Legal self-help

This factsheet guides Waterloo South tenants through relocating to Community Housing, explaining that while tenancy rights and rent‑setting (25–30% of income) remain similar to Homes NSW, CHPs have their own policies on maintenance, pets, transfers, and modifications. It highlights key practical differences, including water usage charges, the role of Commonwealth Rent Assistance (which increases gross rent but not out‑of‑pocket costs), the requirement to report income changes within 21–28 days.

This fact sheet covers the key differences between employees and independent contractors. It also sets out the practical steps you can take if you believe you're in a sham contracting arrangement, including raising it with your employer, reporting to the ATO or Fair Work Ombudsman, or seeking legal advice.

This fact sheet explains how to calculate underpayments, speak with your employer, send a formal demand letter, and escalate to regulators like the Fair Work Ombudsman or the ATO. It also covers options for making a court claim, including court divisions, claim limits, and filing fees.

This fac tsheet covers eligibility requirements (including the 12‑month/6‑month rule and the high income threshold), the strict 21‑day time limit, and what counts as a dismissal. It also outlines the step‑by‑step process from lodging a Form F2 application to conciliation and a formal hearing, plus possible remedies like compensation or reinstatement.

If you crash your car during work duties in NSW, your employer is usually liable, even if you're at fault. Report it to your employer immediately.

Employees with at least 12 months of service including casuals on a regular basis can request changes to hours, location, or work patterns for specific reasons. Employers must respond in writing within 21 days and may only refuse on reasonable business grounds, with disputes able to be taken to the Fair Work Commission.

It is unlawful for an employer to dismiss an employee because they have exercised a workplace right (such as taking leave or making a complaint) or because they possess a protected attribute (such as disability, age, or sexual orientation) however, dismissal for legitimate performance or conduct reasons remains lawful regardless of personal characteristics.

Sham contracting is when an employer wrongly classifies a worker as an independent contractor instead of an employee to avoid paying entitlements like leave, wages, and superannuation.

An unfair dismissal claim can be made if you have been fired in a harsh, unjust or unreasonable way and have met the minimum employment period and income requirements. You must lodge a Form F2 with the Fair Work Commission within 21 calendar days, and possible outcomes include compensation of up to 26 weeks' pay or getting your job back.

Discrimination occurs when you are treated unfairly because of a protected attribute like age, disability, sex, race, or carer's responsibilities, and it can be direct or indirect. If you experience discrimination, you can speak to your employer, get legal advice, or lodge a claim with the Fair Work Commission, Anti-Discrimination NSW, or the Australian Human Rights Commission within strict time limits.