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This information is intended to assist with preparing and participating in conciliation conferences with the Fair Work Commission, South Australian Employment Tribunal, Equal Opportunity Commission, and the Australian Human Rights Commission.
Quitting your job is a big decision. It is very difficult to take back a resignation, so make sure that you are properly informed and comfortable with your decision before telling your workplace.
Read our “Should I resign? Important information to consider before handing in your resignation” factsheet first to make sure you are not limiting your workplace rights by resigning.
You will need to figure out if you need to give notice. The notice period starts the day after you tell your workplace you want to end your employment, and ends on your last working day.
Casual employees do not have to give notice. However, you may consider giving notice as a matter of courtesy, especially if you will be relying on a reference from the employer.
If you are a permanent employee, or on a contract, you will need to consider your obligations under either your Award or your employment contract. Notice periods are commonly one to four weeks depending on how long you have been employed for.
Check the Fair Work Ombudsman site to find your Award.
Usually, you will be required to work through your notice period. However, you can come to another arrangement by agreement with your employer.
What happens if I don’t give notice as required?
If you fail to give the correct period notice, your employer could be entitled to withhold from your final pay, a payment equivalent to what you would have earned had you worked the correct notice period. Other Awards state that the employer can only withhold one week’s wages in this situation.
Your employer also does not have to pay you out your pro-rata long service leave, if your employer considers you have terminated your employment unlawfully, by not giving proper notice.
Check your Award, agreement or employment contract for information about payments and allowable deductions upon the termination of your employment. Call us for further advice if needed.
Your employer can choose to end your employment during the notice period. They must provide you with the full period of notice, or payment in lieu of notice.
You may be eligible to file an unfair dismissal claim or general protections claim, if they have not followed their obligations under the Fair Work Act 2009, your Award or employment contract. Each situation differs so please call us for further advice on your specific circumstances.
You may wish to tell your employer you are resigning in person, over the phone or in text. However it is best to follow up in writing (via letter or email) so there is no dispute about the timing of your end of employment, for example, when your notice period starts and finishes.
The Fair Work Ombudsman has a template letter of resignation you can use.
Workplace access and property
Make sure you give back any workplace property you have in your possession eg keys, work laptop any information that is confidential. Likewise, you should be afforded a fair opportunity to collect any personal belongings you have in the workplace.
Consult your employment contract regarding any intellectual property clauses. Generally, you should not keep any information belonging to the employer. Call us for further advice.
Restraint of trade clauses
Sometimes employment contracts have “restraint of trade” clauses, which require to you refrain from working in your industry for a certain period of time, in a certain geographical area.
As a default, these clauses are often found by courts to be unlawful, as they restrict the rights of a person to pursue employment. However they will be found to be valid if the clause reasonably protects the interests of the business, and is not more onerous than necessary to do so.
That is, the clause will be valid if a court finds that your potential future employment in the region or time period specified will risk a loss of business to your current employer. For example, if you will be competing with the business by using confidential information or trade connections which you gained in the course of your employment.
What could be found to be “reasonable” to protect the interests of a business very much depends on your individual situation and the industry in which you work. Call us for further advice.
References
Employers do not have to give you a positive reference. If asked by a prospective employer about your service, they should state the truth. To give a falsely negative reference could be grounds to sue for defamation, if you can prove you suffered a loss due to the false statement.
If they do not agree to being a referee, or providing a written reference, you can ask for a statement of service. A statement of service is a simple letter stating the period of your employment, and your job title. You are allowed to request these details from your employment records (and others) under the Fair Work Regulations 2009.
Separation Certificates
You can request a Separation Certificate from your employer if you need it for Centrelink. They have 14 days to provide it to you. If you need further help, contact Services Australia.
This information is intended to assist with preparing and participating in conciliation conferences with the Fair Work Commission, South Australian Employment Tribunal, Equal Opportunity Commission, and the Australian Human Rights Commission.
Note: There is no requirement to be represented.
Note: You can have a support person with you during the conciliation conference. This could be a friend or family member. A support person may take notes on your behalf or help you if you feel overwhelmed.
Opening Statements: This is a summary of your application. The purpose of this statement is to put forward your case in a concise way at the beginning of the conference.
Another example of a guideline during a conciliation is that only one person may talk at a time. A conciliator will ensure the conversation remains polite and on topic.
What next?
Note: Parties are under no obligation to reach a settlement.
For more information, read our Top 10 Tips for Self-Representing in the Fair Work Commission fact sheet.
Please note that this is general information & may not be relevant to your particular matter. This toolkit should not be taken as legal advice.
When applying for a new job it is important to understand exactly what type of employment relationship you may be entering. There can be serious legal consequences if the employment relationship is incorrectly labelled. For example, some job advertisements might state the position available is for an independent contractor when the true nature of the position is really an employee. Independent contractors and employees have different obligations and rights in relation to the work they perform. It is important to know the difference between the two so you can ensure you are receiving all your legal entitlements and that you are complying with any legal obligations.
There are a number of factors that assist in determining the difference between an employee and an independent contractor. In general:
Independent Contractors work for themselves and are their own boss. They set their own fee for the work that they perform and have control of when and how they work. They usually create and supply invoices to receive payment for their work based on the completion of a job. Independent contractors arrange and pay their own taxation and are required to have an Australian Business Number (ABN).
Employees work for someone else and are not running their own business. The employer controls how, where, and when the employee does their work. Employees are often paid by the hour and receive a wage or salary. Employees are not required to pay their own taxation and their employer will deduct taxation and pay it to the Australian Taxation Office (ATO). Employees are entitled to certain types of leave (i.e. long service and parental leave) and superannuation.
Sometimes the true nature of the relationship will be obvious but sometimes a more fulsome analysis of all the circumstances of the working relationship is required.
It is important to note that no single indicator can determine if a person is a contractor or an employee. Each assessment is based on the individual circumstances of the work arrangement in place. Courts always look at the totality of the relationship between the parties when determining the status of a person’s working relationship.
Sham contracting is where a person working as an employee is told they are an independent contractor when they are not. They may be treated like an independent contractor in some ways, for example they may be required to have an ABN, yet have no control over when and how they do their work or how much they get paid.
It is illegal for employers to misrepresent an employee as an independent contractor. Sham contracting is against the law and there are protections for workers who find themselves in sham arrangements.
