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FairWorkMate

Workplace Discrimination Complaint Letter (Australia)

Free template letter to raise a workplace discrimination complaint with HR or a senior manager. Multi-attribute selector, hedged language, specific incidents, requested actions. References s.351 Fair Work Act 2009 and state / Commonwealth anti-discrimination paths. Not legal advice.

Last verified: 21 May 2026

Before you send a discrimination complaint

  • Time limits matter. A general protections application to the Fair Work Commission has a 21-day clock from any dismissal. Don't let internal process eat your time bar.
  • Send to HR or someone senior to the person you are complaining about — never to the alleged perpetrator.
  • Specifics win. Date, what was said or done, who saw it, the protected attribute(s) you believe are relevant, the adverse action.
  • Hedge throughout. “I believe” not “you discriminated”. The complaint becomes harder to dismiss when phrased as a concern, not a verdict.
  • Get advice early. Discrimination claims are technical. A free first call with a workplace lawyer or your union before you send is well worth it.

Your details

Who you're sending it to

Framing

Protected attribute(s)

Select every attribute you believe is relevant. Section 351 Fair Work Act 2009 + state legislation cover all of these.

Specific incidents / decisions

Each incident: when, what was said or done, who else saw it. Specifics make the complaint harder to dismiss.

Incident 1

Adverse action + impact

What you're asking for

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  src="https://fairworkmate.com.au/embed/discrimination-complaint-letter?partner=YOUR_NAME"
  width="100%"
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  frameborder="0"
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  title="Workplace Discrimination Complaint Letter (Australia) by FairWork Mate"
  style="border:1px solid #e2e8f0;border-radius:8px;max-width:680px;"
></iframe>
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FairWork Mate is an independent commercial service. We are not affiliated with, endorsed by, or associated with the Fair Work Ombudsman, the Fair Work Commission, or any Australian Government agency. Content is general information and estimates only — not legal, financial, or tax advice. Always verify with the Fair Work Ombudsman (13 13 94) or a qualified professional.

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