Australia: Beware the return of the ex – adverse action claims by former (but also prospective) employees

Last Updated: 17 December 2013
Article by Rebecca Byun

Most Read Contributor in Australia, September 2016

Stephens v Australian Postal Corporation [2013] FCCA 1988 (27 November 2013)

Employers need to remember that adverse action claims can be brought by prospective employees including former employees in respect to their prospective re-employment.

In this case, a former employee who successfully made an adverse action claim against Australia Post last year was unable to prove the organisation took adverse action against him a second time when it did not later re-employ him. The Federal Circuit Court found there was no adverse action as Australia Post did not in fact refuse his employment and that his failure to be re-employed was not because of his prior proceedings or his physical disability.


Mr Stephens was employed by Australia Post as a part-time driver/sorter on a fixed term contract. Whilst performing work, Mr Stephens sustained a back injury and made a workers' compensation claim. 9 working days prior to the expiry of his fixed term of employment, Mr Stephens was dismissed. Mr Stephens then successfully brought an adverse claim against Australia Post for terminating his employment because of his workplace right in claiming workers' compensation.

Australia Post was ordered to pay $25,000 to Mr Stephens and to reinstate his employment for at least the period which remained under his fixed term contract. Australia Post chose to reinstate him for the 9 remaining working days only.

Just two months after his reinstated employment came to an end, Mr Stephens sought to apply for a driver/sorter position with Australia Post via its website. However, due to a prior application by Mr Stephens that was still on the system, he was unable to make a new application.

Mr Stephens contacted Mr Lee Hinton, the Indigenous Employment Consultant, seeking to apply for a driver/sorter position and also referred to his prior legal proceedings. Mr Hinton sought the advice of a Senior Workplace Relations Advisor who advised him, "let's just get him to submit an application and we'll process him like we would anyone else".

Mr Hinton rectified the issue with the online application and sent two emails to Mr Stephens advising him that he could now apply online for positions. When Mr Hinton received Mr Stephens' application for a driver/sorter position, he noticed his contact details had been incorrectly completed and his application was therefore unable to be progressed. Mr Hinton again raised this promptly with Mr Stephens. Mr Stephens then corrected his details but submitted an application for a different position of a Postal Transport Officer (PTO). By the time this application had been submitted, all PTO positions had already been filled. Mr Hinton advised Mr Stephens by letter that there were no positions available but that he would be considered for all suitable vacancies.

Mr Stephens then filed an adverse action claim alleging Australia Post had refused to employ him because of the prior proceedings brought by him.

No adverse action found

Judge Emmett found there were two key questions:

  1. Had a prima facie case been established by Mr Stephens – that is, had Australia Post refused to employ him?
  2. If so, was it for a prohibited reason – that is, had employment been refused because of prior proceedings by Mr Stephens?

The Court found that as at the date that Mr Stephens had submitted his proper application for the PTO role, there were no vacancies and that Australia Post did not therefore refuse his employment. As such, no adverse action had been taken. However, even if adverse action had been established, the Court found that it could not have been for a prohibited reason as the relevant decision maker for recruiting PTOs was unaware at all times of the prior disputes and proceedings or of Mr Stephens' physical disability which he also alleged was a reason for why he was not re-employed.

Important reminders for all employers

  • The systematic application of Australia Post's recruitment processes best enabled it to defeat the allegations made by Mr Stephens in this case. Important to being able to do so was both the diligence in following the system as well as the timeliness in responding to any queries raised by Mr Stephens. These are valid lessons for all employers to take on board when dealing with job applicants who may have protected attributes of any nature and/or dealing with job applicants in similar circumstances to that of Mr Stephens, that is, who have previously exercised a workplace right against the employer.
  • This case is also a timely reminder that just because an employee has exercised a workplace right against a former employer, including by litigating against the employer, does not mean that the employer can automatically exclude them from any future job application by reason of this fact. This position applies even if the relevant Court or Tribunal rejected reinstatement in the proceedings on the basis that it was not appropriate. This is because circumstances may have changed which mean a relationship breakdown is no longer an issue. Those circumstances could include, for example, a change in personnel within the business and/or a change in the location where the employee worked previously.
  • The decision also serves as a broader and very important reminder to all employers that adverse action claims can be brought by prospective employees and not just by current employees or former employees in respect to their dismissal. Care needs to be taken at all stages of the recruitment process to ensure due process is followed with all job applicants. Any decision not to employ or otherwise adversely treat a prospective employee must not and must not be seen to be for a prohibited reason such as their involvement or membership with a union or on discriminatory grounds.

