National Minimum Wage Increase of 2.5%

15 June, 2015

The Full Court of the Federal Court found that the “ordinary and customary turnover of labour” exemption to redundancy pay in the National Employment Standards did not apply to a large service company which dismissed its employees when their service contracts came to an end. “[T]he reasonable expectations of employees are a critical, but not the only, factor in determining whether the particular termination was due to the ordinary and customary turnover of labour.”


Under the Fair Work Act 2009 (Cth), employers are exempt from making redundancy payments where the employment is terminated “due to the ordinary and customary turnover of labour”:  s.119(1)(a).

This decision was an appeal from two decisions of the Federal Court:

  • United Voice v Berkeley Challenge Pty Ltd (2018) 274 IR 93; [2018] FCA 224 (Reeves J)
  • Fair Work Ombudsman v Spotless Services Australia Pty Ltd [2019] FCA 9 (Colvin J)

Collier and Rangiah JJ (with whom Rares J agreed) resoundingly affirmed the decision of Colvin J.

In Berkeley Challenge, the employer “provided security, cleaning and related services” at a shopping centre for 20 years. On 29 August 2014, the shopping centre owner informed the employer that its contract would end on 30 September 2014, which was later extended to 7 October 2014. Some employees were engaged by the new incoming contractor. Others were not.  Relevant employees were engaged on contracts of permanent employment, which did not foreshadow termination without redundancy pay if the employer lost the shopping centre contract.

On appeal, Collier and Rangiah JJ observed that a significant proportion of employees in the employer’s business were “tied” to a client contract. However, none of the evidence at trial “supported a finding that the reasonable expectations of affected employees were anything other than that they had ongoing employment”. There was no evidence that the employees were told it was ordinary and customary in the employer’s business for their roles to end if the contract was lost. There was no evidence of industry practices to “inform consideration of what was the ‘ordinary and customary turnover of labour’ in businesses of the kind in question”. And in fact, the employer had minimal turnover of labour because of “its long-standing contract with” the shopping centre owner, which “fed into the reasonable expectations of employees”. 

The appeal was lost.

In Spotless Services, the employer provided “catering and hospitality services at the Perth International Airport” from “approximately October 1986”. There were a series of closures in June 2014, January 2015 and June 2015.  The claims were brought by the Fair Work Ombudsman on behalf of three employees:

  • Mr Campilan, who started working for Spotless Services in August 1982, and worked at the airport as an accountant since November 1998, initially full‑time but later as a part‑time employee.  On 8 June 2015, Mr Campilan was informed that the contract had ended and “should no alternative options be available”, his employment “would be terminated on 24 July 2015 ‘as a consequence of ordinary and customary turnover of labour'”;
  • Ms Wright, who started working as a supervisor at the airport in February 2011, and was “redeployed to various locations as a retail manager”.  Her contract stated that she would be entitled to a “retrenchment benefit … if alternative employment was not located”.  On 22 May 2015, Ms Wright received a similar letter to Mr Campilan, that her employment would end on 25 June 2015 and her employment was terminated for the same reason (without redundancy pay) on 30 June 2015; and
  • Mr Ramble worked as an outlet manager at the airport from 6 October 2010.  His contract did not link his continued employment to the service contract.  On 22 May 2015, he received a similar letter to the two other employees.  His employment was terminated on 25 June 2015.

Spotless paid each of the workers their redundancy pay on a without admission of liability basis in February 2017.

The Full Court similarly concluded that the employer had not discharged its burden of proving that the employees had no reasonable expectation of ongoing employment.  Similarly, the primary decision was upheld.


To determine whether “ordinary and customary turnover of labour” exemption to redundancy applies, the relevant considerations are:

  1. What was the expectation of the employee concerned that the work was (or was not) ongoing?
    1. Was there a reasonable expectation by the employees that their employment would continue unless they committed misconduct or the employer ceased functioning?
    2. Did material provided to employees by the employer “or facts generally known about an industry” affect employees’ expectations of ongoing employment?
    3. Was the employee appointed on a permanent arrangement or were employees engaged on a finite basis or subject to “external factors”?
  1. Was the termination ordinary and customary –
    1. in the employer’s business;
    2. in a business of the employer’s kind;
    3. for business generally?

And if so, how does that affect the employee’s expectations of ongoing work?

  1. Considering the nature of the employee’s job, would they have an expectation that their employment would come to an end even though the business would be ongoing?
  1. Is the practice of turnover of labour is a long-standing practice “for that particular type of employment or business”?
  1. Is the termination caused by an unusual event (such as “permanent closure, loss of lease, or liquidation”) that is not ordinary and customary?

