Employment law in Queensland
How employment law works in Queensland, including the split between the national Fair Work system and the Queensland state system run by the QIRC, Queensland long service leave, wage recovery and the Queensland bodies that can help.
Checked against official sources on 8 Nov 2026. General information, not legal advice. No lawyer or solicitor has reviewed this page.
Overview
Queensland runs two employment systems side by side. If you work for a private business, a company, an incorporated not-for-profit or most other private enterprise employers in Queensland, you are a national system employee under the Fair Work Act 2009 (Cth) and your dismissal claims go to the Fair Work Commission. If you work for the Queensland Government, a Queensland public sector agency, a state school, Queensland Health or a Queensland local council, you are outside the national system and the Industrial Relations Act 2016 (Qld) applies, with the Queensland Industrial Relations Commission as your tribunal.
The deadline is the same in both systems and it is short. An unfair dismissal application must be made within 21 days after the dismissal takes effect, whether you are applying to the Fair Work Commission under section 394 of the Fair Work Act or applying for reinstatement to the QIRC under section 317 of the Industrial Relations Act 2016 (Qld). The Fair Work Commission can allow more time only in exceptional circumstances. The QIRC can allow a further period, but only if it is persuaded there are reasons to allow more time, so do not plan on getting an extension.
Some Queensland laws apply to everyone in the state regardless of which system covers them. Long service leave for Queensland employees is set by the Industrial Relations Act 2016 (Qld), which gives 8.6667 weeks of paid leave after ten years of continuous service, with a limited pro rata entitlement between seven and ten years. Discrimination, sexual harassment and vilification at work are dealt with under the Anti-Discrimination Act 1991 (Qld) through the Queensland Human Rights Commission. Public sector employment is governed by the Public Sector Act 2022 (Qld), and public sector whistleblowers are protected by the Public Interest Disclosure Act 2010 (Qld). This page is general information about Queensland employment law and is not legal advice about your situation.
Who this is for
- You were dismissed from a job in Brisbane, the Gold Coast, Sunshine Coast, Townsville, Cairns or regional Queensland
- You work for a Queensland government department, Queensland Health, a state school or a council and need to know which tribunal applies
- You have been underpaid and want to recover unpaid wages in Queensland
- You are approaching ten years of service and want to understand Queensland long service leave
- Your position was made redundant and you were not consulted
- You are experiencing discrimination, bullying or sexual harassment in a Queensland workplace
- You work in building and construction, contract cleaning or community services and want to know about QLeave
- You are facing a workplace investigation or a show cause process
LegislationShowHide
- Industrial Relations Act 2016 (Qld) (QLD)
The Queensland industrial relations statute. It establishes the Queensland Industrial Relations Commission and the Industrial Court of Queensland, provides the reinstatement (unfair dismissal) jurisdiction in section 317 for state system employees, sets Queensland long service leave in section 95, allows claims for unpaid wages of up to $100,000 covering the previous six years in sections 475 and 476, sets the 21-day appeal period in section 564, and contains general protections and industrial dispute provisions for the state system.
- Anti-Discrimination Act 1991 (Qld) (QLD)
Makes discrimination, sexual harassment, vilification and victimisation unlawful in Queensland workplaces on attributes including sex, race, age, impairment, parental status, religious belief or activity, pregnancy, family responsibilities and gender identity. Complaints are made to the Queensland Human Rights Commission, and work-related complaints that do not resolve at conciliation can be referred to the QIRC. Amendments passed in 2024, including a positive duty on employers and longer complaint time limits, were due to start on 1 July 2025 but have been paused with no start date set. A Queensland Government review of those uncommenced amendments is due to give its final report by 31 March 2027.
- Public Sector Act 2022 (Qld) (QLD)
Governs employment in the Queensland public sector, including permanent employment as the default basis of employment, the positive performance management principles, equity and diversity obligations, and appeal rights against decisions such as promotion, disciplinary, conversion, transfer and fair treatment decisions. Those appeals are heard by the QIRC under chapter 11 of the Industrial Relations Act 2016.
- Public Interest Disclosure Act 2010 (Qld) (QLD)
Protects people who disclose wrongdoing in the Queensland public sector from reprisal, including dismissal or detriment in employment, and requires agencies to have procedures for handling disclosures.
- Fair Work Act 2009 (Cth) (CTH)
Covers private enterprise employees in Queensland. It contains the National Employment Standards, modern awards and enterprise agreements, unfair dismissal in Part 3-2, the general protections in Part 3-1, stop bullying and stop sexual harassment orders, the underpayment, penalty and small claims regime, and, from 1 January 2025, a criminal offence for intentionally underpaying employees.
