A Journey That Started on the Frontline Long before MYUNION existed, and before the Queensland Prison Officers Association (QPOA) was established, I spent many years actively involved in workplace representation within Queensland's public sector. Like many workplace delegates, my involvement began with a simple belief: "Workers deserve a strong voice, fair representation, and an organisation that places members before bureaucracy." The historical publications reproduced in th

The Future Belongs to Workers Who Never Stop Learning For generations, the traditional pathway was simple. A person would complete school, undertake an apprenticeship, trade qualification, university degree, or vocational training, and then spend most of their working life relying on those skills. That world is rapidly disappearing. Artificial intelligence, automation, digital transformation, climate transition policies, demographic change, and global economic restr

Can an Employer Refuse to Pay Your Notice Period After You Resign? A scenario frequently raised by workers involves an employee resigning and providing the required notice period, only for the employer to suddenly decide that they should leave immediately. The situation often becomes more complicated when the employee is moving to a competitor, has accepted another role, or the employer becomes frustrated that the worker is leaving. Consider the following example: An employee

When an "Independent Contractor" Is Really an Employee MYUNION's Principal Advicate Brian AJ Newman, ran the case for the worker in Holmes v Torbay Constructions Pty Ltd [2026] FWC 552 because he believed that across Australia, thousands of workers are engaged as so-called "contractors" despite performing work that appears indistinguishable from that of employees and the consequences can be significant. Workers who are incorrectly classified as contractors may lose access to:

Understanding the Reverse Onus of Proof in Australian Workplace and Human Rights Law One of the most powerful protections available to Australian workers is the concept known as the reverse onus of proof. Unlike most legal disputes, where the person making an allegation must prove their case, many workplace rights and human rights laws deliberately shift the burden onto the employer or respondent once certain facts are established. This principle exists because discrimination

Workplace bullying remains one of the most significant psychosocial hazards confronting Australian workers. It affects employees across all industries and occupations, from apprentices and frontline workers to senior executives. The consequences can be devastating, resulting in psychological injury, loss of confidence, reduced productivity, absenteeism, resignation, workers' compensation claims, and, in severe cases, long-term mental health conditions. The Fair Work Commissio

Has Your Position Really Been Made Redundant? Being told that your position is "redundant" can be devastating. Many workers assume that once an employer uses the word redundancy, there is little that can be done. In reality, not every redundancy is genuine. Under the Fair Work Act 2009 (Cth), a dismissal will not be considered an unfair dismissal if it is a genuine redundancy. However, where an employer uses redundancy as a convenient excuse to remove an employee, avoid perfo

When Your Reputation Is Under Attack Few workplace experiences are more distressing than being falsely accused of wrongdoing. Whether the allegation involves misconduct, bullying, harassment, dishonesty, safety breaches, or poor performance, false accusations can have devastating consequences for a worker’s reputation, mental health, career progression, and job security. At MYUNION, we regularly hear from workers who have found themselves the subject of complaints that are ex

Introduction Constructive dismissal, often referred to as a "forced resignation," occurs when an employee resigns because the employer's conduct leaves them with no real or effective choice but to do so. The concept is recognised under section 386 of the Fair Work Act 2009 (Cth), which defines when a person has been dismissed for the purposes of bringing an unfair dismissal application. Contrary to popular belief, a resignation does not automatically prevent an employee from

Public Sector Employment, Registered Unions, and the International Right to Freedom of Association Australia often presents itself internationally as a nation committed to democracy, fairness, workplace rights, and human rights protections. It is a signatory to multiple international conventions through the United Nations and the International Labour Organization (“ILO”) that protect the rights of workers to freely associate, organise, and choose representation without interf

In contemporary policing, few skills are more critical than the ability to de-escalate volatile situations before they become physical confrontations. Across Australia and internationally, law enforcement agencies are facing increasing scrutiny regarding use-of-force incidents, officer conduct, psychological injury risks, and community trust. Against that backdrop, effective de-escalation training is no longer a “soft skill” — it is an operational necessity. A recently circul

Being directed to attend a disciplinary investigation in a Queensland correctional environment is one of the most stressful and confronting experiences an officer can face. The stakes are high. Your career, reputation, and livelihood may all be impacted by how you respond in those first moments. Yet, despite the seriousness of these processes, many officers are not properly informed of their rights or the protections available to them. This is where procedural fairness become

Working inside a correctional centre in Queensland is not just a job — it is an environment defined by constant pressure, risk, and exposure to some of the most challenging behaviours in society. But for many prison officers, the greatest strain does not come from the prisoners alone. It comes from being caught in the middle. Compressed From Both Sides Queensland prison officers operate in a uniquely difficult position. On one side: You are managing some of Australia’s most v

We recently came across an article published by Calibre Press discussing stress management among law enforcement professionals, particularly those who thrive in high-pressure environments. It raised an important issue—one that directly translates into the lived experience of Queensland prison officers. While the article speaks to policing, the parallels with corrective services are immediate and unmistakable. THE ADRENALINE ENVIRONMENT — NOT JUST POLICING The Calibre Press ar

The First Three Steps: Why Movement Matters for Prison Officers in Australia

Suffering a workplace injury can be one of the most stressful and uncertain experiences in your working life. For many Queensland prison officers, the reality of injury is not hypothetical — it is an occupational risk that comes with the job. Whether it is physical injury, psychological trauma, or cumulative strain, the impact can be significant, and navigating the system that follows can be equally challenging. At QPOA, we regularly hear from officers who feel overwhelmed wh

Long service leave (LSL) remains one of the most misunderstood workplace entitlements in Australia, particularly when employment ends before the full qualifying period. While many workers assume they must reach 10 years to receive any benefit, the law across most jurisdictions provides for pro rata long service leave after a shorter period, subject to specific conditions. This article provides a clear, state-by-state comparison of when workers can access pro rata long service

In February 2026, Vanuatu took a decisive and strategic step on the world stage. It introduced a draft resolution to the United Nations General Assembly seeking endorsement of the International Court of Justice’s 2025 advisory opinion on climate change obligations. At first glance, this may appear to be a matter for diplomats and governments. It is not. For thousands of ni-Vanuatu workers participating in labour mobility programmes across Australia, New Zealand, and the Pacif

Across Australia, one of the most contentious workplace issues is employers altering pay structures, commissions, or incentives without proper agreement . The decision in Akmeemana v Murray (2009) 190 IR 66; [2009] NSWSC 979 is a critical authority confirming that employers cannot unilaterally change fundamental terms of an employment contract under the guise of “policy updates.” For workers facing commission disputes, unpaid wages, or adverse changes to remuneration , this

In employment disputes across Australia, a recurring issue arises when employers attempt to enforce contractual terms that have long been ignored. The decision in Aiezza v Victorian WorkCover Authority [2011] VMC 30 is a powerful authority demonstrating that employers cannot simply “switch on” a rule after years of non-enforcement without consequence. For workers dealing with unfair treatment, disciplinary action, or changes to employment conditions , this case is highly ins