For example, it is unlawful for an employer to:
Sham contracting is sometimes done on purpose or an employer may have acted carelessly and not fully understood their obligations at law. Sham arrangements are sometimes set up by employers who are trying to avoid responsibility for paying legal entitlements due to employees such as annual leave or superannuation.
It is unlawful for an employer to pretend that they are offering a person a job as an independent contractor when the position actually involves entering into an employment contract. Before accepting a position like this, you should ask more questions about the true nature of the position and get some advice.
Have a read through these case studies for further guidance on how to spot a sham contracting arrangement:
Stevie was offered a job in a beauty salon as a Beauty Therapist. Stevie is qualified to provide a full range of beauty treatments. Stevie was told she needed an ABN and would need to arrange to pay her own tax. Stevie was told she would be paid $25 per hour and would be given four shifts per week. Her shift times were in line with the salon’s opening hours which were 9am to 5:30pm. She was given a uniform with the Beauty Salon’s logo which she was required to wear. Stevie was told to book and perform nail treatments only. The beauty salon owner told her she would need to bring in her own customers and generate patronage.
Stevie is an employee. She has no control over where, when and how she worked. Even though she was told she needed an ABN and was required to pay her own tax, she was not running her own business and had no control over her work. Stevie may be entitled to a higher rate or pay and superannuation.
Asma is an Electrician and performs work on a residential building site for a large building company called BuildPro. BuildPro engages Asma to wire the new house they have built. Asma gives Buildpro a quote for the job and says she will invoice BuildPro when the work is complete. BuildPro asks Asma to finish the job in three months. The job is too big for Asma to complete alone so she engages another worker to do the job with her. Asma has an ABN and has undertaken to work six days per week from 7am to 3pm to get the job finished.
Asma is an independent contractor. She determined her fee for the work and invoiced BuildPro accordingly. Although BuildPro requested the work be done within three months, Asma was able to determine her hours of work and was able to employ someone else to delegate work to. Asma is running her own business and had control over many aspects of the job which all indicate she was an independent contractor.
Please note that this is general information & may not be relevant to your particular matter. This toolkit should not be taken as legal advice.
Who is an arts worker?
The term “arts workers” encompasses a hugely diverse range of workers. People working in the arts may be visual artists, they may work in the literary arts or the performing arts of dance, music, and theatre. There are even more types of workers when you consider all the roles supporting the arts including arts administration, production crews, ticket sellers, ushers, spruikers, and festival workers. The length of the list of arts workers is only confined to the limits of human creativity.
Working out your rights and entitlements in the arts can therefore be like finding your way in a labyrinth. Because of the diversity in the nature of work performed, there are many workplace laws that govern working in the arts.
Here are some questions and answers to common issues for arts workers.
Am I an employee?
Workers in the arts are commonly engaged as either employees or independent contractors. It is important to understand the nature of your engagement as a worker because there are different legal rights and obligations depending on the working relationship. For example, some workers are entitled to minimum rates of pay and leave, while others set their own pay and must organise their own leave arrangements.
How can you tell which is which?
Employees work in someone else’s business. The employer controls how, where and when they do their work, and pays them a wage or salary. Employees are entitled to superannuation and they have payroll tax deducted from their pay by their employer. Most employees are entitlement to minimum wages and conditions from an award.
Examples: Full-time arts administration worker, an usher at a theatre, casual sound engineer at a theatre company, or a food and beverage attendant in an outdoor bar at a festival or event.
Independent Contractors work for themselves and are their own boss. They are free to set their own fee for the work that they perform and have control of when and how they work. They should have an ABN, invoice for their work, and organise payment of their own taxation. They may invoice for completion of a job rather by the hour. There is no minimum rate an independent contractor can rely on, rather they set their rates according to the free-market.
Examples: a visual artist engaged to paint and complete two large murals, or a musician playing a three hour set at a particular event.
Sometimes the true nature of the relationship will be obvious but sometimes a more fulsome analysis of all the circumstances of the working relationship is required. There are a full range of factors to be considered in determining whether a worker is an employee or an independent contractor.
Some employers treat their workers as independent contractors when they are really employees. For example, the employer might require the workers to have an ABN and invoice for their work, yet they are paid by the hour and directed to work certain days and times at the employer’s discretion.
It is unlawful for an employer to misrepresent employment as an independent contracting arrangement. This is known as sham contracting and it is against the law.
If a worker is in a sham contracting arrangement, they may be entitled to claim unpaid wages, superannuation and leave entitlements, and the employer may be required to pay a penalty for breaking the law.
If you think you are in a sham contract arrangement you should contact the WWC for advice.
Where do employees find their minimum entitlements?
Awards or modern awards are legal documents that outline employees’ minimum pay rates and conditions.
There are more than 120 awards that cover most people who work in Australia. Awards apply to employers and employees depending on the industry or occupation they work in and the type of work they perform.
Here are some of the Awards that might apply to workers in the arts and some examples of the types of work they cover:
Amusement, Events and Recreation Award 2020:
Animal attendant, Ride attendant, Tour guide, Customer Service Officer, Meet and Greet/Concierge, Photography Attendant, Host/Presenter, Admissions/Entrance attendant, Usher, Ticket seller, Security Officer, Receptionist, Programme seller, Cashier
Broadcasting, Recorded Entertainment and Cinemas Award 2020:
Television Broadcasting, Radio Broadcasting, Cinema and film production, screen actors, Musicians for film and TV, Motion Picture Production, dancer, mime artist or puppeteer
Graphic Arts, Printing and Publishing Award 2020:
Creation of designs, concepts or layouts used in the advertising, marketing of commodities or services, commercial and industrial art including illustrations, borders, retouching of photographs, photographic reproportioning and lettering by hand
Live Performance Award 2020:
Producing, staging, audio/visual, presenting, performing, administration, programming, workshops, set and prop manufacture, operatic, orchestral, dance, erotic, revue, comedy, or musical performances; includes sale, service or preparation of food or drink; and selling tickets
Textile, Clothing, Footwear and Associated Industries Award 2020:
Fashion and Textile design
Travelling Shows Award 2020:
Travelling shows including the operation by an itinerant employer of any stand, fixture or structure for the purpose of providing amusement, food and/or recreation, carnival, rodeo, community event or festival
For a full list of all the moderns award and to access your award you can visit: https://www.fairwork.gov.au/awards-and-agreements/awards/list-of-awards
If you need help working out which award applies to the work you perform call the WWC.
