Employment law in Tasmania
How employment law works in Tasmania, including who is in the national Fair Work system and who stays with the Tasmanian Industrial Commission, Tasmanian long service leave and anti-discrimination law, and where Tasmanians can get free help.
Checked against official sources on 8 Nov 2026. General information, not legal advice. No lawyer or solicitor has reviewed this page.
Overview
In Tasmania, private enterprise employees and local government employees are national system employees under the Fair Work Act 2009 (Cth). That is different from New South Wales, Queensland, South Australia and Western Australia, where council workers remain in the state system. Tasmanian state public sector employees, including State Service employees, are the group that stays outside the national system: State Service employees are covered by the Industrial Relations Act 1984 (Tas) and the State Service Act 2000 (Tas), and their industrial matters are heard by the Tasmanian Industrial Commission.
The deadline for challenging a dismissal is 21 days in both systems. If you are a national system employee, an unfair dismissal or general protections dismissal application must reach the Fair Work Commission within 21 days after the dismissal takes effect. If you are a Tasmanian State Service employee, an application for a hearing about termination of employment or severance pay must be made to the Tasmanian Industrial Commission within 21 days after the date of termination. Both tribunals can accept a late application only in exceptional circumstances, so do not plan on getting more time.
Several important employment topics remain Tasmanian law for everyone in the state. Long service leave for most private sector workers comes from the Long Service Leave Act 1976 (Tas), which provides 8 and two-thirds weeks of paid leave after ten years of continuous employment, and in defined circumstances a pro rata payment when employment ends after at least seven years. Construction workers are covered by the separate TasBuild portable scheme, and a federal award or agreement with its own long service leave terms can also change the position. Discrimination, sexual harassment and offensive conduct at work are dealt with under the Anti-Discrimination Act 1998 (Tas) by Equal Opportunity Tasmania and the Tasmanian Civil and Administrative Tribunal. State Service employment, including review of employment actions, is governed by the State Service Act 2000 (Tas). This page is general information about Tasmanian employment law and is not legal advice about your situation.
Who this is for
- You were dismissed from a job in Hobart, Launceston, Devonport, Burnie or regional Tasmania
- You work for a Tasmanian State Service agency and want to know which tribunal applies to you
- You work for a Tasmanian council and are not sure whether you are in the national system
- You are approaching ten years of service and want to check your Tasmanian long service leave
- You believe a Tasmanian employer has underpaid you
- Your position was made redundant and you were not consulted beforehand
- You are experiencing discrimination, bullying or sexual harassment in a Tasmanian workplace
- You work in the Tasmanian construction industry and want to know about TasBuild
LegislationShowHide
- Industrial Relations Act 1984 (Tas) (TAS)
The Tasmanian industrial relations statute. It establishes the Tasmanian Industrial Commission, provides for Tasmanian awards and registered agreements, and gives the Commission power to hear industrial disputes, including disputes about termination of employment and severance pay. Under section 29(1B), an application about termination or redundancy severance pay must be made within 21 days after the date of termination, unless a Commissioner accepts that exceptional circumstances justify a longer period. Appeals go to a Full Bench of the Commission.
- Long Service Leave Act 1976 (Tas) (TAS)
The main long service leave law for Tasmanian private sector employees. It provides 8 and two-thirds weeks of paid long service leave after 10 years of continuous employment and 4 and one-third weeks for each further 5 years, with a proportionate payment on termination after at least 7 but fewer than 10 years of continuous employment in defined circumstances. Mining employees have different entitlements under the Act.
- Anti-Discrimination Act 1998 (Tas) (TAS)
Makes discrimination, sexual harassment, offensive conduct and victimisation unlawful in Tasmanian workplaces on attributes including gender, race, age, disability, pregnancy, breastfeeding, family responsibilities, relationship status, religious belief and industrial activity. Complaints go to the Anti-Discrimination Commissioner, generally within 12 months of the conduct, and may be referred to the Tasmanian Civil and Administrative Tribunal.
