It’s essential to be aware of your rights within the work environment, and the General Protections Claim under the Fair Work Act 2009 is a crucial component of this landscape. This regulation prohibits anyone from taking adverse action against someone else based on their workplace rights, or the actual or intended exercise of these rights.

Unpacking the Idea of a Workplace Right

‘Workplace right’ is an umbrella term encompassing various aspects. It encompasses entitlements under a workplace law or instrument, such as an award or enterprise agreement. It also includes the ability to initiate a proceeding under a workplace law or instrument or the right to make a complaint or inquiry concerning employment.

Understanding Adverse Action

Adverse action can take various forms. It includes actions such as dismissing or refusing to employ someone, treating them unfairly, or causing harm in their employment, such as through demotion or reduction in overtime or standard working hours.

The Intricacies of a General Protections Claim

A General Protections dispute arises when adverse action is taken, or there’s a threat of such action because a person has, exercises, or intends to exercise a workplace right. For instance, an employee could claim a violation of general protections provisions if they can prove their dismissal was because they took temporary leave due to illness. However, it’s crucial to understand that being dismissed while on temporary leave due to illness does not automatically qualify as a violation of general protections provisions.

In such scenarios, it becomes essential to establish a link between the adverse action and the workplace right. Also, it’s noteworthy that General Protections Claims can be made not just by existing employees, but also by prospective employees, independent contractors, or individuals who’ve entered into a service contract.

Usually, these disputes involve an employee and their employer. Employees who believe their dismissal is related to a workplace right must file a General Protections Claim within 21 days of the dismissal. Importantly, there are no qualifying periods or salary caps for General Protections Claims, ensuring these protections are in effect from an employee’s employment start and even before, irrespective of their earnings.

In Conclusion

While there’s no prohibition on an employer taking adverse action against an employee, they must ensure there’s no connection between that action and an employee’s workplace right, whether exercised or intended to be exercised. If any action taken by the employer results in the employee’s disadvantage (like dismissal, demotion, or reduction in pay/bonuses), it’s imperative to ensure there’s no link to a workplace right.

Understanding the dynamics of General Protections Claims can empower individuals in the workplace, helping maintain a healthy, fair, and respectful environment for all.

Call Frontline Employment Defenders Now so we can help you 1300 089 353 or visit https://www.fled.com.au