- Sex Discrimination Act 1984 (Cth) (CTH)
The federal sexual harassment and sex discrimination law, giving Queensland workers an alternative complaint pathway through the Australian Human Rights Commission and the federal courts, including the positive duty on employers.
- Disability Discrimination Act 1992 (Cth) (CTH)
Prohibits disability discrimination in Queensland workplaces and requires reasonable adjustments unless they would impose unjustifiable hardship.
Courts and tribunalsShowHide
- Fair Work Commission (Brisbane registry)
Hears unfair dismissal, general protections, bullying and sexual harassment applications for Queensland private enterprise employees, and deals with award and enterprise agreement disputes.
- Queensland Industrial Relations Commission
Hears reinstatement and unfair dismissal applications by Queensland public sector and local government employees, public sector appeals, general protections matters in the state system, wage recovery and long service leave claims, and state industrial disputes. It also conciliates Fair Work claims for unpaid entitlements lodged in Queensland.
- Industrial Court of Queensland
A superior court of record that hears appeals on an error of law, or a lack or excess of jurisdiction, against decisions of the Queensland Industrial Relations Commission, the Industrial Registrar or an industrial magistrate.
- Queensland Human Rights Commission
Receives and conciliates complaints of workplace discrimination, sexual harassment, vilification and victimisation under the Anti-Discrimination Act 1991 (Qld) at no cost.
- Federal Circuit and Family Court of Australia (Fair Work Division)
Hears general protections court applications and Fair Work underpayment claims for Queensland workers, including small claims of $100,000 or less.
- Office of Industrial Relations (Queensland)
The Queensland Government agency responsible for the state industrial relations framework, wage recovery information and workplace health and safety and workers compensation policy.
- Supreme Court of Queensland
Hears restraint of trade injunctions, confidential information cases and larger employment contract disputes; smaller contract claims go to the Magistrates Court or District Court of Queensland.
ProcessShowHide
01Identify your system and tribunal
Work out whether your employer is private enterprise (Fair Work Commission) or a Queensland public sector or local government employer (Queensland Industrial Relations Commission). Both have a 21-day deadline.
Typical timeframe: 1-2 days
02Collect documents and calculate the deadline
Gather your contract, payslips, termination letter, warnings and relevant emails, and count 21 days from the day after the dismissal took effect.
Typical timeframe: 2-5 days
03Get help
Contact your union, Basic Rights Queensland, the Queensland Employment Law Service at Caxton Legal Centre, JobWatch, Legal Aid Queensland (for some private sector matters) or a lawyer.
Typical timeframe: First week
04Lodge the application
File the correct form and pay any fee. The Fair Work Commission fee is $92.70 from 1 July 2026 (the 2026-27 fee) and can be waived for serious financial hardship. The QIRC does not charge a filing fee for a reinstatement application. The employer then files a response and may raise jurisdictional objections.
Typical timeframe: Within 21 days of dismissal
05Conciliation or conference
A confidential conciliation conference, often by telephone or video. Many dismissal matters resolve at this stage, commonly for a payment and an agreed statement of service. In the QIRC a conciliation conference must be held before a reinstatement application can be heard.
Typical timeframe: 3-8 weeks after lodgement
06Directions and evidence
If the matter does not settle, directions are issued for statements of evidence, documents and submissions, and any jurisdictional objection is listed for determination.
Typical timeframe: 4-12 weeks
07Hearing, decision and appeal
A Commission member hears the matter and decides on reinstatement or compensation. Appeals from the QIRC go to the Industrial Court of Queensland on an error of law or jurisdiction, generally within 21 days; Fair Work Commission appeals go to a Full Bench, need permission and must be lodged within 21 days of the decision.
Typical timeframe: 3-9 months from lodgement
Parties
Applicant employee
The dismissed or aggrieved worker who lodges the application.
Respondent employer
The employing entity, which in the Queensland state system may be a department chief executive, a statutory body or a local council.
Employee organisation
A registered union that can lodge and run an application on behalf of a member in the QIRC or appear in the Fair Work Commission.
Lawyer or agent
In the Fair Work Commission, a lawyer or paid agent generally needs the Commission's permission to represent you. In the QIRC, a lawyer can usually represent you in a dismissal claim only if the other side agrees or the Commission gives leave, and a private lawyer cannot represent a party in a Queensland public sector appeal or a QIRC wage recovery claim, although a union can.
