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Sexual harassment in the workplace is not only a breach of dignity — it is a serious  human rights and workplace relations issue  under Australian law. Since  6 March 2023 , the Fair Work Commission (FWC) has expanded powers to deal with sexual harassment disputes under the  Fair Work Act 2009 (Cth) , reflecting a stronger national focus on workplace safety, equality, and accountability. At  MYUNION , we regularly assist workers who have experienced sexual harassment alongsid

Losing your job can be a stressful experience, especially when it feels unfair. If you believe your dismissal was harsh, unjust, or unreasonable, you are not alone. Australian workers have protections under the Fair Work Act that may help you challenge an unfair dismissal. Understanding your rights and the steps you can take is essential to protect your future and seek justice. Navigating Unfair Dismissal: Understand Your Rights and Next Steps What Counts as Unfair Dismissal?

For many workers, the most intimidating part of a Fair Work Commission case is not the paperwork or the hearings—it is being cross-examined. Sitting in a room (or on a screen) while an employer’s representative questions your version of events can feel confronting, stressful, and deeply personal. Cross-examination is not a conversation. It is a testing process. Its purpose is to challenge your evidence, probe for inconsistencies, and sometimes to pressure you into conceding p

In the 17th century, philosopher Thomas Hobbes described life without protection or order as “solitary, poor, nasty, brutish and short.” He was writing about society without rules or restraint on power. Centuries later, his words still resonate—particularly for workers who suddenly find themselves dismissed unfairly, without process, warning, or respect. For many working people, unfair dismissal is not just the loss of a job. It is the loss of security, routine, and dignity.

Every labour movement has its ghosts. In England, his name was Captain Swing. In Australia, he was never named — but he was felt. This article asks a deliberately uncomfortable question: "Was Captain Swing ever a feature of Australian workplace disputes — and if not by name, then by function?" The answer goes to the heart of how worker resistance has always been framed by power. Captain Swing, the Phantom of Workplace Resistance – Did He Ever Come to Australia? Captain Swing:

On 21 April 1856, something extraordinary happened in Australia. Without violence, without permission, and without waiting for political approval, workers stood up and claimed time back from power. In doing so, they ignited a movement that would echo across the world and forever change the relationship between labour, dignity, and life itself. This was the birth of the eight-hour day. “Eight Hours Labour, Eight Hours Recreation, Eight Hours Rest” Stonemasons working on sites

The Myall Creek Massacre of 10 June 1838 stands as one of the most harrowing and significant events in Australia’s colonial history. It is a story of premeditated violence against Aboriginal people, of rare legal accountability in an era of widespread impunity, and of the profound moral questions that continue to confront this nation as we reflect on our past. At MYUNION, we acknowledge this history not to assign blame for its own sake, but to confront the truth — and commit

The Great Shearers’ Strike of the 1890s is one of the most powerful — and often misunderstood — moments in Australian history. Long before workplace laws, minimum wages, or industrial protections existed, shearers and rural workers stood together against exploitation in one of the earliest and most consequential struggles for workers’ rights in this country. For MYUNION, the Shearers’ Strike is not just history. It is the foundation of collective action, solidarity, and the p

In 1987, Australia reached a moral breaking point. The deaths of 99 Aboriginal people in custody over less than a decade were so confronting, so clearly systemic, that the Commonwealth was forced to act. That action took the form of the Royal Commission into Aboriginal Deaths in Custody , announced in 1987 and delivered in 1991. The Royal Commission did not find that Aboriginal people were dying because they were inherently more criminal. It found the opposite: that over-pol

In 1991, Australia received one of the most comprehensive and confronting inquiries in its history: the Royal Commission into Aboriginal Deaths in Custody (RCIADIC). The Final Report was unequivocal. Aboriginal people were not dying in custody because of higher criminality, but because of systemic failures , over-policing , over-incarceration , institutional racism , and chronic neglect of duty of care . The Commission delivered 339 recommendations .They were not symbolic. Th

The Fair Work Commission has ordered compensation in an unfair dismissal matter involving Kathryn Keane and The Trustee for Roscon Property Services Trust, reinforcing the Commission’s role in addressing dismissals that are harsh, unjust, or unreasonable. In a decision handed down on 9 January 2026, Commissioner Yilmaz ordered the employer to pay $9,230.76 in compensation, plus superannuation, following a finding that Ms Keane had been unfairly dismissed under section 394 of

A recurring concern for workers considering an unfair dismissal application is the fear of being ordered to pay their employer’s legal costs if the matter does not proceed to a final determination. The Fair Work Commission’s decision in Sakib Manzoor v Loan Base Pty Ltd [2026] FWC 54 provides an important and instructive reminder that costs orders in unfair dismissal matters remain exceptional, even where an application is ultimately discontinued. Background to the Unfair Dis

The Fair Work Commission’s decision in Wang v Taylor & Ors [2026] FWC 15 is a detailed and cautionary example of how complex workplace disputes—particularly bullying applications—can unravel without structured representation . While the applicant raised extensive allegations and filed voluminous material, the Commission ultimately dismissed the application, finding that the conduct complained of did not constitute bullying under the Fair Work Act 2009 . Central to the outco

The Fair Work Commission’s decision in Hendy v Drum Express Group Pty Ltd [2026] FWC 1 is not a judgment about whether a worker was treated unfairly at work. Instead, it is a textbook example of how an unfair dismissal application can fail entirely on procedural grounds , without the Commission ever examining the dismissal itself. For MYUNION members and workers more broadly, this case highlights a critical lesson: even a potentially valid unfair dismissal claim can be lost

Not all unfair dismissal applications fail because a worker’s claim lacks substance. Some fail because the process itself breaks down. The Fair Work Commission’s decision in Wedaarachchige v MyHomeCare Pty Ltd [2026] FWC 17 is a clear example of how an unfair dismissal application can be dismissed without any findings being made about the fairness of the dismissal itself . Instead, the case turned entirely on non-participation and the Commission’s power to summarily dismiss

The Fair Work Commission’s recent decision in Fox v Roy Hill Holdings Pty Ltd [2026] FWC 6 provides an important reminder of how seriously workplace safety breaches are treated in unfair dismissal proceedings—particularly where a worker is already on a final warning and performance improvement plan. While the case arises from a mining environment, its implications extend well beyond heavy industry. At its core, the decision illustrates how repeated safety non-compliance, eve

At MYUNION, we are building something fundamentally different. Our mission is simple, but ambitious: to make MYUNION the first union-style organisation in Australia to return dividends directly to its members, while delivering meaningful, practical support across the full spectrum of people’s working lives. This is not about profit for shareholders. This is about value for members. Why Dividends Matter For too long, working people have been asked to contribute fees to organis

Calls for a Royal Commission have become a familiar refrain in Australian public debate. Whenever a major scandal emerges—particularly involving powerful institutions, media influence, or political failure—the demand for a Royal Commission is often framed as the ultimate solution. However, while Royal Commissions are among the most powerful public inquiries available under Australian law, they are not a cure-all, not a criminal court, and not easily obtained. Understanding th