A dismissal that is harsh, unjust, or unreasonable having regard to the reason for dismissal and the fairness of the process.
A key test used by the Fair Work Commission to determine whether a dismissal was fair in all the circumstances.
The employer must have a defensible, evidence-based reason for dismissal related to conduct or performance.
Employees must be notified of allegations, given an opportunity to respond, and the response must be genuinely considered.
Claims such as misconduct, safety breaches, bullying, or policy violations. The Commission examines whether the allegations were properly proven.
Employees must usually receive warnings, performance discussions, and a reasonable chance to improve before dismissal.
Warnings should be clear, documented, and explain what improvement is required. Sudden termination with no warning often leads to a finding of unfairness.
A dismissal may be harsh if the punishment is excessive compared to the conduct, especially for long-serving employees.
An informal telephone meeting where over 80% of unfair dismissal matters settle. A conciliator helps explore options to resolve the dispute.
A formal hearing where a Commission Member decides the case based on evidence, cross-examination, and legal principles.
The preferred remedy. The employee may be returned to their former job if the Commission determines the dismissal was unfair.
If reinstatement is not appropriate, compensation may be awarded up to a maximum of 26 weeks’ pay.
Select a team member's name to read their biography.
Garry is a highly experienced industrial relations specialist and workplace advocate dedicated to representing Australian employees in complex unfair dismissal and workplace dispute matters. With a career spanning over 35 years in employment relations, Garry provides expert non-lawyer advocacy, helping workers navigate the intricacies of national employment frameworks.
Area of Expertise
• Unfair Dismissal Claims: Specialising in evaluating harsh, unjust, or unreasonable terminations and representing clients through the Fair Work Commission (FWC) conciliation and arbitration process.
Code of Conduct Alignment: Fully compliant with the Fair Work Commission Paid Agent Code of Conduct, ensuring transparent fee disclosures, ethical representation, and professional integrity.
• Framework Knowledge: Deep procedural expertise in Section 394 (Unfair Dismissal applications) and Section 596 (Rules regarding legal and paid agent representation) of the Fair Work Act 2009.
• Industry Background: Former Major-Union (NUW) Organiser and Executive , bringing balanced, strategic insight to every dispute.
Educational Background & Credentials
• Degree in Industrial Relations – Charles Sturt 1998. Bachelor of Applied Science – xxx 1980
• Led hundreds or thousands of cases at formal hearing including complex arbitrations. Multiple matters at VCAT and EOCV and other jurisdictions.
Alan is a highly experienced industrial relations specialist and workplace advocate dedicated to representing Australian employees in complex unfair dismissal and workplace dispute matters. With a career spanning over 29 years in employment relations, Alan provides expert non-lawyer advocacy, helping workers navigate the intricacies of national employment frameworks.
Area of Expertise
• Unfair Dismissal Claims: Specialising in evaluating harsh, unjust, or unreasonable terminations and representing clients through the Fair Work Commission (FWC) conciliation process.
Code of Conduct Alignment: Fully compliant with the Fair Work Commission Paid Agent Code of Conduct, ensuring transparent fee disclosures, ethical representation, and professional integrity.
• Framework Knowledge: Deep procedural expertise in Section 394 (Unfair Dismissal applications) and Section 596 (Rules regarding legal and paid agent representation) of the Fair Work Act 2009.
• Industry Background: Former Major-Union Administrator and Company Director , bringing balanced, strategic insight to every dispute.
Educational Background & Credentials
• Masters of Business Administration – Deakin 2004. Bachelor of Applied Science – CIT 1980
• Led hundreds of cases at formal hearing including complex arbitrations. Multiple matters at VCAT and EOCV and other jurisdictions.
Nick is a highly experienced industrial relations specialist and workplace advocate dedicated to representing Australian employees in complex unfair dismissal and workplace dispute matters. With a career spanning over 15 years in employment relations, Nick provides expert non-lawyer advocacy, (however soon to be qualified) helping workers navigate the intricacies of national employment frameworks.
Area of Expertise
• Unfair Dismissal Claims: Specialising in evaluating harsh, unjust, or unreasonable terminations and representing clients through the Fair Work Commission (FWC) conciliation and arbitration process.
Code of Conduct Alignment: Fully compliant with the Fair Work Commission Paid Agent Code of Conduct, ensuring transparent fee disclosures, ethical representation, and professional integrity.
• Framework Knowledge: Deep procedural expertise in Section 394 (Unfair Dismissal applications) and Section 596 (Rules regarding legal and paid agent representation) of the Fair Work Act 2009.
