Have you recently been sacked from a job that you held for longer than a year? Did you feel blindsided by the decision, or feel that your boss was dismissing you for no valid reason? Were you denied wages that you earned in your final weeks of employment? If you answered yes to any of these questions, then you may well be eligible for an unfair dismissal remedy.
At Fair Work Claims, we are employee rights advocates who specialise in unfair dismissal cases in NSW, SA, VIC, QLD and WA. We are here to tell you that making a claim against a former employer does not have to be scary, prohibitively expensive or impossible to win. Too many people roll over and let their employers treat them poorly because they are scared of fighting back. When you work with Fair Work Claims, we will fight for you to help you get the justice you deserve.
Do You Have a Case for an Unfair Dismissal Remedy? Here Are a Few Example Claims
Figuring out whether or not you have a legitimate case for an unfair dismissal proceeding in SA, VIC, WA, QLD or NSW can often be one of the most difficult parts of the process. How can you distinguish a fair, legal dismissal from an unjust and unreasonable sacking? When you reach out to Fair Work Claims about possibly applying for an unfair dismissal remedy, we will help to determine whether you are eligible for such a proceeding. However, here are a few scenarios where workers have won unfair dismissal charges against their employers in the past.
Example 1: An employer fires an employee for ‘breaking rules’ that weren’t outlined in company policies.
One of the most common types of unfair dismissal cases throughout Australia is the situation where an employee is fired for offenses that aren’t outlined as bad behaviour in the employer’s policies or codes of conduct. There are certain behaviours that are almost universally accepted as poor workplace etiquette, like bad-mouthing supervisors on social media or showing up late to shifts. However, if employers don’t have these items outlined as fireable offenses in their company policies, then the Fair Work Commission will often challenge those dismissals as unfair.
Example 2: An employer sacks an employee suddenly, with no warning or notification.
Under Fair Work laws, underperforming employees must be issued warnings about their poor performance and given chances to improve. Without this notification, employers open themselves up to unfair dismissal claims.
Example 3: An employer dismisses a female employee about to go on maternity leave and gives her job to someone else.
Fair Work laws prohibit employers from terminating employees for absences from work that involve parental or otherwise family-related leave. As a result, if a female employee is terminated close to her maternity leave time, and her job is given to another person, the employee can pursue an unfair dismissal judgment.
Pursue Unfair Dismissal in VIC, QLD, NSW, WA or SA
As you might imagine, the three examples listed above represent just a small fraction of all unfair dismissal cases. However, if your situation aligns with one of those examples, or if you have other reasons to claim unfair dismissal in WA, VIC, NSW, QLD or SA, please do not hesitate to call Fair Work Claims for help or guidance. You can reach us directly by dialling 1300 853 837 right now.