Do I get breaks? How long should my shift be? – Common conditions in Awards
For specific information about your rights and entitlements you should find out the modern award that covers your employment. However, there are some common conditions within the awards that might apply to your work in the arts:
Breaks: Most awards stipulate that workers get a break after five hours. Some awards provide for paid breaks and others provide that breaks are unpaid. Some awards also provide for rest breaks as well as meal breaks.
Casual loadings: Most awards will provide a loading of 25% for casual workers to compensate them for not receiving sick leave, annual leave or paid public holidays.
Penalty rates: Most awards provide penalty rates which provides a higher hourly rate of pay for working unsociable hours like public holidays, late nights or early mornings and weekends.
Minimum engagement: Minimum engagement periods require that the minimum shift length must be a certain number of hours. The minimum engagement period is usually between two and four hours.
Overtime: Many awards provide that you get paid extra after working a certain number of hours in a day i.e. more than 10 hours in one shift.
We re-iterate that the conditions outline above are general and if you would like advice on your award entitlements contact the WWC.
What can I do if I’m being underpaid?
Claim the money back! There is no lawful basis for an employer to pay you less than the minimum wage in your award or contract.
You can calculate what is owed and request they pay you the difference between what you were actually paid and what the minimum entitlement should have been.
You have up to six years to follow-up wages owed to you as a result of wage theft. You can make a claim to the South Australian Employment Tribunal.
Our Industrial Officers can give you advice about claiming wages if you think you may be owed wages from a current or previous job. We also have other fact-sheets that can assist with drafting a letter of demand to your employer.
Sexual harassment in the arts is NOT OK!
The #Metoo Movement was born out of the art world and we know sexual harassment is a problem across the industry. The Media Arts Entertainment Alliance, the union that covers many arts workers in Australia, conducted a survey of sexual harassment, criminal misconduct, and bullying in the Australian live performance industry. The results showed that 40% of the respondents had experienced sexual harassment.
Sexual harassment is any unwelcome conduct of a sexual nature. If a reasonable person would anticipate that the behaviour might make you feel offended, humiliated, or intimidated, it may be sexual harassment.
Sexual harassment can include:
Sexual harassment does not have to be ongoing and can be one, single incident.
Some instances of sexual harassment can also be criminal offences, including physical or sexual assault.
Employers should have a policy for how to deal with sexual harassment in the workplace. It may involve a complaints process and an outline of how a complaint with be dealt with. Some workplaces may not have a policy and making a complaint of sexual harassment can be difficult. For example, making an internal compliant of sexual harassment may not be helpful in a small business, where the perpetrator is also the boss or the responsible for resolving complaints.
The Equal Opportunity Commission and the Australian Human Rights Commission can hear complaints about sexual harassment and victims can make claims for compensation.
The WWC Industrial Officers can give advice you further about sexual harassment in the workplace.
Random Questions from arts workers
Here are some RAQs (i.e. randomly asked questions) that we have received from people working in the arts:
Is it ok to be paid in tickets to shows, drinks, food, discounts, or other perks?
No. Additional perks are great, but these must be in addition to your minimum wages.
Can I have several jobs at the same time?
It is possible to work for different employers at the same time. However, some employers do not allow it, especially if the second job is for a competitor. They may have a policy prohibiting it. If that’s the case you should ask for permission before applying for that second job.
Is it ok to drink alcohol or take drugs at work?
No. Drinking alcohol or taking drugs at work can be characterised as gross misconduct and could result in termination of your employment, even if your supervisor or other staff are doing it and there is a culture condoning it. It is also a work health safety issue.
Is there are union for workers in the arts?
YES! The Media, Entertainments and Art Alliance (‘MEAA’) is the union that covers many workers in the arts sector. MEAA is the union for actors, entertainers, journalists and many more workers in the arts industry.
MEAA provides members with information on their workplace rights and advocacy to defend, promote and advance members’ rights at work.
MEAA membership also includes discounts plus benefits like journey insurance as well as professional development opportunities.
You can learn more about MEAA or join online here:
Contact the WWC for specific information and advice about your rights and entitlements at work.
Where can I get advice?
If you are a union member, call your union.
If you are not a union member, then please feel free to call the Working Women’s
Centre on: 08 8410 6499
or using our toll free number: 1800 652 697.
You can also submit an online enquiry on our website.
https://wwcsa.org.au/contact-us/
Please be aware that we may not be in a position to respond to your enquiry within 24 hour’s, but we will advise you of the waiting period when you first telephone or email us.
Listen to the recording of our panel event ‘Working in the Arts’ featuring arts workers based on Kaurna land.
Our Panelists:
Gemma Beale
Letisha Ackland
Emma Webb
You’ll also hear from an Industrial Officer from the Working Women’s Centre about how you can protect your workplace rights in the Arts.
What is sexual harassment?
Sexual harassment is unwelcome sexual behaviour where the victim feels offended, intimidated or humiliated, and it is reasonable in the circumstances to feel that way.
It has nothing to do with mutual attraction or friendship. If there is consent, it is not sexual harassment.
Sexual harassment is against the law. You do not have to put up with it.
Sexual harassment can take many forms:
Can sexual harassment be a criminal offence?
Forms of sexual harassment which may constitute criminal offences include:
These actions can be reported to the police.
What are the effects of sexual harassment?
Informal ways of dealing with harassment:
Formal ways of dealing with harassment:
Useful tips to consider if you are being sexually harassed in your workplace:
How can the Working Women’s Centre Help?
We can:
We have further fact sheets on sexual harassment to help to inform you about your options.
Where else can I go for help?
Other organisations that may be able to help include your union, the Australian Human Rights Commission and the Equal Opportunity Commission.
If you are not already a member of a union, ring SA Unions on (08) 8279 2222 to find out which union to join.
Australian Human Rights Commission: The Respect@Work Portal has many resources for both employees and employers. Phone: 1300 369 711 Web: www.humanrights.gov.au
Equal Opportunity Commission: Phone: (08) 8207 1977 Web: www.eoc.sa.gov.au
Making a Sexual Harassment complaint is a serious matter.
Other service providers
If your life or someone else’s life is in immediate danger, phone 000 (triple zero).
We often think about Workers Compensation claims as being claims for physical injuries. A construction worker with bad knees might spring to mind, a worker who types all day might have a compensable repetitive strain injury (RSI)condition or a landscaper might have a bad back.
It is important to remember that the South Australian workers compensation system (administered by an independent entity known as Return to Work SA) can also assist you if you are suffering from a psychological injury caused by sexual harassment in the workplace.