- State Service Act 2000 (Tas) (TAS)
Governs employment in the Tasmanian State Service, including the State Service Principles and Code of Conduct, appointment and promotion, discipline and inability processes, and Employment Directions. Under section 50, an employee can apply to the Tasmanian Industrial Commission for review of a selection decision or another State Service action relating to their employment, but not the termination itself, which is dealt with as an industrial dispute.
- Fair Work Act 2009 (Cth) (CTH)
Covers Tasmanian private enterprise employees and Tasmanian local government employees. It contains the National Employment Standards, modern awards and enterprise agreements, unfair dismissal, the general protections, stop bullying and stop sexual harassment orders, and the underpayment and civil penalty regime.
- Sex Discrimination Act 1984 (Cth) (CTH)
The federal sexual harassment and sex discrimination law, giving Tasmanian workers an alternative 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 Tasmanian workplaces and requires reasonable adjustments unless they would impose unjustifiable hardship.
Courts and tribunalsShowHide
- Fair Work Commission (Tasmania office, Hobart)
Hears unfair dismissal, general protections, bullying and sexual harassment applications for Tasmanian private enterprise and local government employees. Dismissal applications must be received within 21 days after the dismissal takes effect.
- Tasmanian Industrial Commission
Hears industrial disputes in the Tasmanian State Service system, including disputes about termination of employment and severance pay, reviews State Service actions such as selection decisions, decides long service leave disputes that WorkSafe Tasmania cannot resolve, and makes and varies Tasmanian awards. Applications about termination must be made within 21 days after termination, and most State Service review applications within 14 days.
- Equal Opportunity Tasmania (Anti-Discrimination Commissioner)
Receives, investigates and conciliates complaints of discrimination, sexual harassment, offensive conduct and victimisation in Tasmanian workplaces. Phone 1300 305 062.
- Tasmanian Civil and Administrative Tribunal (TASCAT)
Hears discrimination and harassment complaints referred by the Anti-Discrimination Commissioner under the Anti-Discrimination Act 1998 (Tas), and reviews a Commissioner's decision to reject or not accept a complaint.
- Federal Circuit and Family Court of Australia (Fair Work Division)
Hears general protections court applications and Fair Work underpayment claims for Tasmanian workers, including small claims of $100,000 or less.
- WorkSafe Tasmania
Tasmania's work health and safety regulator, which also administers and publishes guidance on Tasmanian long service leave for private sector workers.
- Supreme Court of Tasmania
Hears restraint of trade injunctions, confidential information cases and larger employment contract disputes. Contract claims up to $50,000 generally go to the Magistrates Court of Tasmania, which can deal with larger disputes if everyone agrees.
ProcessShowHide
01Check which system covers you
Tasmanian private enterprise and local government employees are national system employees. Tasmanian State Service employees are in the state system and use the Tasmanian Industrial Commission.
Typical timeframe: 1 day
02Note the deadline and gather documents
Both systems use 21 days. Collect your contract or statement of duties, payslips, termination letter, warnings and relevant emails.
Typical timeframe: 2-5 days
03Get help
Contact JobWatch, Tasmania Legal Aid, Hobart Community Legal Service, your union or a lawyer. The Fair Work Commission also arranges free appointments with a lawyer about a dismissal, bullying or sexual harassment for eligible people who have no lawyer or paid agent and are not union members.
Typical timeframe: First week
04Lodge the application
File the correct form with the Fair Work Commission and pay the application fee, which is $92.70 for 2026-27 and changes each 1 July, or ask for a waiver if paying would cause serious financial hardship. If you are a State Service employee, apply to the Tasmanian Industrial Commission instead, which charges no lodgement fee.
