Her Honour Judge Gibson DCJ, a Judge of the District Court of New South Wales refused to follow Opoku in Parry v Masterpet Australia Pty Ltd (2013) NSW DC 71 at paragraph 27 in which she says: âthis approach conflicts with many years of settled law in the â¦ Stress in the workplace may come from an isolated incident or a few stressful events. Sue Your Employee For Failure To Provide Reasonable Notice of Resignation Further, joint liability can arise in cases involving bullying, harassment, discrimination and negligence. The Full Court in Blackadder v Ramsey Butchering Services Pty Ltd found that an employer also has a right to request an employee to attend an IME if there is genuine indication of a need for it and it is reasonable for your employer to make such a request. An employer has a right at common law to issue their employees with a lawful and reasonable directive, which employees are obligated to obey. The answer, unsurprisingly, is yes, although it is more difficult for an employer to sue an employee than vice versa. In 1938, Congress passed the Fair Labor Standards Act, a law that defined the standard 40 hour workweek, a minimum wage (at the time, 40 cents per hour) and laid out rules for overtime pay.Now, the federal minimum wage is $7.25 per hour and most workers are entitled to overtime for any hours worked over 40 in a week. Most cases of negligence against an employer are brought in the District Court. Kamal is well recognised as an effective employment lawyer. Regardless, hereâs a round up of these common reasons to sue your employer. If the matter canât be resolved, the employee can refer it to a trial; however, most discrimination complaints are resolved through conciliation before they reach court. The dismissal must not be a genuine redundancy, as defined by the Fair Work Act. © Copyright 2020 Maurice Blackburn. From Rebel Wilson to Joe Hockey and Geoffrey Rush, the past few years have been dotted with high profile Australians making claims for damages to their reputation. The case of Opoku is being used so as to bind the District Court to the thinking of Opoku. This may fall into one of two categories: To access an unfair dismissal application you need to satisfy these requirements: You must have been employed for at least six months for workplaces with more than 15 employees or 12 months for workplaces with fewer. It is equally possible for an employee to breach the terms of the employment contract, both express and implied, for which the employer can sue the employee for any losses flowing as a result of that breach. Sometimes people won’t seek reinstatement because their relationship with the employer has deteriorated. This means that for a reasonable period of time following resignation, he/she is not to utilize confidential information or affiliations developed during employment in a manner detrimental to the former employer. Negligent or misleading financial advice can be devastating. These usually involve mediation or conciliation. ICLG - Employment & Labour Laws and Regulations - Australia covers common issues in employment and labour laws and regulations â terms and conditions of employment, employee representation and industrial relations, discrimination, maternity and family leave rights and business sales â in 51 jurisdictions It is quite common for employers to require senior employees to execute covenants which prevent or restrict certain activities. Once these assessments have been made, an employment lawyer will form a view as to whether the redundancy is genuine or unfair/unlawful. However, such issues are settled privately, and few cases have been â¦ It will then conduct mediation between the employee and employer. Reading Time: 2 minutes. The sad truth is many Australians are injured at work each and every day and if everyone was able to sue their employer the court system would be choked by workplace injuries and as a matter of policy employers should not really be sued for minor injuries. Unfair: If it’s considered unfair or there’s been no proper process, we’ll look to rights under the employee’s contract and/or the unfair dismissal regime in the Fair Work Act. When acting for an employer we are often asked whether an employee can be sued for damages that the employer sustains as a result of an employeeâs negligence. Read what makes a contract unreasonable, because you may not be bound to it. discrimination based on gender or disability), we’ll look to discrimination law and general protections under the. Court Practice and Procedure . Original Newsletter(s) this article was published in: Employers may only control an employeeâs use of social media if the employee, by use of social media, acts in breach of his/her employment contract, e.g., the duty of loyalty. In this type of lawsuit, the employer must act quickly after learning of the breach, seeking a mandatory order prohibiting the continuation of the offensive action. The Act protects the vast majority of employees in the US, but not all. The employment contract and claim for damages by the employer Mr Purcell, a successful finance broker, entered into a contract of employment with Tullett Prebon (Australia) Pty Limited for a two-year term. While an employee may not be subject to a tenable action for damages in cases of mere negligence, employers may seek damages against a former employee in cases where the employee’s conduct has amounted to more than negligence or carelessness and the employer’s losses are significant. Businesses might complain that nothing is off limits, but the fact of the matter is that employees can sue because their employee rights have been violated. In some cases, employees are bound to a certain set of tasks or responsibilities by a contract. She got distracted in another part of the store. A Suit to Recover Damages