The abrupt end of employment can leave anyone reeling, especially when the termination appears unjust. This is where the Fair Work Commission steps in, offering a path to justice. Our extensive guide focuses on simplifying two common types of claims—unfair dismissal and general protections. Being equipped with this knowledge can make your journey through this complex process smoother. Determining the most fitting claim for your unique situation is an essential first step towards maximizing your chances of a positive resolution.
Unfair Dismissal Decoded: Are You a Suitable Candidate?
Finding oneself abruptly unemployed under conditions that seem harsh, unreasonable, or unjust, or if you strongly feel that your dismissal lacked a valid cause, you could be eligible to file an unfair dismissal claim. However, this path requires you to meet specific requirements:
Your employment tenure should have lasted for at least six months (or 12 months if your employer is a small business).
Your employer needs to be governed by the National System, or subject to a modern award or enterprise agreement.
Your annual income must not exceed the high-income threshold, which currently stands at $167,500 (as of July 1, 2023).
If these conditions match your circumstances, and you decide to file an unfair dismissal claim, it’s crucial to lodge your application with the Fair Work Commission within 21 days of your termination date.
What Comes from a Successful Unfair Dismissal Claim?
Achieving success in an unfair dismissal claim could lead to one of two outcomes:
Reinstatement: This means returning to your former position as it was before your dismissal. Such outcomes, though, are relatively uncommon.
Financial Compensation: If returning to your previous job is not an option, you might receive compensation for lost earnings, capped at a maximum of 26 weeks’ pay. Note that this claim does not extend to emotional distress.
The Intricacies of General Protections Claims: How to Proceed?
If you’ve been dismissed because of a right or attribute protected under the Fair Work Act, such as age, race, disability, gender, religious or political beliefs, union membership, or the use of sick leave, you could be eligible to lodge a general protections claim.
A notable advantage of general protections claims is that there’s no minimum employment duration requirement. This means that no matter how long you were employed before your dismissal, you can file a claim if you believe your termination was based on a protected reason. Like unfair dismissal claims, you must lodge your application within 21 days following your dismissal.
What Can You Gain from a Successful General Protections Claim?
A victorious general protections claim can lead to either reinstatement or financial compensation. However, this claim type has unique advantages:
There’s no limit on the amount of compensation you can claim, potentially surpassing the 26 weeks’ pay limit linked with unfair dismissal claims.
You can claim for non-economic losses, like emotional distress caused by the loss of your job.
Differentiating Between Unfair Dismissal and General Protections Claims: Why It Matters
Both claim types offer possible legal remedies for unjust job termination, but they do have distinct differences. General protections claims don’t require a minimum employment duration, unlike unfair dismissal claims. Moreover, while unfair dismissal claims revolve around the fairness of the termination process, general protections claims focus on the reason behind the dismissal.
Dealing with the aftermath of job termination is never easy. Both unfair dismissal and general protections claims offer potential pathways to legal resolution. Understanding the nuances between these two can significantly impact your case’s outcome. Therefore, invest time to understand these avenues thoroughly, ensuring your decision is well-informed and best suits your specific circumstances.