Typical timeframe: Within 21 days of dismissal or termination
05Conciliation or conference
The Fair Work Commission offers a voluntary conciliation, usually held as an online meeting led by a Commission conciliator, and around three quarters of unfair dismissal cases settle at or before conciliation. The Tasmanian Industrial Commission almost always holds a conciliation conference with a Commissioner before any formal hearing.
Typical timeframe: Fair Work Commission conciliation usually 2-5 weeks after lodgement
06Evidence and hearing
If unresolved, directions are issued for witness statements and submissions, and the matter is listed for a hearing or conference before a Fair Work Commission Member or a Tasmanian Industrial Commissioner.
Typical timeframe: Varies with the case and the tribunal's timetable
07Decision and appeal
The Commission decides whether the dismissal was unfair and what remedy applies, such as reinstatement or compensation. A Fair Work Commission appeal needs permission and must be lodged within 21 days of the date on the decision. A Tasmanian Industrial Commission decision can be appealed to a Full Bench within 21 days after the decision notice is served.
Typical timeframe: Variable
Parties
Applicant employee
The dismissed or aggrieved worker who lodges the application.
Respondent employer
The employing entity. For a Tasmanian State Service employee, the State Service Act 2000 (Tas) names the Minister administering that Act as the Employer, and the Head of Agency runs the agency where the employee works.
Union or registered organisation
An organisation that can represent a member in the Tasmanian Industrial Commission or the Fair Work Commission.
Lawyer or agent
A representative whose appearance may require the tribunal's permission.
Support person
A person the employee may ask to have present at discussions about a possible dismissal. For national system employees, an unreasonable refusal to allow one is a factor in deciding whether a dismissal was unfair.
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 (more time only in exceptional circumstances)
Source: s 394(2) Fair Work Act 2009 (Cth)
Termination of employment or severance pay dispute (Tasmanian state system)
21 days after the date of termination, or a longer period if a Commissioner considers there are exceptional circumstances
Source: s 29(1B) Industrial Relations Act 1984 (Tas)
General protections involving dismissal
21 days after the dismissal takes effect (more time only in exceptional circumstances)
Source: s 366(1) Fair Work Act 2009 (Cth)
Sexual harassment dispute in the Fair Work Commission
The Commission may dismiss an application made more than 24 months after the contravention or the last of a series of contraventions
Source: s 527G Fair Work Act 2009 (Cth)
Fair Work underpayment claims
Within 6 years after the day the contravention occurred
Source: s 544 Fair Work Act 2009 (Cth)
Tasmanian long service leave
8 and two-thirds weeks after 10 years of continuous employment; pro rata payment possible on termination after at least 7 years in defined circumstances
Source: s 8 Long Service Leave Act 1976 (Tas); WorkSafe Tasmania, Long service leave
Anti-discrimination complaint in Tasmania
Within 12 months after the conduct; the Commissioner may accept a later complaint if satisfied it is reasonable to do so
Source: s 63 Anti-Discrimination Act 1998 (Tas)
Costs and helpShowHide
Tasmanian employment claims are inexpensive to begin. The Fair Work Commission application fee is $92.70 for 2026-27 (it changes each 1 July) and can be waived if paying it would cause serious financial hardship. The Tasmanian Industrial Commission charges no lodgement fee for an application or a State Service review of actions. In the Fair Work Commission each party generally bears its own costs, and costs orders are limited to situations such as an application made vexatiously, without reasonable cause or with no reasonable prospect of success. The Tasmanian Industrial Commission's guidance says it cannot award costs against either party. Conciliation of a complaint by Equal Opportunity Tasmania is free. In court proceedings under the Fair Work Act, including underpayment claims, costs can be ordered only in limited cases, such as proceedings brought vexatiously or without reasonable cause, and the small claims procedure for amounts of $100,000 or less is usually run without lawyers. The costs risk sits in ordinary civil litigation: restraint of trade injunctions and contract claims in the Supreme Court of Tasmania carry the usual rule that costs follow the event. If you instruct a lawyer, ask about fixed fees and payment arrangements.