The content of this article is intended to provide a general guide to the subject matter. Specialist advice should be sought about your specific circumstances.

To print this article, all you need is to be registered on

Click to Login as an existing user or Register so you can print this article.

Some comments from our readers…
“The articles are extremely timely and highly applicable”
“I often find critical information not available elsewhere”
“As in-house counsel, Mondaq’s service is of great value”

Mondaq Advice Centre (MACs)
Related Video
Up-coming Events Search
Font Size:
Mondaq on Twitter
Register for Access and our Free Biweekly Alert for
This service is completely free. Access 250,000 archived articles from 100+ countries and get a personalised email twice a week covering developments (and yes, our lawyers like to think you’ve read our Disclaimer).
Email Address
Company Name
Confirm Password
Mondaq Topics -- Select your Interests
 Law Performance
 Law Practice
 Media & IT
 Real Estate
 Wealth Mgt
Asia Pacific
European Union
Latin America
Middle East
United States
Worldwide Updates
Check to state you have read and
agree to our Terms and Conditions

Terms & Conditions and Privacy Statement (the Website) is owned and managed by Mondaq Ltd and as a user you are granted a non-exclusive, revocable license to access the Website under its terms and conditions of use. Your use of the Website constitutes your agreement to the following terms and conditions of use. Mondaq Ltd may terminate your use of the Website if you are in breach of these terms and conditions or if Mondaq Ltd decides to terminate your license of use for whatever reason.

Use of

You may use the Website but are required to register as a user if you wish to read the full text of the content and articles available (the Content). You may not modify, publish, transmit, transfer or sell, reproduce, create derivative works from, distribute, perform, link, display, or in any way exploit any of the Content, in whole or in part, except as expressly permitted in these terms & conditions or with the prior written consent of Mondaq Ltd. You may not use electronic or other means to extract details or information about’s content, users or contributors in order to offer them any services or products which compete directly or indirectly with Mondaq Ltd’s services and products.


Mondaq Ltd and/or its respective suppliers make no representations about the suitability of the information contained in the documents and related graphics published on this server for any purpose. All such documents and related graphics are provided "as is" without warranty of any kind. Mondaq Ltd and/or its respective suppliers hereby disclaim all warranties and conditions with regard to this information, including all implied warranties and conditions of merchantability, fitness for a particular purpose, title and non-infringement. In no event shall Mondaq Ltd and/or its respective suppliers be liable for any special, indirect or consequential damages or any damages whatsoever resulting from loss of use, data or profits, whether in an action of contract, negligence or other tortious action, arising out of or in connection with the use or performance of information available from this server.

The documents and related graphics published on this server could include technical inaccuracies or typographical errors. Changes are periodically added to the information herein. Mondaq Ltd and/or its respective suppliers may make improvements and/or changes in the product(s) and/or the program(s) described herein at any time.


Mondaq Ltd requires you to register and provide information that personally identifies you, including what sort of information you are interested in, for three primary purposes:

  • To allow you to personalize the Mondaq websites you are visiting.
  • To enable features such as password reminder, newsletter alerts, email a colleague, and linking from Mondaq (and its affiliate sites) to your website.
  • To produce demographic feedback for our information providers who provide information free for your use.

Mondaq (and its affiliate sites) do not sell or provide your details to third parties other than information providers. The reason we provide our information providers with this information is so that they can measure the response their articles are receiving and provide you with information about their products and services.

If you do not want us to provide your name and email address you may opt out by clicking here .

If you do not wish to receive any future announcements of products and services offered by Mondaq by clicking here .

Information Collection and Use

We require site users to register with Mondaq (and its affiliate sites) to view the free information on the site. We also collect information from our users at several different points on the websites: this is so that we can customise the sites according to individual usage, provide 'session-aware' functionality, and ensure that content is acquired and developed appropriately. This gives us an overall picture of our user profiles, which in turn shows to our Editorial Contributors the type of person they are reaching by posting articles on Mondaq (and its affiliate sites) – meaning more free content for registered users.