Each of these factors considered together will guide whether the exception applies to the termination.

Consequences of this decision

This decision reminds employers that it is important to have employment terms, conditions and expectations clearly set out in letters of engagement and employee communications throughout the employment relationship.  If the employer wants to rely on the turnover of labour exception to redundancy pay, employment contracts must be drafted correctly to dispel any reasonable expectation by the employee that their employment will continue.  Redundancy policies, too, should reflect the employer’s position that it is ordinary and customary for employment to be terminated if (for example) a client contract ends and they cannot be redeployed to the incoming contractor or another area of the business.

Conceptually, this is likely to affect not only service contractors, but also many not for profits and entities that rely on government funding.  If an employee’s position is no longer sustainable if the business loses grant funding or is no longer on a tendered service provider panel, the employer may consider this is an ordinary and customary turnover of labour event.  Do the employees see things that way, too?

If your business relies on a transient workforce, or has employees notionally tied to external contracts, we recommend you consider:

  • If that contract is lost, can the employee be redeployed to other parts of the business?
  • If the business cannot redeploy the employee, will we be in a position to make a redundancy payment (e.g. in a mass redundancy event)?
  • Is it usual for a business like yours to end employment when a given event (losing a contract) occurs?
  • What are employees’ terms of engagement?
  • Are your policies consistent with termination without redundancy pay when a turnover event occurs?
  • Are your employees long‑standing and settled in their employment?
  • What communications have occurred in relation to an impending client contract review?

Finally, if a redundancy is because of economic downturn in the employer’s business, it is unlikely that the exception can be relied on.  That is particularly relevant in these unprecedented times.

For more information, please contact the Employment group at McCabes. 

