Nov 4 ā¢ General discussion
š¬ One for you, my HR peepsā¦
Iām sure most of you have been part of redundancy processes ā the tough conversations, the leader coaching, the late-night āhow do we do this right?ā chats.
So hereās one that really got me thinking š
I recently caught up with an ex-colleague whoās been on maternity leave for the past year.
A few months before her return-to-work date, she was told she was being made redundant.
Now, knowing the company and how ātacticalā corporate timing can be, I asked her the usual HR questions weād all want to know:
- Has the meeting already happened?
- Have you signed anything yet?
- Is it only your role being made redundant?
- Was there any consultation process?
- And the big one ā whoās doing your role now?
Because if someone else is still doing the workā¦we all know itās not a genuine redundancy right!
Hereās where it gets interesting ā she couldnāt actually file for unfair dismissal because her salary was above the high-income threshold, which sits at $183,100 per year (as of 1 July 2025).
But ā and this is where a lot of companies forget the nuance ā she can still lodge a General Protections claim.
And given she was the only one made redundant, with someone else performing her duties AND she was on maternity leave, thereās a pretty strong argument for discrimination.
Which brings me to my question for you all š
Do you think the high-income threshold should apply in cases involving parental leave-related dismissals?
Or should there be leniency ā broader protection for parents returning from leave, regardless of what they earn?
Keen to hear your take on this one.
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š¬ One for you, my HR peepsā¦
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