Made redundant? Let's find out if it was done properly, and what you're owed.

Under the Fair Work Act, a redundancy is only "genuine" if your employer no longer needs your job done by anyone (not just you), if you've been properly consulted first, and if there was no reasonable option to redeploy you elsewhere in the business. If your role is being advertised again, or consultation didn't happen, that's worth having reviewed.

At minimum, you're entitled to notice (or payment instead of notice) and redundancy pay based on your length of service, on top of any unpaid wages and leave. Some awards, agreements or contracts provide for more than the statutory minimum. An adviser can check your specific payout against what you're actually owed.

No. You're entitled to take reasonable time to read and understand what you're being asked to sign, and to get advice before you do. A deed of release usually asks you to give up your right to bring further claims, so it's worth having it checked first.

It's possible, but it needs extra care. Being on leave doesn't protect you from a genuine redundancy, but it can raise questions about whether the timing was really about your leave rather than a genuine operational need, which is worth having looked at.