Provides free legal help and information, with Hobart and Launceston offices open Monday to Friday, 8.45am to 5pm, without an appointment, and a Legal Help telephone service on 1300 366 611. Whether you can get a grant of legal aid for representation in an employment matter depends on its guidelines, so ask when you call.
- JobWatch
An employment rights community legal centre whose free and confidential telephone information service covers Tasmania. Phone 1800 331 617.
- Hobart Community Legal Service
Free legal help, information and representation for people in southern Tasmania on employment and fair work issues, workplace discrimination and minor civil claims by employees against employers. Phone (03) 6223 2500.
- Equal Opportunity Tasmania
Free conciliation of complaints about workplace discrimination, sexual harassment and offensive conduct in Tasmania. Phone 1300 305 062.
- WorkSafe Tasmania - long service leave
Official Tasmanian guidance on long service leave entitlements, continuous employment and pro rata payments for private sector workers. Phone 1300 366 322.
- Fair Work Ombudsman
Free information about pay, leave and entitlements and a complaint process for underpayments. Phone 13 13 94.
- Law Society of Tasmania
Its Find a Lawyer directory can help you locate a Tasmanian solicitor.
Where to get help
- JobWatch
Free and confidential employment rights telephone information service covering Tasmania. Phone 1800 331 617.
- Tasmania Legal Aid
Free legal help and information, with Hobart and Launceston offices open weekdays without an appointment and a Legal Help telephone service on 1300 366 611.
- Hobart Community Legal Service
Free legal help for people in southern Tasmania on employment and fair work issues, workplace discrimination and minor civil claims against employers. Phone (03) 6223 2500.
- Equal Opportunity Tasmania
Free conciliation of complaints about workplace discrimination, sexual harassment and offensive conduct in Tasmania. Phone 1300 305 062.
- Tasmanian Industrial Commission
Forms, guidance and time limits for termination of employment, severance pay and State Service review applications in the Tasmanian state system. Phone (03) 6165 6770.
- WorkSafe Tasmania
Official Tasmanian long service leave information and the state work health and safety regulator. Phone 1300 366 322.
- TasBuild
Administers the Tasmanian portable long service leave scheme for construction industry workers.
- Fair Work Ombudsman
Free information and complaint handling about pay, leave and entitlements. Phone 13 13 94.
Practical guidanceShowHide
Are Tasmanian council workers in the national system?
Yes, and this is one of the ways Tasmania differs from most other states. In New South Wales, Queensland, South Australia and Western Australia, local government employees remain in their state industrial relations systems. In Tasmania, local government employees are national system employees along with private enterprise employees, so a council worker who is dismissed applies to the Fair Work Commission within 21 days like any private sector employee. The group that remains outside the national system in Tasmania is the state public sector, which includes the State Service: employees of Tasmanian government agencies, employed under the State Service Act 2000 (Tas). If you are a State Service employee, your industrial matters go to the Tasmanian Industrial Commission and your employment conditions come from Tasmanian awards and agreements rather than modern awards. Because the split is unusual, check your employment documents before you assume which tribunal applies.
How does long service leave work in Tasmania?
The Long Service Leave Act 1976 (Tas) is the main long service leave law for Tasmanian private sector employees. The entitlement is 8 and two-thirds weeks of paid leave after completing ten years of continuous employment with the same employer, and a further 4 and one-third weeks for each additional five years. If your employment ends after at least seven but fewer than ten years of continuous employment, you may be entitled to a proportionate payment, but only in defined circumstances, for example if your employer ended your employment for a reason other than serious and wilful misconduct, or you left because of illness, incapacity or a pressing domestic necessity. Continuity of employment is not broken by most ordinary absences, including annual leave and long service leave itself, and casual and part-time employees who regularly work at least 32 hours in each four-week period are treated as continuously employed. There are specific rules for mining employees. WorkSafe Tasmania administers and publishes guidance on the Act and is the practical starting point for a long service leave question. If you and your employer disagree about long service leave, either of you can refer the dispute to WorkSafe Tasmania, which investigates and tries to resolve it, and if it cannot be resolved WorkSafe reports it to the Tasmanian Industrial Commission, which hears and decides the matter. Separately, if you work in the Tasmanian construction industry you are likely covered by the portable scheme administered by TasBuild, where service counts across employers in the industry.
