Queensland’s Landmark Fair Work Cases of 2025: Setting New Standards for Workers and Employers

2025 has been a transformative year for workplace relations in Queensland, with a series of high-profile Fair Work and industrial cases reshaping how employees and employers navigate pay, rights, and responsibilities. Across mining, public service, and union oversight, the year’s decisions have highlighted fairness, accountability, and the evolving nature of work.

The year began with a significant victory for workers in the State Wage Case, where the Queensland Industrial Relations Commission approved a 3.5% wage increase for all award-covered employees. This decision, in line with the national Fair Work wage review, reinforced the state’s commitment to ensuring that workers’ pay keeps pace with the cost of living.

In the mining sector, a landmark ruling against BHP set a powerful precedent. Over 2,000 labour hire workers at Queensland coal mines were reclassified, with the company required to ensure “same job, same pay.” The decision, affecting millions in back pay, has far-reaching implications for contract workers across industries, highlighting the legal expectation that casual and labour hire staff receive equitable compensation for equivalent work.

Public sector employment was also in the spotlight. Former Queensland Police helicopter pilot Sacha Bruce Gimenez sought pro-rata long service leave after resigning from a $183,000-a-year position. The claim was denied, with the Fair Work Commission clarifying that dissatisfaction with pay or conditions does not meet the legal threshold for early entitlements. The case underscores the importance of understanding employee rights under Queensland’s industrial relations framework.

Finally, the spotlight turned to union governance with the CFMEU misconduct inquiry. Allegations of threats, intimidation, and bullying by former union leadership prompted a government-led investigation to restore safety and integrity in the construction industry. The inquiry demonstrates Queensland’s ongoing commitment to accountability within workplaces and unions alike.

Collectively, these cases illustrate a year of meaningful change in Queensland’s industrial landscape. For workers, 2025 brought clarity and stronger protections; for employers and unions, it reinforced the need for compliance, transparency, and fair treatment. The message is clear: fairness and accountability are no longer optional—they are central to Queensland’s workplace culture.

Fair Work Queensland - A busy Queen Street Mall