Support person
A person the employee may bring to any discussion about a possible dismissal.
Witness
A colleague, manager or third party who gives evidence about the conduct or the process followed.
Time limits
These are general time limits described in prose. This page does not calculate a deadline for your matter.
Unfair dismissal (national system)
21 days after the dismissal takes effect; the Fair Work Commission can allow more time only in exceptional circumstances
Source: s 394(2) and (3) Fair Work Act 2009 (Cth)
Reinstatement or unfair dismissal (Queensland state system)
21 days after the dismissal takes effect, or a further period the QIRC allows
Source: s 317(2) Industrial Relations Act 2016 (Qld); QIRC unfair dismissal and reinstatement application guide
General protections involving dismissal
21 days after the dismissal takes effect, in the Fair Work Commission and, for state system employees, in the QIRC; other adverse action in the state system within 6 years
Source: s 366(1) Fair Work Act 2009 (Cth); s 310 Industrial Relations Act 2016 (Qld); Queensland Office of Industrial Relations, General protections (adverse action)
Sexual harassment dispute in the Fair Work Commission
Apply within 24 months after the harassment, or the last of a series of incidents; the Fair Work Commission may dismiss a later application
Source: s 527G Fair Work Act 2009 (Cth)
Unpaid wages and entitlements
Generally within six years: Fair Work Act claims within six years after the underpayment, and state system claims to the QIRC of up to $100,000 covering the previous six years
Source: s 544 Fair Work Act 2009 (Cth); ss 475 and 476 Industrial Relations Act 2016 (Qld)
Queensland long service leave
Entitlement to 8.6667 weeks after 10 years of continuous service; pro rata payment possible between 7 and 10 years only where the reason for termination qualifies
Source: s 95 Industrial Relations Act 2016 (Qld); Business Queensland, Long service leave entitlements
Anti-discrimination complaint in Queensland
Within 1 year of the alleged contravention; a later complaint is accepted only if you show good cause
Source: s 138 Anti-Discrimination Act 1991 (Qld); Queensland Human Rights Commission, Before making a complaint
Queensland public sector appeal to the QIRC
21 days after you receive the decision, or for a promotion decision 21 days after it is publicly notified; the QIRC can allow a longer period
Source: s 564 Industrial Relations Act 2016 (Qld); QIRC public sector appeal guide
Costs and helpShowHide
Queensland dismissal claims are cheap to start and each side usually bears its own costs. The Fair Work Commission application fee is $92.70 from 1 July 2026 and can be waived if you are in serious financial hardship. The QIRC does not charge a filing fee for a reinstatement application. Both tribunals can order costs only in limited cases, such as an application made vexatiously, without reasonable cause or with no reasonable prospect of success, and the Fair Work Commission can also order costs for unreasonable conduct in an unfair dismissal case. Complaints to the Queensland Human Rights Commission are free. Help from the Fair Work Ombudsman is free, and the Fair Work small claims procedure for amounts of $100,000 or less is informal and designed for people without lawyers. The real costs risk sits in ordinary court litigation: restraint of trade injunctions and contract disputes in the Supreme Court or District Court of Queensland carry the usual rule that the losing party pays the winner's costs. If you use a private lawyer, ask for a written estimate of fees before you agree.
Publishes free information on unfair dismissal, general protections and workplace bullying and harassment, and may give free legal help to employees on some employment matters, including discrimination. It does not help with unfair dismissal of state or local government employees, or with contract or restraint of trade disputes. Phone 1300 65 11 88.
- Basic Rights Queensland
A specialist community legal centre giving free, confidential legal help to Queensland workers about workplace rights, discrimination and Centrelink, through a telephone service by appointment. Free call 1800 358 511.
- Queensland Employment Law Service, Caxton Legal Centre
Free legal help for vulnerable Queensland workers affected by unfair dismissal, bullying, general protections issues and other unfair treatment at work. Appointment required. Phone 1800 229 866.
- JobWatch
An employment rights community legal centre whose free telephone information service covers Queensland. Phone 1800 331 617.
- Queensland Human Rights Commission
Free complaint handling and conciliation for workplace discrimination, sexual harassment and victimisation in Queensland. Phone 1300 130 670.
- Fair Work Ombudsman
Free information about pay, leave and entitlements and a complaint process for underpayments. Phone 13 13 94.
- Queensland Law Society find a solicitor
Queensland Law Society's free Find a Solicitor search, which lets you look for a Queensland solicitor by area of law, including employment law.