The South Australian workers compensation system is a no fault system. This means that you can be compensated for your injury regardless of whose fault it is. It can however be a long and traumatic process and we do encourage you to seek out support while you make a claim.
What is Sexual Harassment?
The Sex Discrimination Act 1984 defines sexual harassment as:
(1) A person sexually harasses another person (the person harassed ) if:
(a) the person makes an unwelcome sexual advance, or an unwelcome request for sexual favours, to the person harassed; or
(b) engages in other unwelcome conduct of a sexual nature in relation to the person harassed;
in circumstances in which a reasonable person, having regard to all the circumstances, would have anticipated the possibility that the person harassed would be offended, humiliated or intimidated.
Examples of sexual harrassment in the workplace
Sexual Harassment in the Workplace
Sexual harassment in the workplace continues to occur at unacceptable levels within Australian workplaces.
The latest Australian Human Rights Commission workplace sexual harassment survey, released in November 2022, has found that 1 in 3 workers had been sexually harassed at work in the previous five years.[1] This statistic has not changed since the previous survey in 2018.
In the 2017/2018 financial year, sexual harassment complaints to the South Australian Equal Opportunity Commission (EOC) were the second most prevalent. The 2017/2018 complaints were predominately from women but the Commission saw an increase in complaints from men too.
In 2016, the EOC was commissioned to deliver a report into sex discrimination and sexual harassment in the South Australian Police (SAPOL). In that report, the EOC found that 21% of women and 8% of men have experienced sexual harassment in the previous 5 years.
In December 2018, the Australian Council for Trade Unions (ACTU) released the findings from their 2018 survey into sexual harassment which found that 64% of women who responded to the survey had personally experienced sexual harassment in the workplace on one or more occasions. The survey also showed that 41.2% of those who had experienced sexual harassment did not disclose the sexual harassment to anyone. The ACTU survey elicited 9600 responses, a feat most statisticians wouldn’t sneeze at.
We could provide further statistics, at a local and international level but there is no need. It is well established that sexual harassment in the workplace is prevalent, has serious consequences for victims and workplaces, and seriously limits women’s equal participation in the workforce. This is why Sex Discrimination Commissioner, Kate Jenkins, led an enquiry into sexual harassment in the workplace and made 55 recommendations in the Respect @ Work Report.[2]
[1] The results of that survey can be found here: https://humanrights.gov.au/time-for-respect-2022
[2] Respect at Work: Sexual Harassment National Inquiry Report (2020) can be found online: https://humanrights.gov.au/our-work/sex-discrimination/publications/respectwork-sexualharassment-national-inquiry-report-2020#Za70h
Has sexual harassment caused you to suffer a psychiatric injury?
The Return to Work Act 2014[3] (the law that underpins the SA workers compensation system) defines injury as either a physical or mental injury. A mental injury is described in the Return to Work Act 2014 as a psychiatric injury and this means an injury that is ‘pure mental harm.’
To be eligible for worker’s compensation, work needs to have been the significant contributing cause of the mental injury.
[3] Return to Work Act 2014 section 4.
Case study
Julie works as an administrative assistant at a busy real estate agency. Julie works with all of the real-estate agents but spends most of her time assisting Graham, the owner of the agency. At first, Julie really enjoyed working with Graham. Graham was kind and took time to explain things to her when she wasn’t sure. After 6 months of work, Graham began emailing Julie and asking her about her weekend and other personal questions. Julie would tell Graham that she had a nice weekend and would give general details about her life. Julie wasn’t too worried about these questions but did think it was strange that Graham had such an interest her life. Graham would also regularly ask Julie about her boyfriend and details about their relationship. Julie began to feel uncomfortable but didn’t feel as though she could say anything. One night, Julie stayed back on a Friday night to have work drinks with her colleagues. At the end of the night, Graham asked Julie whether she enjoys having sex with her boyfriend. Graham then grabbed Julie’s breasts and tried to kiss her. Julie froze and tried to pull away. Julie left the party and Graham sent her explicit text messages. Julie was too scared to go to work on Monday and thought about just quitting. Julie wasn’t sleeping or eating and she was having panic attacks when she thought about having to see Graham. Julie decided to see her doctor. Julie’s doctor diagnosed her with depression and anxiety.
Julie’s depression and anxiety was caused by her work and this injury could be classified as a psychiatric injury for the purposes of lodging a workers compensation claim.
Let’s break down what ‘psychiatric injury’ means
In the Working Women’s Centre’s experience, psychiatric injuries often include depression disorders, post-traumatic stress syndrome, anxiety disorders and adjustment disorders.
All of these disorders have a range of symptoms including but not limited to feeling sad, moody, low, hopeless, nervous and feeling elevated stress or worry. Sometimes in a sea of feelings it is also hard to pinpoint what you’re feeling and that’s okay. Beyond Blue have provided a helpful checklist to help you navigate your way through this.
Here is a link:
There are many reasons why you might be suffering a psychiatric injury, this fact sheet deals with psychiatric injuries caused by sexual harassment in the workplace.
It doesn’t take a rocket scientist to understand that if you’re suffering from a psychiatric illness, it is may affect your work. In many cases, a psychiatric illness might manifest in high absenteeism (sick days), effect productivity, or effect your ability to cope with your workload and workmates.
Like any work injury, our community recognises that if your psychiatric injury has been caused by work then you may need time off to recover, receive medical attention and consider rehabilitation options. This is why we have a worker’s compensation system to help workers recover and rehabilitate. If your psychiatric injury has been caused by sexual harassment in the workplace and it has caused you to require medical attention or time off work, then you should seriously consider making a worker’s compensation claim. If you broke your arm at work, would you think twice about making a claim? Probably not! Psychiatric injuries are just as legitimate and therefore just as compensable!
How to make a worker’s compensation claim? A step by step guide:
Interim Payments
[Section 32 of the Return to Work Act 2014]
You may be entitled to receive interim payments while you wait for your workers’ compensation claim to be processed. If you have waited more than 10 days for your claim to be determined you must be offered interim payments. It is important to note that if your claim is rejected you may need to pay this money back. The agency will need to recover payments via debt recovery, [section 201] and it is unlikely that this will occur.
The debt recovery process occurs in the Magistrates Court of South Australia, for debts less than $100,000.00 and in the District Court of South Australia for debts exceeding $100,000.00. If the claim is for $12,000 and under the claim will be considered a minor civil claim. At the minor civil claims stage, you cannot be represented by a lawyer.
