Fair Work jurisdiction and jurisdictional objection guide
12 January 2020
When we’re talking about the Fair Work Commission’s jurisdiction, we are talking about the Fair Work’s power to deal with certain matters.
In a hurry? You can jump ahead below.
So what exactly is a jurisdictional objection? We’ll cover that first.
An employer can make a jurisdictional objection, for example, if they are claiming that the Commission does not have jurisdiction to deal with an application or that the person may not be eligible to make the application.
Below I will take you through some common jurisdictional objections that employers can make in the Fair Work Commission.
In all cases, if there is a jurisdictional objection, the Commission must first deal with the jurisdictional objection, before the original employee application.
For example, if an employee lodges an application for unfair dismissal out of time and the employer raises a jurisdictional objection, this matter will need to be addressed first, then, if the Commission grants an out of time lodgement, the original claim for unfair dismissal can then be addressed.
Below are examples of jurisdictional objections for an employee’s unfair dismissal application.
Employees have 21 days to lodge an unfair dismissal or general protections application. If an employee lodges outside this limitation period, the employer may claim the Commission does not have jurisdiction to deal with the matter.
The Commission may grant out of time lodgement in exceptional circumstances.
Minimum employment period
In the case of an unfair dismissal, an employee must have worked for at least 6 months or for one year in the case of a small business employer (with fewer than 15 employees). If the employee has not worked the minimum period, the employer may make a jurisdictional objection.
Keep in mind, there are certain absences during an employment that do not count towards the minimum employment period. You can read about those here.
If the employee includes details fo the wrong entity on a Fair Work application form that is not the employer, then there is a jurisdictional issue.
If the employee made multiple applications about a dismissal, this may also give rise to a jurisdictional objection from the employer.
The employee was a casual employee and was not employed on a regular and systematic basis and there was no reasonable expectation of continuing employment.
Contractor not employee
If the applicant is a contractor and not an employee e.g. to complete a specific project which finished, they won’t be able to make an unfair dismissal claim.
High income threshold
If the applicant is earning more than the high income threshold, they won’t be able to apply for unfair dismissal. The threshold is updated annually each 1 July.
National workplace relations employee
The employee was not a national workplace relations system employee.
Employees that believe a redundancy was not genuine per section 389 meaning may lodge an unfair dismissal. If you did follow the measures in an Award or enterprise agreement then you can raise a jurisdictional objection.
Small business dismissal code
If you are a small business that’s followed the small business dismissal code, you can raise this as an objection.
If you did not dismiss the employee but the employee resigned voluntarily, you can raise this as an objection.
If the employee was demoted but not significantly but they are still employed, you can raise an objection to an unfair dismissal claim.
Ways to make the objection
In response to the employee’s F2 application, the employer would lodge an F3 - employer response to an unfair dismissal application and may include objections in that form.
Also, the employer may lodge a form F4 - objection to application for unfair dismissal application.
Do you have questions or comments about a jurisdictional objection? Be sure to leave them below.