Been dismissed and think it wasn't handled fairly? You may only have 21 days to act.

Unfair dismissal is a legal test, harsh, unjust, or unreasonable, not just a dismissal you disagree with. Whether the reason was genuine, whether a fair process was followed, and whether the punishment fit the situation all matter. It's worth having the specifics checked rather than guessing.

Generally 21 days from when your dismissal takes effect. This is a strict deadline set by the Fair Work Commission, so get advice as early as possible, even if you're still deciding what you want to do.

Often, yes, though the rules are different to a standard permanent employee past probation. Casual employment and minimum employment periods both affect eligibility in specific ways, worth having checked rather than assumed either way.

Reinstatement is the primary remedy the Fair Work Commission considers, with compensation available where reinstatement isn't appropriate, capped and based on your circumstances. We can't promise a particular outcome, but an adviser can explain realistically what's on the table for your situation.

Yes, significantly. Even where misconduct is alleged, your employer still needs a genuine reason and a fair process, valid allegations, a real chance to respond, and a proportionate outcome. Disputing the misconduct itself is often central to these cases.