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Use this checklist to assess your wrongful termination or unfair dismissal claim in Australia and understand your next steps.
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Use this checklist to assess your wrongful termination or unfair dismissal claim in Australia and understand your next steps.
If you believe you have been wrongfully terminated or unfairly dismissed in Australia, acting quickly is critical. Limitation periods are strict — most unfair dismissal applications must be lodged with the Fair Work Commission within 21 days of the dismissal taking effect. Use this checklist before speaking with a lawyer or lodging a claim.
Work through each item methodically and note your answers. This checklist covers both unfair dismissal (procedurally unjust termination under the Fair Work Act 2009) and wrongful termination (breach of your employment contract). Tick off each item and flag anything unclear — those gaps may become important in your case.
Unfair dismissal relates to whether a dismissal was harsh, unjust, or unreasonable under the Fair Work Act 2009. Wrongful termination refers to a breach of your employment contract, such as insufficient notice or termination in violation of agreed terms.
Possibly. If you were forced to resign due to your employer's conduct, this may be treated as a constructive dismissal and could support an unfair dismissal or general protections claim.
Remedies may include reinstatement or compensation capped at 26 weeks' pay for unfair dismissal. Wrongful termination claims through courts may seek contractual damages including unpaid notice.
You may apply for an extension, but the Fair Work Commission grants these only in exceptional circumstances. Acting promptly is strongly recommended.
Use ROY's free AI analysis to understand how the law applies to your specific situation.
This article provides general legal information only and does not constitute legal advice for your specific situation. Laws vary by state/territory. Consult a qualified lawyer for advice tailored to your circumstances.
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Commonwealth Bank of Australia v Barker — implied term of trust and confidence
Whether employment contracts contain an implied term of mutual trust and confidence
The High Court unanimously held that Australian employment contracts do not contain an implied term of mutual trust and confidence.
※ Leading Australian precedent — reference only
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* 위 수치는 ROY AI의 유사 사건 분석 기반 추정치입니다. 개별 사건의 결과와 다를 수 있으며, 법률적 조언이나 결과 보장이 아닙니다.
지금 상황을 입력하면 AI가 쟁점을 정리하고, 유사 사례 기반 결과 분포와 전문 로펌 연결까지 한 번에 제공합니다.
이 문서는 일반적인 법률 정보 제공 목적으로 작성되었으며, 개별 사건에 대한 법률 자문, 법적 조언, 또는 결과 보장이 아닙니다. 구체적인 법적 사안에 대해서는 반드시 자격을 갖춘 법률 전문가와 상담하시기 바랍니다. ROY Legal Insights는 정보 제공 서비스이며, 법무법인이 아닙니다. 최초 발행일: 2026.07.04.