1
Fair Work Act 2009
s.394—Unfair dismissal
Todd James
v
NSW Trains
(U2021/3757)
DEPUTY PRESIDENT SAUNDERS NEWCASTLE, 3 AUGUST 2021
Application for an unfair dismissal remedy – jurisdictional objection – whether applicant
dismissed – demotion – significant reduction in remuneration – ongoing employment
relationship – demotion constitutes dismissal – jurisdictional objection dismissed.
[1] When does a demotion constitute a dismissal within the meaning of s 386 of the Fair
Work Act 2009 (Cth) (Act)? That is the primary question to be answered in light of the
jurisdictional objection raised by NSW Trains to the unfair dismissal application lodged by
Mr Todd James with the Fair Work Commission (Commission).
Summary
[2] Following an investigation into allegations of misconduct, NSW Trains took
disciplinary action against Mr James, a Shift Manager who has been employed by NSW
Trains and its predecessors for over 30 years, by reducing his grade from Rail Classification
(RC) 6 Level E to RC6 Level A and his gross pay from $141,442 to $127,569. NSW Trains
thereby demoted Mr James.
[3] Although Mr James does not agree with the unilateral decision by NSW Trains to
reduce his grade and pay, he remains employed by NSW Trains in the position of Shift
Manager. Neither his duties nor his location of work has changed. The employment
relationship is ongoing.
[4] The decrease in Mr James’s gross remuneration by $13,873 per annum involved a
“significant reduction in his remuneration” within the meaning of s 386(2)(c)(i) of the Act.
[5] Because Mr James has been demoted in employment and his demotion has involved a
significant reduction in his remuneration, he has been dismissed within the meaning of s 386
of the Act, notwithstanding that his employment relationship with NSW Trains is ongoing and
has not been terminated and replaced by a new employment relationship. My reasoning and
conclusion in this regard is consistent with, and supported by, the following appellate court
authorities:
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DECISION
E AUSTRALIA FairWork Commission
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(a) First, the decision of the High Court in Visscher v The Honourable President Justice
Giudice (Visscher),1 where the majority (Heydon, Crennan, Kiefel and Bell JJ) held
that “Section 170CD(1B), by implication, treated a demotion as a termination of
employment where it involved a significant reduction in remuneration or duties of the
employee” [emphasis added]. In the context of a demotion, there is no material
difference between s 170CD(1B) of the Workplace Relations Act 1996 (Cth) (WR Act)
and s 386 of the Act;2 and
(b) Secondly, a recent decision of the Federal Court of Australia in Broadlex Services Pty
Ltd v United Workers’ Union (Broadlex),3 where Justice Katzmann observed that
“para 386(2)(c) necessarily implies that a demotion in employment which involved a
significant reduction in the employee’s remuneration or duties is a dismissal although
the employee remains in the employer’s employment”.
[6] In my view, single-member decisions of the Commission which are inconsistent with
these authorities should not, with respect, be followed. Included in this category are decisions
in which it has been held that a demotion cannot constitute a dismissal within the meaning of
s 386 of the Act unless there has been a termination of the employment relationship in
accordance with s 386(1)(a) or (b).4
[7] The analysis of whether there has been a termination at the initiative of the employer
for the purpose of s 386(1)(a) of the Act is to be conducted by reference to termination of the
employment relationship, not by reference to the termination of the contract of employment
operative immediately before the cessation of the employment.5 It follows that the termination
of a contract of employment, by demotion or otherwise, cannot, of itself, constitute a
dismissal within the meaning of s 386 of the Act in circumstances where there has been no
termination of the employment relationship.6
[8] Whether a particular type of disciplinary action such as demotion is permitted by the
terms of an employment contract, enterprise agreement, award or applicable legislation is
irrelevant to the question of whether a demoted employee who remains employed by their
employer has been dismissed within the meaning of s 386 of the Act. Accordingly, the fact
that both the enterprise agreement which applies to Mr James in relation to his employment
with NSW Trains7 and the Transport Administration (Staff) Regulation 2012 (NSW)
(Transport Administration Regulation), which also applies to Mr James, confers on NSW
Trains a discretion to impose particular punishments in disciplinary proceedings against
employees such as Mr James, including a reduction in his “position, rank or grade and pay”,
does not have any bearing on the question of whether he, as an ongoing employee of NSW
Trains, has been dismissed within the meaning of s 386 of the Act. The existence of such
rights and the fairness with which they are exercised in particular circumstances are relevant
to the s 387 factors which the Commission must consider when considering whether the
dismissal was harsh, unjust or unreasonable.
1 [2009] HCA 34 at [37]
2 Broadlex Services Pty Ltd v United Workers’ Union [2020] FCA 867 at [83]
3 [2020] FCA 867 at [84]
4 See, for example, Bradley v Solarig [2021] FWC 2805 (Solarig) at [97]
5 Khayam v Navitas Pty Ltd [2017] FWCFB 5162 (Navitas) at [75(1)]
6 Ibid at [31]-[75]
7 NSW Trains Enterprise Agreement 2018 (Enterprise Agreement)
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Meaning of dismissal
[9] In order to have been unfairly dismissed, a person must first have been dismissed.8
The meaning of dismissed is governed by s 386 of the Act. It provides:
“386 Meaning of dismissed
(1) A person has been dismissed if:
(a) the person’s employment with his or her employer has been terminated on
the employer’s initiative; or
(b) the person has resigned from his or her employment, but was forced to do
so because of conduct, or a course of conduct, engaged in by his or her
employer.
(2) However, a person has not been dismissed if:
(a) the person was employed under a contract of employment for a specified
period of time, for a specified task, or for the duration of a specified season,
and the employment has terminated at the end of the period, on completion of
the task, or at the end of the season; or
(b) the person was an employee:
(i) to whom a training arrangement applied; and
(ii) whose employment was for a specified period of time or was, for any
reason, limited to the duration of the training arrangement;
and the employment has terminated at the end of the training
arrangement; or
(c) the person was demoted in employment but:
(i) the demotion does not involve a significant reduction in his or her
remuneration or duties; and
(ii) he or she remains employed with the employer that effected the
demotion.
(3) Subsection (2) does not apply to a person employed under a contract of a kind
referred to in paragraph (2)(a) if a substantial purpose of the employment of the person
under a contract of that kind is, or was at the time of the person’s employment, to
avoid the employer’s obligations under this Part.”
8 Section 385(a) of the Act
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Is it necessary for the employment relationship to be terminated in order for a demotion
to constitute a dismissal?
[10] In Harrison v FLSmidth Pty Limited (Harrison),9 I traced the legislative history
concerning when and how a demotion may constitute a dismissal for the purpose of an unfair
dismissal application:
“Meaning of dismissal
[2] The journey to understand the proper construction of s 386 of the FW Act in the
context of a demotion where the employee remains employed begins
with Brackenridge v Toyota Motor Corporation Australia
Limited (Brackenridge). 1 In that case, Ms Brackenridge sought the remedies of
compensation and reinstatement in respect of what she alleged to be the unlawful
termination of her employment by Toyota. Ms Brackenridge had been employed by
Toyota as a chef supervisor, but was demoted to the position of canteen assistant on 3
February 1995 as the result of an investigation by Toyota into an altercation between
Ms Brackenridge and Ms Law which led to Ms Law receiving a lacerated and swollen
lip and several scratches. This demotion constituted the alleged termination of her
employment.
[3] The Full Court of the Industrial Relations Court of Australia (Wilcox CJ, von
Doussa & Marshall JJ) held that the decision by Toyota to demote Ms Brackenridge
involved a termination of her contract of employment as a chef supervisor, but the
question was whether Ms Brackenridge suffered a “termination of employment”
within the meaning of s 170EA(1) of the Industrial Relations Act 1988 (Cth) (IR Act)
(omitting references): 2
“There is a conceptual difference between the two situations. Ordinarily, the
conceptual difference does not matter: dismissal will ordinarily terminate both
the particular contract of employment and the employment relationship. In this
case, however, Ms Brackenridge continued to be employed by Toyota after 3
February 1995. The employment relationship continued albeit under a new
contract of employment.”