published by

Recent Insights

View all
Litigation and Dispute Resolution

Canadian Court elevates thumbs-up emoji to signature status

In June 2023, a Canadian Court in South-West Terminal Ltd v Achter Land and Cattle Ltd, 2023 SKKB 116, held that the "thumbs-up" emoji carried enough weight to constitute acceptance of contractual terms, analogous to that of a "signature", to establish a legally binding contract.   Facts This case involved a contractual dispute between two parties namely South-West Terminal ("SWT"), a grain and crop inputs company; and Achter Land & Cattle Ltd ("ALC"), a farming corporation. SWT sought to purchase several tonnes of flax at a price of $17 per bushel, and in March 2021, Mr Mickleborough, SWT's Farm Marketing Representative, sent a "blast" text message to several sellers indicating this intention. Following this text message, Mr Mickleborough spoke with Mr Achter, owner of ALC, whereby both parties verbally agreed by phone that ALC would supply 86 metric tonnes of flax to SWT at a price of $17 per bushel, in November 2021. After the phone call, Mr Mickleborough applied his ink signature to the contract, took a photo of it on his mobile phone and texted it to Mr Archter with the text message, "please confirm flax contract". Mr Archter responded by texting back a "thumbs-up" emoji, but ultimately did not deliver the 87 metric tonnes of flax as agreed.   Issues The parties did not dispute the facts, but rather, "disagreed as to whether there was a formal meeting of the minds" and intention to enter into a legally binding agreement. The primary issue that the Court was tasked with deciding was whether Mr Achter's use of the thumbs-up emoji carried the same weight as a signature to signify acceptance of the terms of the alleged contract. Mr Mickleborough put forward the argument that the emoji sent by Mr Achter conveyed acceptance of the terms of the agreement, however Mr Achter disagreed arguing that his use of the emoji was his way of confirming receipt of the text message. By way of affidavit, Mr Achter stated "I deny that he accepted the thumbs-up emoji as a digital signature of the incomplete contract"; and "I did not have time to review the Flax agreement and merely wanted to indicate that I did receive his text message." Consensus Ad Idem In deciding this issue, the Court needed to determine whether there had been a "formal meeting of the minds". At paragraph [18], Justice Keene considered the reasonable bystander test: " The court is to look at “how each party’s conduct would appear to a reasonable person in the position of the other party” (Aga at para 35). The test for agreement to a contract for legal purposes is whether the parties have indicated to the outside world, in the form of the objective reasonable bystander, their intention to contract and the terms of such contract (Aga at para 36). The question is not what the parties subjectively had in mind, but rather whether their conduct was such that a reasonable person would conclude that they had intended to be bound (Aga at para 37)."   Justice Keene considered several factors including: The nature of the business relationship, notably that Mr Achter had a long-standing business relationship with SWT going back to at least 2015 when Mr Mickleborough started with SWT; and   The consistency in the manner by which the parties conducted their business by way of verbal conversation either in person or over the phone to come to an agreement on price and volume of grain, which would be followed by Mr Mickleborough drafting a contract and sending it to Mr Achter. Mr Mickleborough stated, "I have done approximately fifteen to twenty contracts with Achter"; and   The fact that the parties had both clearly understood responses by Mr Achter such as "looks good", "ok" or "yup" to mean confirmation of the contract and "not a mere acknowledgment of the receipt of the contract" by Mr Achter.   Judgment At paragraph [36], Keene J said: "I am satisfied on the balance of probabilities that Chris okayed or approved the contract just like he had done before except this time he used a thumbs-up emoji. In my opinion, when considering all of the circumstances that meant approval of the flax contract and not simply that he had received the contract and was going to think about it. In my view a reasonable bystander knowing all of the background would come to the objective understanding that the parties had reached consensus ad item – a meeting of the minds – just like they had done on numerous other occasions." The court satisfied that the use of the thumbs-up emoji paralleled the prior abbreviated texts that the parties had used to confirm agreement ("looks good", "yup" and "ok"). This approach had become the established way the parties conducted their business relationship.   Significance of the Thumbs-Up Emoji Justice Keene acknowledged the significance of a thumbs-up emoji as something analogous to a signature at paragraph [63]: "This court readily acknowledges that a thumbs-up emoji is a non-traditional means to "sign" a document but nevertheless under these circumstances this was a valid way to convey the two purposes of a "signature" – to identify the signator… and… to convey Achter's acceptance of the flax contract." In support of this, Justice Keene cited the dictionary.com definition of the thumbs-up emoji: "used to express assent, approval or encouragement in digital communications, especially in western cultures", confirming that the thumbs-up emoji is an "action in an electronic form" that can be used to allow express acceptance as contemplated under the Canadian Electronic Information and Documents Act 2000. Justice Keene dismissed the concerns raised by the defence that accepting the thumbs up emoji as a sign of agreement would "open the flood gates" to new interpretations of other emojis, such as the 'fist bump' and 'handshake'. Significantly, the Court held, "I agree this case is novel (at least in Skatchewan), but nevertheless this Court cannot (nor should it) attempt to stem the tide of technology and common usage." Ultimately the Court found in favour of SWT, holding that there was a valid contract between the parties and that the defendant breached by failing to deliver the flax. Keene J made a judgment against ALC for damages in the amount of $82,200.21 payable to SWT plus interest.   What does this mean for Australia? This is a Canadian decision meaning that it is not precedent in Australia. However, an Australian court is well within its rights to consider this judgment when dealing with matters that come before it with similar circumstances. This judgment is a reminder that the common law of contract has and will continue to evolve to meet the everchanging realities and challenges of our day-to-day lives. As time has progressed, we have seen the courts transition from sole acceptance of the traditional "wet ink" signature, to electronic signatures. Electronic signatures are legally recognised in Australia and are provided for by the Electronic Transactions Act 1999 and the Electronic Transactions Regulations 2020. Companies are also now able to execute certain documents via electronic means under s 127 of the Corporations Act. We have also seen the rise of electronic platforms such as "DocuSign" used in commercial relationships to facilitate the efficient signing of contracts. Furthermore, this case highlights how courts will interpret the element of "intention" when determining whether a valid contract has been formed, confirming the long-standing principle that it is to be assessed objectively from the perspective of a reasonable and objective bystander who is aware of all the relevant facts. Overall, this is an interesting development for parties engaging in commerce via electronic means and an important reminder to all to be conscious of the fact that contracts have the potential to be agreed to by use of an emoji in today's digital age.

Published by Foez Dewan
29 August, 2023

Venues NSW ats Kerri Kane: Venues NSW successful in overturning a District Court decision

