For workers stood down or dismissed · the emergency pack
Dismissal Response Kit
Last verified:
From the moment of a stand-down or dismissal, everything is deadlines and documents. This kit organises both — so the lawyer you call gets a briefed matter instead of a shoebox, and so nothing lapses while you find them.
The 7 documents
- Claim triage guide. Unfair dismissal vs general protections vs discrimination complaint — what each covers, what each costs, which deadlines apply, and the questions that determine which is yours. (Plain-English orientation for the conversation with your lawyer, not a substitute for it.)
- Show-cause response template. A structured written response to allegations: admitting what’s true, contesting what isn’t, putting the prescription, disclosure history and harshness factors formally on the record — the factors (service, record, honesty, personal impact) that swung the cases in our database.
- Document request letter. A written request for what you’re entitled to see: the policy version in force, your signed acknowledgement, the testing standard and device details, chain of custody records, and the confirmatory laboratory result — the exact materials that unravelled the 2025 mining program.
- FWC application preparation worksheet. A fact chronology mapped to the questions the unfair dismissal form and conciliation will actually ask — fill it once, use it everywhere.
- Conciliation preparation sheet. How FWC conciliation runs, realistic outcome ranges, and a settlement considerations checklist (reinstatement vs compensation, references, statements of service, tax treatment questions to raise with an adviser).
- Lawyer briefing pack. A one-page matter summary template plus a document index — lawyers quote lower and move faster on briefed matters, and free first calls go three times as far.
- The 21-day timeline card — shared with the Rights Kit, because it’s the document that matters most in both.
See inside before you buy
Sample — from the document request letter (document 3):
“So that I can respond meaningfully to the allegations, please provide within 7 days: (1) the version of the Drug and Alcohol Policy in force on [date] and my signed acknowledgement of it; (2) the make, model and applicable Australian Standard of the screening device used on [date]; (3) all chain-of-custody documentation for my sample; and (4) the confirmatory laboratory analysis relied upon. I note no disciplinary decision should precede the confirmatory result under [clause].”
“So that I can respond meaningfully to the allegations, please provide within 7 days: (1) the version of the Drug and Alcohol Policy in force on [date] and my signed acknowledgement of it; (2) the make, model and applicable Australian Standard of the screening device used on [date]; (3) all chain-of-custody documentation for my sample; and (4) the confirmatory laboratory analysis relied upon. I note no disciplinary decision should precede the confirmatory result under [clause].”
$79 AUD one-off · instant download
General information and templates, not legal advice — and in this situation
you genuinely need the real thing. The kit exists to make that advice cheaper and faster, and its first page
says the same. The 21-day deadline (Fair Work Act s.394) does not extend for preparation.
Not legal advice. This page explains the law in general terms as at the “last verified” date shown. If you have been stood down or dismissed, or need to make a decision that depends on the law, speak to an employment lawyer — small differences in circumstances change outcomes, and the 21-day unfair dismissal deadline does not wait.