[4] At the time Brackenridge was decided, the IR Act did not contain any provisions
dealing with a demotion, or provide a definition of termination of employment.
However, central to the Full Court’s interpretation of s 170EA(1) was one of the
objects of Division 3 of Part VIA of the IR Act, which gave effect to the Termination
of Employment Convention (Convention), and s 170CB within Division 3 of Part VIA
of the IR Act, which provided that “an expression has the same meaning in this
Division as in the Termination of Employment Convention”. 3 The Full Court held
that the phrase “termination of… employment” within s 170EA(1) of the IR Act was
restricted by the meaning of that phrase as used in the Convention, which it interpreted
to mean termination of the employment relationship.4 Because Ms Brackenridge’s
demotion did not result in the termination of her employment relationship with
Toyota, the Full Court held that there had been no termination of employment within
the meaning of s 170EA(1) of the IR Act.
9 [2018] FWC 6695
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[5] In 1996, the IR Act was extensively amended and renamed the Workplace
Relations Act 1996 (Cth) (WR Act). Unlike the IR Act, the constitutional validity of
the WR Act did not rely so much on the external affairs power in s 51(xxix) of the
Constitution but relied more on the corporations power in s 51(xx). That change in
reliance had an impact on the termination of employment provisions in the WR Act. In
particular, s 170CB of the former IR Act was repealed and the objects of Division 3 of
Part VIA were amended to give effect to the Convention only by adopting particular
procedures and “by orders made in the circumstances set out in Subdivisions D and
E”. 5 Further, s 170CD(2) of the WR Act only limited expressions “used in
Subdivision C, D or E of this Division” to the meaning of expressions used in the
Convention. Importantly, the unfair dismissal provisions of the WR Act were in
Subdivision B of Division 3 of Part VIA and the WR Act defined “termination” or
“termination of employment” to mean termination of employment at the initiative of
the employer.6
[6] In 1999, a Full Bench of the Australian Industrial Relations Commission
in Bluesuits Pty Ltd v Graham (Bluesuits) 7 held that there was no requirement under
the WR Act, as it stood at that time, to interpret the provisions of Subdivision B by
reference to the Convention.8 Shortly after the decision in Bluesuits, Senior Deputy
President Polites considered a circumstance in which an employee had been demoted
but the employment relationship had continued in Boo Hwa Chan v Christmas Island
Administration (Boo Hwa Chan)9 and observed that the phrase “termination of
employment” in the WR Act included the termination of a contract of employment and
the termination of employment relationship as a result of the 1996 amendments to the
IR Act, and therefore, a demotion which resulted in the termination of a contract of
employment was considered to be a “termination of employment” within the meaning
of the WR Act.10
[7] In 2001, the Workplace Relations Amendment (Termination of Employment)
Act 2001 (Cth) (WR Termination Amendment Act) amended the WR
Act, 11 including by inserting, for the first time, a provision (s 170CD(1B))
concerning demotions in employment:
“(1B)
For the purposes of this Division, termination or termination of
employment does not include demotion in employment if:
(a)
the demotion does not involve a significant reduction in the remuneration or
duties of the demoted employee; and
(b)
the demoted employee remains employed with the employer who effected the
demotion.”
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[8] The Second Reading Speech made by the Honourable Mr Peter Reith, Minister for
Employment, Workplace Relations and Small Business, on 27 June 2000, gives insight
into the object of the demotion provisions in the Workplace Relations Amendment
(Termination of Employment) Bill 2000:
“Establishing certainty in jurisdiction
…
Two other amendments in the bill aimed at ensuring certainty in jurisdiction
will make it clear, firstly, that independent contractors do not have a remedy
for termination of employment, consistent with the original intent of the
Workplace Relations Act, and, secondly, that the demotion of an employee
does not constitute termination of employment where that demotion does not
result in a significant reduction in remuneration and the employee continues to
work for that employer.”
[9] The Explanatory Memorandum to the Workplace Relations Amendment
(Termination of Employment) Bill 2000 includes the following relevant material:
“OUTLINE
This Act will amend the Workplace Relations Act 1996 (the WR Act) to:
…
• Preclude an employee who has been demoted in his or her employment from
seeking relief in respect of termination of employment where the demotion
does not result in a significant reduction in remuneration and the employee
continues employment with the employer who effected the demotion;
…
Item 9 - After subsection 170CD(1A)
13. Item 9 proposes to insert new subsection 170CD(1B), which will provide
that, for the purposes of the termination of employment provisions of the Act
(Division 3 of Part VIA), the expressions ‘termination’, or ‘termination of
employment’, do not include a demotion in employment if the demotion does
not involve a significant reduction in the remuneration of the demoted
employee, and the demoted employee remains employed with the employer
who effected the demotion.”
[10] It is not clear whether Boo Hwa Chan prompted the amendment to s 170CD of
the WR Act, 12 however, it is plain from the terms of s 170CD(1B) of the WR Act,
together with the Second Reading Speech and the Explanatory Memorandum, that
Parliament did not intend to exclude all demoted employees who remained employed
after their demotion from accessing the unfair dismissal provisions of the statute. Had
that been Parliament’s intention, s 170CD(1B) would simply have stated that
“termination or termination of employment does not include demotion in employment
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if … the demoted employee remains employed with the employer who effected the
demotion”.
[11] In 2003, section 170CD(2), which was part of Subdivision A of Division 3 of the
WR Act, was amended by inserting the words “this Subdivision” as follows:
“(2) An expression used in this Subdivision or Subdivision C, D or E has the
same meaning as in the Termination of Employment Convention.”
[12] In Charlton v Eastern Australia Airlines Pty Ltd (Charlton), 13 a Full Bench of
the Australian Industrial Relations Commission considered the impact of the 2003
amendment to s 170CD(2) of the WR Act to cases involving a demotion. After
considering part of the legislative history, the Full Bench in Charlton summarised (at
[12]) the position as follows:
“…If the expressions ‘termination’ and ‘termination of employment’ have the
same meaning as in the Termination of Employment Convention then they do
not extend to a demotion where the employment relationship continues. If the
construction of those expressions is unconstrained by the Convention then they
refer to a termination of the contract of employment or a termination of the
employment relationship and therefore extend to a demotion that involves a
termination of a contract of employment even if the employment relationship
continues pursuant to a new contract of employment.”
[13] In Charlton, the Full Bench agreed with the appellant’s submissions that: 14
• “the form of s.170CD(1B) suggests that, in enacting s.170CD(1B),
Parliament proceeded on the premise that a demotion where employment
continues can amount to a “termination of employment” and then sought to
exclude particular demotions from the scope of that expression;” [emphasis
added] and
• “if the respondent’s argument is correct then s.170CB(1B) is rendered otiose:
it has no work to do because, by virtue of the decision in Brackenridge, the
expressions “termination” and “termination of employment” will never include
demotion in employment if those terms have the same meaning as in the
Termination of Employment Convention.”
[14] The Full Bench in Charlton then reached the following conclusions in relation to
s 170CD(2) of the WR Act and the meaning of the expression “termination of
employment” in the context of a demotion: 15
“[31] In this case there are two strongly competing interpretations. On balance
we think that the true intention of Parliament in amending s.170CD(2) was not
to give expressions used in Subdivision B of Part VIA the same meaning as in
the Termination of Employment Convention and that s.170CD(2) should be
construed accordingly, that is, as applying to the balance of Subdivision A and
not to s.170CD itself. If Parliament had intended terms in the definitions in
s.170CD(1) to have the same meaning as in the Termination of Employment
Convention then it might be expected to have removed s.170CD(1B) at the
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same time it amended s.170CD(2), particularly in circumstances where
s.170CD(1B) itself contains the expression “termination of employment” and
the existing authorities, of which the Parliament is presumed to be aware, place
demotion entirely outside the meaning of the expression “termination of
employment” as used in the Convention. The fact that s.170CD(1B) remains
and the fact that it deals expressly with the issue of when a demotion is not to
be taken as involving a termination of employment (and does this in terms that
appear to assume that, but for the provision, a demotion may involve a
termination of employment) cause us to favour the construction advanced by
the appellant: it produces a fairer and more convenient operation that conforms
to legislative intention and avoids adopting a construction that gives
s.170CD(1B) no practical effect. We perceive the operation for which the
respondent contends to be unintended by the Parliament.