What is the State Service review of actions process?
Tasmanian State Service employees have a review pathway that private sector employees do not. Under section 50 of the State Service Act 2000 (Tas), an employee can apply to the Tasmanian Industrial Commission for a review of a selection decision, if they applied for the duties and the duties are not for a fixed term or a specified task, or of any other State Service action that relates to their employment. The time limits are short: under the State Service Regulations 2021, a selection review must be lodged within 14 days from the date of the written notice of the selection, and most other reviews within 14 days from the event that gave rise to the application. Public holidays are not counted in those 14 days. The Commission does not charge a lodgement fee for a review. A review cannot be used to challenge the termination of your employment; that is a separate industrial dispute that must be brought to the Tasmanian Industrial Commission within 21 days after termination. If you are facing a disciplinary or inability process, ask which Employment Direction applies and read it, because Employment Directions issued under section 17 of the Act govern many State Service employment matters, and keep in mind that the State Service Principles and Code of Conduct set the standards a disciplinary process must apply.
Where do you take a discrimination or sexual harassment complaint in Tasmania?
Equal Opportunity Tasmania, headed by the Anti-Discrimination Commissioner, takes complaints under the Anti-Discrimination Act 1998 (Tas) about discrimination, sexual harassment, offensive conduct and victimisation in employment. A complaint should be made within 12 months of the conduct, although the Commissioner may accept a later complaint if satisfied it is reasonable. The Commissioner can investigate, hold free conciliation conferences and, if the complaint is not resolved, refer it to the Tasmanian Civil and Administrative Tribunal for an inquiry. If the Commissioner rejects your complaint or does not accept it, the Commissioner must give you written reasons, and you can apply in writing to the Tribunal for a review within 28 days after you receive them; if you do not, the complaint lapses. Alternatively you can complain to the Australian Human Rights Commission under the federal discrimination Acts, which can lead to the federal courts. If you are a national system employee and the treatment amounted to adverse action, a general protections claim in the Fair Work Commission is a third option, carrying the 21-day deadline if you were dismissed. The Fair Work Commission can also deal with a sexual harassment dispute, although it may dismiss an application made more than 24 months after the conduct, and it can make orders to stop sexual harassment or bullying while you are still at work. Work through the choice before you lodge, because the pathways are not fully interchangeable.
How do you recover unpaid wages in Tasmania?
Most Tasmanian workers are national system employees, so the process is the federal one. Identify the modern award or enterprise agreement covering your actual duties and rebuild what you should have been paid for each pay period using the Fair Work Ombudsman's pay tools, including overtime, penalty rates, allowances, annual leave loading and superannuation. Ask in writing for the time and wages records the employer must keep. If the shortfall is not fixed, lodge a complaint with the Fair Work Ombudsman, which can investigate and issue a compliance notice, or sue. Claims of $100,000 or less can be run through the small claims procedure in the Federal Circuit and Family Court, which is informal and usually run without lawyers, and claims generally cannot reach back more than six years. Since 1 January 2025, intentionally underpaying wages or entitlements can also be a criminal offence under the Fair Work Act. Honest mistakes are not covered, and some entitlements, such as long service leave pay and superannuation, fall outside the offence for Tasmanian local government employees and employees of sole traders, partnerships, other unincorporated employers and non-trading corporations. Unpaid Tasmanian long service leave is a separate matter under the Long Service Leave Act 1976 (Tas): a dispute can be referred to WorkSafe Tasmania, which reports any dispute it cannot resolve to the Tasmanian Industrial Commission. State Service employees pursue unpaid state award entitlements through the Tasmanian Industrial Commission.
