union of Australia (CEPU) also made a similar application for the same proposed agreement. G James did not object to the AMWU’s application. The ballot will be conducted by Democratic Outcomes Pty Ltd (CiVS).
Application by Innovative Asset Solutions Pty Ltd T/A IAS
Innovative Asset Solutions Pty Ltd (IAS) sought approval for its Enterprise Agreement 2024. The Australian Workers’ Union and CEPU raised objections, including concerns about whether employees who approved the agreement were sufficiently representative and if it passed the ‘better off overall test’ (BOOT). A previous decision had refused approval because all approving employees were casuals. IAS appealed this refusal, and a Full Bench of the Fair Work Commission overturned the initial decision.
Application by Saint Stephen's College Limited Trading AS Saint Stephen's College
Saint Stephen's College Limited, trading as Saint Stephen’s College, applied for approval of the Saint Stephen’s College Enterprise Agreement 2026 under section 185 of the Fair Work Act 2009. A minor discrepancy existed between the agreement title in the Notice of Employee Representational Rights and the actual agreement. The Independent Education Union of Australia (IEUA) and the Australian Nursing and Midwifery Federation (ANMF) indicated they wanted the agreement to cover them.
Application by K&S Freighters Pty Ltd Trading AS K&S Freighters
K&S Freighters Pty Ltd applied to have its 'K&S Freighters (Full Load) Victorian Drivers Enterprise Agreement 2025' approved by the Fair Work Commission. The agreement covers a group of Victorian drivers. There was a minor discrepancy between the title in the agreement and the Notice of Employee Representation Rights, but this was considered a technical error. The Transport Workers Union (TWU) indicated they wanted the agreement to cover them.
the Applicant v Rasier Pacific Pty Ltd
the Applicant applied for an unfair dismissal remedy in April 2026, claiming he was dismissed around mid-2018, later amended to February/March 2019. He stated he was unfamiliar with Australian law and Uber didn't inform him of time limits. The application was filed over 2,500 days late. the Applicant initially used the wrong form (F2) and then submitted a Form F89 seeking reactivation of his Uber account.
Application by CFMEU (105N)
The CFMEU applied to have the ASIN PTY LTD and the CFMEU (Victorian Construction and General Division) Subcontractors Carpentry & Joinery Enterprise Agreement 2024 – 2027 approved. The agreement covers a group of employees, but not all employees of the employer. ASIN PTY LTD and the CFMEU were involved in creating this enterprise agreement.
the Applicant v Splash’s Pakenham Pty Ltd
the Applicant applied to the Fair Work Commission on February 10, 2026, seeking a remedy for unfair dismissal from Splash’s Pakenham Pty Ltd. The Applicant failed to attend multiple times despite reminders and requests for explanation. She did not respond to emails from the Commission requesting an explanation for her non-compliance with directions regarding her case.
Application by the Applicant
The Applicant, through her company Jonrad Pty Ltd, provided parcel delivery services to BESB Couriers, which contracts with Australia Post. Initially, the Applicant worked under a contract between Jonrad and BESB Couriers, which ended on September 28, 2025. She then performed deliveries directly for BESB Couriers from November 12, 2025, without signing a formal subcontractor agreement. Issues arose including van breakdowns, absences during peak periods, complaints about her delivery performance and a comment she made suggesting she would only return to the Toukley run if a full-time driver wasn't found. On February 5, 2026, BESB Couriers informed the Applicant via text message that they had found a full-time driver for the Toukley area.
Application by The Trustee For The Advanced Contracting Security Unit Trust Trading AS Advanced Contracting Security Pty Ltd
The Trustee for The Advanced Contracting Security Unit Trust, trading as Advanced Contracting Security Pty Ltd (the Employer), sought approval of the Advanced Contracting Security Pty Ltd Enterprise Agreement 2026-2030. This is a single enterprise agreement covering employees in the electrical contracting industry.
Application by Bluescope Steel Limited Trading AS Lysaght Cardiff
Bluescope Steel Limited, trading as Lysaght Cardiff (the Employer), applied to the Fair Work Commission for approval of a new enterprise agreement called the Lysaght Cardiff Enterprise Agreement 2026. The Australian Workers’ Union (AWU) notified the Commission that it wished to be covered by the agreement. This was a single-enterprise agreement covering employees.
Application by United Workers' Union (108V)
The United Workers' Union applied to extend the period for industrial action authorized by a protected action ballot (PR810156) in relation to matter B2026/549. The ballot result was declared on June 2, 2026. Section 459(3) of the Fair Work Act allows the Commissioner to extend this period by up to 30 days if certain conditions are met, and the period hasn't been extended before. Tatura Milk Industries Pty Ltd, the employer, did not object to the application.
Application by Geelong Gallery Limited Trading AS Geelong Gallery
Geelong Gallery Limited Trading As Geelong Gallery sought approval for the Geelong Gallery Limited Enterprise Agreement 2025 – 2028. The agreement is a single enterprise agreement covering employees in the tourism industry. the Applicant provided written undertakings and addressed concerns from bargaining representatives. Errors were identified in clauses 1.8 (expiry date) and 1.10 (gender equity terminology). These errors did not receive objections from bargaining representatives.
