If your employer says your position is redundant, ask what is changing, what consultation and redeployment processes apply, when employment may end and how the proposed payments have been calculated. Keep the employer’s explanation and your questions in a dated record.
Redundancy concerns whether the job is needed, rather than being a general label for any dismissal. A payment described as redundancy does not by itself determine whether the dismissal is a genuine redundancy or whether every entitlement has been met.
Understand the questions to separate
Fair Work’s redundancy guidance explains that a genuine redundancy involves the job no longer being required, the relevant consultation obligations and consideration of reasonable redeployment. The facts and applicable rules matter. The Fair Work Ombudsman provides guidance; the Fair Work Commission may determine whether a redundancy is genuine when considering an eligible unfair-dismissal application.
Separate the change to the position, the consultation process, alternatives and pay entitlements. Redundancy pay is not automatically available in every case; service, employer circumstances and applicable exceptions may matter. Do not assume that a redundancy label establishes a particular payment amount.
If you need a determination about your rights or a possible claim, seek appropriate advice. The purpose of a meeting worksheet is to organise the information, not to reach a legal finding yourself.
Prepare an original meeting worksheet
Record these questions and the employer’s response:
- Change: what business decision means the current position is no longer required?
- Scope: which duties or positions are affected, and what happens to the work?
- Consultation: which award or agreement process applies, and how can the employee respond?
- Alternatives: what redeployment or other options have been considered?
- Timing: what dates are proposed for consultation, a decision and any employment end?
- Pay: what notice, redundancy, leave and other components are proposed, with the basis for each?
- Records: which documents will be provided and who can answer follow-up questions?
Keep your own notes factual. Record the difference between a proposal, a statement of intention and a final decision. Do not attribute motives as facts unless you have evidence.
A fictional clarification email
The following original example uses an invented employee:
“Thank you for meeting with me about the proposed role change. Could you provide the written explanation of the change, the consultation process that applies and the redeployment options considered? Please also confirm the proposed dates and the calculation basis for each payment component. I would like to review those documents before responding to the outstanding questions.”
Adapt this to the actual stage. Do not describe a decision as merely proposed if employment has already ended, or assume a response deadline has been extended because you sent an email.
Check deadlines separately
The Fair Work Commission’s deadlines guidance identifies a strict 21-day limit for unfair-dismissal and general-protections dismissal applications after dismissal takes effect. Eligibility and the appropriate application require their own checks.
Do not wait for every payroll or consultation question to be resolved before seeking advice about a possible dismissal deadline. A request for more information does not automatically pause it.
Keep the payment review traceable
Retain the employment-end record, calculation, leave balances and payment evidence. Ask about any discrepancy using the specific component and source. Keep new job-search planning separate from agreeing to documents you have not understood. Alongside resolving the departure, our guide to assessing a career change in Brisbane can help you organise a separate plan for your next role without assuming that a redundancy payment or new job is guaranteed.
A clear chronology helps an adviser or authority assess the situation without relying on a hurried recollection of the meeting.