Recent changes to workers compensation in South Australia do not affect claims relating to psychological injury.
What if the sexual harassment has aggravated my pre-existing mental health issue? Can I still make a claim?
If you have been suffering from a mental health condition and the sexual harassment in the workplace has aggravated the injury, you still may be entitled to workers compensation for the aggravation. That is because the Return Work Act 2014 defines an injury that includes an injury that is, or results from, the aggravation, acceleration, exacerbation, deterioration or recurrence of a prior injury.[4]
[4] Return To Work Act 2014 section 4.
Important Extras to Remember
Please note that this is general information and may not be relevant to your particular matter. This fact sheet should not be taken as legal advice.
When we get into the festive season at the end of the year, it is important for employers to stay vigilant and aware of their duty of care when it comes to end-of-year gatherings and the work Christmas party.
We have created this guide for employers to assist in preventing and addressing incidents of sexual harassment at work parties, in particular Christmas parties.
Disturbingly, each year from 1 December, the Working Women’s Centre SA expects to hear countless stories from women complaining of incidents of sexual harassment occurring at their staff Christmas Parties.
Every year we prepare ourselves to assist women who have been the victims of unwanted and unwelcome sexual behaviours at the workplace Christmas parties ranging from offensive and vulgar remarks to violent sexual assaults.
Of course, sexual harassment does not just happen at Christmas parties. Sexual harassment in the workplace is at epidemic levels within Australian workplaces. In 2018, the Australian Human Rights Commission released its workplace sexual harassment survey and found that 1 in 3 workers had been sexually harassed at work in the previous five years.[1] You only have to skim the surface of #metoo stories to know that the workplace can be a very unsafe place for women.
Having identified this trend, we have put together this guide to assist employers in planning a safe and truly celebratory event.
When planning the Christmas party, employers should not lose sight of their overarching primary duty of care to ensure the health and safety of all workers.[2] Employers are required to take their legal obligations to their workers as seriously as on any other day of the year.
The Christmas party might be off-site, and if you’re a half-decent party planner, the party might not even feel like work. Don’t let the good vibes lull you into a false sense of security, all employers have a legal obligation to take all reasonable steps to minimize the risk of sexual harassment,[3] and this obligation extends to workplace Christmas parties. In some instances, an employer’s obligations can
extend to the ‘after-party’ too.
[2] Section 19 Work Health and Safety Act 2012.
[3] Section 106 Sex Discrimination Act 1984.
*We recognise that men are also victims of sexual harassment. We have chosen to use gendered language due to the overwhelming statistical evidence that women are more likely to be the victims of sexual harassment and men the perpetrators.
Learn more about how to address and prevent sexual harassment
There are further resources available for both employees and employers on the Respect@Work Portal.
If you have an issue with sexual harassment in your workplace, and need assistance please contact us or your union.
If you are interested in further training and educational resources on preventing and addressing sexual harassment, please refer to our training page, and fill out an online enquiry form.
Please note that this is general information and may not be relevant to your particular matter. This toolkit should not be taken as legal advice.
Your employer may request you attend a disciplinary meeting to discuss allegations of misconduct or performance concerns. This is a reasonable and lawful directive; however, your employer needs to ensure they follow procedural fairness.
The toolkit below may assist you in navigating the process. If you have been called to attend a disciplinary meeting, you should take the following steps immediately:
Remember, your employer should provide you with at least 24 hours notice of a disciplinary meeting.
I have been stood down with pay, what does this mean & how long does this last?Your employer may stand you down with pay when they are investigating allegations concerning your performance or conduct. This does not mean your employer has decided to terminate your employment. Some workplaces have policies where they remove a person from the workplace while investigating allegations in order to prevent interference in the process and to minimise stress.
The stand-down period typically lasts until the investigation is finalised, and usually finishes when you are delivered with an outcome. It is important that you remain available to attend a disciplinary meeting during the stand-down period.
Can I reschedule a meeting?
It is not unreasonable to request a meeting be rescheduled if it falls on your rostered day off, outside of your working hours or if you are unwell and unable to attend. If you require more time to source a support person, this must be communicated as the reason why you are requesting to reschedule the meeting.
An employer may not agree to delay the meeting if they have already provided you with enough notice, or the allegations are very serious. If you are unwell and you cannot attend the disciplinary meeting, it is important that you obtain medical certificates and provide them to your employer.
Case Study:
Sarah works the night shift from 5:00pm to 5:00am. She is provided with a letter of allegation before her shift at 5:00pm, and requested to attend a meeting at 4:30pm the next day. Sarah is unable to contact a support person during her shift, and when she arrives home, must balance sleeping with calling a friend. Her friend is also unable to take time off from work on such short notice. Given Sarah’s circumstances, it would be unreasonable if her employer were to deny a request to postpone the meeting so that she can organise a support person.
What if my boss calls me in to talk but denies it is a disciplinary meeting?
Sometimes, employers call workers in for meetings but do not expressly use terms such as ‘disciplinary meeting’ or ‘allegations’. A useful way to find out whether a meeting is disciplinary in nature is to ask whether the meeting will have a disciplinary outcome. If your employer says it might, suggests they will let the Human Resources (sometimes called People and Culture) department decide or cannot give you a clear answer – there is a good chance you have been called into a disciplinary meeting. It is a good idea to treat it as such and take all the necessary precautions.
There is a list of allegations – How do I deal with them?
A disciplinary meeting is often held because allegations of misconduct have been raised with management. Your employer should provide you with clear allegations, preferably in writing to avoid misinterpretation. If the allegations are vague, you are entitled to request specific details such as the date and time of the alleged conduct, the nature of the conduct as well as which policies you are alleged to have breached. Generally, it is a good idea to ask for the allegations to be put in writing. This is best practice, but it will depend on the circumstances whether your employer will put the allegations in writing.
Case Study
Lin’s manager approaches her at work on Monday morning and asks her come into the office for a short chat. Lin finds out her manager is trying to hold a disciplinary meeting without any notice. Lin advises she will hear the allegations however will need sufficient notice to be able to respond and organise a support person. Lin’s manager schedules a meeting for the next day and provides her with the allegations in writing.
What happens in a disciplinary meeting?
Usually, your employer will read out the allegations and provide any additional evidence to you. They will then ask that you provide a response to the allegations. It is important that you hear all of the allegations before you respond.
What can my support person do?