Application by Cleanaway Operations Pty Ltd
Cleanaway Operations Pty Ltd applied for approval of the Cleanaway Oils & Technical Services Queensland Maintenance Enterprise Agreement 2026 under section 185 of the Fair Work Act 2009. The agreement is a single enterprise agreement. The Australian Workers’ Union (AWU) and the Australian Manufacturing Workers' Union (AMWU) indicated they want the agreement to cover them.
Application by Nexus Mining Pty Ltd
Nexus Mining Pty Ltd applied to the Fair Work Commission for approval of its Enterprise Agreement 2025. The agreement is a single enterprise agreement covering employees of Nexus Mining Pty Ltd, a company in the coal industry. The Mining and Energy Union acted as a bargaining representative during negotiations.
Application by Globe International Limited
Globe International Limited (Globe) applied to terminate its Enterprise Agreement 2022 with the United Workers Union. The agreement nominally expired on June 30, 2024 and covered Globe and its employees. the Applicant at Globe, VP Operations, filed a declaration supporting the termination. A staff vote was held on April 1, 2026, where 12 out of 15 employees voted, with 11 approving the termination. The United Workers Union confirmed it did not object to the application.
the Applicant v Monash Health
the Applicant was employed by Monash Health (the Respondent) as an International Medical Graduate Affairs Coordinator from January to December 2025. His role involved coordinating administrative processes for international medical graduates. Performance issues arose quickly, including lateness and incomplete tasks. A Management Support Plan (MSP) was proposed to address these concerns, offering flexible work arrangements and mentoring. the Applicant later claimed he did not agree to the MSP and raised complaints about bullying and workload imbalance. He also submitted a workers compensation claim citing workplace stress. Monash Health requested medical reports outlining necessary adjustments for his return to work, which the Applicant resisted.
Application by The Trustee For The Baker Family Trust Trading AS Drb Mechelec
The Applicant applied to have the DRB MechElec and ETU Electrical Contracting Enterprise Agreement 2025 – 2029 approved. This is a single enterprise agreement covering employees in the electrical contracting industry. The Communications, Electrical, Electronic, Energy, Information, Postal, Plumbing and Allied Services Union of Australia (CEPU) indicated it wished to be covered by the agreement.
Application by Chelgrave Contracting Australia Pty Ltd
Chelgrave Contracting Australia Pty Ltd sought approval for its 'Metals Labour Hire Agreement 2026 – 2029'. This is a single enterprise agreement covering employees of the company. The Australian Manufacturing Workers’ Union (AMWU) notified the Fair Work Commission that it wished the agreement to cover them, as required by law.
Application by "Automotive, Food, Metals, Engineering, Printing and Kindred Industries Union" known as the Australian Manufacturing Workers' Union (AMWU) (188V)
The Australian Manufacturing Workers’ Union (AMWU) applied for a protected action ballot order under section 437 of the Fair Work Act 2009. The application relates to employees of Regional Rolling Stock Maintenance Company Pty Limited. Another union, the Communications, Electrical, Electronic, Energy, Information, Postal, Plumbing and Allied Services Union of Australia (CEPU), also made a similar application for the same proposed agreement. The employer did not object to the AMWU’s application.
Application by Transport Workers' Union of Australia (179V)
The Transport Workers' Union of Australia (TWU) applied for a protected action ballot order under section 437 of the Fair Work Act 2009. This application related to bargaining for a new agreement with SCT OPCO Pty Ltd, trading as SCT Logistics. The union was supported by a statutory declaration from the Applicant. Initially, the Respondent objected to the application but later withdrew its objection after agreed amendments were made to the proposed order.
Application by Community Radio Federation Ltd
Community Radio Federation Ltd applied to have the Community Radio Federation Limited and Media Entertainment and Arts Alliance Bargaining Agreement 2025-2027 approved. The agreement covers a single employer in the broadcasting and recorded entertainment industry. The Media Entertainment and Arts Alliance (MEAA) supports the approval of the agreement and wants it to cover them. A typographical error existed in clause 14.7 regarding redundancy payments.
Application by Austral Constructions Pty Ltd Trading AS Austral Construction Pty Ltd
Austral Constructions Pty Ltd Trading AS Austral Construction Pty Ltd applied to the Fair Work Commission for approval of a single enterprise agreement, named the Austral Construction Pty Ltd Eastern Region Enterprise Agreement 2026. The company filed written undertakings with its application. The agreement covers employees in the building, metal and civil construction industries within the eastern region.
Application by CFMEU (105N)
The CFMEU applied to have the 'COPLAN INTERIORS PTY LTD and the CFMEU (Victorian Construction and General Division) Subcontractors Plastering Enterprise Agreement 2024 - 2027' approved. The agreement covers a group of employees, but not all employees of Coplan Interiors Pty Ltd. The CFMEU is the bargaining representative for the agreement.
Application by Illawarra Coal Holdings Pty Ltd Trading AS Gm3
Illawarra Coal Holdings Pty Ltd, trading as Gm3, sought approval for the Appin Colliery & West Cliff CPP Enterprise Agreement 2026. The agreement covers employees represented by the Mining and Energy Union (MEU) and the Communications, Electrical, Electronic, Energy, Information, Postal, Plumbing and Allied Services Union of Australia (CEPU).
