A Single Procedural Mistake at the Fair Work Commission Costs an Average of $13,500. Secure Your Business Tonight for $97.
In Australia, the Fair Work Commission does not penalise small business owners because they are malicious; it penalises them because they missed a single procedural step.
Under Section 387 of the Fair Work Act 2009 (Cth), an employer can have a valid substantive reason to dismiss an employee (such as proven theft, prolonged absenteeism, or ongoing underperformance) and still lose an unfair dismissal claim simply due to procedural defects.
What You Receive in the Complete Pack
Key Legislative Updates Covered
4 chapters · 19 submodules
Rosters, breaks, and meeting flow
PIP, minutes, and evidence log
Under Section 387 of the Fair Work Act 2009 (Cth), the Fair Work Commission assesses whether a termination was harsh, unjust, or unreasonable based on procedural execution.
You catch an employee in clear misconduct or extreme underperformance. You dismiss them verbally or send an instant notice. You lose the unfair dismissal claim solely because you failed to provide a formal 48-hour response window or did not offer a support person in writing.
Paying a worker on an ABN does not prevent sham contracting penalties ($93,900 per corporation under s 357). Invoicing principally for labour triggers mandatory 11.5% superannuation regardless of contract terms under Section 12(3) of the Super Guarantee Act.
Get standard administrative templates and word-for-word scripts founded directly in Commonwealth legislation.
Every single section follows the same rigorous three-part operational model: The Essentials (statutory rules), Examples and Non-Examples (case studies), and Templates (ready-to-use documents).
Section 15AA multi-factor tests, Section 23 headcount aggregation across associated trusts, and Section 12(3) Super Guarantee liabilities.
Defining core operational requirements under the Disability Discrimination Act, Sex Discrimination Act, and Age Discrimination Act.
Section 333U pay secrecy prohibitions, Section 351 adverse action interview filters, and mandatory VEVO visa verification checks.
Proactive sex discrimination and sexual harassment risk elimination under Section 47C of the Sex Discrimination Act 1984.
Section 333M out-of-hours communication rules, Award roster publication windows (14 days), and 5-hour continuous meal break triggers.
Regulation 3.46 payslip rules, Section 557C reverse burden audits, and Division 4A 12-month small business casual reviews.
Managing statutory service cliffs (s 383) and conducting reasonable management action under Section 789FD(2).
Formulating SMART benchmarks, scheduling Day 14, 21, and 30 checkpoints, and stating written notice consequences under s 387(e).
Section 387(d) support person ground rules scripts, investigation procedures, and 48-hour pre-dismissal Show-Cause Notices.
Section 117 notice scales, 45+ age extensions, and Regulation 1.07 serious misconduct paid stand-down protocols.
Section 389 three-pillar tests, Award consultation notices, redeployment reviews, and small business severance exemptions.
Managing heat-of-the-moment resignations, 7-day payment deadlines, Section 90(2) 17.5% leave loading, and asset recovery.
Compare the traditional route against having complete statutory frameworks on hand.
| Expense category | The traditional route | Compliance blueprint |
|---|---|---|
| Initial legal consultation | $450 – $650 / hr | $0 |
| Drafting a single warning letter | $350 – $550 | Included |
| Drafting a redundancy or notice letter | $400 – $700 | Included |
| Ongoing HR agency retainer | $4,800 – $9,600 / year | $0 |
| Total upfront investment | Thousands in recurring fees | A$97 (one-off) |
Everything you need to know before securing your copy.
[Employee Name], [Date]) for immediate editing and copy-pasting into your business letterheads.
Avoid costly procedural defects at the Fair Work Commission. Get the complete 3-in-1 pack with immediate access.
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