What should you do if you are made redundant in Tasmania?
First, check whether the redundancy is genuine. For a national system employee, a redundancy is a genuine redundancy only if the employer no longer requires the job to be done by anyone because of operational changes, the employer complied with any consultation obligation in an applicable modern award or enterprise agreement, and redeployment within the enterprise or an associated entity would not have been reasonable. Award and agreement consultation terms generally require the employer, once it decides on a major change such as a redundancy, to notify affected employees as soon as possible and discuss the change and ways to reduce its effects. If your employer has related entities, redeployment into one of them is a live issue. Second, check the money: notice or payment in lieu, redundancy pay under the National Employment Standards unless an exclusion applies, accrued annual leave, and Tasmanian long service leave if you have reached the qualifying period. State Service employees should also check the severance provisions in their award or agreement, because a dispute about severance pay can be taken to the Tasmanian Industrial Commission within 21 days after termination.
Checklist
- Contract of employment, statement of duties or letter of appointment
- Payslips for the whole period in dispute and your final pay statement
- The modern award, enterprise agreement or Tasmanian award that applies
- Termination, redundancy or resignation letter
- 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
- Start and finish dates and any breaks in service for a long service leave calculation
- TasBuild service records if you work in the Tasmanian construction industry
- Any State Service employment direction or code of conduct relied on in a disciplinary process
- Evidence of job applications and new income since the dismissal
Common questions
Who is outside the Fair Work system in Tasmania?
Tasmanian state public sector employees, including State Service employees. Private enterprise employees and Tasmanian local government employees are national system employees and use the Fair Work Commission. State Service employees are covered by the Industrial Relations Act 1984 (Tas) and the State Service Act 2000 (Tas), and their industrial matters, including termination disputes, go to the Tasmanian Industrial Commission.
How long do you have to challenge a dismissal in Tasmania?
Twenty-one days in both systems. A national system employee must lodge an unfair dismissal or general protections dismissal application with the Fair Work Commission within 21 days after the dismissal takes effect. A Tasmanian State Service employee must apply to the Tasmanian Industrial Commission for a hearing about termination of employment or severance pay within 21 days after the date of termination. Either tribunal can accept a late application only in exceptional circumstances.
How much long service leave do you get in Tasmania?
Under the Long Service Leave Act 1976 (Tas), private sector employees are entitled to 8 and two-thirds weeks of paid long service leave after completing 10 years of continuous employment, then 4 and one-third weeks for each further 5 years. If employment ends after at least 7 but fewer than 10 years of continuous employment, a proportionate payment may be available in defined circumstances. WorkSafe Tasmania publishes guidance on continuity of employment and pro rata entitlements.
Can Tasmanian workers use JobWatch?
Yes. JobWatch is an employment rights community legal centre that operates across Victoria, Queensland and Tasmania. Its free and confidential telephone information service is available to Tasmanian workers on 1800 331 617, and it is one of the services the Fair Work Commission lists for free legal help in Tasmania.
What is TasBuild?
TasBuild administers Tasmania's portable long service leave scheme for the construction industry. It lets construction workers qualify for long service leave based on service to the industry rather than to a single employer, which suits a sector where workers move between projects and employers. Employers performing construction work in Tasmania are generally required to make contributions for eligible workers.
Where do you complain about workplace discrimination in Tasmania?
Equal Opportunity Tasmania, headed by the Anti-Discrimination Commissioner, takes complaints under the Anti-Discrimination Act 1998 (Tas) about discrimination, sexual harassment, offensive conduct and victimisation at work, generally within 12 months of the conduct, and its conciliation service is free. If a complaint is not resolved, it can be referred to the Tasmanian Civil and Administrative Tribunal. Federal options through the Australian Human Rights Commission are also available.
