It depends on whether it was a genuine redundancy, your length of service and the employer’s size. We’ll tell you what you’re owed — and whether it was really a redundancy at all.
Under the National Employment Standards, eligible employees receive redundancy pay based on their years of continuous service — but not everyone qualifies, and not every "redundancy" is genuine.
A redundancy is genuine when the employer no longer needs your job done by anyone, follows consultation requirements, and couldn’t reasonably redeploy you. If those aren’t met, it may be an unfair dismissal instead.
Redundancy pay scales with your length of service, up to a cap. An award, agreement or contract may provide more, and some small-business employers are exempt.
We check your entitlements, whether the redundancy was genuine, and whether you have a claim — then pursue what you’re owed. Book a consult to find out where you stand.
No — it depends on genuine redundancy, your length of service, and the employer’s size. Small-business employers may be exempt.
If the role is still needed or you could have been redeployed, it may be an unfair dismissal instead — get advice quickly.
General information only — for advice about your situation, see more guides or book a consult with ORLA Legal.
Speak with an experienced Victorian lawyer — book online, or call us 24/7.
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