Unfair Dismissal Darwin

We assist with unfair dismissal cases including discrimination, misconduct, forced resignation and more.

Have you recently been let go from work and are unhappy about how it was handled? Do you believe your employment rights have been infringed upon? There are numerous reasons why people are forced to leave their place of employment, such as being fired for misconduct, being made redundant, or accumulating too many written warnings; however, not every dismissal is lawful. So, what recourse do you have if you believe your employer has broken the law? Seek legal counsel and file for unfair dismissal.

Unfair dismissal refers to the term used when an employee is judged to have been dismissed from their job in an unjust, unreasonable, or harsh manner. According to the Australian Government Transparency Portal, nearly 14,000 unfair dismissal applications were lodged in the 2018–19 financial year alone.

At Bradley Solicitors, we can assess the circumstances of your termination or demotion, inform you of your rights and provide professional advice about what to do next. For assistance in Darwin, Katherine or anywhere else throughout the Northern Territory and Australia, reach out to our team on (08) 8941 1677.

Unfair dismissal and illegal dismissal cases – and their merit – can vary considerably depending on the circumstances. There are important differences between simply being upset at a termination or demotion and having grounds to claim for unfair or illegal dismissal – after all, people are rarely happy with being let go, but that does not always mean it was unfair or unlawful. At Bradley Solicitors, we’ll help you make the distinction and provide the advice you need to proceed.

You need to be employed for six months or longer before you can apply for unfair dismissal – this extends to 12 months if you work for a small business. There are no time limits for illegal dismissal. Common examples include termination due to:

• Discrimination (race, sexuality, disability, etc.)
  
• Poor performance (where proper training wasn’t provided)
  
• Misconduct that wasn’t committed
  
• Constructive dismissal
  
• Forced resignations
  
• No given reason

To find out more, book an initial consultation with our solicitor. We’ll talk through your legal options and recommend actions based on your specific circumstances.