Do you have to pay to lodge in the Tasmanian Industrial Commission?
No lodgement fee applies to an application about termination of employment or severance pay in the Tasmanian Industrial Commission, and the Commission's guidance says it cannot award costs against either party, so each side pays its own. If you are a national system employee applying to the Fair Work Commission instead, the application fee is $92.70 for 2026-27, it changes each 1 July, and a waiver is available if paying it would cause serious financial hardship.
Sources
- Industrial Relations Act 1984 (Tas) - Tasmanian Legislation (accessed 8 Nov 2026)
- Long Service Leave Act 1976 (Tas) - Tasmanian Legislation (accessed 8 Nov 2026)
- Anti-Discrimination Act 1998 (Tas) - Tasmanian Legislation (accessed 8 Nov 2026)
- State Service Act 2000 (Tas) - Tasmanian Legislation (accessed 8 Nov 2026)
- Tasmanian Industrial Commission - Time limits apply (accessed 8 Nov 2026)
- WorkSafe Tasmania - Long service leave (accessed 8 Nov 2026)
- Fair Work Commission - Who Australia's national workplace relations system covers (accessed 8 Nov 2026)
- Fair Work Commission - Where to find legal help (accessed 8 Nov 2026)
- TasBuild - Tasmanian portable long service leave scheme (accessed 8 Nov 2026)
- State Service Regulations 2021 (Tas) - Tasmanian Legislation (accessed 8 Nov 2026)
- Tasmanian Industrial Commission - Costs (legal) of running a case and who pays (accessed 8 Nov 2026)
- Tasmanian Industrial Commission - State Service Review of Actions (accessed 8 Nov 2026)
- Tasmanian Industrial Commission - Industrial Coverage (accessed 8 Nov 2026)
- Tasmanian Industrial Commission - Conciliation or arbitration (accessed 8 Nov 2026)
- Fair Work Commission - Fees and costs (accessed 8 Nov 2026)
- Fair Work Commission - Deadlines (accessed 8 Nov 2026)
- Fair Work Commission - What is conciliation? (accessed 8 Nov 2026)
- Fair Work Commission - How to appeal a decision (accessed 8 Nov 2026)
- Fair Work Commission - Free lawyer appointments for eligible people (accessed 8 Nov 2026)
- Fair Work Commission - Tasmania office (accessed 8 Nov 2026)
- Fair Work Act 2009 (Cth) s 394 - AustLII (accessed 8 Nov 2026)
- Fair Work Act 2009 (Cth) s 366 - AustLII (accessed 8 Nov 2026)
- Fair Work Act 2009 (Cth) s 527G - AustLII (accessed 8 Nov 2026)
- Fair Work Act 2009 (Cth) s 544 - AustLII (accessed 8 Nov 2026)
- Fair Work Act 2009 (Cth) s 570 - AustLII (accessed 8 Nov 2026)
- Fair Work Act 2009 (Cth) s 611 - 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)
- Equal Opportunity Tasmania - Complaints (accessed 8 Nov 2026)
- Equal Opportunity Tasmania - Contact us (accessed 8 Nov 2026)
- JobWatch - Telephone Information Service (accessed 8 Nov 2026)
- Tasmania Legal Aid (accessed 8 Nov 2026)
- Hobart Community Legal Service - Employment (accessed 8 Nov 2026)
- Magistrates Court of Tasmania - Civil disputes (accessed 8 Nov 2026)
- Fair Work Ombudsman - Redundancy (accessed 8 Nov 2026)
- Fair Work Act 2009 (Cth) s 389 - AustLII (accessed 8 Nov 2026)
- WorkSafe Tasmania - Long service leave disputes and records (accessed 8 Nov 2026)
- Disability Discrimination Act 1992 (Cth) ss 5 and 21B - AustLII (accessed 8 Nov 2026)