myunion.au

myunion.au 1300MYUNION | [email protected] 24/7
We’re putting the human in union philosophy
Not a trade union, not a lawfirm, we are better than that.

We’re professional employment and human rights advocate helping people with employment social and welfare needs. In an era where division often seems the norm, MYUNION™ stands as a beacon of unity and compassion, embodying values that transcend the political and touch the very core of what it means to be part of a community. Our mission and charter are not predicated on political ideologies but ar

e deeply rooted in the universal human spirit of kindness and the quintessentially Australian ethos of not letting your mates down, especially in challenging times. At MYUNION™, solidarity is the foundation upon which we build our actions and objectives. It's a principle that goes beyond mere words; it is an active commitment to being there for one another, offering support to those among us facing the occasional hurdle, big or small. This spirit of solidarity is not about aligning with a political message; it's a manifestation of the human spirit of kindness, a reflection of the great Australian attitude of mateship and ensuring a fair go for all. Mateship, a term that resonates deeply in the Australian lexicon, signifies more than friendship; it is about loyalty, equality, and mutual respect. It's about standing shoulder to shoulder with your fellow Australians, not because you must, but because it's the right thing to do. MYUNION™ champions this ideal, fostering an environment where everyone feels supported and valued, where every member knows that they are not alone, no matter the challenges they face. Our charter is clear: to provide a platform for collective action, advocating for the rights and welfare of our members, ensuring that the workplace is not just a space for economic activity but a realm where dignity, fairness, and mutual support flourish. We believe that by upholding these values, we can create a more inclusive, equitable society where everyone has the opportunity to thrive. In promoting the Australian spirit of a fair go, MYUNION™ is committed to advocating for policies and practices that ensure fairness and equity, not just within the workplace but in the broader community. We strive to be a voice for those who are often unheard, a support for those who are vulnerable, and a force for positive change in society. Our mission is a testament to the belief that when we come together in the spirit of solidarity and mateship, we can overcome the greatest of challenges. It's a reminder that the strength of our union lies not in our numbers, but in our commitment to each other and to the principles that define us as Australians. As we move forward, let us carry with us the message of MYUNION™, a message that resonates with the core values of kindness, fairness, and mateship. Let us remember that our strength lies in unity, not division; in supporting one another, not standing apart. In embodying these values, MYUNION™ continues to champion the true spirit of Australia, proving that together, we are stronger, kinder, and undeniably unbreakable.

09/06/2026

Introducing AusAlert - a new national warning system launching in October 2026. AusAlert sends emergency messages to compatible mobile devices.

Testing of the new system will start this week in the following communities:

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- Duffy, ACT
- Launceston, TAS
- Port Douglas, QLD
- Liverpool, NSW
- Tennant Creek, NT
- Geelong, VIC
- Goomalling, WA
- Port Lincoln, SA
- Queanbeyan area, NSW.
National testing will occur in late July.

AusAlert is a fast and reliable way to help communities be informed and remain safe.

To learn more about AusAlert visit www.ausalert.gov.au

09/06/2026

One of the hardest lessons workers learn after abuse at work:
HR is not the same thing as advocacy.

Most employees are navigating:
vague criticism
exclusion
retaliation
intimidation
reputation damage
fear
confusion
trauma

…without anyone helping them make sense of what’s happening.

The Certified Employee Advocate Program teaches advocates how to help workers:
✔ recognize abuse patterns
✔ document effectively
✔ assess risk
✔ communicate strategically
✔ regain a sense of power and clarity

For:
Coaches, consultants, and advocates
HR professionals who want to help people
Therapists who see workplace harm but lack systems training
Legal-adjacent professionals
People who have lived through workplace abuse and want to support others

Because no one should face workplace abuse alone.

Learn more:
https://www.dignitytogether.org/a/2148280788/2bypyc2V

End Workplace Abuse is an Affiliate Network Member for Dignity Together and will be compensated.

Something of a oddity in unfair dismissal perceptions
06/06/2026

Something of a oddity in unfair dismissal perceptions

IntroductionConstructive dismissal, often referred to as a "forced resignation," occurs when an employee resigns because the employer's conduct leaves them with no real or effective choice but to do so.The concept is recognised under section 386 of the Fair Work Act 2009 (Cth), which defines when a....

Who really controls the people who say they represent you? Read our article.
24/05/2026

Who really controls the people who say they represent you? Read our article.

Public Sector Employment, Registered Unions, and the International Right to Freedom of AssociationAustralia often presents itself internationally as a nation committed to democracy, fairness, workplace rights, and human rights protections. It is a signatory to multiple international conventions thro...

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17/05/2026

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Someone didn't pay their tradie so they left him with this:

Turning 20, Asking About Your Pay… Then Suddenly No Shifts?The Growing Scrutiny of Junior Wage Rates in AustraliaA growi...
17/05/2026

Turning 20, Asking About Your Pay… Then Suddenly No Shifts?

The Growing Scrutiny of Junior Wage Rates in Australia

A growing number of young Australian workers are finding themselves in an uncomfortable position.

They turn 20 years old, realise they are still being paid as a junior employee, raise the issue with their employer — and shortly afterwards their shifts disappear.

No proper explanation.
No correction of the underpayment.
No backpay.
No roster.

In 2026, this issue has become even more significant following a landmark Fair Work Commission decision targeting junior wage rates in retail, fast food, and pharmacy industries.

The Scenario

Imagine this situation.

A worker in retail or fast food turns 20 and continues working regular shifts. Months later, they notice they are still being paid the lower “19-year-old” junior rate despite now being entitled to a higher wage.