Application by Lactalis Jindi Pty Ltd Trading AS Lactalis Jindi
Lactalis Jindi Pty Ltd, trading as Lactalis Jindi, sought approval for its Maintenance Enterprise Agreement 2026. The agreement is a single enterprise agreement covering employees. The Australian Manufacturing Workers’ Union (AMWU) and Communication, Electrical, Electronic, Energy, Information, Postal, Plumbing and Allied Services Union of Australia (CEPU) indicated their desire for the agreement to cover them.
the Applicant v ISS Integrated Services Pty Ltd
the Applicant was employed by ISS Integrated Services Pty Ltd as a Water Treatment Plant Operator at Saraji Mine in Queensland since October 2020. In March 2025, ISS informed employees about an open tender for their services contract with BHP Mitsubishi Alliance (BMA). Following the tender process, another company won the contract, and ISS’s services were to end on August 31, 2025. the Applicant was on leave when this occurred. He received a letter stating his employment would cease unless he accepted redeployment. ISS offered three FIFO roles in Perth but the Applicant was unsuccessful in obtaining one and subsequently lodged an unfair dismissal claim.
Application by Rawsons Electrical Pty Ltd
Rawsons Electrical Pty Ltd, an electrical contracting company, sought approval for its Rawsons Electrical Pty Ltd Single Enterprise Agreement 2026. The application was made under the Fair Work Act 2009. The agreement includes several written undertakings from the employer. It is a single enterprise agreement covering employees of the company.
Application by CFMEU (105N)
The CFMEU applied to have the Liebherr-Australia Pty. Ltd. and the CFMEU (Victorian Construction and General Division) Subcontractors Tower Crane Riggers Enterprise Agreement 2024–2027 approved. The agreement covers a single enterprise and is intended for subcontractors working in the building, metal, and civil construction industries. The CFMEU notified their intention to be covered by the agreement.
the Applicant v Serco Australia Pty Limited
the Applicant worked for Serco Australia Pty Limited from August 2021, initially as a casual employee before transitioning to fixed-term and then full-time employment. His role was at the Adelaide Immigration Detention Centre. In November 2024, Serco learned its contract with the Department of Home Affairs would not be renewed on December 10, 2024. A handover process began to Secure Journeys, the incoming service provider. the Applicant applied for and accepted a position with Secure Journeys on April 13, 2025, and his last day with Serco was May 5, 2025. Serco communicated various updates to employees regarding redeployment options and the process for those accepting roles with Secure Journeys.
Application by Gippsland Grammar
Gippsland Grammar sought approval for the Gippsland Grammar Enterprise Agreement 2026. The agreement included a clause (2B.4) regarding pay rates for ‘GAP’ assistants, which initially appeared to set their wage at Level 1.2A regardless of age. This raised concerns about whether employees over 20 would be paid appropriately. Gippsland Grammar provided written undertakings to address this issue.
Application by Australian Municipal, Administrative, Clerical and Services Union (052V)
The Applicant applied for a protected action ballot order under section 437 of the Fair Work Act 2009. The application related to employees of the Automotive, Food, Metals, Engineering, Printing and Kindred Industries Union (AMWU). The AMWU did not object to the application. The Applicant stated it had been genuinely trying to reach an agreement with the AMWU during bargaining.
Application by Transdev John Holland Buses (NSW) Pty Ltd
Transdev John Holland Buses (NSW) Pty Ltd, a bus operator, applied to the Fair Work Commission under section 240 of the Fair Work Act 2009 for assistance in resolving a bargaining dispute related to their Bus Operations Agreement 2026. The dispute involved issues like wage and allowance increases, workplace relations training, shift lengths, and rostering. Industrial action was planned to begin shortly. Extensive negotiations occurred between the company and the union before the conference.
the Applicant v Dja Dja Wurrung Clans Aboriginal Corporation
the Applicant was employed by Dja Dja Wurrung Clans Aboriginal Corporation as a Procurement and Asset Management Coordinator from July 2024 to December 2025, under the Social, Community, Home Care and Disability Services Industry Award 2010 (SCHADS Award). The corporation underwent a Strategic Realignment Project following projected financial deficits. This involved consultants Nous Group reviewing the structure. the Applicant's position was made redundant on December 2, 2025, as part of this restructure. She collected her belongings from work and provided a medical certificate. Two administrative staff reported to the Applicant; one position was vacant and another filled by a secondee.
Application by Global Warehousing and Logistics Pty Ltd
Global Warehousing and Logistics Pty Ltd (GWL) sought approval for an enterprise agreement, the Global Warehousing Logistics Pty Ltd and the Australian Workers Union (A.W.U) Truganina Agreement 2026-2029. The Australian Workers’ Union (AWU) supported the agreement and requested it cover them. GWL also sought a variation to correct a drafting error in clause 27.1, which defines an Early Morning Shift.
Application by St Andrew's School Inc. Trading AS St Andrew's School
St Andrew's School Inc., trading as St Andrew’s School, applied for approval of the St Andrew’s School Enterprise Agreement 2026 under section 185 of the Fair Work Act 2009. The agreement is a single enterprise agreement. The Independent Education Union (IEU) notified their desire to be covered by the agreement. The Applicant provided written undertakings.
Application by Modern Concrete Constructions Pty Ltd Trading AS Freecity Construction
Modern Concrete Constructions Pty Ltd, trading as Freecity Construction, sought approval for the Freecity Construction/Employees Collective Agreement 2026 - 2029. The agreement covers a single enterprise and applies to employees in the building, metal and civil construction industries.
