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It ’s a situation many workers recognise instantly. You’re finishing your shift. You’re off the clock. And suddenly, a manager demands you stay back and “just get it done” — unpaid. When you hesitate, the pressure escalates. Threats. Intimidation. Implications that your job might be on the line. This is not leadership. This is workplace bullying — and often, wage theft. Unpaid Work Is Not “Helping Out” Unpaid work is still work. If you are required to perform duties, remain o

Sexual discrimination against gay people is not an abstract concept or a relic of the past. It is a lived reality for many workers today, playing out in workplaces and across social media platforms with real and often devastating consequences. For unions, this is not a peripheral issue. It goes to the core of what collective representation exists to do: protect dignity, equality and safety at work. In many workplaces, discrimination against gay workers is not always loud or o

Work is a central part of our lives. It provides income, purpose, and stability. Yet for many workers, the workplace can also become a source of stress, uncertainty, and harm—particularly when problems arise and support is absent or inadequate. Unfair dismissal, bullying, sham contracting, discrimination, and unsafe work practices are far more common than many people realise. Too often, workers only discover their rights when they are already in crisis. This is where MYUNION

Across Australia, thousands of workers are told they are “independent contractors” when, in reality, they are working as employees. They wear the uniform, follow directions, work set hours, and rely on one business for their income — yet they are denied basic workplace rights. This practice is called sham contracting , and despite being unlawful, it remains widespread. At MYUNION, we continue to see workers underpaid, overworked, and left without protections because a piece o

Workplace bullying rarely begins as a major legal dispute. In most cases, it starts with discomfort, confusion, or distress that a worker hopes will be resolved quickly and quietly. Yet far too often, what begins as a manageable issue escalates into prolonged conflict, psychological injury, and formal claims before tribunals, regulators, or courts. A recurring question in employment and human rights advocacy is whether poorly handled internal investigations—particularly by HR

Despite decades of law reform, policy commitments, and public statements about reconciliation, Aboriginal and Torres Strait Islander workers continue to experience discrimination in Australian workplaces at alarming rates . For many First Nations people, work is not just about earning a living — it is also a site where racism, exclusion, and cultural misunderstanding are routinely encountered. Discrimination against Aboriginal workers is rarely overt. It is more often subtle,

If you work nights, you already know this isn’t about “willpower” — it’s about fatigue, circadian rhythm, limited options, and doing the best you can when your body wants sleep, not salad. We put together this poster because we see a lot of night shift workers dealing with: • constant fatigue • gut issues • reliance on caffeine and sugar • irregular meals or skipping meals entirely. None of that makes you weak — it makes you human. Night shift workers: eating well at 2am is h

From 1 January 2026 , MYUNION will launch MYUNION Lite  — a no-frills, low-cost membership  designed for workers who want to stay informed, empowered, and one step ahead in the workplace. MYUNION Lite is about access to knowledge , because understanding your rights is often the first and most powerful form of protection. What Is MYUNION Lite? MYUNION Lite is a streamlined membership offering informative, practical updates  on workplace rights — without complexity, without pol

When you or your co-worker receive an unfavourable decision from the Fair Work Commission (FWC), that outcome can profoundly affect your employment rights, financial wellbeing and future prospects. While a Commission decision at first instance might seem final, there are structured appeal pathways available . This post explains the appeals process , key requirements, and practical considerations for anyone considering challenging an FWC decision. The information here is drawn

Every Christmas, questions arise about pay when workers are rostered on a public holiday but are later told not to attend. A common scenario in retail pharmacy is a part-time worker rostered, for example, from 4.00 pm to 8.00 pm on Christmas Eve, only to be told by the employer: “Don’t come in, I don’t pay penalties after 6.00 pm.” This situation raises important issues about rostered hours, public holidays, and employer obligations in Queensland. Christmas Day is a public ho

A recent decision of the Fair Work Commission provides a detailed and important reminder that not every difficult or disappointing workplace exit will meet the legal definition of a dismissal. In Ms Katie Box v Region Operations Pty Ltd [2025] FWC 3879, the Commission was required to determine a threshold issue: whether Ms Box had in fact been “dismissed” within the meaning of the Fair Work Act 2009, or whether her employment ended by way of a voluntary resignation. That ques