Application of principle in the present case
[32] Consistent with the decision in Boo Hwa Chan, a termination of
employment occurs when a contract of employment is terminated. This
necessarily occurs when the employment relationship comes to an end.
However, it can also occur even though the employment relationship continues.
Where a contract of employment has been terminated, but the employment
relationship continues, this will be because a new contract of employment has
come into existence. Therefore, whether the appellant’s demotion involved his
employment being “terminated by the employer” within the meaning of
s.170CE turns on whether his contract of employment was terminated
notwithstanding the continuing employment relationship. This question is
answered by reference to general law principles relating to the termination of
contracts of employment, unconstrained by the Convention.”
[15] After Charlton, section 170CD(1B) of the WR Act was considered by the High
Court in Visscher. The relevant facts of Visscher were summarised as follows by the
majority of the Full Bench in Navitas: 16
“Briefly speaking, Visscher concerned a ship’s officer who was initially
employed as a Third Mate, but in September 2001 was offered by his employer
and accepted a permanent promotion to the position of Chief Officer. Shortly
afterwards, the employer purported to rescind the promotion. Mr Visscher
informed the employer, in writing, that he did not accept the rescission. Until
January 2004, Mr Visscher continued to be assigned work, and paid, as a Chief
Officer. In January 2004, Mr Visscher was informed that on his next voyage he
would be required to work as a Second Mate. In February 2004 Mr Visscher
wrote to his employer by email stating that he considered that he had been
demoted, that this constituted a constructive termination of the contract of
employment, and accordingly that he considered his employment as having
been terminated by the employer. The employer’s response was that Mr
Visscher had not been demoted because he had been employed as a Third Mate
and that it would treat his email as a resignation. Mr Visscher then applied to
the AIRC for relief in respect of the termination of his employment under s
170CE of the WR Act on the ground that the termination was harsh, unjust and
unreasonable. A single member of the AIRC dismissed his application on the
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basis that his employment had not been terminated at the initiative of the
employer, and this was upheld on appeal by a Full Bench of the AIRC.”
[16] In Visscher, the majority (Heydon, Crennan, Kiefel and Bell JJ) observed that:
“Mr Visscher regarded Teekay’s requirement of him to sail as a Second Mate
as a repudiation of his contract of employment. On his case the termination of
the employment relationship was “at the initiative of the
employer”. Alternatively, Teekay’s requirement could be viewed as a
demotion. Section 170CD(1B), by implication, treated a demotion as a
termination of employment where it involved a significant reduction in the
remuneration or duties of the employee. On either approach it was necessary
for the AIRC to consider whether Mr Visscher was employed as a Chief
Officer when the acts which resulted in the cessation of his employment
occurred.” [emphasis added]
[17] The majority found that Mr Visscher’s contract of employment as a Chief Officer
remained on foot in February 2004 and concluded (at [81]) that:
“Teekay’s notice of rescission did not automatically bring the contract
appointing Mr Visscher a Chief Officer to an end. It was necessary that Mr
Visscher accept the repudiation before the contract could be terminated.
Nothing said in Automatic Fire Sprinklers Pty Ltd v Watson suggests any
different contractual principle as applying to a contract of employment. In
order to decide whether Teekay had repudiated Mr Visscher’s contract of
employment in January and February 2004 it was necessary for the AIRC to
determine the true contractual position between the parties at that time. It was
necessary then to determine whether what was said by Teekay at that time
amounted to a repudiation such that the termination of the employment
relationship could be said to be at its initiative; or whether it amounted to a
demotion within the meaning of s 170CD(1B). The correct legal starting
point was not that Teekay had rescinded the agreement. Neither the
Commissioner nor the Full Bench of the AIRC asked the correct question, as to
the contract under which the parties continued after September 2001. This was
an error going to jurisdiction.” [emphasis added]
[18] Justice Gummow, who was in the minority and concluded that there was no
termination of the employment of Mr Visscher at the initiative of the employer by
reason of the terms of an industrial instrument that applied to Mr Visscher, effectively
came to the same view as the majority about s 170CD(1B): 17
“It may be accepted that ‘termination’ for the purpose of s 170CE(1) may
include a ‘demotion in employment’ which involves a significant reduction in
the remuneration or duties of the demoted employee (s 170CD(1B)).”
[19] In 2009, the FW Act came into force. Section 386 of the FW Act governs when a
person has been dismissed. It provides that: …
[20] The principal differences between the demotion provisions in the WR Act
compared to those in the FW Act are as follows:
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• The WR Act uses the expressions “termination” or “termination of
employment”, whereas the FW Act uses the expression “dismissed” and s 386
of the FW Act deals with the “meaning of dismissed”, including by reference
to where “the person’s employment with his or her employer has been
terminated on the employer’s initiative” or “the person resigned from his or her
employment” in particular circumstances; and
• Although there is no material difference between the two limbs dealt with in s
170CD(1B)(a) and (b) and s 386(2)(c)(i) and (ii) of the FW Act respectively,
the introductory words to those limbs differ as follows:
o The WR Act provides:
“For the purposes of this Division, termination or termination of
employment does not include demotion in employment if …” and
o The FW Act provides:
“However, a person has not been dismissed if … the person was demoted
in employment but …”
[21] There is no suggestion in either the Second Reading Speech or the Explanatory
Memoranda to the Fair Work Bill that Parliament intended, by enacting the FW Act, to
change the categories of demoted employees, if any, who are entitled to bring an
unfair dismissal claim.
[22] Following the enactment of the FW Act, s 386(2)(c) was considered by Senior
Deputy President O’Callaghan in the context of a demotion of an employee who still
remained employed, performing new duties. 18 The Senior Deputy President
interpreted s 386(2)(c) as requiring that there be both a significant reduction in the
applicant’s remuneration or duties and that the applicant no longer be employed by the
relevant employer in order for a demotion to constitute a dismissal.19
[23] On appeal, the Full Bench of the Commission in Phillip Moyle v MSS Security
Pty Ltd (Moyle) 20 overturned the decision of the Senior Deputy President and held as
follows:
“[9] Section 386(1) sets out a general definition of what constitutes a dismissal.
Section 386(2) then sets out three sets of circumstances which, even if they fall
within the general definition, are deemed not to be dismissals. These are, in
effect, exceptions to s.386(1). The third of these exceptions, in s.386(2)(c),
relates to demotions in employment. In order to fall within this exception - that
is, for a demotion that otherwise constitutes a dismissal under s.386(1) to be
deemed not to be a dismissal, both limbs of the exception must be satisfied, as
Mr Moyle submitted. The construction adopted by the Senior Deputy President
was, with respect, in error because it inverted the exception by making it
necessary for an applicant to negative both limbs of the exception in order for
the demotion to be a dismissal. This would have the perverse result that a
demotion in employment could never constitute a dismissal, even where it is
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plain that the existing contract of employment has been terminated and
replaced by a new and inferior contract, because the employee will necessarily
have remained in employment with the employer and thus could not negative
s.386(2)(c)(ii).
...
[12]...Whether or not the exception in s. 386(2)(c), properly construed, was
applicable, it remains necessary for Mr Moyle to demonstrate at the outset that
he had been “dismissed” within the meaning of s. 386(1).
[13] An action taken by an employer to change the remuneration and duties of
an employee could not constitute a dismissal under s. 386 (1) where the change
was one authorised by the contract of employment.
…
[23] We do not consider that there was any repudiation of Mr Moyle’s contract
of employment by MSS, and that it continued to operate in accordance with its
terms after Mr Moyle’s transfer took effect. Therefore, there was no
termination at the initiative of the employer under s.386(1)(a) and no
dismissal.”