Your support person can take notes and discuss the allegations privately with you. If you become overwhelmed and have trouble responding, a support person can clarify your responses for you. A support person’s role does not extend to answering the questions on your behalf.
You are entitled to respond to the allegations raised and your employer must consider your responses when determining the outcome of the meeting.
When considering your responses to allegations, ensure you provide clear answers and only address the allegations raised. You can request your employer view CCTV footage if you believe it supports your responses. If your employer has mentioned reviewing CCTV footage, you can also request to view this before responding to allegations.
Some employers prefer written responses to allegations. Similarly, to the above, make sure you respond clearly and concisely.
It is also good to highlight a record of good behaviour or raise any mitigating circumstances which may have led to the incident in question.
It is important to respond honestly to allegations. It may be unreasonable for your employer to terminate you if you were late once, however they can dismiss you for serious and wilful misconduct if you behave dishonestly and lie.
You can request a short break in the meeting if you need to discuss the allegations privately with your support person, or if you become overwhelmed.
If you have grievances to raise about workloads or other matters, it is best to address these separately and independent to this process.
What if my boss raises other matters & allegations that I didn’t know about?
Your boss should stick to the allegations in the letter sent to you, or the allegations listed at the beginning of the meeting. If they raise anything else, you can politely flag that this was not brought to your attention and you will be unable to respond without further details.
Can my boss ask me vague questions?
Generally, your boss should ask specific questions instead of vague questions with open-ended answers.
Case Study
Priya is at a disciplinary meeting with her union support person, and knows only that the allegations concern a breach of company policy on acceptable standards of behaviour. Priya’s boss asks her to ‘take him through what happened on Tuesday’ and asks what she did at work that day. This is an unreasonable question because it could risk Priya further incriminating herself, and does not enable her to address any specific allegation. Priya’s support person reminds her boss that the question is very open-ended and that she is entitled to know the allegations before offering any response. Priya’s boss reconsiders his approach and provides her with the allegation of speaking rudely to a staff member, and asks her whether she interacted with her during her shift.
What will the outcome of the meeting be? Will I be fired?
A common myth is the ‘three strikes and you’re out!’ principle. There is no requirement for an employer to give three warnings before dismissing a worker, and similarly, there is nothing preventing an employer from issuing more than three warnings.
Each employer has a different approach to determining disciplinary outcomes. It is best practice for an employer to have a clearly defined disciplinary process to ensure both the employer and employee are aware of the processes in place when issues in the workplace emerge.
Employers may issue informal counselling for minor issues, and this outcome is similar to a verbal warning. Other employers operate on a written warning basis. You can dispute a written warning by writing to your employer, however this does not compel them to remove the warning from your file.
I have been asked to “show cause” – what is this?
Your employer may issue you with a show cause letter following a disciplinary meeting. This is common where the allegations are serious enough to warrant summary dismissal.
A show cause letter requires you to provide compelling reasons as to why your employment should not be terminated. This is usually provided once an investigation has been carried out and when you have provided a response to the allegations. This is a serious step and requires consideration when responding. It is important to draw on a record of good work performance and as well as any mitigating circumstances the employer should consider when determining the fate of your employment.
A show cause opportunity is an important step for the employer to take prior to terminating an employee, and if you have been refused an opportunity to show cause, it is important you contact the Working Women’s Centre as soon as possible.
I have been told that I will be placed on a performance improvement plan – what is it and what do I do?
If your employer has concerns about your performance, they may choose to issue you with a Performance Improvement Plan (PIP). This is a structured plan which aims at providing you with the support and training needed to successfully do your job, and should have clear performance metrics in place. For example, it would be unreasonable if one of the outcomes was to ‘be friendlier to colleagues’ because there is no tangible way to measure this. It would be reasonable if your employer required you to achieve a particular target which can be measured and examined.
You can request amendments to the plan in consultation with your employer and request further training if needed.
It is also important that your PIP includes catch-ups with your boss or manager – these should be a regular opportunity to discuss progress and any additional support you may need.
I don’t agree with the PIP – can I just ignore it?
It is very important that you follow your PIP – even if you disagree with the content. You can dispute your plan and work with your employer to change it to better reflect working conditions. The important thing is that you comply with the requirements.
If you have been asked to respond to a letter of allegations, refer to our Template for how to respond to a letter of allegations Fact Sheet.
Please note that this is general information & may not be relevant to your particular matter. This should not be taken as legal advice.
This is a strict time frame. You should ensure that you make the application within 21 days (that is 21 calendar days). The first day of the 21 days, is the day after your dismissal.
We are committed to providing advice that you can rely on however the information in this toolkit is general in nature. If you’re unsure about how it applies to your situation you can call your union.
To find out more about unions, please visit www.actu.org.au
If you are not a union member, then call us on 08 8410 6499.
You have been unfairly dismissed if:
You will not be dismissed if you were engaged by a contract of employment for a specific time period, or for a specific task or season.
For example, if you were employed on a 12 month contract and at the end of this 12 month contract, you are not offered a new contract, that decision will not constitute a dismissal.
Courtesy of the Fair Work Ombudsman.
In deciding whether a dismissal was unfair, the Fair Work Commission (FWC) will consider specific criteria for the harshness of the dismissal. The FWC will take into account:
If you are employed by a small business, then your dismissal will be considered with respect to the Small Business Code.
Definition: A small business is defined as an employer, who employs less than 15 employees.
If you have been dismissed by a Small Business then the Fair Dismissal Code applies. The Code can be found here:
https://www.fwc.gov.au/about-us/legislation-regulations/small-business-fairdismissal-code
You will not be eligible to lodge an unfair dismissal case if you were dismissed because of a genuine redundancy.
Redundancy can happen when an employer either:
The test for a genuine redundancy is:
If your redundancy does not fit the above criteria, then it is likely you will have a case for unfair dismissal on the basis that the redundancy is not a genuine one.
Restructure – Reduction in the number of positions:
Julie is working as a medical receptionist in a busy doctor’s surgery. Julie works with 4 other medical receptionists. Julie is the only medical receptionist to be made redundant. Julie’s duties are distributed among the remaining medical receptionists. This is very likely to be a genuine redundancy.
Downturn in Business
Lee Lin, is a print journalist and works for a major newspaper in Adelaide, South Australia. Over the last few years, there has been a significant reduction in sales of print newspapers and the board has decided to cut the newspaper from 40 pages to 30 pages. As a result, Lee Lin and another journalist have been made redundant. This is very likely to be a genuine redundancy as Lee Lin’s role is no longer required due to the downturn in business.