The worker politely asks management:

* Why am I still being paid at the 19-year-old rate?
* Will my pay be corrected?
* Will I receive backpay for the underpayment?

The response is vague.

Management says they will “look into it”.

But then something changes.

The employee suddenly notices:

* fewer shifts;
* reduced hours;
* exclusion from future rosters;
* cold or hostile treatment;
* unanswered messages.

At the same time, the employer still does not fix the underpayment.

Unfortunately, this type of scenario is not uncommon.

A Major Fair Work Commission Decision Has Changed the Landscape

In March 2026, the Fair Work Commission issued a landmark decision in the Junior Rates Application (AM2024/24), determining that many adult junior workers should no longer be paid discounted wages simply because of their age. 

The Commission determined that workers aged 18 to 20 in:

* retail;
* fast food; and
* pharmacy industries

should progressively move toward receiving the full adult wage rate after six months of employment with their employer. 

The Full Bench effectively accepted that many adult junior workers perform the same work as older employees and that continuing to pay them reduced wages based solely on age was increasingly difficult to justify. 

The Commission stated there was insufficient justification for discounted pay rates where the work being performed was substantially the same. 

This decision has been described publicly as one of the most significant changes to junior wage structures in decades. 

Why This Matters for Young Workers

For years, many young workers accepted junior rates as “normal”.

But the reality is:

* adult workers often pay adult rent;
* adult fuel prices;
* adult grocery costs;
* adult bills.

An 18, 19, or 20-year-old worker does not receive a discount on living expenses simply because they are younger.

The Fair Work Commission’s decision reflects a broader shift toward recognising that adult workers performing adult responsibilities deserve adult pay. 

Underpayments Still Matter — Even Before the Changes Fully Commence

Importantly, employers must still correctly apply the current Award rates in force at the relevant time.

If a worker turns 20 and remains on a 19-year-old rate when the applicable Award required a higher rate, that may amount to:

* wage theft concerns;
* underpayment of lawful entitlements;
* breaches of a modern Award;
* contraventions of the Fair Work Act 2009.

Employers cannot simply ignore entitlement increases because the worker is young or inexperienced.

Workers Have a Right to Ask Questions About Their Pay

One of the most important principles under Australian workplace law is this:

Workers are entitled to ask questions about their wages and entitlements.

A worker should not be punished for:

* querying their pay;
* asking about Award compliance;
* requesting backpay;
* raising underpayment concerns.

Where shifts suddenly disappear after a worker raises lawful concerns, serious questions may arise about whether the worker has been subjected to adverse treatment for exercising workplace rights.

Timing can become critically important.

If:

* the complaint is raised;
* management becomes hostile;
* shifts are immediately reduced;

then the circumstances may warrant closer scrutiny.

Casual Employees Still Have Rights

Many young workers wrongly assume casual employment means they have no protections whatsoever.

That is not accurate.

Even casual employees may have protections where adverse treatment occurs because they exercised workplace rights.

Each matter depends on:

* roster history;
* previous shift regularity;
* workplace communications;
* timing;
* employer explanations;
* evidence of retaliation or hostility.

A casual worker who has regularly worked ongoing shifts may legitimately question why the roster suddenly stopped only after raising pay concerns.

The Psychological Impact on Young Workers

One of the unfortunate realities is that many younger employees are afraid to speak up.

They fear:

* being labelled difficult;
* losing shifts;
* being replaced;
* damaging references;
* workplace embarrassment.

This fear is particularly common in industries heavily dependent on young labour such as:

* hospitality;
* retail;
* fast food;
* pharmacies.

The imbalance of power can leave younger workers feeling trapped into accepting underpayment simply to stay employed.

Practical Steps Workers Should Take

If you find yourself in this situation, consider:

Keep Records

Save:

* payslips;
* rosters;
* screenshots;
* emails;
* text messages;
* timesheets.

Check the Applicable Award

Many workers are surprised to discover they were entitled to higher rates months earlier.

Raise Concerns Professionally

Where possible, communicate in writing and remain calm and factual.

Monitor Roster Changes

A sudden reduction in shifts after raising concerns may later become important evidence.

Seek Advocacy Early

Early intervention can often prevent matters escalating further.

Final Thoughts

The Fair Work Commission’s recent junior rates decision signals a broader recognition that young adult workers deserve fairness and dignity at work.

Turning 20 should not mean:

* continuing to be paid incorrectly; or
* risking your job simply for asking questions.

Young workers are increasingly becoming aware of their rights — and employers should be paying close attention.

Because when a worker raises a lawful underpayment concern and suddenly disappears from the roster, people are going to ask why.

MYUNION
Your Voice. Your Rights. Your Union.

[email protected] | 1300MYUNION | www.myunion.au

12/05/2026
There’s a lot of noise these days about “solidarity,” but I’ve come to believe that genuine solidarity is becoming incre...
09/05/2026

There’s a lot of noise these days about “solidarity,” but I’ve come to believe that genuine solidarity is becoming increasingly rare. Too often, the values that once united working people have been compromised, diluted, or abandoned altogether.

Maybe I’m old-fashioned, but I still believe in the principle that workers should stand together, support one another, and ensure nobody faces hardship alone. That belief is the reason MYUNION offers FREE Life Membership to all Australian workers.

It’s more than a membership. It’s an attempt to revive the idea that collective support, fairness, and standing beside one another still matter in this country. Even in a time where loyalty and unity can feel forgotten, I refuse to believe those values are beyond saving.

MYUNION is my effort to keep that belief alive.

[email protected] | 1300MYUNION | www.myunion.au

Address

PO Box 665
Beenleigh, QLD
4208

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