[24] The Full Bench in Moyle did not consider in any detail the distinction between the
termination of a contract of employment and the termination of an employment
relationship, nor did it consider the correctness of the decision in Charlton. After the
Full Bench handed down its decision in Moyle, another Full Bench in Navitas decided
that the question of whether there has been a termination at the initiative of the
employer for the purpose of s 386(1)(a) of the FW Act is to be conducted by reference
to termination of the employment relationship, not by reference to the termination of
the contract of employment operative immediately before the cessation of the
employment. 21 In this regard, the majority in Navitas relied on the High Court’s
judgment in Visscher in reaching a different conclusion to the earlier Full Bench
in Charlton in relation to whether the termination of a contract of employment could
constitute a “termination of employment”. The majority in Navitas concluded as
follows in relation to this issue:
“[50] Thus it is clear, contrary to the first proposition stated in Lunn to which
we have earlier referred, that a termination of the employment
relationship might constitute a termination at the initiative of the employer
under the WR Act notwithstanding that the contract of employment remains on
foot. That is, under the WR Act, termination at the initiative of the employer
did not, on its ordinary meaning, refer to termination of the contract of
employment. The first proposition in Lunn to which we have earlier referred
was therefore not a correct statement of the law under the WR Act, and as a
result the Full Bench’s analysis in Lunn proceeded on the wrong premise that it
was necessary to analyse whether the final employment contract was
terminated at the initiative of the employer, not whether the employment
relationship was terminated at the initiative of the employer. The correct
position remained as stated in Mohazab, namely that a termination of
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employment at the initiative of the employer occurs where the action of the
employer is the principal contributing factor which leads to the termination of
the employment relationship.”
[25] Having regard to the decision of the Full Bench in Navitas, there are two possible
ways in which the words of s 386 of the FW Act may be construed according to their
ordinary meaning in relation to a demotion. On one view of s 386 of the FW Act, an
employee who is demoted and elects to remain employed by their employer in the
demoted role is not dismissed within the meaning of s 386. The relatively simple
argument supporting this construction can be summarised as follows:
• a dismissal within the meaning of s 386(1)(a) of the FW Act concerns the
termination of the employment relationship, as distinct from the termination of
a contract of employment; 22
• an employee who has been demoted and who remains in employment has an
ongoing employment relationship with their employer, notwithstanding the fact
that one contract of employment may have been terminated and a new contract
entered into;
• section 386(2) of the FW Act deals with circumstances in which an employee
“has not been dismissed”. It therefore narrows the meaning of “dismissed” in
section 386(1). 23 Consequently, section 386(2)(c) of the FW Act cannot
convert what would otherwise not be a dismissal under s 386(1) to a dismissal;
and
• because a dismissal under s 386(1)(a) of the FW Act concerns the termination
of the employment relationship and an employee who elects to remain
employed by their employer after a demotion has an ongoing employment
relationship with their employer, section 386(2)(c) cannot convert such a
demotion into a dismissal within the meaning of s 386(1)(a).
[26] On another view, an employee who is demoted and elects to remain employed by
their employer is “dismissed” within the meaning of s 386 in circumstances where the
demotion involves a significant reduction in their remuneration or duties. For the
reasons set out below, this construction is supported by the legislative purpose of s
386, as well as the context of the words within the FW Act as a whole. Context also
includes the existing state of the law and the mischief the legislative provision was
intended to remedy. 24
[27] First, s 386(1) of the FW Act does not purport to define the term “dismissal”
exhaustively. It identifies that a person has been dismissed if s 386(1)(a) or (b) is
satisfied, but does not, in terms, limit the circumstances which may constitute a
“dismissal” to only those identified in s 386(1)(a) or (b). Section 386 of the FW Act
must be construed as a whole, not just by reference to subsection 386(1).
[28] Secondly, the purpose of s 386(2)(c) of the FW Act is to define the circumstances
in which the demotion of an employee who remains employed by their employer will
not constitute a “dismissal” within the meaning of s 386 of the FW Act. 25 Such a
purpose, by implication, suggests that there will be circumstances in which the
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demotion of an employee who remains employed by their employer may constitute a
“dismissal” within the meaning of s 386 of the FW Act.
[29] Thirdly, if a “dismissal” within the meaning of s 386 of the Act were limited to a
circumstance in which the employment relationship had been terminated, then s
386(2)(c)(i) would have no work to do. That is, if the existence of an ongoing
employment relationship could, in and of itself, defeat an argument that a demoted
employee had been dismissed, it would never be relevant to inquire whether the person
who remained in employment had suffered a significant reduction in their
remuneration or duties.
[30] Fourthly, the fact that paragraphs 386(2)(c)(i) and (ii) are phrased in present tense
(i.e. “the demotion does not involve a significant reduction…” as opposed to “the
demotion did not involve a significant reduction…” and “he or
she remains employed..” as opposed to “he or she remained employed”) suggests that
employees who have been demoted and (1) suffer a significant reduction in their
remuneration or duties and (2) remain in employment with their employer, have access
to unfair dismissal protection.
[31] Fifthly, s 386(2)(c) of the FW Act can be contrasted with ss 386(1)(a), (1)(b),
(2)(a) and (2)(b), all of which are directed to circumstances in which the employment
relationship has come to an end. The requirement in s 386(2)(c) that an employee
“remains employed” suggests that it is addressing a quite different circumstance to the
other parts of s 386 of the FW Act.
[32] Sixthly, s 386(2)(c) does not stipulate any period for which an employee must
“remain employed”. A demotion by its very nature does not, of itself, terminate an
employment relationship. The purpose of a demotion is usually to maintain the
employment relationship, rather than to terminate it. When an employee is demoted,
they remain employed for at least some period of time. It may be a very short period.
For example, an employee who is told they have been demoted may respond seconds
later by informing their employer that they resign immediately, thereby terminating
the employment relationship. Another employee who has been demoted may remain
employed for a number of days, weeks or months before deciding they are not willing
to work in the demoted position and resigning from their employment. Given the
absence of any period for which an employee must “remain employed” in s 386(2)(c)
and the fact that every demotion results in an employee remaining employed for at
least some period of time, the only sensible way to construe the expression “remain
employed” in s 386(2)(c) is by interpreting it to mean that the employee “remains
employed with the employer that effected the demotion” at the time they lodge an
unfair dismissal application in the Commission. That is, s 386(2)(c) deals with a
particular circumstance in which the employment relationship is ongoing and has not
been terminated. In circumstances where an employee is demoted and the employment
relationship is subsequently terminated, such an employee may contend they were
dismissed, in that they were forced to resign by their employer’s conduct in demoting
them (s 386(1)(b)). 26
[33] Notwithstanding the logic and initial attraction of the first construction (set out in
paragraph [26] above), I am of the view that the second construction (set out in
paragraph [27] above) is the correct one. That is, an employee will be “dismissed”
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within the meaning of s 386 of the FW Act if they are demoted in employment in
circumstances where the demotion involves a significant reduction in their
remuneration or duties and they remain employed by the employer that effected the
demotion. Such an interpretation arises, by implication, from the terms of s 386(2)(c)
considered in the context of s 386 as a whole and is supported by the textual indicators
and legislative purpose set out in paragraphs [28] to [33] above. 27
[34] In my view, this construction is also consistent with the decision of the majority
of the Full Bench in Navitas, which, in summarising the judgment of the majority
in Visscher, stated (emphasis added): 28
“In summary the majority, having carefully drawn the distinction between
termination of the employment relationship and termination of the contract of
employment, identified the issue arising under the WR Act as whether there
was a termination of the employment relationship at the initiative of the
employer (or a demotion as defined in s 170CD(1B)).”
[35] Clearly, in coming to their decision, the majority of the Full Bench in Navitas saw
the distinction between a dismissal involving a termination of the employment
relationship at the initiative of the employer under s 386(1)(a) of the FW Act and a
dismissal involving a demotion of the type defined in s 386(2)(c) of the FW Act (the
equivalent of s 170CD(1B) of the WR Act).