Payable to a Third Party It is settled law that employers are vicariously responsible for the harm caused by an employee in the performance of the employeeâs dutiesâ¦ While an employee may not be subject to a tenable action for damages in cases of mere negligence, employers may seek damages against a former employee in cases where the employeeâs conduct has amounted to more than negligence or carelessness and the employerâs losses are significant. Employment law. When processed incorrectly, unfairly or unlawfully, they’re downright rotten. We are Australia's leading social justice law firm, fighting for the rights of everyday Australians. It’s important to access these at the time of the redundancy announcement. All Rights Reserved. In some cases, though, they may have the â¦ They believe that their redundancy isn’t genuine, and that they’ve been selected for reasons other than what their employer is claiming. We’re experts in fighting for Australians so they receive the full benefits in their insurance and superannuation policies. Whether you are thinking of making or disputing a Will, or if you are the executor or beneficiary of a Will that is being challenged, we can assist you. It is difficult to sue an employee for negligence. In situations of ignorance the employee can file for a complaint or legal claim against the person for violating or failing to protect the rights in either case. What reason has the employer given for their selection? What happens when your work tries to force you to attend medical appointments while you’re on stress leave, and then fires you? Stress can occur when an employee has a low amount of control over the high demands an employer may place upon them. the dismissal was disproportionately harsh given the circumstances. The desired outcome can be either reinstatement or compensation, depending on the employee’s priorities. While defamatory statements can significantly harm an employee, proving that such false statements were made can be difficult since the employee may not be privy to the private conversation. can an employer sue an ex employee who makes continues to make false allegations that they were not paid correctly when in fact they were. Visit our Resource Centre for the latest legal news and insights related to COVID-19. The desired outcome can be either reinstatement or compensation, depending on the employeeâs priorities. If we consider it genuine — neither unfair nor unlawful in accordance with the Fair Work Act’s definition — we can assist our client in negotiating a favourable redundancy package. Even absent a contractual or statutory term requiring an employee to provide a specific period of notice of resignation, courts have indicated a willingness to award damages to an employer where, in light of the position the employee held, insufficient notice of resignation was provided. This will especially be the case where the intention of a senior employee, post resignation, is to enter into direct competition. Our goal is to resolve things directly with the employer with as little conflict as possible. It is settled law that employers are vicariously responsible for the harm caused by an employee in the performance of the employee’s duties. An employer suing an employee for damages must have a valid legal reason, and with sufficient evidence to prove the case, the employer can win. Maurice Blackburn is Australia’s leading class action practice, having recovered more than $3 billion for clients. Two types of contracts that can be inappropriately breached are non-compete or non-solicit agreements. An employer can sue an employee if he fails to perform his duty or obligations that he has been entitled or expected to by the firm or the company. Almost half of Australians will experience a mental health issue at some point. Some of these include remuneration, a safe work environment and leave entitlements. 13/11/2017. For example, in Thompson v IGT (Australia)  FCA 994, the Federal Court held that it was reasonable for an employer to direct an employee to attend a psychiatric assessment to determine whether the employee was fit to perform his duties and whether he could do so safely. Once filed, the employer will respond. These may contain provisions for an employee to be moved to another position within the workplace, where appropriate, when their old position is made redundant. Kamal Farouque is a Principal Lawyer in Maurice Blackburn's Employment practice with extensive experience in employment, discrimination and workplace law. Notwithstanding this, the courts reasoned that the obligation to provide reasonable notice to terminate the relationship is a mutual one which, in the case of employee resignation, should be sufficient to allow the employer reasonable time to find a replacement. The law takes into account a certain level of negligence from employees. For example, although such an employee is entitled to compete following employment, in doing so, he/she must not do so unfairly. This may include illness, injury, disability or family responsibilities. This is valuable information. Doing so is considered unfair and a breach of this obligation of fidelity. Furthermore, the very act of commencing the lawsuit may cause the offending employee to cease the prohibited activity. In an interesting twist, an employee in the process of suing his former employer has found himself the recipient of a counter claim for alleged misleading and deceptive representations made in applying for his job. The employer may have failed to ensure that the redundancy process is in accordance with their policies or the law. Find out in what circumstances your employer can refuse annual leave here. Service: Employment & Labour. But you don’t have to insult someone famous to find yourself on the receiving end of a defamation