National Minimum Wage and Award Wage Increases from 1 July 2026: What Employers Need to Know
Posted on October 5 , 2025 by The HR Bridge Team
Security Company Faces Court for Allegedly Failing to Pay Unfair Dismissal Compensation
On 15 July 2026, the Fair Work Ombudsman commenced legal action against a security services company for allegedly failing to comply with a Fair Work Commission order to pay compensation to an unfairly dismissed worker.
Facing court is Absolute QSEC Pty Ltd. The company employed the affected worker as a security officer on a regular casual basis in the Cairns area from September 2023 until the worker was dismissed in September 2024.
In February 2025, the Fair Work Commission found that Absolute QSEC had unfairly dismissed the worker and ordered the company to pay $9,333 in compensation, plus superannuation, within 28 days.
The Fair Work Ombudsman investigated after the worker requested assistance. After attempts to secure voluntary compliance were unsuccessful, the regulator has now taken the matter to court.
Why This Case Matters
Fair Work Ombudsman Anna Booth emphasised a core principle of the workplace relations system: “It is fundamental for the integrity of the workplace relations system that Fair Work Commission orders are complied with.”
She noted that more than $9,000 is a significant sum for any worker, and confirmed the Fair Work Ombudsman is prepared to take legal action to ensure employees receive the compensation they are lawfully entitled to.
The company faces a maximum penalty of up to $99,000. The Fair Work Ombudsman is also seeking a court order requiring payment of the outstanding compensation and superannuation, plus interest.
Key Lessons for Employers
- Fair Work Commission orders must be complied with in full and on time.Non-payment can lead to further legal action and significant penalties.
- Regular casual employees can bring unfair dismissal claims if they meet the eligibility criteria.
- Failure to pay ordered compensation creates a second layer of legal riskbeyond the original unfair dismissal finding.
- The Fair Work Ombudsman will pursue outstanding amounts even after the Commission process has concluded.
Practical Steps for Security and Labour Hire Businesses
- Treat Fair Work Commission orders with the same seriousness as any other court order.
- If a compensation order is made, arrange full payment (including superannuation) within the required timeframe and keep clear records.
- Review dismissal processes carefully — particularly for regular casual employees — to reduce the risk of unfair dismissal claims.
- Seek advice early if cash-flow issues make timely payment difficult. Ignoring an order is the higher-risk option.
- Ensure managers understand the difference between genuine casual employment and regular and systematic casual employment that may attract unfair dismissal protections.
At HR Bridge Australia, we support security, labour hire and service businesses with unfair dismissal risk management, termination processes, and compliance with Fair Work Commission orders. Getting these processes right protects both the business and the people running it.
If you are dealing with an unfair dismissal matter, a compensation order, or simply want to strengthen your termination practices, we are here to help.