Application by Continence Health Australia Limited
Continence Health Australia Limited applied to the Fair Work Commission for approval of the Nurses (National Continence Helpline) Enterprise Agreement 2026. The Australian Nursing and Midwifery Federation (ANMF) confirmed it wished to be covered by the agreement, acting as a bargaining representative. The employer provided written undertakings which were deemed acceptable.
the Applicant v Hotham Operations Pty Ltd
the Applicant was employed as General Manager at Hotham Operations Pty Ltd (Respondent) from August 2024, earning $150,000 annually. He was dismissed on December 22, 2025, via a phone call and letter citing issues with payments to his partner, Mr Ho, and allegations of drug/alcohol-affected staff operating vehicles. The Applicant had arranged for his partner to be employed by the Respondent. A reclassification of Mr Ho's role occurred in June 2025, which the Applicant now acknowledges was incorrect. Following a meeting on December 12, 2025, where performance concerns were raised, the Applicant prepared notes and documentation outlining various operational issues. The Applicant subsequently secured employment at $125,000.
Application by Perth Airport Pty Ltd T/A Perth Airport
Perth Airport Pty Ltd sought to amend the Perth Airport Enterprise Agreement 2017 (2017 Agreement) to clarify which employees it covers. The company wants to limit coverage to 'operational' employees, excluding those in administrative or specialist roles. Currently, the agreement’s wording could be interpreted more broadly. Perth Airport also previously sought a similar variation for the 2021 Enterprise Agreement and was granted this. Unions agreed with Perth Airport on the intended scope of the agreement but questioned whether Perth Airport had standing to bring the application.
Application by Roadrunner Engineering Pty Ltd
Roadrunner Engineering Pty Ltd, a company in the building and construction industry operating in Victoria, sought approval for an enterprise agreement with the Australian Manufacturing Workers’ Union (AMWU). The agreement, titled 'AMWU & Roadrunner Engineering Pty Ltd Metal & Engineering On-Site Construction Agreement 2026 - 2029', covers employees working on construction projects. It incorporates a model delegates’ rights term from the Building and Construction General On-Site Award 2020.
Application by Pacific National (Queensland Coal) Pty Ltd Trading AS Pacific National
Pacific National (Queensland Coal) Pty Ltd sought approval for the Pacific National Queensland Coal Enterprise Agreement 2025. The Australian Federated Union of Locomotive Employees and the Australian Rail, Tram and Bus Industry Union both indicated they wanted the agreement to cover them. An error was discovered in a clause regarding minimum time off after a Limitation of Hours breach, stating nine hours instead of ten. There was also an issue with the wording of Clause 44 referencing 'eligible employees' instead of 'eligible workers'.
Application by Ventura Bus Lines Pty Ltd
Ventura Bus Lines Pty Ltd applied for approval of the 'Ventura Workshop Enterprise Agreement 2026 – 2029'. The agreement aims to cover employees of eight separate bus service workshop employers within a group of Ventura companies. A minor discrepancy existed between the agreement title on the Notice of Employee Representational Rights and the title clause itself, but this was considered a technical error. The Australian Manufacturing Workers’ Union (AMWU) indicated it wished for the agreement to cover them.
the Applicant v Rasier Pacific Pty Ltd
the Applicant appealed a decision made by the Commissioner, who dismissed his unfair deactivation application. The Applicant had not attended case management conferences or filed required documents according to the commissioner's directions. He claimed he was in Ethiopia dealing with a family emergency and couldn’t manage correspondence. Rasier Pacific Pty Ltd was the respondent.
Application by National Elite Security Pty Ltd Trading AS National Elite Security
National Elite Security Pty Ltd, trading as National Elite Security, applied for approval of the National Elite Security Enterprise Agreement 2026 under section 185 of the Fair Work Act 2009. The application was filed late, but the Commissioner extended the time to file. The company provided written undertakings and a Notice of Employee Representation Rights (NERR).
Application by Macneil Group Pty. Ltd. Trading AS Macneil Group
Macneil Group Pty Ltd, trading as Macneil Group, applied to the Fair Work Commission for approval of its enterprise agreement, the Macneil Group Pty Ltd Enterprise Agreement 2026. The agreement covers a single workplace and applies to the building, metal and civil construction industries.
Application by CFMEU (105N)
The Construction, Forestry and Maritime Employees Union (CFMEU) applied to the Fair Work Commission for a protected action ballot order. This relates to bargaining for a new agreement with Mammoet Australia Pty Ltd. The union was represented by the Applicant. Initially, the Respondent objected to the application, but later withdrew their objection. The proposed ballot would cover employees of Mammoet who are either members of the CFMEU or bargaining representatives.
the Applicant v Zurvas Earthmoving Pty Ltd Trading AS GWT Earthmoving
the Applicant worked for Zurvas Earthmoving Pty Ltd Trading AS GWT Earthmoving. He believed his employment ended around eight weeks before filing an unfair dismissal application on April 10, 2026. the Respondent disputed the dismissal but stated his last day of work was March 13, 2026, making the application late. the Applicant did not provide a reason for the delay in lodging the claim.
the Applicant v NRR Services Pty Ltd
the Applicant was employed by NRR Services Pty Ltd as a Mine Surveyor, initially as a Pit Technician from December 2023. In October 2025, the company began reviewing its operational structure and considered changes that may affect his position due to reduced work and departmental restructuring. A consultation letter was sent on 29 October 2025, proposing redundancy for the Surveyor position. Following correspondence and a review of redeployment options, the Applicant’s employment was confirmed as redundant effective 12 November 2025, with payments including redundancy pay, payment in lieu of notice, and accrued annual leave.