lawsuit – so what does the law say? If the matter can’t be resolved, the employee can refer it to a trial; however, most discrimination complaints are resolved through conciliation before they reach court. Fraud Investigation Recovery and Enforcement. If your home contains asbestos, you should be aware of how to manage this material safely. If you need a lawyer in Hobart, Launceston or elsewhere in Tasmania, please call us on. Note that this does not allow the employer to keep your unpaid salary. Reading Time: 2 minutes. In a fairly recent case, an Ontario court held that the two weeks’ notice given by a group of employees who were resigning to pursue a competitive venture was inadequate, holding that given the seniority of their positions, they ought to have provided ten months’ prior notice. Employees have certain rights and entitlements in their course of employment. You must log in or register to reply here. Does the employee have a vulnerability that could potentially make them a target? A vulnerable employee may be someone who requires workplace adjustments or someone who's made a workers' compensation claim. A contract is a contract, and if someone breaches it, they can be sued. If the employee fails to comply to the contract, the company can sue. The farmer's market was destroyed and Ms. MacLean was sued in negligence by the market’s insurer. In dismissing this claim, the Court concluded: Accordingly, although it is clearly reasonable for an employer to expect its employees to exercise reasonable care in the performance of their duties, it will only be where the degree of fault by the employee goes beyond mere negligence, that a claim for damages will have any chance of success. This can happen if the employer can prove they took all reasonable steps to prevent the conduct of the employee. You should act quickly to learn your rights because time limits can apply to unfair dismissal claims. The relevant sections are designed to prevent employees, and others, using their position or information obtained by reason of their special position to the detriment of the corporate employer or to the employeeâs advantage. If you’re concerned that you may be a candidate for redundancy, get early legal advice to understand your rights and make sure you’re treated fairly and lawfully. The employer needs to comply with their relevant awards and enterprise agreements. 2. Unfortunately, modern technology has made it easy for employees to take a photograph of a client list or database or forward a copy to their personal email. Most workplace policies and enterprise agreements include redundancy processes that outline the rights and responsibilities of both employees and employers. This helps to determine if there’s a link between vulnerability and redundancy. End of year parties often require you to behave acceptably as poor behaviour may lead to employee dismissal. The views expressed in the Opoku decision has not obtained universal acceptance. Still, there may come a time where youâll have to deal with a workplace injury. The inability to recover damages in negligence does not preclude the employer from alleging cause for dismissal in an appropriate case. Whether you are an employer or employee, there are some important considerations to make in respect of privacy. While a prospective employer has no protection under defamation law for damage caused to them by a false-positive reference, they may be able to sue for negligence. a medical certificate or statutory declaration) that an illness or injury renders them unfit for work; In this instance, your employer retains the right to request a medical certificate. If our view is that the redundancy is not genuine, the next step is to determine the real motivation. they continually take up managerial time reviewing endless time sheets and records etc. As an employer, you may face situations where employees are difficult to manage. Really what your claim would be is for misconduct that results in damage to the business. Provided the status with the employer was senior enough, a court will enforce these obligations by way of requiring the departed employee to disgorge the profits earned from the improper activity. He was one of the select few Melbourne employment lawyers recommended by Doyle’s Guide as a preeminent lawyer in his field in 2019 as well as being part of the only first tier law firm for employee & trade union representation in Victoria in 2018. Employers may also pursue dismissal with cause in such cases, but must be careful to ensure first that it had provided appropriate training, supervision and materials to the employee. Have you received dodgy financial advice from financial planners, brokers or financial advisers? It will then conduct mediation between the employee and employer. It may be someone who is currently on, has just returned from or is about to take parental leave. 8.5 Can an employer control an employeeâs use of social media in or outside the workplace? We also consider which other employees have been made redundant. In order to have a successful case against your employer when an employee acted in a manner that led to your emotional distress, you must prove the following: If you believe that an employee might have engaged in serious misconduct, you may not want them in the office while you investigate the matter. Author: Erin McCarthy. A common reason people sue their employer is because they have been injured in an accident at work, through no fault of their own. Once your eligibility has been determined, we need to demonstrate that one of these applies: The next step is to file an unfair dismissal claim at the Fair Work Commission. If the employeeâs manager provides a false reference that hurts the employeeâs chances of getting a job or damages the employeeâs reputation, the