Amin Bekirovski v The Trustee For R.D.M. Electrical Unit Trust [2026] FWC 1378

1 Fair Work Act 2009 s.394 - Application for unfair dismissal remedy Amin Bekirovski v The Trustee For R.D.M. Electrical Unit Trust (U2026/4521) DEPUTY PRESIDENT O'NEILL ADELAIDE, 21 APRIL 2026 Application for an unfair dismissal remedy – minimum employment period – dismissal under s.587(1)(c) at the Commission’s initiative – application has no reasonable prospects of success. [1] On 17 March 2026, Amin Bekirovski made an unfair dismissal application under s.394 of the Fair Work Act 2009 (Cth). [2] For the following reasons, I am satisfied that Mr Bekirovski’s application has no reasonable prospects of success and should be dismissed. [3] Mr Bekirovski stated in his application that he commenced employment with The Trustee For R.D.M. Electrical Unit Trust on 28 January 2026 and that his dismissal took effect on 11 March 2026. [4] A person is only eligible to make an unfair dismissal application if they have completed a minimum period of employment before their dismissal. Section 383 defines the minimum employment period to be either 6 months or 12 months, depending on whether the respondent was a small business employer at the time of the dismissal. On the information provided by Mr Bekirovski, his period of employment was less than 6 months. [5] Commission staff provided Mr Bekirovski with information regarding the minimum employment period via email on 24 March 2026. My Chambers also emailed Mr Bekirovski on 10 April 2026 advising that the minimum employment period has not been met and if he does not contact the Commission by 17 April 2026, his application may be dismissed under s.587(1)(c). [6] Mr Bekirovski has not responded to the Commission’s multiple attempts to contact him in relation to his application. [2026] FWC 1378 DECISION -- 1 of 2 -- [2026] FWC 1378 2 Section 587 – General Principles [7] Section 587 allows the Commission to dismiss an application on the Commission’s own initiative in the early stages of the proceedings. Protracted proceedings can be avoided when there is no reasonable prospect of an outcome other than the dismissal of the application. [8] The power under s.587 should be used with caution, particularly if the matter involves complex questions of fact or law.1 An application should not be dismissed unless it is very clear that there are no reasonable prospects of success. The power is not available if there are disputed facts that could affect the outcome of the proceedings. [9] Importantly, applicants must be given a fair opportunity to show that their application does in fact have some reasonable prospects of success. Does Mr Bekirovski’s application have any reasonable prospects of success? [10] The Commission cannot consider the fairness of Mr Bekirovski’s dismissal until it is clear that he is eligible to make an unfair dismissal claim. [11] The information provided by Mr Bekirovski indicates that he is not eligible to make an unfair dismissal application because he was employed for less than six months. [12] I am satisfied that Mr Bekirovski’s claim has no reasonable prospect of success and that it is appropriate to dismiss his application. I make the following order: 1. The application under s.394 of the Fair Work Act 2009 (Cth) made by Amin Bekirovski on 17 March 2026 is dismissed. DEPUTY PRESIDENT Printed by authority of the Commonwealth Government Printer <PR798829> 1 See generally Bond v Carbridge Pty Ltd T/A Carbridge [2024] FWC 1302 at [11]-[16]. -- 2 of 2 --