Section 351 of the Fair Work Act 2009 (Cth) bars employers from taking adverse action against an employee or prospective employee because of protected attributes.
Those attributes include race, colour, sex, sexual orientation, age, physical or mental disability, marital status, family or carer’s responsibilities, pregnancy, religion, political opinion, national extraction or social origin.
There are narrow carve‑outs (for example, where action is required by another law or relates to the inherent requirements of the role), but they’re not a magic escape hatch.
If it becomes a general protections stoush, the reverse onus bites: once a prohibited reason is alleged, the employer must prove it wasn’t the reason.
Remedies can include compensation, civil penalties and even reinstatement—plus a stern lesson in “don’t do that again.”
If you’re anywhere near this territory, get proper advice and read the Act, not just a cheeky internet summary.
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