ADVERSE ACTION FAIR WORK ACT KNOWLEDGE BASE
Adverse action, also referred to as general protections, have been introduced to:
- Protect workplace rights;
- Protect freedom of association;
- Provide protection from workplace discrimination; and
- Provide effective relief for persons who have been discriminated against, victimised, or have experienced other unfair treatment.
Examples of Adverse Action
Adverse action covers acting, organising or threatening to and includes:
- An employer dismissing an employee, altering their position to their detriment, or discriminating between them and other employees;
- An employer refusing to employ a prospective employee or discriminating against them in the terms and conditions the employer offers;
- A business terminating a contract with an independent contractor, altering their position to their detriment, refusing to use their services or to supply goods and services to them, or discriminating against them in the terms and conditions the principal offers to engage them on; or
- An employee or contractor ceasing to work for an employer or taking industrial action against the employer.
Adverse Action Claims
In order to make a general protections claim under the Fair Work Act employees simply need to allege that they were “adversely affected” by a management decision that has been made because of their workplace rights, or because they possessed a discriminatory attribute, such as their race, sex, age, or disability.
Claims are possible from prospective and current employees as well as contractors. Unlike unfair dismissal claims, damages are uncapped and there is a reverse onus of proof, meaning that employers are effectively guilty of adverse action until they can demonstrate the genuine and non-discriminating reasons for their decision.
About Employment Innovations
Employment Innovations is one of Australia’s leading providers of employment services designed to increase productivity and ensure compliance. Its services and solutions include all the tools that every Australian small to medium sized employer needs – including workplace advice, legal services, payroll solutions, migration, human resource management and HR software.
The information provided in these knowledge base articles is general in nature and is not intended to substitute for professional advice. If you are unsure about how this information applies to your specific situation we recommend you contact Employment Innovations for advice.
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