• Industry Background: Brings balanced, strategic insight to every dispute.
Educational Background & Credentials
• Juris Doctor Student at the University of Melbourne
• Led hundreds of cases at conciliation and arbitration .
Tom is a highly experienced industrial relations specialist and workplace advocate dedicated to representing Australian employees in complex unfair dismissal and workplace dispute matters. With a career spanning over 25 years in employment relations, Tom provides expert non-lawyer advocacy, helping workers navigate the intricacies of national employment frameworks.
Area of Expertise
• Unfair Dismissal Claims: Specialising in evaluating harsh, unjust, or unreasonable terminations and representing clients through the Fair Work Commission (FWC) conciliation and arbitration process.
Code of Conduct Alignment: Fully compliant with the Fair Work Commission Paid Agent Code of Conduct, ensuring transparent fee disclosures, ethical representation, and professional integrity.
• Framework Knowledge: Deep procedural expertise in Section 394 (Unfair Dismissal applications) and Section 596 (Rules regarding legal and paid agent representation) of the Fair Work Act 2009.
• Industry Background: Former Major-Union (NUW) Delegate , bringing balanced, strategic insight to every dispute.
Educational Background & Credentials
• Degree in Industrial Relations – Charles Sturt 1998.
• Led hundreds/thousands of cases at conciliations . Multiple matters at other jurisdictions.
My recent dismissal after many years of service was abrupt, unfair and very harsh. ... I contacted some well known lawyers and was shocked that initial consultation to determine whether I have a case would cost a 'bomb' adding to the financial stress due to the dismissal! Garry from JustRelations is God-sent! He is highly experience with trail of successful outcomes for his clients and a strong negotiator! He was able to quickly advise and guide me in the direction to pursue justice. ... I would highly recommend anyone in the same predicament to contact him.
Esther — client review
Alan Dircks helped me greatly with questions relating to a workplace situation for withheld wages. His confidence put my mind at ease and his direction for proceedings was invaluable. I am so grateful for Alan's support, advice and knowledge at getting me through a stressful time. Thank you 'Just Relations'.... highly recommend these guys for any advice & support. :)
Tiffany G***** — client review
Nick helped me in my unfair dismissal case against a World Fortune 500 company. And helped me to win a very big compensation considering my short working period with the company. As a shy immigrant from Non-English speaking country , I am very thankful to Nick's model- there is no big upfront charges before the first evaluation of the case. I remember all the other companies I contacted charges me about $ 500 somethings, if not for Nick I probably would have given up to seek justice for myself-just the upfront payment is too big. During his work for my case, Nick demonstrated strong professionalism and determination for justices, etc. He is to be trusted and a good IR!
Jasmine P******* — client review
My unfair dismissal case was handled by Tom and settled during conciliation. I was very pleased with Tom's approach, his passion to serve justice and ability to secure a great outcome for me. I'm grateful for his honest approach and dedication to take the matter to a higher jurisdiction if it became necessary. I highly recommend Tom & the Just Relations team.
Amanda De A******* — client review
Losing a job can bring significant financial stress. While some employment lawyers charge substantial fees for an initial consultation, Just Relations provides free initial phone advice and offers different representation fee structures to suit your circumstances.
We can discuss the available options and explain the proposed fees and scope of work before you decide how to proceed.
| Representation pathway | Upfront fee | FWC conciliation | FWC arbitration | May suit |
|---|---|---|---|---|
| No-Win, No-Fee Advocacy | $0 upfront professional fee | Included, subject to the agreed terms | May be available, subject to the prospects of success and a separate assessment of the matter | Employees seeking to minimise upfront professional-fee risk. |
| Fixed Price Structure | Capped flat fee | Included in the agreed package | Not included in the standard package | Workers who want a predictable budget from lodgement through to conciliation. |
| Hourly Fee-for-Service | Standard hourly rate | Included where agreed in the scope of work | Available where agreed; additional work and fees may apply | Workers seeking tailored advice, claim preparation and flexible ongoing assistance. |
Not sure which option is right for you? Start with a free initial phone discussion.
Fee arrangements, inclusions, exclusions, disbursements and any conditions are confirmed with you before engagement. “No-Win, No-Fee” is subject to the terms agreed for your matter; it should not be taken to mean that every possible expense or outcome is guaranteed. Representation at an FWC arbitration is subject to eligibility, the Commission’s permission requirements where applicable, and the agreed scope of work.