Dismissal - General Information

This page is for: 
EmployerEmployee / worker

WA image icon  This information is only relevant to employers and employees in the WA state industrial relations system.

Under State laws, employees cannot be dismissed if to do so would be harsh, unfair or oppressive. There must be a valid and fair reason for dismissal, such as:

  • the capacity of the employee to do the job - for instance, consistent unsatisfactory work performance (which has been raised with the employee and the employee given further training / an opportunity to improve their work performance)
  • the conduct of the employee - e.g. inappropriate behaviour or actions (including serious misconduct)
  • the operational requirements of the business (including redundancy).

When a decision has been made to dismiss an employee, employers should ensure the following requirements have been met:

  • provide the required notice period 
  • pay out any unpaid wages, annual leave and long service leave owing to the employee
  • provide a separation certificate if the employee requests it (a written statement stating the period of employment and type of job or work performed).

Serious misconduct

Serious misconduct (sometimes known as 'gross misconduct') is different to poor work performance. Serious misconduct is behaviour that could damage the employer's business, or is inconsistent with the employment contract. Examples of serious misconduct can include:

  • causing a serious and imminent safety risk
  • being under the influence of alcohol or drugs at work
  • assaulting a workmate
  • theft or fraud
  • damaging the reputation or profitability of the business
  • refusing to carry out a lawful and reasonable instruction.


There are additional obligations on employers when employees are being made redundant. Further information is available on the redundancy page.   

Unfair dismissal

If an employee believes they have been unfairly dismissed, they can make a claim for unfair dismissal to the Western Australian Industrial Relations Commission. An application must be made within 28 days from the date of dismissal and the former employee is required to provide a copy of the application to the employer. Late claims are accepted in some very limited circumstances, such as where the employee can show valid reasons for not being able to meet the 28 day requirement.

The FAQs about unfair dismissal page has more information and answers to common questions. 

For information on making or responding to an unfair dismissal claim, visit the Western Australian Industrial Relations Commission website


Unlawful termination

Under federal laws, it is unlawful to terminate an employee on certain specified grounds. For the full details of the grounds for which it is unlawful to terminate an employee, visit the Fair Work Commission website.


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