Yes. Where an employer decides to introduce changes in production, program, organisation, structure or technology, that are likely to have significant effects on employees, the employer shall notify the employees who may be affected by the proposed changes and, where relevant, their union or unions.
"Significant effects" includes termination of employment, major changes in the composition, operation or size of the employer's workforce or in the skills required; the elimination or diminution of job opportunities or job tenure; the alteration of hours of work; the need for retraining or transfer of employees to other work or locations and the restructuring of jobs. Note: Where an award makes provision for alteration of any of these matters they shall be deemed not to have significant effect.
Yes. An employer shall consult the employees affected and, where relevant, their union or unions about:
The consultation must occur as soon as practicable after making the decision to introduce changes and the employer shall provide in writing to the employees concerned and, where relevant, their union or unions, all relevant information about the changes including the nature of the changes proposed, the expected effects of the changes on employees, and any other matters likely to affect employees.
An employer is not required to disclose confidential information which would be adverse to the employer's interests.
Wageline's fact sheet on:
Dismissal from employment:
Redundancy:
Queensland Industrial Relations Commission regarding unfair dismissal procedures
Anti-Discrimination Commission Queensland to lodge a complaint for discrimination
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