Reasonable redeployment & a lack of consultation.
Priya is working as a graphic designed for the state government. The state government decides to outsource of all of its web content to a private graphic design company. Priya is told that her job no longer exists with the state government and her job has been made redundant. Priya was never consulted about this change. It is likely that this will not amount to a genuine redundancy and Priya could lodge and unfair dismissal application.
Sham Redundancies:
Sam has been working with an electrical company as an electrician for 9 months. At the Christmas party, Sam’s boss tries to kiss them. Sam refuses the advance and leaves the party straight away. Sam was due to return to work after the holiday close down period but the next day, receives an email notifying them of a redundancy. Sam knew that the boss has work lined up for the next year and believes that the redundancy was due to incident at the Christmas party. If there has been no downturn in work and the reason for the dismissal was Sam rejected the boss’s advances, the redundancy will not amount to a genuine redundancy and Sam will be eligible to lodge an unfair dismissal application.
*If you experience sexual harassment in the workplace, contact us for further advice.
This is a strict time frame. You should ensure that you make the application within 21 days (that is 21 calendar days). The first day of the 21 days, is the day after your dismissal.
There may be times where you are notified of your dismissal, but your final day of employment is not for some time (say 4 weeks later). In this case, the dismissal will take effect on your last day of employment.
Example
If an employee is given 4 weeks’ notice that they will be dismissed, and they work through the 4 week period – then the date that the dismissal takes effect will generally be at the end of that 4 week notice period. HOWEVER, if an employee receives 4 weeks’ pay in advance in lieu (instead) of working and is NOT required to work through the 4 week notice period – then the date that the dismissal takes effect will generally be the last day worked unless the employer specifies a different date of dismissal.
Example: Courtesy of the Fair Work Commission.
Length of service The law provides that you need to have completed a minimum period of service to be eligible to make an unfair dismissal application.
If you have not been employed for at least the minimum period, you will not be eligible to make an unfair dismissal application. Time period Can I lodge an Unfair Dismissal Application?
If you are still confused as to whether you are eligible to lodge an unfair dismissal, please take the Fair Work Ombudsman Quiz.
https://www.fwc.gov.au/termination-of-employment/unfair-dismissal/eligibility
You will need to complete a Form 2 – Application for Unfair Dismissal.
This can be found on the FWC website. At this link:
https://www.fwc.gov.au/content/rules-form/unfair-dismissal-application
This form will need to be emailed to the FWC.
You can find directions in the Form 2 about how to lodge this application. You can also complete the form using the online lodgment service using this link:
Once you have completed the Form 2 you should email it to the FWC. Details for the FWC can be found here:
https://www.fwc.gov.au/disputes-at-work/how-the-commission-works/commission-offices/south-australia
You should receive a confirmation email from the FWC saying they have received your Application. In a few days you should receive a listing advice from the FWC that will give you a time and date for a conciliation conference. It is likely this will be in 3-4 weeks time.
There is a filing fee of $73.20 for an Unfair Dismissal application.
If you cannot afford to pay the fee, you will need to complete Form 80 – Application for Waiver of Filing Fee. That can be found on the FWC website.
https://www.fwc.gov.au/content/rules-form/waiver-application-fee
The Fair Work Commission (FWC) will hold a conciliation conference between you and the employer to help both of you come to an agreement. You can use the information below to help prepare for the conciliation conference.
On the date of the conciliation conference, a conciliator will call you from the FWC. The conciliator will be an impartial third party. The employer will be on the phone as well.
https://www.fwc.gov.au/termination-employment/unfair-dismissal/about-conciliation .
Every day we receive phones calls from workers who have resigned from their employment because they genuinely could not face another day. We completely understand this situation; however, when a worker resigns from their employment, it can significantly impact on their ability to address the unfair, discriminatory behaviour that is causing the workplace issues.
There may be ways for you to address your issues internally and we can provide with you advice about this.
There also may be ways for you to address the unfair treatment through an external process, but there are occasions where resignation can bar you pursuing a remedy for the unfair treatment. That is, you may have an unfair dismissal, discrimination, workplace bullying or workers compensation claim. If you resign, it might be more challenging to pursue these types of claims.
If you are unable to attend your workplace, you might consider seeing your General Practitioner and discuss taking some time off work. It is generally important to obtain a medical certificate from your doctor certifying that you are unfit for work.
The National Employment Standards provide that full-time employees have ten days of Personal Leave each calendar year (pro rata for part-time workers). If you have run out of personal leave, then you might consider applying to access your annual leave or long service leave. You might also consider using unpaid leave if you do not have any personal leave days left. Generally, a worker will need to apply to access unpaid leave, annual leave or long service leave. An application can be done formally (through a proscribed workplace form) or be a simple email making the request.
You do not need to apply for personal leave.
In most cases, it is better to take some time away from the workplace than it is to resign rashly.
There is a practice in many workplaces where a manager or human resources representative will advise and employee that they can either resign or face dismissal.
If you resign, you may be prevented from making an unfair dismissal claim.
If this is happening to you, ask your employer for some time to consider the ultimatum and get some advice immediately. In most cases, this is a reasonable request, and if reasonable, your employer should agree. In some cases, it might be better that you resign. In other cases, your employer might be trying to avoid any consequences for their unfair treatment of you. It is very important that you seek advice before making this decision.
If you are a union member, call your union.
If you are not a union member, then please feel free to call the Working Women’s Centre on
08 8410 6499
or using our toll free number
1800 652 697.
You can also submit an online enquiry on our website.
Please be aware that we may not be in a position to respond to your enquiry within 24 hour’s, but we will advise you of the waiting period when you first telephone or email us.
You have the right to be treated with respect and to be protected from stress and trauma at work.
Your job is one of the most important parts of your life. If you are not respected and protected at work it can make you unwell. You might notice feeling tired, withdrawn, easily upset, less interested in things you normally enjoy, nauseous, irritable, panicky, short of breath, or teary. You might find new difficulties in your personal relationships, or experience difficulty sleeping, a racing heart, a lower appetite, headaches, or stomach pain. Sometimes these feelings add up to what is called a psychological illness – like depression, anxiety, adjustment disorder, or post-traumatic stress disorder.
These are all very normal and common reactions to feeling disrespected or threatened at work. If you feel this way, you are not alone. Where can I get help?
Find a supportive General Practitioner (GP) if you do not already have one already and make them your regular GP. You should feel comfortable with and believed by your doctor. If you don’t, try seeing someone else.