[36] What, then, is the relevance, if any, of whether the demotion was or was not
authorised by the employee’s contract of employment? In previous cases, the terms of
a demoted employee’s contract of employment were considered relevant because it
was believed that a termination of employment occurred when a contract of
employment was terminated, regardless of whether the employment relationship
continued, 29 and if the employment contract contained a term which authorised the
demotion, then the contract remained on foot after the demotion and there was no
termination at the initiative of the employer.30 In light of the decision of the Full
Bench in Navitas, the termination of a contract of employment at the initiative of the
employer does not, of itself, constitute a dismissal; s 386(1)(a) requires a termination
of the employment relationship. Insofar as the previous authorities have considered
whether the demotion was at the employer’s initiative, the focus has been on the
expression “terminated on the employer’s initiative” in s 386(1)(a). However, there is
no indication in the text of s 386(2)(c) that a demotion must be at the initiative of the
employer in order to constitute a dismissal. It might be argued that reading s 386 as a
whole, and in particular in light of when “a person has been dismissed” in s 386(1)(a),
requires the demotion to be at the initiative of the employer. But it would be odd to
construe s 386(2)(c) by picking up part of s 386(1)(a) (namely, the requirement of
termination at the initiative of the employer) and then to ignore another central
element of s 386(1)(a) (namely, the fact that it addresses termination of the
employment relationship, which does not take place in the case of a demotion of an
ongoing employee). The better construction, in my view, is to treat s 386 as dealing
with two types of dismissals: first, a dismissal in which the employment relationship is
terminated; and secondly, a demotion as defined in s 386(2)(c). As the majority of the
High Court held in Visscher, s 170CD(1B) of the WR Act (now 386(2)(c) of the FW
Act), by implication, treats a demotion of an ongoing employee as a dismissal where it
involves a significant reduction in the remuneration or duties of the employee.
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[37] It follows from the conclusions I have reached that it is not necessary to
demonstrate at the outset that an employee has been “dismissed” within the meaning
of s 386(1) before determining whether or not s 386(2)(c) is applicable, as was the
approach taken in cases such as Moyle. 31 Nor is it necessary to find whether changes
to remuneration or duties imposed by an employer on a demoted employee are
authorised by a contract of employment, or alternatively, result in the existing contract
being terminated and replaced by a new contract.
[38] In order for a person who has been demoted to have been dismissed within the
meaning of s 386 of the FW Act, the test is whether the demotion involved a
significant reduction in the employee’s remuneration or duties (whether or not the
reduction was authorised by the contract) and they remain employed by the employer
that effected the demotion. If so, the person is taken to have been dismissed.
[39] This type of distinction between contractual rights and obligations, on the one
hand, and rights and obligations imposed or governed by statute, on the other hand, is
not unusual in the field of employment law. For example, a contract of employment
may authorise an employer to terminate an employee’s employment, at any time, on
four weeks’ notice for any or no reason. The exercise of such a right by an employer
will be sufficient to bring the contract of employment to an end, but it will not have
any bearing on whether the dismissal was harsh, unjust or unreasonable. That is a
different question.
[40] If a demotion involving a significant reduction in remuneration or duties was
authorised by a contract of employment, submissions could be made as to the fairness
of the dismissal. However, the existence of such a contractual right is irrelevant to the
question of whether an employee who has been demoted and remains employed has
been “dismissed” within the meaning of the FW Act.” [references omitted]
[11] I adhere to the opinions I expressed in Harrison.
[12] In Solarig, Deputy President Anderson said:
“[91] Whilst section 386(1) of the FW Act defines when a person has been
“dismissed”, one approach, in circumstances where an employee continues in
employment but claims to have been dismissed on account of the employer’s conduct,
is to simply apply section 386(2)(c) of the FW Act.
[92] On this approach, section 386(2)(c) operates as a code within Part 3-2 that does
not require a person who has continued in employment to meet the definition of
dismissal in section 386(1). Under this construction, section 386(2)(c) creates a
category of dismissed employee where the person continues in employment but has
not been “demoted” within the meaning of section 386(2)(c) because each of sections
386(2)(c) (i) and (ii) do not apply to the given facts. Such decisions construe section
386(2) as deeming a dismissal to have occurred in circumstances where the statutory
definition of demotion is not made out.
[93] An example of the aforementioned approach is the single member decision
in Scott Harrison v FLSmidth Pty Limited. 18 It was held that as the employee was not
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“demoted” within the meaning of section 386(2)(c), then they were dismissed within
the meaning of section 386.
[94] Were this approach to be applied in the present case, it would be readily open to
conclude that Mr Bradley had been dismissed. Although his duties did not change and
he remained in employment, the removal of the benefit in February 2021 was (for
reasons set out later) a “significant reduction” in remuneration within the meaning of
section 386(2)(c)(i) – thus he was not “demoted” within the meaning of the FW Act.
[95] However, to so conclude requires adoption of the aforementioned approach to the
construction of section 386.
[96] Whilst the issue of the relationship between sections 386(1) and 386(2) of the FW
Act is vexed, I respectfully do not consider that approach to be correct.
[97] I conclude that the correct construction of section 386, in circumstances where an
employee continues in employment but claims to have been dismissed on account of
the employer’s conduct, is not one where section 386(2) creates a class of deemed
dismissals. I prefer a construction whereby a person who has not been demoted within
the statutory definition in section 386(2)(c) is still required to meet the statutory
definition of dismissal in section 386(1) in order to have been “dismissed” within the
meaning of the FW Act.
[98] I do so for the following reasons.
[99] Firstly, the statutory language. The construction I prefer is a more natural and less
strained reading of the statutory language. Section 386(1) is stated to describe “when a
person has been dismissed. Section 386(2) is stated to provide “when a person has not
been dismissed”. Section 386(2) follows both in sequence and language as an
exclusion to section 386(1). As said by a full bench of the Commission in Phillip
Moyle v MSS Security Pty Ltd: 19
“[9] Section 386(1) sets out a general definition of what constitutes a dismissal.
Section 386(2) then sets out three sets of circumstances which, even if they fall within
the general definition, are deemed not to be dismissals. These are, in effect, exceptions
to s.386(1).”
[100] This approach (considering 386(1) and not solely 386(2)(c)) has been applied in
some subsequent decisions of the Commission 20. In Broadlex, the Federal Court
recently observed (in obiter) that “s 386 does not erect a class of deemed
dismissals”21.
[101] Secondly, the statutory context. Section 386(2)(a) deals with time or task limited
contracts. It operates as a pure exclusion. A termination that is not time or task limited
within the meaning of section 386(2)(a) still needs to run the gauntlet of section 386(1)
to be a dismissal; for example, it needs to be a termination on the employer’s initiative
or a forced termination. A similar approach applies to section 386(2)(b) which deals
with time limited training arrangements.
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[102] A further contextual consideration is section 386(3). This is an anti-avoidance
provision applicable to sub section (2)(a). It has the effect of making “sub section (2)
not apply” in a (2)(a) instance where the employer’s intention is to avoid obligations.
If sub section (2) does not apply in that instance, and if sub section (2) were to operate
as deeming a dismissal to have occurred without recourse to section 386(1), then there
would be no statutory provision left establishing a dismissal for the purposes of the
cause of action.
[103] Thirdly, the legislative purpose. The statutory objects in section 381 establish an
unfair dismissal scheme that requires a “fair go all round” to be afforded that
“balances” needs of employers and employees 22. If, where an employee continues in
employment, section 386(2)(c) itself deemed a dismissal where sub sections (i) and (i)
are not made out, then no factor other than a significant reduction in remuneration or
duties would be relevant to whether there had been a dismissal. Recognising that
“remuneration” is a wider concept than merely wages (and could, for example, include
a company vehicle or car allowance), and whilst remuneration and duties are certainly
relevant factors (indeed, likely to be primary ones), non-demotion does not necessarily
equate to dismissal. When considering if a person has been dismissed because they
have been employed on varied terms, there are other relevant factors in addition to
remuneration or duties which, in fairness, may arise and warrant consideration – for
example, is the person working in the same location, or has the person’s non-
remuneration terms of employment been compromised or enhanced (such as leave,
rosters, hours, training), or are there relevant changes to status or seniority, or have
any or all of the changes been agreed.
[104] Each of these factors are capable of consideration under section 386(1), but only
two such factors (remuneration and duties) fall to be considered under section
386(2)(c). The latter approach risks failing to provide a fair go all round as it would
only allow two of the relevant considerations (remuneration and duties) to be
considered.
[105] A number of examples illustrate the potential unfairness in construing section
386(2)(c) in this manner.
[106] An employer increasing a person’s leave entitlement (such as annual leave
quantum) by a set value to the overall package in lieu of withdrawing a significant
remuneration entitlement of equivalent value, with all other conditions remaining
unchanged and work continuing uninterrupted. In fairness, that employer is entitled to
contend that they had not dismissed the employee. Such a contention would not be
open if section 386(2)(c) alone was considered.