Application by CFMEU (105N)
The CFMEU applied for approval of a greenfields agreement, the APF Industries Pty Ltd / CFMEU Collective Agreement 2024–2027. This agreement covers employees in the building, metal and civil construction industries. The application was made under section 185 of the Fair Work Act 2009.
Application by I-MED Queensland Pty Ltd
I-Med Queensland Pty Ltd applied to the Fair Work Commission for approval of the I-MED Queensland Clerical Enterprise Agreement 2026. The agreement covers clerical employees. The Australian Municipal, Administrative, Clerical and Services Union (ASU) declared its desire for the agreement to cover them. The Employer provided a written undertaking related to the agreement’s impact on employees.
Application by Bucher Municipal Trading AS Bucher Municipal Pty Ltd
Bucher Municipal Pty Ltd applied to have its Victorian Operations Enterprise Agreement 2025-2027 approved by the Fair Work Commission. The agreement is a single enterprise agreement covering some, but not all, employees of the company. A minor discrepancy existed between the title in the agreement and that listed in the Notice of Employee Representation Rights. The Australian Manufacturing Workers' Union (AMWU) lodged a statutory declaration seeking to have the agreement cover them.
Application by Australian Rail, Tram and Bus Industry Union (139V)
The Applicant applied to extend the period for industrial action authorized by a protected action ballot. The ballot was held in relation to matter B2026/428 and declared on May 8, 2026. Section 459(3) of the Fair Work Act allows for extensions of up to 30 days. The Respondent did not object to the application.
Application by the Applicant
The Applicant filed an application with the Fair Work Commission on August 3, 2025, seeking orders to stop bullying by her manager. She alleged unfair treatment related to a performance improvement plan and private information being shared. The employer argued the actions were reasonable management. The Applicant did not respond to follow-up inquiries from the Commission, despite warnings that the application could be dismissed. The Commissioner had no communication with the Applicant since September 25, 2025.
Application by the Applicant
The Applicant applied to the Fair Work Commission seeking an order to stop bullying by her General Manager at RSL Care Limited (trading as Bolton Clarke), a provider of residential homes. The Applicant felt burnt out and requested to drop two night shifts, which led to discussions about her hours and shift preferences. She also raised concerns about workload distribution and being prevented from picking up extra shifts. The employer conducted an investigation into the Applicant's complaints but found them unsubstantiated or inconclusive.
Application by Kentish Council & Latrobe Council
Kentish Council and Latrobe Council applied to have a multi-employer agreement, the Kentish Council and Latrobe Council Multi-Employer Agreement 2025, approved. The agreement covers two employers. The Australian Services Union (ASU) notified their desire for the agreement to cover them. The Applicant provided written undertakings.
Application by Veolia Environmental Services Pty. Ltd.
Veolia Environmental Services Pty Ltd applied to have its Total Waste Management [Tasmania] Enterprise Agreement 2026 approved. The agreement covers a single enterprise. The Fair Work Commission considered whether the agreement met the requirements of sections 186, 187 and 188 of the Fair Work Act 2009.
Application by Glen Eira City Council
Glen Eira City Council applied to the Fair Work Commission for approval of the Glen Eira Leisure Enterprise Agreement 2025. The agreement is a single enterprise agreement covering employees. Concerns were raised regarding certain aspects, prompting the council to provide written undertakings. The Australian Municipal, Administrative, Clerical and Services Union (ASU) indicated its desire for the agreement to cover it.
the Applicant v Doolan Company Pty Ltd
the Applicant lodged an unfair dismissal application with the Fair Work Commission on April 2, 2026. The application was incomplete and the required fee wasn't paid or waived. The Commission repeatedly contacted the Applicant and her representative at the Communications Electrical Electronic Energy Information Postal Plumbing and Allied Services Union of Australia Plumbing Division NSW Branch (CEPU) via email, SMS, and phone calls to request a response regarding the missing information and payment of the fee. Despite these attempts, the Applicant did not respond.
the Applicant v Ventia Pty Limited
the Applicant lodged an unfair dismissal application with the Fair Work Commission on May 14, 2026. He stated he was dismissed from Ventia Pty Limited on May 6, 2026, after starting employment on November 12, 2025. This meant his minimum employment period of six months had not been met. The Fair Work Commission notified the Applicant about this issue and requested a response, but he did not reply.
Application by Communications, Electrical, Electronic, Energy, Information, Postal, Plumbing and Allied Services Union of Australia (128V)
The Communications, Electrical, Electronic, Energy, Information, Postal, Plumbing and Allied Services Union (CEPU) applied for a protected action ballot order under section 437 of the Fair Work Act 2009. This application relates to employees of Downer EDI Engineering Power Pty Ltd. The CEPU was attempting to reach an agreement with Downer Engineering. Other unions, including the Australian Manufacturing Workers’ Union (AMWU) and the Australian Workers’ Union, also made similar applications concerning the same proposed enterprise agreement.