You can talk to a GP in a language other than English. All GPs have access to phone based interpreters and some GPs consult in languages other than English. If you’d prefer to see a GP who speaks a language other than English, ask family and friends if they know of a doctor who consults in your preferred language or search online to find someone.
Make an appointment with your GP and tell them about your issue, keeping in mind that doctors are very used to talking with patients about stress, trauma, and problems at work. Talking with your GP can help you get better, and might also help with a workers’ compensation claim in future.
When you see a GP, ask about getting a mental health plan. As well as providing a pathway to better mental health, a plan can offer you access to cheaper psychology appointments.
Speak with a psychologist or counsellor. Your GP can help you find someone suitable or you can search online to find someone.
Find out if you have access to free counselling or medical treatment through an Employee Assistance Programme (EAP) at work and use it if you do. Information about and EAP might be posted on a notice board at work, in documents you were given when you started work. You can also ask a colleague, your manager, or Human Resources.
If your issue involves sexual harassment, abuse, or domestic or family violence, you can call 1800RESPECT (1800 737 732) any time to speak with an experienced trauma counsellor.
Join your union if you are not a member already. There is a union for every worker in Australia. Like insurers, unions may not be able to help with a pre-existing issue when you join, so it’s important to be in the union before you need help.
A union is an organisation made up of workers in your line of work. Unions are funded by workers, who pay membership fees, and they help workers to fight for and protect their work rights.
You can find out what union covers you by calling Australian Unions on 1300 486 466.
Reach out to friends, family, and colleagues. Tell trusted people about your issue and ask for their support. Be specific about what you need – like help caring for children while you attend counselling, or someone to take a walk with once a week.
You can also access a caring voice over the phone between 5pm and 11:30pm any day by calling the Lived Experience Telephone Support Service (LETSS) on 1800 013 755.
Take sick leave if you can and use the time to recuperate.
Make plans to take annual leave and allow yourself a total break from work.
Take your work breaks and leave the workplace during lunch if you can.
Try to minimise your access to work emails and phone calls after hours. Keep work screens out of the room you sleep in.
Consider whether or not any flexible work arrangements could help and might be agreeable to your employer. Changes might include a temporary reduction in hours, agreement to work some hours from home, or different start and finish times. Ask your union for help in seeking changes like these.
Apply for new jobs and ask to catch up with any friends or contacts who may be able to connect you with new work opportunities.
Check out the resources about mental health and work available at headsup.org.au. Use the exercise that deals with helpful and unhelpful thoughts whenever you feel confronted by something that happens at work.
Try some relaxation exercises. Breathing exercises, muscle relaxation, guided visualisation, and mindfulness meditation can help. There are many free phone apps that can help you to try relaxation exercises for the first time, as well as resources at beyondblue.org.au.
Take time every day to do one or more pleasurable things like going for a walk, taking a bath, reading in the sun, watching you favourite TV show, sitting under a tree, or calling a friend to talk.
If you have an illness that is caused or contributed to by your work, you can claim lost wages, treatment costs, and in some cases, lump sum compensation. This is called a workers’ compensation claim. In South Australia, workers’ compensation claims are generally dealt with by Return to Work SA.
You can make a claim whether you are a part-time, full-time, casual, or labour hire worker. Sometimes you can even make a claim if you are a contractor or self-employed.
We encourage you to strongly consider making a claim about a work injury if it has already caused you to take sick leave, or if you feel your only option is to leave your workplace.
You should also consider whether or not you have access to income protection through, for example, your employer or superannuation fund, or if you have access to Centrelink payments.
Your employer will know about and see your claim. If you have time off work or are noticeably unwell, your colleagues will know something is wrong but they will only know you have made a claim if you or your employer tells them. You can ask your employer to honour your privacy by not telling colleagues about your claim.
Future employers will only know about your claim if you or your current employer tell them about it; there is no publicly available register of past claims. In Australia is unlawful to refuse to give a person a job because they have made a workers’ compensation claim in the past.
Your claim might be rejected. If this happens, you can challenge the decision. Your union or one of the services listed in this factsheet can help you with this. You can also talk with a lawyer.
When you make a claim, Return to Work SA will most likely ask for more information about your illness and its cause. Providing this information can be difficult and for some people, it will also bring up past difficulties or trauma.
If you want to speak with someone about a personal crisis or thoughts of suicide, call Lifeline on 13 11 14 any time of day.
If you need an interpreter, call TIS National on 131 450 (local charge applies) and ask to talk with Lifeline on 13 11 14.
The Mental Health Triage Service 13 14 65 can also help with mental health emergencies, any time.
These factsheets have been designed & translated to help women better understand the worker’s compensation scheme and navigate the psychological work injury claims process.
Find a claim form here: https://www.rtwsa.com/media/documents/claim-form.pdf
Return to Work SA is an Insurer and Gallagher Bassett and Employers Mutual are claims agents. Your claims manager works for them.
Only you and your representative work for you.
Keep an up to date work capacity certificate
Keep seeing your doctor regularly to update your certification
Get advice before signing anything
Respond to reasonable requests
If you’re not sure if a request is reasonable, ask for it in writing by email and seek advice.
Communicate how it suits you
You have a right to an interpreter if you need one. You can also ask to communicate with your claims manager by email if you find speaking by phone stressful or to be contacted only via your representative. You have a right to refuse to be recorded.
Choose your doctor
You have a right to see your own GP or other doctors for treatment. Don’t agree to have your employer attend medical appointments or speak with your treating doctor. You may be asked to see an unfamiliar doctor for assessment but can seek a second opinion if you disagree with them. You have a right to receive a copy of any medical reports made about you.
Prioritise self-care
The workers compensation claims process is stressful. Care for yourself by seeking counseling, support from family and friends. And taking time to do things you normally find enjoyable.
Prepare for claim rejection
Most stress claims are rejected in the first instance. Seek advice when you receive your rejection as the decision can be reviewed.
Speed up your claim
The insurer will attempt to make a decision within 10 days however complex claims can take longer. If you are not receiving interim payments and you are unhappy with the delay, seek advice about expediting their decision.
Helpful services
The Working Women’s Centre SA
Young Worker’s Legal Centre
Your Union
There is a union for every worker in Australia. Unions can help you with a workers compensation claim and in many cases, offer you access to a workers compensation lawyer.
Call unions Australia on 1300 486 466 to find your union if you’re not a member already.