[107] Similarly, an employer who has significantly altered an employee’s duties but
not their remuneration would necessarily be said to have dismissed the person even if
the alteration was temporary or accompanied by enhanced remuneration or other
enhanced employment conditions, or agreed.
[108] The potential unfairness may cut both ways. An employee who has had neither
their remuneration or duties significantly reduced, but who has had their non-
remuneration terms of employment substantially and unilaterally reduced would have
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no scope to contend that they had been dismissed within the meaning of section
386(1).
[109] Similarly, an employee who has had neither their remuneration or duties
significantly reduced but who has a contractual right to work, for example, day shift
only yet is then unilaterally rostered to work, for example, exclusively night shift,
would have no scope to contend that they had been dismissed from their employment.
[110] I therefore conclude that non-demotion within the meaning of section 386(2)(c)
does not necessarily constitute dismissal. Only where sections 386(1)(a) or (b) are
made out has a person who is a continuing employee been dismissed within the
meaning of the FW Act.”
[13] I respectfully disagree with the view expressed in Solarig that a person who remains in
employment with their employer but who has been demoted and had their remuneration or
duties significantly reduced is still required to meet the statutory definition of dismissal in s
386(1) in order to have been dismissed within the meaning of the Act.10 Put another way, the
effect of the decision in Solarig is that there must be a termination of the employment
relationship in accordance with s 386(1)(a) or (b) in order for a demotion to be a dismissal
within the meaning of the Act. In my respectful opinion, that is not correct. It is inconsistent
with the decision of the High Court in Visscher11 and the Federal Court in Broadlex,12 where
it was observed that s 386(2)(c) of the Act necessarily implies that a demotion involving a
significant reduction in remuneration or duties is a dismissal even though the employee
remains in the employer’s employment. I also make the following observations in relation to
the reasoning in Solarig.
[14] First, in paragraphs [92] to [97] of Solarig, reference is made to “the statutory
definition of demotion” and the question of whether an employee has been “demoted within
the meaning of the FW Act”. The Act does not contain a definition of “demoted” or
“demotion”. In order for s 386(2)(c), and the implication which arises from it, to be engaged,
there must be a demotion and the demotion must involve a significant reduction in the
employee’s remuneration or duties.
[15] Secondly, paragraph [100] of Solarig refers to the obiter observations in Broadlex that
“s 386 does not erect a class of deemed dismissals”. It is necessary to consider this sentence in
Broadlex in context. Broadlex involved a claim by an employee for redundancy pay in
accordance with s 119 of the Act in circumstances where the employee’s job as a full-time
cleaner had been made redundant and the employee had reluctantly accepted employment on
a part-time basis with the same employer, doing the same duties as those she had performed
on a full-time basis. Section 119 of the Act does not deal with dismissals; it is triggered if “an
employee’s employment is terminated”. Justice Katzmann reasoned as follows in Broadlex:
“83 Subsection 386(2) re-enacts the exception introduced into the WR Act in 2001.
That was contained in subs 170CD(1B) of that Act. Only the chapeau was different
because that Act, like the IR Act, referred to “termination or termination of
employment” rather than dismissal. In Visscher all members of the Court accepted
10 Solarig at [97]
11 At [37], [56], [57] and [81]
12 At [84]
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that “termination of employment” within the meaning of subs 170CD(1B) could
include a demotion in employment which involved a significant reduction in the
employee’s remuneration or duties.
84 As Broadlex submitted, para 386(2)(c) necessarily implies that a demotion
involving a significant reduction in remuneration or duties is a dismissal although the
employee remains in the employer’s employment. Logically, the termination of a full-
time contract at the initiative of the employer and its replacement by a part-time
contract with significantly reduced hours or duties would also be a dismissal within
the meaning of s 386. Properly construed, s 385 treats both kinds of cases as the
termination of the employee’s employment on the employer’s initiative.
85 Broadlex submitted, however, that “[d]emotion as implicitly referred to in
s 386(2)(c) is a specific type of dismissal that is outside the meaning of termination of
employment”, citing Scott Harrison v FLSmidth Pty Limited t/a FLSmidth Pty Limited
[2018] FWC 6695 at [26]. I do not accept the submission. Notwithstanding the
approach taken in that case and with due respect to similar views expressed in other
decisions of the Commission, properly construed s 386 does not erect a class of
deemed dismissals. It proceeds from the premise that a demotion in employment
which involves a significant reduction in remuneration or duties is a termination of
employment within the meaning of the FW Act.
86 Broadlex drew attention to paragraph 1528 of the Explanatory Memorandum
to the FW Bill, which states that s 386 is “intended to capture case law relating to the
meaning of ‘termination at the initiative of the employer’” and which refers to
Mohazab v Dick Smith Electronics Pty Ltd (1995) 62 IR 200 by way of example.
According to Broadlex, this reference to Mohazab assists its argument. It claimed that
there were two limbs to the decision in Mohazab: first, that termination must be at the
employer’s initiative and second, that it is the employment relationship that must be
terminated. In Mohazab the Full Court said at 205:
Consistent with the ordinary meaning of the expression in the Convention, a
termination of employment at the initiative of the employer may be treated as a
termination in which the action of the employer is the principal contributing
factor which leads to the termination of the employment relationship. We
proceed on the basis that the termination of the employment relationship is
what is comprehended by the expression “termination of employment”:
Siagian v Sanel (1994) 1 IRCR 1 at 19; 54 IR 185 at 201.
(Emphasis added.)
87 Since the statement in paragraph 1528 of the Explanatory Memorandum was
that s 386 was intended to capture case law relating to the meaning of “termination at
the initiative of the employer” it seems to me that the intention was to pick up that part
of the decision in Mohazab which I emphasised in the above extract. If anything, the
absence of a similar reference to Mohazab or, for that matter, Brackenridge in the
paragraph of the Explanatory Memorandum dealing with redundancy tends to
undermine Broadlex’s argument. It rather suggests that it was not Parliament’s
intention that s 119 “capture” the same case law.”
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[16] In my opinion, Justice Katzmann was distinguishing in these paragraphs between a
termination of employment under s 119 of the Act and a dismissal under s 386 of the Act.
That was necessary because Broadlex sought rely on decisions, such as Harrison, which dealt
with the meaning of the expression “termination of employment” in the context of the Act’s
unfair dismissal regime (s 386) to justify its construction of the expression “termination of
employment” in the context of the Act’s redundancy scheme (s 119). Further, in the final
sentence of paragraph [85] her Honour expressed the view that s 386 “proceeds from the
premise that a demotion in employment which involves a significant reduction in
remuneration or duties is a termination of employment within the meaning of the FW Act”.
Read in context with her Honour’s observation in the previous paragraph ([84]) that “para
386(2)(c) necessarily implies that a demotion involving a significant reduction in
remuneration or duties is a dismissal although the employee remains in the employer’s
employment”, it is clear, in my view, that her Honour was not suggesting that a demotion
must involve a termination of employment in accordance with s 386(1)(a) or (b) in order to
constitute a dismissal. Finally, it has not been suggested in Visscher, Broadlex or Harrison
that s 386 creates a class of “deemed dismissals”. Instead, as is stated in Visscher and
Broadlex, and for the reasons given in Harrison, s 386(2)(c) necessarily implies that a
demotion involving a significant reduction in remuneration or duties is a dismissal even
though the employee remains in the employer’s employment. There may not be a significant
difference between the concept of a dismissal which arises by implication and a “deemed
dismissal”, but it is plain from what the majority of the High Court said in Visscher that a
demotion involving a significant reduction in remuneration or duties is a dismissal within the
meaning of the statute, and this arises by implication.