Application by Tyndale Group Of Christian Schools Ltd. Trading AS Tyndale Group Of Christian Schools & Tyndale Christian School – Salisbury East Inc Trading AS Tyndale Christian School – Salisbury East and Others
Tyndale Group of Christian Schools Ltd and three associated schools (Tyndale Christian School – Salisbury East, Tyndale Christian School – Strathalbyn, and Tyndale Christian School – Murray Bridge) applied for authorisation to bargain together for a multi-employer enterprise agreement. This would replace existing agreements covering teachers, education support officers, administration staff, wellbeing staff, grounds staff, and central office staff. The Independent Education Union (IEU) supports the application. A previous similar authorisation was granted in 2024.
the Applicant v The Respondent
the Applicant was dismissed from her employment with The Respondent on February 27, 2026. She filed an application alleging unfair dismissal on March 21, 2026, which was 20 seconds late. the Applicant sought an extension of time to file the application, citing difficulties securing representation and technical issues with the Fair Work Commission's online lodgement system. She attempted to submit her application on March 20, experienced login problems and a financial hardship form issue, and received a tax invoice dated March 20. The Respondent argued against an extension of time.
Application by ACIRL Quality Testing Services Pty Ltd Trading AS ACTEST
ACIRL Quality Testing Services Pty Ltd, trading as ACTEST, applied for approval of the 'ACTEST Newcastle Enterprise Agreement 2025'. The agreement covers employees in the building, metal and civil construction industries. A comparison with the Manufacturing and Associated Industries and Occupations Award 2020 revealed that some clauses were less favourable to delegates than those in the award. To address this, ACIRL Quality Testing Services provided undertakings to the Fair Work Commission.
Application by Siena Management Services Pty Ltd Trading AS Martyn Claver Nursing Home
Siena Management Services Pty Ltd, trading as Martyn Claver Nursing Home, sought approval for the Martyn Claver Nursing Home Enterprise Agreement 2024. The Australian Nursing and Midwifery Federation (ANMF) and Health Services Union (HSU) were bargaining representatives and supported the agreement’s approval. Both unions notified their desire to be covered by the agreement. Siena Management Services provided written undertakings.
the Applicant v Cosmetic Laboratories (Aust) Pty Ltd
the Applicant worked as a quality control officer for Cosmetic Laboratories (Aust) Pty Ltd, starting casually in February 2023 and transitioning to a permanent role in July 2023. In May 2025, the company informed employees of potential restructuring due to financial losses. Following a review in August 2025, the Applicant's position was deemed redundant and he was notified on September 1, 2025. He argues the redundancy wasn’t genuine and lacked proper consultation.
the Applicant v The Trustee for Paisley Park ELC (No.3) Unit Trust
the Applicant, a chef at Paisley Park ELC, lodged an application with the Fair Work Commission alleging he was forced to resign from his employment and therefore dismissed by The Trustee for Paisley Park ELC (No.3) Unit Trust. He claimed this resignation was due to pressure and intimidation related to concerns about underpayment of entitlements. the Respondent argued the Applicant voluntarily resigned and raised jurisdictional objections. A meeting occurred where the Applicant voiced his pay concerns and requested a support person, which was denied. the Applicant subsequently sent a resignation email.
Application by the Applicant
the Applicant worked as a delivery driver for Portier Pacific Pty Ltd (Uber) from January 9, 2026, and her account was deactivated on February 24, 2026. She filed an application for an unfair deactivation remedy with the Fair Work Commission on April 30, 2026, which was more than the allowed 21-day period. the Applicant sought an extension of time to file her application, citing lack of awareness of the deadline and communication with Uber regarding the deactivation.
Application by Cleanaway Operations Pty Ltd
Cleanaway Operations Pty Ltd acquired Citywide Service Solutions Pty Ltd in July 2025, transferring 11 employees to Cleanaway's Tullamarine depot. These employees were covered by the Citywide Service Solutions Enterprise Agreement 2024. Cleanaway sought an order from the Fair Work Commission for this agreement to no longer apply and for the Cleanaway Solid Waste Services Tullamarine C&I Drivers Enterprise Agreement 2024 to apply instead. The company consulted with employees, including a secret ballot where eight out of ten voters supported the change.
Application by Adams Jones Pty Ltd
Adams Jones Pty Ltd applied to terminate its Enterprise Agreement 2018, which covered employees in the building, metal and civil construction industries. The application followed a vote where employees approved the termination. The agreement's nominal expiry date was July 31, 2021. No unions were involved or invited to provide input. the Director of Adams Jones Pty Ltd provided a statutory declaration supporting the application.
Application by Australian Salaried Medical Officers Federation (132N)
The Applicant applied to the Fair Work Commission for a protected action ballot order. This relates to employees of Austin Health and 42 other health and welfare services employers in Victoria. They are bargaining to replace existing enterprise agreements with a new multi-enterprise agreement. The Victorian Hospitals’ Industrial Association (VHIA) represents the Employers. Discussions led to amendments, including removing a proposed ballot question and adding a safety carve out. The Applicant states they have been genuinely trying to reach an agreement.
the Applicant v Lion Administration Services Pty Ltd
the Applicant lodged an unfair dismissal application with the Fair Work Commission on June 8, 2026. The Commission identified that the application was incomplete because she did not provide the date her dismissal took effect. Staff contacted her via email and SMS to request this information by June 24, 2026, warning of potential dismissal if no response was received. Further reminders were sent on July 7, 2026, again with a deadline. the Applicant did not respond to any of the Commission's communications.