Where to get help
- Legal Aid Queensland
Free employment law information, and free legal help for employees on some matters such as discrimination. It does not help with state or local government unfair dismissals. Phone 1300 65 11 88.
- Basic Rights Queensland
Free legal help for Queensland workers on workplace rights, discrimination and Centrelink issues. Free call 1800 358 511.
- Queensland Employment Law Service, Caxton Legal Centre
Free legal help for vulnerable Queensland workers facing unfair dismissal and unfair treatment. Phone 1800 229 866.
- JobWatch
Free and confidential employment rights telephone information service covering Queensland. Phone 1800 331 617.
- Queensland Industrial Relations Commission
Forms, guides and registry contacts for reinstatement, public sector appeals, wage recovery and long service leave applications in the Queensland state system. Phone 1300 592 987.
- Queensland Human Rights Commission
Free complaints and conciliation for workplace discrimination and sexual harassment in Queensland. Phone 1300 130 670.
- QLeave
Administers portable long service leave for the Queensland building and construction, contract cleaning and community services industries.
- Fair Work Ombudsman
Free information and complaint handling about pay, leave and entitlements. Phone 13 13 94.
Practical guidanceShowHide
Fair Work Commission or QIRC: which one do you file in?
Queensland is one of the states where getting this wrong can cost you the claim. Private enterprise employees, including those working for Pty Ltd companies, incorporated associations, private schools, private hospitals and franchises, are national system employees and file with the Fair Work Commission. Queensland state public sector employees, including those in government departments, Queensland Health and state schools, and employees of Queensland local councils, are outside the national system and file with the Queensland Industrial Relations Commission under section 317 of the Industrial Relations Act 2016 (Qld). Queensland councils can be constitutional corporations but are still not national system employers, which is a trap for people who assume the corporate structure decides it, although some federal protections, such as the general protections, bullying and sexual harassment laws, may still reach those workplaces. Both tribunals have a 21-day deadline for dismissal claims. If you are genuinely unsure, work it out before you lodge, because discovering the mistake in week four leaves you needing an extension of time in the correct tribunal.
How does long service leave work in Queensland?
Queensland long service leave is set by section 95 of the Industrial Relations Act 2016 (Qld) rather than by the Fair Work Act, and it applies to Queensland employees generally. After ten years of continuous service with the same employer you are entitled to 8.6667 weeks of paid long service leave, a further 4.3333 weeks after another five years, and after 15 years further leave can be taken as it accrues. If your employment ends after at least seven but less than ten years, you may be entitled to a proportionate payment, but only where the reason for the termination is a qualifying one: your death, your resignation because of illness, injury or incapacity or a domestic or other pressing necessity, your employer dismissing you because of illness or for a reason other than your conduct, capacity or performance, an unfair dismissal, or a fixed term ending when you reasonably expected to reach ten years and were prepared to stay. A simple voluntary resignation at eight years does not usually attract a pro rata payment. The Act has detailed rules about what counts as continuous service, and Business Queensland publishes guidance on them. Unpaid long service leave can be claimed through the Queensland Industrial Relations Commission, including by national system employees.
How do you recover unpaid wages in Queensland?
For national system employees, start with the modern award or enterprise agreement covering your actual duties and rebuild what you should have been paid using the Fair Work Ombudsman's pay tools. Ask the employer in writing for time and wages records, which it must keep. Then either lodge a complaint with the Fair Work Ombudsman or make a claim. Claims of $100,000 or less can be run as small claims in the Federal Circuit and Family Court, which is informal and limits costs orders, and the claim cannot cover a period more than six years before you start. In Queensland a national system employee can also lodge a Fair Work claim (Form 90) through the QIRC industrial registry or a Magistrates Court; the QIRC tries to conciliate it and, if it does not settle, an industrial magistrate hears it. For Queensland state system employees, such as council and state government workers, claims for unpaid wages of up to $100,000 covering the previous six years are made to the QIRC on its own form, and the QIRC can send a claim to an industrial magistrate. From 1 January 2025, intentionally underpaying an employee can also be a Commonwealth criminal offence, though honest mistakes are not covered; the Fair Work Ombudsman investigates and can refer cases for prosecution.
What are your options for discrimination or sexual harassment at work in Queensland?
