Dismissed for refusing to follow HR procedures


The Fair Work Commission has ruled that an employee who refused to engage in a performance improvement plan, was validly dismissed.

During a probation review meeting, the employee was told that his performance needed to improve and was provided with details of various shortcomings with his work and unprofessional interactions with co-workers. The employee repeatedly refused to sign a performance review form and agree to a performance improvement plan because he believed his performance was “good enough”.

His employment contract specified a pay increase upon satisfactory completion of probation. The employee was advised that the pay increase he was due to receive on completion of his probation would not be granted until he agreed to the performance improvement plan.  He still refused to engage in the plan because he believed that the employer would use the documents to deny him the pay increase. The employee also accused HR of victimising him and his colleagues of bullying him. He was dismissed two weeks later.

The employee appealed to the Fair Work Commission for unfair dismissal.  The Fair Work Commission upheld the dismissal based on the employer having followed a procedurally fair process to address the performance issues, and substantial evidence provided by the employer of the employee’s unsatisfactory performance.

This case highlights the importance of an employer following procedurally fair processes when taking disciplinary action against an employee, and before the termination of employment.  

If you require assistance with managing employee performance or taking disciplinary action against an employee, do not hesitate to contact ProcessWorx directly on (08) 9316 9896 or enquiries@processworx.com.au

For more information about unfair dismissals see our blog post here.

Written By Danielle McNamee



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Marisa Ross

HR Advisor

Marisa is an experienced and motivated HR professional with a strong HR generalist and business operations background with a focus on employee relations, performance management, leadership training & development, workers compensation & injury management, and employee retention. Marisa holds a Bachelor of Human Resource Management and a Bachelor of Behavioural Science with a minor in Counselling. Having worked in a variety of industries from SMEs to large blue-chip organisations, Marisa is passionate about enriching employee experience, employee retention, and building leadership capability in people management.

Aimee Grigson

Aimee Grigson

WHS Advisor

Aimee has a strong understanding of Workplace Health and Safety Legislation and standards and has extensive HSEQ experience in a number of industries. Aimee has a great ability to engage across all levels of organisation, including field teams, leadership and external stakeholders. Aimee ensures Health and Safety Management Systems are compliant to legislation, effectively implemented and understood by all. Aimee has a Certificate IV in Work Health and Safety and qualifications in auditing and incident investigations. Aimee is passionate about coaching and developing small businesses towards a positive safety culture.