Application by "Automotive, Food, Metals, Engineering, Printing and Kindred Industries Union" known as the Australian Manufacturing Workers' Union (AMWU) (188V)
The Australian Manufacturing Workers' Union (AMWU) applied to extend the period for industrial action authorized by a protected action ballot, PR799785, in matter B2026/497. The ballot was declared on May 21, 2026. Kinetic (Melbourne) Pty Ltd and KOCM 3 Pty Ltd did not object to the extension.
the Applicant v 360 Personnel Pty Ltd
the Applicant worked as a High Reach Forklift Operator for 360 Personnel Pty Ltd at Allied Pinnacle from November 2024 until December 2025. He was offered the role through an advertisement that suggested stable, ongoing work with potential for permanent transition. On December 12, 2025, he received a phone call informing him his employment ended due to performance and attendance issues. A separation certificate stated the reason as 'end of assignment'. An email confirming this end was sent but not received by the Applicant. He subsequently requested written confirmation and clarification, which went unanswered.
Application by Veolia Environmental Services Trading AS Veolia
Veolia Environmental Services T/A Veolia applied for approval of the Veolia Environmental Services (Australia) Pty Ltd Portland Aluminium Industrial Services Enterprise Agreement 2026. The Australian Workers’ Union, acting as a bargaining representative, requested the agreement cover them. Concerns were raised about a potential deficiency in the Notice of Employee Representational Rights (NERR).
the Applicant v MTF Mine Maintenance Pty Ltd
the Applicant worked for MTF Mine Maintenance Pty Ltd (the Respondent) from September 2024 in an administrative role. In April 2026, the Respondent entered a sale agreement with Ugland Engineering Pty Ltd. Ugland was meant to offer employment to Respondent employees. The Applicant claims she didn't resign and her employment ended at the Respondent’s initiative. The Respondent says she resigned to take a job with Ugland. The proposed sale fell through on May 25, 2026. The Applicant emailed the Respondent seeking clarification about her employment status, and the Respondent replied stating her role had been offered to another employee.
Application by "Automotive, Food, Metals, Engineering, Printing and Kindred Industries Union" known as the Australian Manufacturing Workers' Union (AMWU) (188V)
The Australian Manufacturing Workers' Union (AMWU) applied for a protected action ballot order under section 437 of the Fair Work Act 2009. This relates to employees of Downer EDI Rail Pty Ltd. Another union, CEPU, made a similar application concerning the same proposed enterprise agreement. Downer EDI Rail initially raised concerns about the timing and nature of potential industrial action but ultimately did not object to the AMWU’s application. The ballot will be conducted by Vero Engagement & Voting Solutions Pty Ltd.
Application by the Applicant Trading AS Indian Ocean Territories Administration
The Department of Infrastructure, Transport, Regional Development, Communications, Sport and the Arts, trading as Indian Ocean Territories Administration, applied to have the 'Indian Ocean Territories (Administration) Enterprise Agreement 2026' approved. The Union of Christmas Island Workers is a bargaining representative for the agreement and wants it to cover them. Following initial approval, the Department also sought to correct minor errors in the agreement that were identified after it was provided to employees.
the Applicant v the Respondent
the Applicant worked for the Respondent. She sought a reclassification from pay point 20 to pay point 27 within the Clarence City Council Enterprise Agreement #12/2025, along with back pay and changes to performance development reviews. The dispute arose from her classification and related issues like consultation during a restructure and fairness in performance reviews. the Applicant claimed she handles complex planning applications and possesses experience and qualifications warranting a higher classification.
the Applicant v Northern Health
the Applicant, a registered nurse at Northern Health, was dismissed after allegations of misconduct including dishonest personal leave use and disrespectful communication with HR. the Applicant denied the claims and argued his dismissal was unfair. He had previously raised bullying complaints against colleagues, which were later found unsubstantiated. During an online conciliation conference related to these complaints in September 2025, the Applicant allegedly stated he was campaigning for union elections while on personal leave, a claim he denies. Following this and further correspondence with HR, Northern Health issued a show cause notice leading to his dismissal.
Application by Lactalis Australia Pty Ltd Trading AS Lactalis Australia
Lactalis Australia Pty Ltd, trading as Lactalis Australia, applied to the Fair Work Commission for approval of the Lactalis Lidcombe Maintenance and Service Employees Workplace Agreement 2026. The agreement is a single enterprise agreement covering employees in the food manufacturing industry. The Communications, Electrical, Electronic, Energy, Information, Postal, Plumbing and Allied Services Union (CEPU) and the Australian Manufacturing Workers’ Union (AMWU) were bargaining representatives for the agreement.
Application by Kaefer Integrated Services Pty Ltd
Kaefer Integrated Services Pty Ltd applied to the Fair Work Commission for approval of the KAEFER Alcoa Site Agreement 2026. The Australian Manufacturing Workers’ Union (AMWU) was a bargaining representative. Several clauses in the agreement potentially conflicted with the National Employment Standards (NES), including provisions relating to compassionate leave, public holiday substitution, and withholding pay on termination. Concerns were raised about minimum engagement for part-time and casual employees.