You generally have three doors and you can usually only walk through one for the same conduct. The Queensland Human Rights Commission takes free complaints under the Anti-Discrimination Act 1991 (Qld) about discrimination, sexual harassment, vilification and victimisation in employment, and tries to resolve them by conciliation. Complaints should be made within one year, and a later complaint is accepted only if you show good cause. If a work-related complaint does not resolve, you can ask the Commission, within 28 days of being told conciliation has failed, to refer it to the QIRC. The Australian Human Rights Commission takes complaints under the federal discrimination Acts, which can end up in the federal courts. If you are a national system employee and the treatment amounted to adverse action, you can bring a general protections claim in the Fair Work Commission, and if it involved a dismissal the 21-day deadline applies. The Fair Work Commission can also deal with a sexual harassment dispute, which should be brought within 24 months of the conduct, and can make orders to stop sexual harassment or bullying while you remain at work. Work through the choice before lodging, because choosing one forum can stop you using another for the same conduct.
What is QLeave and does it apply to you?
QLeave administers Queensland's portable long service leave schemes for the building and construction industry, the contract cleaning industry and the community services industry. The point of a portable scheme is that your long service entitlement follows you across employers within the industry rather than resetting each time you change jobs, which suits industries with project-based or short-term engagements. Employers in covered industries must register and make returns, and workers should check that their days of service are being recorded correctly, because a gap in the record is much easier to fix at the time than years later. In the contract cleaning scheme, for example, a worker can claim 8.67 weeks of long service leave once 10 years of service is recorded with QLeave. If you are in a covered industry, your QLeave entitlement sits alongside, not instead of, any entitlement you have under section 95 of the Industrial Relations Act 2016 (Qld) with a single employer.
What happens in a Queensland public sector appeal?
Queensland public sector employees have appeal rights that most private sector employees do not. Under section 131 of the Public Sector Act 2022 (Qld), decisions such as promotion, disciplinary, conversion, transfer, suspension without pay and fair treatment decisions can be appealed, and those appeals are heard and decided by the Queensland Industrial Relations Commission under chapter 11 of the Industrial Relations Act 2016 (Qld). An appeal is a review of the decision rather than a fresh hearing, so the focus is on whether the decision was fair and reasonable. The deadline is short: under section 564 of the Industrial Relations Act, an appeal generally has to be lodged within 21 days after you receive the decision, or for a promotion decision within 21 days after the promotion is publicly notified. A decision to end your employment cannot be appealed this way; dismissed public sector employees use the separate 21-day reinstatement pathway under section 317. Public interest disclosure protections under the Public Interest Disclosure Act 2010 (Qld) may also be relevant if the treatment followed a report of wrongdoing.
Checklist
- Contract of employment, letter of appointment or public sector employment instrument
- Payslips for the whole period in dispute and your final pay statement
- The modern award, enterprise agreement, certified agreement or Queensland state award that applies
- Termination, redundancy, resignation or show cause letters
- Warning letters and performance management documents
- Investigation allegations, your written response and any findings
- Rosters, timesheets and clock-in records
- Emails and messages relevant to the dispute
- Records of continuous service for a long service leave claim
- QLeave service records, if you work in a covered industry
- Any public sector directive or policy relied on in a disciplinary decision
- Evidence of job applications and new income since the dismissal
Common questions
Do Queensland council workers use the Fair Work Commission?
Not for unfair dismissal. Queensland local government employees are not national system employees, even though a council can be a constitutional corporation. They are covered by the Industrial Relations Act 2016 (Qld) and apply to the Queensland Industrial Relations Commission for reinstatement under section 317 of that Act. The deadline is still 21 days after the dismissal takes effect, and the QIRC can allow a further period. Some federal laws, such as the bullying and sexual harassment laws, may still apply to council workplaces.
How much long service leave do you get in Queensland?
Section 95 of the Industrial Relations Act 2016 (Qld) gives an employee 8.6667 weeks of paid long service leave after ten years of continuous service, and a further 4.3333 weeks after another five years. Between seven and ten years you may receive a proportionate payment on termination, but only if the reason is a qualifying one, such as your death, resigning because of illness or a domestic or other pressing necessity, being dismissed because of illness or for a reason other than conduct, capacity or performance, or being unfairly dismissed.
What is the time limit for an unfair dismissal claim in Queensland?
Twenty-one days after the dismissal takes effect, in both systems. National system employees apply to the Fair Work Commission under section 394 of the Fair Work Act 2009 (Cth), which can allow more time only in exceptional circumstances. Queensland state system employees apply for reinstatement to the QIRC under section 317 of the Industrial Relations Act 2016 (Qld), which can allow a further period if it is persuaded there are reasons. Do not count on an extension.