The McCabes Government team are pleased to have assisted Venues NSW in successfully overturning a District Court decision holding it liable in negligence for injuries sustained by a patron who slipped and fell down a set of steps at a sports stadium; Venues NSW v Kane [2023] NSWCA 192 Principles The NSW Court of Appeal has reaffirmed the principles regarding the interpretation of the matters to be considered under sections5B of the Civil Liability Act 2002 (NSW). There is no obligation in negligence for an occupier to ensure that handrails are applied to all sets of steps in its premises. An occupier will not automatically be liable in negligence if its premises are not compliant with the Building Code of Australia (BCA). Background The plaintiff commenced proceedings in the District Court of NSW against Venues NSW (VNSW) alleging she suffered injuries when she fell down a set of steps at McDonald Jones Stadium in Newcastle on 6 July 2019. The plaintiff attended the Stadium with her husband and friend to watch an NRL rugby league match. It was raining heavily on the day. The plaintiff alleged she slipped and fell while descending a stepped aisle which comprised of concrete steps between rows of seating. The plaintiff sued VNSW in negligence alleging the stepped aisle constituted a "stairwell" under the BCA and therefore ought to have had a handrail. The plaintiff also alleged that the chamfered edge of the steps exceeded the allowed tolerance of 5mm. The Decision at Trial In finding in favour of the plaintiff, Norton DCJ found that: the steps constituted a "stairwell" and therefore were in breach of the BCA due to the absence of a handrail and the presence of a chamfered edge exceeding 5mm in length. even if handrails were not required, the use of them would have been good and reasonable practice given the stadium was open during periods of darkness, inclement weather, and used by a persons of varying levels of physical agility. VNSW ought to have arranged a risk assessment of the entire stadium, particularly the areas which provided access along stepped surfaces. installation of a handrail (or building stairs with the required chamfered edge) would not impose a serious burden on VNSW, even if required on other similar steps. Issues on Appeal VNSW appealed the decision of Norton DCJ. The primary challenge was to the trial judge's finding that VNSW was in breach of its duty of care in failing to install a handrail. In addition, VNSW challenged the findings that the steps met the definition of a 'stairwell' under the BCA as well as the trial judge's assessment of damages. Decision on Appeal The Court of Appeal found that primary judge's finding of breach of duty on the part of VNSW could not stand for multiple reasons, including that it proceeded on an erroneous construction of s5B of the Civil Liability Act 2002 and the obvious nature of the danger presented by the steps. As to the determination of breach of duty, the Court stressed that the trial judge was wrong to proceed on the basis that the Court simply has regard to each of the seven matters raised in ss 5B and 5C of the CLA and then express a conclusion as to breach. Instead, the Court emphasised that s 5B(1)(c) is a gateway, such that a plaintiff who fails to satisfy that provision cannot succeed, with the matters raised in s 5B(2) being mandatory considerations to be borne in mind when determining s 5B(1)(c). Ultimately, regarding the primary question of breach of duty, the Court found that: The stadium contained hazards which were utterly familiar and obvious to any spectator, namely, steps which needed to be navigated to get to and to leave from the tiered seating. While the trial judge considered the mandatory requirements required by s5B(2) of the CLA, those matters are not exhaustive and the trial judge failed to pay proper to attention to the fact that: the stadium had been certified as BCA compliant eight years before the incident; there was no evidence of previous falls resulting in injury despite the stairs being used by millions of spectators over the previous eight years; and the horizontal surfaces of the steps were highly slip resistant when wet. In light of the above, the Court of Appeal did not accept a reasonable person in the position of VNSW would not have installed a handrail along the stepped aisle. The burden of taking the complained of precautions includes to address similar risks of harm throughout the stadium, i.e. installing handrails on the other stepped aisles. This was a mandatory consideration under s5C(a) which was not properly taken into account. As to the question of BCA compliance, the Court of Appeal did not consider it necessary to make a firm conclusion of this issue given it did not find a breach of duty.  The Court did however indicated it did not consider the stepped aisle would constitute a "stairway" under the BCA. The Court of Appeal also found that there was nothing in the trial judge's reasons explicitly connecting the risk assessment she considered VNSW ought to have carried out, with the installation of handrails on any of the aisles in the stadium and therefore could not lead to any findings regarding breach or causation. As to quantum, the Court of Appeal accepted that the trial judge erred in awarding the plaintiff a "buffer" of $10,000 for past economic loss in circumstances where there was no evidence of any loss of income. The Court of Appeal set aside the orders of the District Court and entered judgment for VNSW with costs. Why this case is important? The case confirms there is no obligation in negligence for owners and operators of public or private venues in NSW to have a handrail on every set of steps. It is also a welcome affirmation of the principles surrounding the assessment of breach of duty under s 5B and s 5C of the CLA, particularly in assessing whether precautions are required to be taken in response to hazards which are familiar and obvious to a reasonable person.

Published by Leighton Hawkes
18 August, 2023
Litigation and Dispute Resolution

Expert evidence – The letter of instruction and involvement of lawyers

The recent decision in New Aim Pty Ltd v Leung [2023] FCAFC 67 (New Aim) has provided some useful guidance in relation to briefing experts in litigation.

Published by Justin Pennay
10 August, 2023