Application by Host-Plus Pty. Limited Trading AS Host-Plus Pty Limited
Host-Plus Pty. Limited (Host Plus) applied for approval of the Hostplus Enterprise Agreement 2026-2029, a single enterprise agreement covering its employees. Several issues were raised regarding inconsistencies with the National Employment Standards (NES). To address these, Host Plus provided undertakings to ensure the NES would prevail where conflicts arose. The Finance Sector Union of Australia (FSU) and Australian Services’ Union (ASU), bargaining representatives for the agreement, supported its approval. Host Plus also sought variations to correct cross-referencing errors within the agreement.
Application by Mount Gambier & District Financial Services Limited Trading AS Mount Gambier & District Community Bank
Mount Gambier & District Financial Services Limited, trading as Mount Gambier & District Community Bank, applied for approval of the Mount Gambier District & Community Bank Enterprise Agreement 2025. The agreement covers employees and the Australian Municipal, Administrative, Clerical and Services Union (ASU). Initially, the submitted agreement lacked a signed signature page, but an amended version was later provided. The ASU lodged a statutory declaration to be covered by the agreement.
Application by Railtrain Pty Ltd
Railtrain Pty Ltd applied to terminate the Rail Construction Pilbara Enterprise Agreement 2016, which expired on January 29, 2020. The company stated it no longer covers any employees and has no plans to engage any in the future. There are also no employee organisations covered by the agreement. The application was made under section 225 of the Fair Work Act.
the Applicant v Queensland Police Service
the Applicant lodged an unfair dismissal application with the Fair Work Commission on May 15, 2026. She was dismissed from Queensland Police Service on May 1, 2026, after commencing employment on February 2, 2026. This meant she had worked for approximately two months, falling short of the six-month minimum employment period required to be eligible for an unfair dismissal claim. The Commission attempted to contact the Applicant multiple times via email and SMS to seek information regarding her employment and employer status but received no response.
the Applicant v Services Australia
the Applicant worked as part of an Indigenous Apprenticeship Program at Services Australia from September 2023. She participated in Informal and Formal Support Plans due to performance concerns. Clause I11.9 of the Services Australia Enterprise Agreement allowed her to consent to termination, receiving a lump sum payment for the remaining assessment period. the Applicant ultimately consented to termination via email and a signed document, believing it was her only option. Her employment was terminated on October 17, 2025.
the Applicant v Westpac Banking Corporation
the Applicant worked as a Home Finance Manager at Westpac Banking Corporation for almost 20 years, from December 2005 to September 2025. He was dismissed after an investigation found he accepted payments from customers without declaring conflicts of interest, did not follow responsible lending practices, and used WhatsApp on his work phone for work activities. The investigation stemmed from prior investigations in 2016, 2019, and 2022 into the Applicant's conduct. Westpac’s Mortgage Origination Investigations Unit (MOIU) had been monitoring his lending practices. He responded to allegations but did not provide evidence regarding improper payments.
Application by Cleanaway Operations Pty Ltd
Cleanaway Operations Pty Ltd applied for approval of the Cleanaway Solid Waste Services Darwin Enterprise Agreement 2026 under section 185 of the Fair Work Act 2009. A minor discrepancy existed between the agreement's title in the Notice of Employee Representational Rights and the actual agreement, but this was considered a technical error. The Transport Workers’ Union of Australia (TWU) notified their desire for the agreement to cover them.
the Applicant v Rock On Ground Pty Ltd Trading AS Rock On Ground
the Applicant worked as a Drill Fitter for Rock On Ground Pty Ltd since August 2018, initially under a contract with an agreement for interstate flights and a KPI bonus. In December 2025, the company informed him of changes removing these benefits due to financial difficulties and a need to reduce costs to secure new contracts. The company cited pricing competitive tenders as a key factor. Following this notification, the Applicant resigned with five weeks' notice, stating his resignation was not voluntary. He subsequently filed an unfair dismissal application.
Application by CFMEU (105N)
The CFMEU applied for approval of an enterprise agreement between Highcon Constructions Pty Ltd and the CFMEU (Victorian Construction and General Division) Subcontractors Carpentry & Joinery Enterprise Agreement 2024–2027. The agreement covers a single workplace within the building, metal and civil construction industries. The CFMEU notified their intention to be covered by the agreement under section 183 of the Fair Work Act.
Application by Refresco Australia Pty Ltd
Refresco Australia Pty Ltd sought approval for a new enterprise agreement, the REFRESCO AUSTRALIA PTY LIMITED Enterprise Bargaining Agreement 2026. The agreement would replace several awards: the Manufacturing and Associated Industries and Occupations Award 2020, the Food, Beverage and Tobacco Manufacturing Award 2020, and the Storage Services and Wholesale Award 2020. Concerns were raised about whether the agreement provided a better overall outcome for employees compared to these awards, particularly regarding reconciliation terms, averaging of ordinary hours, casual loading, part-time hours, shift penalties, Saturday penalty rates, overtime pay, leave loading, and allowances.
Application by CSL Australia Pty Ltd
CSL Australia Pty Ltd sought approval for an enterprise agreement, the CSL Australia and MUA WA BCI Operations Enterprise Agreement 2026, covering employees and the Maritime Union of Australia Division. The Fair Work Commission considered whether the agreement met the requirements of the Fair Work Act 2009. Several clauses were identified as potentially inconsistent with the National Employment Standards (NES). The union representing the employees notified their desire to be covered by the agreement.