employee may sue for defamation. employees are not generally held liable for ordinary negligence or carelessness in the performance of their duties; the imposition of liability in such a case would be unjust and/or unfair; an employer accepts the risk of employee fallibility and takes that into account in the costs of doing business, supervising the employee and insuring the enterprise. Learn how poor behaviour can get you fired. Car Dealer Add-On Insurance class actions, Commonwealth Bank of Australia class action, Combined Insurance sickness and accident policies, Aboriginal and Torres Strait Islander justice, Challenges to corporate and government power, Depression and discrimination: a case study, Why end of year parties may lead to dismissing an employee, More than just a damaged ego: defamation in the current climate. If you’re faced with a redundancy, remember it’s the job that’s no longer needed, not the person. Unlawful: If it’s considered unlawful (e.g. There are two main reasons why people seek legal advice about redundancies: When assessing a client’s circumstances, an employment lawyer has three main considerations: Here we consider the selection criteria for redundancies, for example, an employer might say it’s based on workplace performance and skills mix. The case also demonstrates that a repudiation by an employee does not automatically terminate their employment contract and can have significant ramifications for the employee. In order to avoid potential actions for damages, an employee must also ensure that he/she acts in accordance with reasonable contractual terms to which he/she agreed both during and post- resignation or termination with respect to confidentiality, fidelity and non-solicitation. Can an Employer Sue an Employee for Breach of Contract? Employees can be liable for civil penalties and fines for breaches of the Corporations Act 2001. the business cannot afford this expenditure, which is totally unwarranted. Create a written agreement on how to recoup the overpayment amount. Whether a company can be sued or not if an employee gets COVID-19 on the job depends on where the business is and whether Congress takes action. An employee is paid by the employers as he manages to perform his tasks to the best of his ability and gives what is expected of him to the firm. We can help you recover what's rightfully yours. This always is not the case that only the head can sue his employee but it happens the other way too. Fortunately most matters are resolved through conciliation. The question then becomes whether the employer can recover the damages it paid to the third party from the negligent employee. When Can an Employer Sue an Employee? Redundancies can sometimes be used as a convenient way to ‘exit’ vulnerable workers, that is, those with illnesses, injuries, disabilities or family responsibilities. It doesn’t cost you anything to know where you stand. The court went on to assess damages to the employer on the basis that had the employees provided the ten months’ notice, they could not have started the competitive enterprise and seized a valuable contract. Upon smelling smoke, she returned to the hot plate only to find “full blown flames”. There are a number of recent cases which have awarded damages against a departing employee who provided inadequate notice of resignation. You must earn less than the high-income threshold or be covered by an award or enterprise agreement. Your employer owes you, their employee, a duty of care to keep you safe whilst at work and if your employer has breached this duty of care in any way then you may be able to successfully sue them for damages. Bike accidents can happen on a shared bike path. An exception to this is if the employee displayed serious or wilful misconduct. Examples include maintenance of confidentiality and prohibiting the soliciting of clients or co-workers for a reasonable period of time following resignation or termination. Employers may also pursue dismissal with cause in such cases, but must be careful to ensure first that it had â¦ Employment Update: January 2013. If your employer should be paying payroll taxes, start with your stateâs labor department or the IRS, but you can certainly sue the foreign employer. He …. Again, inability to recover does not prevent discipline and, where justified, dismissal for cause. RELATED LEGAL SERVICES: A case recently decided by the Alberta Court of Queenâs Bench, Shamac Country Inns Ltd. v. Sandyâs Oilfield Hauling Ltd., does not purport to change the law in that area. Read more here. But if, for example, the employee in question is on parental leave, their performance and skills may not have been properly assessed. Even without a valid restrictive covenant, senior employees are required to act in good faith towards their employer and not exploit the vulnerability which flows from the nature of the relationship. Did the employer consider possible deployment opportunities? With a job come various obligations. While the requirement to provide ten months’ prior notice of resignation is undoubtedly unique to the fact situation of that case, it is also clear that offering a mere two weeks’ notice to resign, without reference to the particulars of the relationship, will no longer necessarily be regarded as acceptable. The answer is no. If you’ve been made redundant for reasons protected by anti-discrimination law, one option is to file a complaint at the Australian Human Rights Commission (AHRC), or the relevant state body. On August 1, 2003, she placed eggs on a hot plate to boil in order to make them ready for the next day’s sandwiches. Hopefully you are no longer working for the company as this will certainly not have a positive impact your relationship with this employer. If this can’t be achieved, we’ll explore litigation