We are only able to provide the material on the Mondaq (and its affiliate sites) site free to site visitors because we can pass on information about the pages that users are viewing and the personal information users provide to us (e.g. email addresses) to reputable contributing firms such as law firms who author those pages. We do not sell or rent information to anyone else other than the authors of those pages, who may change from time to time. Should you wish us not to disclose your details to any of these parties, please tick the box above or tick the box marked "Opt out of Registration Information Disclosure" on the Your Profile page. We and our author organisations may only contact you via email or other means if you allow us to do so. Users can opt out of contact when they register on the site, or send an email to with “no disclosure” in the subject heading

Mondaq News Alerts

In order to receive Mondaq News Alerts, users have to complete a separate registration form. This is a personalised service where users choose regions and topics of interest and we send it only to those users who have requested it. Users can stop receiving these Alerts by going to the Mondaq News Alerts page and deselecting all interest areas. In the same way users can amend their personal preferences to add or remove subject areas.


A cookie is a small text file written to a user’s hard drive that contains an identifying user number. The cookies do not contain any personal information about users. We use the cookie so users do not have to log in every time they use the service and the cookie will automatically expire if you do not visit the Mondaq website (or its affiliate sites) for 12 months. We also use the cookie to personalise a user's experience of the site (for example to show information specific to a user's region). As the Mondaq sites are fully personalised and cookies are essential to its core technology the site will function unpredictably with browsers that do not support cookies - or where cookies are disabled (in these circumstances we advise you to attempt to locate the information you require elsewhere on the web). However if you are concerned about the presence of a Mondaq cookie on your machine you can also choose to expire the cookie immediately (remove it) by selecting the 'Log Off' menu option as the last thing you do when you use the site.

Some of our business partners may use cookies on our site (for example, advertisers). However, we have no access to or control over these cookies and we are not aware of any at present that do so.

Log Files

We use IP addresses to analyse trends, administer the site, track movement, and gather broad demographic information for aggregate use. IP addresses are not linked to personally identifiable information.


This web site contains links to other sites. Please be aware that Mondaq (or its affiliate sites) are not responsible for the privacy practices of such other sites. We encourage our users to be aware when they leave our site and to read the privacy statements of these third party sites. This privacy statement applies solely to information collected by this Web site.

Surveys & Contests

From time-to-time our site requests information from users via surveys or contests. Participation in these surveys or contests is completely voluntary and the user therefore has a choice whether or not to disclose any information requested. Information requested may include contact information (such as name and delivery address), and demographic information (such as postcode, age level). Contact information will be used to notify the winners and award prizes. Survey information will be used for purposes of monitoring or improving the functionality of the site.


If a user elects to use our referral service for informing a friend about our site, we ask them for the friend’s name and email address. Mondaq stores this information and may contact the friend to invite them to register with Mondaq, but they will not be contacted more than once. The friend may contact Mondaq to request the removal of this information from our database.


This website takes every reasonable precaution to protect our users’ information. When users submit sensitive information via the website, your information is protected using firewalls and other security technology. If you have any questions about the security at our website, you can send an email to

Correcting/Updating Personal Information

If a user’s personally identifiable information changes (such as postcode), or if a user no longer desires our service, we will endeavour to provide a way to correct, update or remove that user’s personal data provided to us. This can usually be done at the “Your Profile” page or by sending an email to

Notification of Changes

If we decide to change our Terms & Conditions or Privacy Policy, we will post those changes on our site so our users are always aware of what information we collect, how we use it, and under what circumstances, if any, we disclose it. If at any point we decide to use personally identifiable information in a manner different from that stated at the time it was collected, we will notify users by way of an email. Users will have a choice as to whether or not we use their information in this different manner. We will use information in accordance with the privacy policy under which the information was collected.

How to contact Mondaq

You can contact us with comments or queries at

If for some reason you believe Mondaq Ltd. has not adhered to these principles, please notify us by e-mail at and we will use commercially reasonable efforts to determine and correct the problem promptly.