Can you appeal a Queensland public sector decision about your job?
Often, yes. Section 131 of the Public Sector Act 2022 (Qld) provides appeal rights for decisions including promotion, discipline, conversion to permanent employment, transfer and fair treatment decisions, and those appeals are heard by the Queensland Industrial Relations Commission. An appeal is a review of whether the decision was fair and reasonable rather than a fresh hearing. You generally have 21 days after receiving the decision to lodge an appeal, so act as soon as you receive it.
Where do you complain about sexual harassment at work in Queensland?
You can complain free of charge to the Queensland Human Rights Commission under the Anti-Discrimination Act 1991 (Qld), to the Australian Human Rights Commission under federal law, or, if federal workplace laws cover your workplace, apply to the Fair Work Commission to deal with a sexual harassment dispute within 24 months of the conduct or to make an order to stop sexual harassment while you are still at work. If the harassment ended in dismissal, the 21-day dismissal deadlines apply.
How do you recover unpaid wages if you work for a Queensland council?
Through the state system rather than the federal one. Claims for unpaid wages of up to $100,000 covering the previous six years are filed with the Queensland Industrial Relations Commission's industrial registry, and the QIRC can send a claim to an industrial magistrate. The Office of Industrial Relations can also look into a wage claim before you apply (Industrial Relations Information Services, 07 3406 9999), and your union can usually lodge and run the claim for you.
Does QLeave replace long service leave from your employer?
No. QLeave runs portable long service leave schemes for the building and construction, contract cleaning and community services industries, where recognised service counts across employers in the industry. That sits alongside any entitlement you build up with a single employer under section 95 of the Industrial Relations Act 2016 (Qld). If you work in a covered industry, check that your service days are being recorded correctly each year.
Sources
- Industrial Relations Act 2016 (Qld) - Queensland Legislation (accessed 8 Nov 2026)
- Anti-Discrimination Act 1991 (Qld) - Queensland Legislation (accessed 8 Nov 2026)
- Public Sector Act 2022 (Qld) - Queensland Legislation (accessed 8 Nov 2026)
- Queensland Industrial Relations Commission - Unfair dismissal and reinstatement application guide (accessed 8 Nov 2026)
- Queensland Industrial Relations Commission - Wage recovery and long service leave (accessed 8 Nov 2026)
- Business Queensland - Long service leave entitlements and continuous service (accessed 8 Nov 2026)
- Queensland Office of Industrial Relations - General protections (adverse action) (accessed 8 Nov 2026)
- Fair Work Commission - Who Australia's national workplace relations system covers (accessed 8 Nov 2026)
- QLeave - How portable long service leave works (accessed 8 Nov 2026)
- Fair Work Commission - Fees and costs (2026-27 application fee) (accessed 8 Nov 2026)
- Fair Work Commission - Appeal a decision or order (accessed 8 Nov 2026)
- Fair Work Act 2009 (Cth) s 394 - AustLII (accessed 8 Nov 2026)
- Fair Work Act 2009 (Cth) s 527G - AustLII (accessed 8 Nov 2026)
- Federal Circuit and Family Court of Australia - Fair work: Small claims (accessed 8 Nov 2026)
- Fair Work Ombudsman - Criminal prosecution (accessed 8 Nov 2026)
- Queensland Industrial Relations Commission - Public sector appeal guide (accessed 8 Nov 2026)
- Queensland Industrial Relations Commission - Frequently asked questions (filing fees and costs) (accessed 8 Nov 2026)
- Queensland Industrial Relations Commission - About us (Industrial Court of Queensland) (accessed 8 Nov 2026)
- Industrial Relations (Tribunals) Rules 2011 (Qld) - Queensland Legislation (accessed 8 Nov 2026)
- Queensland Human Rights Commission - Before making a complaint (accessed 8 Nov 2026)
- Queensland Human Rights Commission - Anti-Discrimination Act reforms delayed (accessed 8 Nov 2026)
- Legal Aid Queensland - Losing your job: unfair dismissal (accessed 8 Nov 2026)
- JobWatch - Telephone Information Service (accessed 8 Nov 2026)
- Queensland Law Society - Find a Solicitor referral service (accessed 8 Nov 2026)
- Queensland Department of Justice - Review of Queensland's human rights and anti-discrimination framework (accessed 8 Nov 2026)
- Fair Work Act 2009 (Cth) s 596 (representation by lawyers and paid agents) - AustLII (accessed 8 Nov 2026)