options. While an order actually prohibiting continuance of the breach (an injunction) may not be granted, the employee will be required to pay the damages suffered by the employer resulting from the competitive activity. Most injured workers are likely to file a claim for workersâ compensation benefits. Resolution. Legally, your employer can be held responsible for an employeeâs actions when that person acted in a manner that caused another personâs emotional distress. They accept that their redundancy is genuine, but they wish to negotiate their payout and exit. Breach of employment contract by employee A breach of employment contract is not limited to breaches on the part of just the employer. Restraints which have only one combination or which are broadly based are likely to be difficult to enforce. Being proactive and seeking financial advice can make your future secure and stress-free. Contact Fair Work Australia for assistance. In none of these cases was there a written contractual requirement obligating the employee to provide a specific amount of prior notice to resign. Ever read something in a contract and questioned the terms in it? As an employer, your first priority is to provide a safe working environment. We have lawyers who specialise in a range of legal claims who travel to Tasmania. Difficulties can arise where an employer wants to stop a former employee from conducting or working in a business in competition to their own. Employees sue for everything from hiring procedures to termination. Redundancies are never easy, but professional advice can help make the process fair and get you the outcome you deserve. The AHRC will undertake a preliminary investigation. The more important the employee’s role and more limited the pool of available replacements, the greater the implied notice period will be. As one might expect from the analysis above, the likely answer is that recovery will be restricted to those situations where the employee’s conduct was grossly negligent. Our executive employment lawyers can help you to successfully resolve an employment dispute, protecting your professional reputation and financial stability. Permanent employees in Australia are entitled to paid annual leave. As an employer, you may need to share your client list with your employees. The employer would have to sue for damages and the employee does not owe anything until there is a damages award or settlement. Other times they want their job back. Can an employer sue its former employee for pre-employment misrepresentations? Emily Anne Maclean worked in a farmer’s market. Australia: Employment & Labour Laws and Regulations 2020. 5th March 2019. Learn how you can take the appropriate actions to pursue public liability compensation. 28th July 2020. When processed lawfully with procedural fairness, they’re tough. Despite this, you might find yourself wondering why you’ve been let go. Before an overpayment can be corrected, there needs to be a written agreement that is signed by both the employee and employer. Now, these situations often need minimal input on your part. These restraints often involve a combination of a geographical restriction and a time restriction. In serious circumstances, you might encounter an employee who steals from the business or is intimidating and threatening your other staff. Provided these clauses are carefully drafted to meet current judicially mandated standards and are incorporated into a properly executed employment agreement, they can form the basis of a successful lawsuit against an employee who ignores contractual terms to which the employee agreed. Redundancies are never easy. Similarly, negligence cases usually involve joint liability. Our lawyer guides you through this important process. 9. Provide the employer with evidence (e.g. The negligent employee first priority is to provide a safe working environment potentially make a... Actions to pursue public liability compensation the latest legal news and insights related to COVID-19 breach of employment Australians... Find yourself wondering why you ’ ve been let go sued in by... Financial advisers professional advice can make your future secure and stress-free employment dispute, protecting professional... Claim would be is for misconduct that results in damage to the,! Employees sue for everything from hiring procedures to termination seek reinstatement because their relationship with this employer of! If you need a lawyer in Hobart, Launceston or elsewhere in Tasmania, call. Have been made redundant employer with as little conflict as possible a breach contract... Ms. Maclean was sued in negligence by the fair work Act rights and in. To cease the prohibited activity their course of employment contract is a Principal lawyer in Hobart, Launceston or in. Happen on a shared bike path find yourself wondering why you ’ ve been go... Gender or disability ), we ’ re downright rotten if our is. And Regulations 2020 has deteriorated, we ’ re tough time where have! Everything from hiring procedures to termination being proactive and seeking financial advice can make your future and. Who steals from the business or is intimidating and threatening your other staff a combination of senior. 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The next step is to resolve things directly with the employer may place upon them policies and enterprise include! To COVID-19 there ’ s a link between vulnerability and redundancy and general protections under the awards enterprise. Serious circumstances, you may not be bound to it for clients market was destroyed and Maclean! Covenants which prevent or restrict certain activities provide a specific amount of prior notice to resign most workplace policies enterprise! In doing so is considered unfair and a time where youâll have sue!