[17] Thirdly, the point is made in Solarig (at [103]-104]) that “remuneration is a wider
concept than merely wages … and whilst remuneration and duties are certainly relevant
factors (indeed, likely to be primary ones), non-demotion does not necessarily equate to
dismissal. When considering if a person has been dismissed because they have been employed
on varied terms, there are other relevant factors in addition to remuneration or duties which, in
fairness, may arise and warrant consideration … Each of these factors are capable of
consideration under section 386(1), but only two such factors (remuneration and duties) fall to
be considered under section 386(2)(c). The latter approach risks failing to provide a fair go all
round as it would only allow two of the relevant considerations (remuneration and duties) to
be considered.” The flaw in this reasoning is that s 386(2)(c) does not only allow
consideration of remuneration and duties. In order for the provision to be engaged, the person
must have been “demoted in employment”. In determining whether a person has been
demoted, a whole range of considerations may be relevant, including those to which reference
is made in paragraph [103] of Solarig. If, but only if, a finding of demotion is made, then
consideration must turn to whether the demotion involved a “significant reduction in
remuneration or duties”. Parliament has decided that only demotions which involve a
“significant reduction in remuneration or duties” are within the unfair dismissal jurisdiction
under the Act. If the change to the employee’s employment arrangements does not constitute
a demotion or the demotion involves insignificant reductions, if any, in the employee’s
remuneration and duties, then the employee has not been dismissed (assuming they do not fall
within either limb in s 386(1)(a) or (b)) and they are not protected from unfair dismissal.
[18] Fourthly, a number of observations are made in paragraphs [105] to [109] of Solarig
concerning the potential unfairness of construing s 386(2)(c) in the manner set out in
Harrison. As to the examples given in paragraphs [106] and [107] in Solarig of changes
which may be made by an employer, or by consent, to an employee’s terms and conditions of
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employment, the first point to make is that it is unlikely that such changes would constitute a
demotion, in which case s 386(2)(c) would not be engaged and there would be no dismissal.
Further, or in the alternative, even if such a situation could constitute a dismissal, the fairness
or otherwise of the changes would need to be considered and taken into account when
assessing the factors under s 387 of the Act and reaching an evaluative assessment as to
whether the dismissal was harsh, unjust or unreasonable. As to the examples given in
paragraphs [108] and [109] of Solarig of unilateral changes to an employee’s non-
remuneration terms of employment, such as forcing an employee who has a contractual right
to work day shift to work night shift, s 386(2)(c) would not be engaged because even if the
changes constituted a demotion the demotion would not (on the examples given) involve a
significant reduction in the employee’s remuneration or duties. But such an employee would
have a range of options available to them. They could bring their employment relationship
with their employer to an end on the basis of the significant changes made by their employer
and argue (strongly) that they had been dismissed within the meaning of s 386(1) of the Act.
Alternatively, they could bring proceedings for breach of contract or (potentially) for
appropriate relief pursuant to a dispute resolution provision in an applicable award or
enterprise agreement. The other answer to this point is that Parliament has decided that only
certain types of demotions, namely those involving significant reductions in remuneration or
duties, ought be protected from unfair dismissal under the Act.
[19] Fifthly, it was held in Solarig that Mr Bradley, who had his right to use a company car
for limited personal use withdrawn following an accident with a kangaroo, but otherwise
remained employed by his employer on the same terms and conditions of employment, doing
the same job (electrician), for the same base pay, at the same location, was dismissed within
the meaning of s 386(1) of the Act because a “fundamentally different employment
relationship (one of about 16% less value to the employee)” existed between Mr Bradley and
his employer after the company car benefit was withdrawn.13 With the greatest of respect, that
conclusion seems very much at odds with the reasoning and conclusion of the Full Court of
the Industrial Relations Court of Australia (Wilcox CJ, von Doussa and Marshall JJ) in
Brackenridge v Toyota Motor Corporation Australia Limited,14 where an employee in the
position of Chef Supervisor was demoted to the position of Canteen Assistant as a result of
her involvement in a fight at work. On any view of it, this was a very significant change to Ms
Brackenridge’s terms and conditions of employment. The Full Court concluded that “Ms
Brackenridge continued to be employed by Toyota after 3 February 1995. The employment
relationship continued albeit under a new contract of employment”.15 It was held that there
had not been a termination of Ms Brackenridge’s employment.
[20] For the reasons given, it is not necessary for the employment relationship to be
terminated in order for a demotion to constitute a dismissal within the meaning of s 386 of the
Act. A demotion in employment which involves a significant reduction in the employee’s
remuneration or duties is a dismissal even though the employee remains in the employer’s
employment and there has been no termination of the employment relationship.16
13 Solarig at [133]
14 (1996) 142 ALR 99
15 Ibid at 101
16 Visscher at [37]; Broadlex at [84]
[2021] FWC 4733
22
Was Mr James demoted?
[21] Neither section 386(2)(c) of the Act nor the implication which arises from it is
engaged unless “the person was demoted in employment”.
[22] NSW Trains contends that Mr James has not been demoted. It says that there has been
no change to his position, duties or location of work and he is still paid at the rate applicable
under the Enterprise Agreement for a Shift Manager.
[23] NSW Trains did not bring to my attention any authorities on the meaning of
“demoted” or “demotion” in s 386(2)(c) of the Act. I am not aware of any such authorities.
That is probably because most of the cases concerning demotions do not involve a contest as
to whether or not there was a demotion. For example, Harrison involved what was
undoubtedly a demotion from the position of Service Supervisor to that of Service
Technician.
[24] The ordinary meaning of the word “demote” is “to reduce to a lower grade or class
(opposed to promote)”.17 Having regard to the context and purpose of s 386(2)(c), I consider
that this ordinary meaning of “demote” is the legal meaning of the word in s 386 of the Act.
[25] There is no dispute that there has been no change to Mr James’s position of Shift
Manager, his duties as Shift Manager, or his location of work (Taree). It is also correct that
Mr James continues to be paid the rate of pay applicable to a Shift Manager under the
Enterprise Agreement, namely RC6, albeit Mr James’s classification has been changed from
RC6 Level E to RC6 Level A and his annual gross remuneration (with industry allowance)
has been decreased from $141,442 to $127,569.
[26] Mr James contends that there has been no change to his grade because he remains at
the grade of RC6. In support of this contention Mr James relies on clause 25.6 of the
Enterprise Agreement, which provides that “Classification structures may provide for
annualised incremental progression patterns within grades”. Mr James gave evidence, which I
accept, that when he was first appointed to the position of Shift Manager some years ago his
classification was RC6 Level A and each year since then NSW Trains has assessed his
performance and determined that he should be moved up to the next “incremental
progression” within RC6, such that, prior to the disciplinary action taken against him in April
2021, his classification under the Enterprise Agreement was RC6 Level E.
[27] Clause 47 of the Enterprise Agreement provides that “Section 2 applies to Employees
whose positions fall within the classifications in Schedule 2A”. Schedule 2A of the Enterprise
Agreement relevantly includes classifications from RC1 to RC7, each of which includes
“Level A” to “Level E”. RC6 is the appropriate classification for a Shift Manager. Although
clause 25.6 of the Enterprise Agreement speaks of “incremental progression patterns within
grades”, I am of the view that each level (from “A” to “E”) within a classification, such as
RC6, is a different grade. I have reached that conclusion for two reasons. First, the ability to
progress, depending on performance, within a classification from “Level A” to “Level E”,
coupled with a higher amount of remuneration payable at each level, strongly suggests that
each level is a higher grade than the one below. Secondly, there are numerous provisions in
17 Macquarie Dictionary, Revised Third Edition.
[2021] FWC 4733
23
the Enterprise Agreement which refer to an employee’s rate of pay as “RC Grade 4E”, “RC
Grade 5E” etc.18
[28] I am therefore satisfied that Mr James has been moved to a lower grade. I am also
satisfied that Mr James has been moved to a lower class or classification, namely from
classification RC6 Level E to RC6 Level A. It follows that Mr James has been demoted
within the meaning of s 386(2)(c) of the Act.
Did Mr James’s demotion involve a significant reduction in his remuneration?
[29] A demotion must involve a “significant reduction in …. remuneration or duties” for it
to constitute a dismissal within the meaning of s 386 of the Act.
[30] NSW Trains contends that there has not been a significant reduction in Mr James’s
remuneration. There is no dispute that there has not been any change, let alone a significant
reduction, in Mr James’s duties.
