Geelong Construction Company Faces Court Over Alleged Underpayments to a Young Worker
Posted on May 15 , 2026 by The HR Bridge Team
On 25 June 2026, the Fair Work Ombudsman commenced legal action against a Victorian construction company and its director for allegedly failing to comply with a Compliance Notice involving a young worker.
Facing court are Mann Consolidating Industries Pty Ltd (based in Geelong) and its sole director, Harrison Christopher Mann.
The company employed the worker on a full-time basis as a construction worker from January 2022 until October 2025. The worker was 21 years old at the time of the alleged contraventions.
A Fair Work Inspector issued a Compliance Notice in January 2026 after forming the belief that the company had failed to pay the worker’s minimum wages for ordinary hours, overtime entitlements and allowances during a two-week period in August 2025 (during which the employee received no pay at all), and had also failed to pay accrued annual leave entitlements on termination.
The total amount required to comply with the Compliance Notice was $20,094. These entitlements were allegedly owed under the Building and Construction General On-Site Award 2020 and the National Employment Standards.
The Fair Work Ombudsman alleges the company failed to fully comply with the notice without a reasonable excuse, and that the director was involved in the contravention.
Why This Case Matters
Fair Work Ombudsman Anna Booth stated: “Where employers do not comply, we will take appropriate action to protect employees… $20,000 is a significant sum for any worker, and especially a young worker.”
She confirmed that improving compliance in the building and construction industry and protecting young workers remain priority areas for the regulator.
The company faces a maximum penalty of up to $99,000, while the director faces a maximum of up to $19,800. The Fair Work Ombudsman is also seeking a court order requiring the company to pay the outstanding amount, plus superannuation and interest.
Key Lessons for Construction Employers
- Compliance Notices must be taken seriously.Failure to comply can lead to court action, significant penalties and personal liability for directors.
- Young workers are a focus area.The Fair Work Ombudsman continues to prioritise cases involving younger employees.
- All entitlements must be paid correctly, including ordinary hours, overtime, allowances and annual leave on termination.
- Even short periods of non-payment(in this case, two weeks with no pay) can result in substantial claims when combined with other underpayments
Practical Steps for Construction Businesses
- Respond fully and promptly to any Compliance Notice issued by the Fair Work Ombudsman.
- Ensure payroll systems correctly calculate ordinary hours, overtime, allowances and leave entitlements under the Building and Construction Award.
- Pay particular attention to final pay calculations when employment ends.
- Keep accurate time and wage records.
- Use the Fair Work Ombudsman’s free tools, including the Pay Calculator and the online Compliance Notice course.
At HR Bridge Australia, we support construction and trade businesses with Award compliance, payroll reviews, termination processes and Fair Work responses. Addressing issues early helps avoid costly legal action and protects both workers and the business.
If you have received a Compliance Notice, or would like a review of your current pay practices for construction workers, we are here to assist.
