Andrew Lacey
Managing Principal
Employee, Independent Contractor or Gig Economy?
Our related article: Employee or independent contractor? High Court provides guidance – McCabes
Yesterday, the Full Bench of the Fair Work Commission made a significant decision in Deliveroo Australia Pty Ltd v Diego Franco [2022] FWCFB 156 (click here), concerning an unfair dismissal application for the termination of a Deliveroo driver.
Yesterday’s decision reverses a decision of Commissioner Cambridge on 18 May 2021 that the Deliveroo delivery driver was an employee rather than an independent contractor.
The Full Bench has clarified that the legal rights and obligations agreed in a written contract and that are consistent with how the parties have characterised their relationship, will be afforded considerable weight if the nature of the relationship is challenged in the future.
Background
At first instance, Deliveroo raised a jurisdictional objection to the delivery driver’s unfair dismissal application, saying that he was not protected from unfair dismissal under s 382 of the Fair Work Act because he was not an employee of Deliveroo at the time of the termination of his engagement but rather an independent contractor providing a service.
The Commissioner considered the nature of the relationship which included an analysis of the ‘multifactorial test’ set out in Hollis v Vabu Pty Ltd [2001] HCA 44.
After applying that ‘multifactorial test’, the Commissioner determined that the relationship between Deliveroo and the delivery driver was one of employment.
That decision then enabled the Commissioner to consider whether the delivery driver’s dismissal was harsh, unjust or unreasonable, taking into account the reason for the dismissal, the reason being for “failing to deliver orders in a reasonable time [in] breach of your supplier agreement”. The Commissioner was satisfied that this was not a valid reason for dismissal.
Appeal
Deliveroo then appealed the Commissioner’s decision to the Full Bench, including on the basis that the Commissioner erred (because the law has since changed) in finding that the delivery driver was an employee.
On appeal, the Full Bench cited the High Court’s decision in CFMMEU v Personnel Contracting Pty Ltd [2022] HCA 1, which emphasised that primacy should be given to the written agreement when determining the true relationship between parties.
The Full Bench analysed the terms of the agreement between the delivery driver and Deliveroo and found the delivery driver had the right to determine what type of vehicle he used and stated that Deliveroo had less control under the agreement when compared to the contracts that were considered in ZG Operations Australia Pty Ltd v Jamsek [2022] HCA 2.
In Jamsek (as we have previously discussed – click here), the High Court established that, subject to statutory provisions and awards, legal rights and obligations in a written contract should determine the relationship between parties.
The Full Bench summarised the effect of Personnel Contracting, as follows:
The Full Bench added a further proposition, namely that a contractual freedom for the party performing the work, to accept or reject any offer of work and to work for others, is not necessarily a contraindication of employment and may rather be consistent with casual employment.
The Full Bench held the Commissioner erred in finding the delivery driver had been an employee of Deliveroo immediately prior to the termination of his engagement.
The consequence of the decision is the delivery driver was found to not be a person protected from unfair dismissal within the meaning of s 382 of the Fair Work Act and the Commission had no jurisdiction to entertain the unfair dismissal application nor the power to grant him the remedies that it did.
The Commissioner’s decision and order was quashed, and the unfair dismissal application was dismissed as incompetent. The Full Bench stating, “[r]egrettably, this leaves Mr Franco with no remedy he can obtain from the Fair Work Commission for what was, plainly in our view, unfair treatment on the part of Deliveroo.”
What does this decision mean for employers?
This decision highlights the importance of ensuring careful consideration when drafting legal rights and obligations between parties to ensure the correct relationship has been established. Mischaracterising an employee as an independent contractor can have severe consequences.
If you need advice on your company’s independent contractor or employment contracts, our employment team at McCabes are able to assist.