[31] A significant reduction in remuneration or duties is one which is important, or notable,
or of consequence, having regard to its context and intensity.19 As a word of limitation, the
purpose of the adjective “significant” is to exclude impacts that are properly seen as minor or
unlikely.20
[32] All relevant circumstances must be considered to determine whether a reduction in
remuneration or duties is significant. The test is objective. It is not determined by the
subjective views of the employee who has had their remuneration or duties reduced.
[33] As to Mr James’s relevant circumstances, his gross annual remuneration (including
industry allowance) as a Shift Manager has been reduced by $13,873 from $141,442 to
$127,569. Mr James gave unchallenged evidence, which I accept, that the reduction in his
gross annual remuneration by $13,873 has resulted in his net income, after the deduction of
tax and child support payments, decreasing from about $2,900 to about $2,400 per fortnight,
his gross hourly rate of pay decreasing by about $7, and his net hourly rate of pay decreasing
by between about $4 and $4.50. Mr James also explained that the reduction in his gross
annual remuneration will have an impact on the value of his accrued annual leave
entitlements, accrued long service leave entitlements, superannuation benefits which he says
are based in part on his remuneration during his last couple of years’ employment with NSW
Trains, and his redundancy pay benefits, which he says he is likely to receive in the next six
months or so given that a decision was made in June 2021 that his position will be made
redundant and he does not believe there will be any suitable alternative roles available for him
in the location in which he lives (Taree). Mr James further submitted that a reduction of his
annual gross remuneration by $13,873 is significant because that is a lot of money which
could otherwise be used to pay expenses such as his mortgage or school fees.
18 See, for example, Enterprise Agreement at clauses 62.2 and 63.4
19 Tasmanian Aboriginal Centre Inc v Secretary, Dept of Primary Industries, Parks, Water and Environment (No 2) (2016)
337 ALR 96; [2016] FCA 168 at [240]; Northern Inland Council for the Environment Inc v Minister for the
Environment [2013] FCA 1419; 218 FCR 491 at [91]–[92], [118]
20 Tasmanian Aboriginal Centre Inc v Secretary, Dept of Primary Industries, Parks, Water and Environment (No 2) (2016)
337 ALR 96; [2016] FCA 168 at [240]; Krajniw v Brisbane City Council (No 2) [2011] FCA 563 at [10]; Northern
Inland Council for the Environment Inc v Minister for the Environment [2013] FCA 1419; 218 FCR 491 at [117]–[118]
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[2021] FWC 4733
24
[34] In my view, it is clear that the reduction in Mr James’s gross annual remuneration by
$13,873 from $141,442 to $127,569 is significant. Expressed as a percentage, the gross
reduction is 9.8%. Although no evidence was adduced as to the precise amount by which Mr
James’s net income will be reduced by reason of the reduction in his gross annual
remuneration by $13,873, it will plainly be significant. Even putting to one side the flow-on
impact of a reduction in Mr James’s gross annual remuneration to his annual leave
entitlements, long service leave entitlements, and likely superannuation benefits and
redundancy entitlements if his employment with NSW Trains does come to an end on the
grounds of redundancy, which is likely, the reduction in remuneration for Mr James, a Shift
Manager paid at the RC6 classification under the Enterprise Agreement, is plainly important
and of consequence for him; the reduction could not seriously be viewed as minor.
[35] I am satisfied that Mr James’s demotion has involved a significant reduction in his
remuneration.
What is the relevance of a demotion in accordance with a contract, industrial instrument
or legislation?
[36] NSW Trains contends that it has not dismissed Mr James because disciplinary action
taken in accordance with a contract of employment, enterprise agreement or legislation does
not amount to dismissal for the purposes of s 386 of the Act.
[37] Clause 32.14 of the Enterprise Agreement provides:
“32.14 Disciplinary measures that may be taken after an investigation concludes in a
finding of fault including:
(a) caution or reprimand;
(b) a fine;
(c) reduction in position, rank or grade and pay;
(d) suspension from duty without pay; or
(e) dismissal.”
[38] Similarly, regulation 20(1) of the Transport Administration Regulation provides:
“20 Punishments in disciplinary proceedings
(1) A transport corporation may impose any one or more of the following
punishments in disciplinary proceedings against a transport corporation officer:
(a) a caution or reprimand,
(b) a fine of an amount not exceeding $100,
(c) reduction in position, rank or grade and pay,
(d) suspension from duty without pay,
(e) dismissal.”
[39] For the reasons given above, I accept that the disciplinary action taken by NSW Trains
against Mr James has involved a reduction in his grade and pay. It follows that NSW Trains
has taken disciplinary action against Mr James in accordance with the discretion conferred on
[2021] FWC 4733
25
NSW Trains by clause 32.14 of the Enterprise Agreement and regulation 20(1) of the
Transport Administration Regulation.
[40] For the reasons I explained in Harrison at [36] – [40], it was previously thought that if
a demotion was authorised by the terms of an employee’s contract of employment then the
demotion would not constitute a termination of employment because the contract of
employment remained on foot. That line of reasoning was premised on the notion that a
termination of employment within the meaning of the statute could occur by either a
termination of an employment contract or the termination of the employment relationship.21
However, it was established by the Full Bench in Navitas that termination of a contract of
employment does not, of itself, constitute a dismissal within the meaning of the Act. The
analysis of whether there has been a termination at the initiative of the employer for the
purpose of s 386(1)(a) is to be conducted by reference to termination of the employment
relationship, not by reference to the termination of the contract of employment operative
immediately before the cessation of the employment.22 It follows that in determining whether
a demoted employee who remains employed by their employer has been dismissed within the
meaning of the Act, it is irrelevant to consider whether the changes imposed on the employee
by the demotion are authorised by the contract of employment, or alternatively result in the
existing contract being terminated and replaced by a new contract. So too, in my view, is it
irrelevant, for the purpose of determining whether a demoted employee who remains
employed by their employer has been dismissed within the meaning of the Act, to inquire into
whether the changes proposed are permitted by an industrial instrument or other legislation.
Were that not the case, it would be a complete answer to an allegation that an employee had
been dismissed for an employer to say, for example, that the applicable enterprise agreement
permitted the employer to terminate the employee’s employment on four weeks’ notice. The
existence of that legal right does not say anything about whether the employee was dismissed
within the meaning of the Act. The existence of such a right and the fairness with which it has
been exercised will be relevant considerations if there is a finding that the employee has been
dismissed and the s 387 factors are being considered as part of an evaluative exercise in
deciding whether the dismissal was harsh, unjust or unreasonable.
[41] In addition, the idea that a demotion involving a substantial reduction in remuneration
or duties but which is authorised by a contract, industrial instrument or other legislation such
as the Transport Administration Regulation is not a dismissal within the meaning of the Act is
inconsistent with the fact that, according to High Court and Federal Court authority, s
386(2)(c) necessarily implies that a demotion involving a significant reduction in
remuneration or duties is a dismissal within the meaning of the Act.23 The existence of a right
under a contract, industrial instrument or legislation to demote an employee cannot defeat or
trump the way in which s 386, properly construed, operates to determine when a dismissal
occurs within the meaning of the Act.
Conclusion
[42] Section 386(2)(c) of the Act necessarily implies that a demotion in employment which
involves a significant reduction in the employee’s remuneration or duties is a dismissal even
21 Navitas at [42]
22 Navitas at [50], [75(1)]
23 Visscher at [37]; Broadlex at [84]
[2021] FWC 4733
26
though the employee remains in the employer’s employment and there has been no
termination of the employment relationship.24
[43] Mr James was demoted and his demotion involved a significant reduction in his
remuneration. He was therefore dismissed within the meaning of s 386 of the Act.
Accordingly, the jurisdictional objection raised by NSW Trains is dismissed. The matter will
shortly be listed for directions to arrange a timetable for the filing and service of material
relevant to the merits of the application and the relief sought by Mr James.
DEPUTY PRESIDENT
Appearances:
Mr James on his own behalf
Mr O’Brien, solicitor, on behalf of the Respondent
Hearing details:
2021.
Newcastle (by videoconference):
July 27.
Printed by authority of the Commonwealth Government Printer
PR732442
24 Visscher at [37]; Broadlex at [84]
WORK COMMISSION WE FAIR WORKS FA OF THE THE SEAL
