Whatever flavour of job loss brought you here, it left a bitter taste. And your brain’s either in now-what paralysis or on overdrive, making lists of all the things you need to do and achieving none of them in the process.
The first two days are the ones that count. I’ve spent years managing teams, which means I’ve had to deliver this news myself and help people find their feet afterwards.
The shock is real, and so is the sense that none of this is fair. You’re allowed to feel all of that.
In my experience, most people jump to talking with friends, or friends of friends, or friends of second cousins twice removed who know someone who was made redundant recently and has advice to share.
But advice from someone without the full picture can nudge you into a position that could cost you down the track. So this article distils what you really need to do after a redundancy or job loss; what actually needs your attention in the 48 hours immediately after things turn sour.
Your first move is documentation. Ask your employer, in writing, for everything listed below. You’re entitled to all of it. In my experience, most employers do meet their legal obligations, and most will do what they can to support you.
Your estimated entitlements or redundancy calculation.
Written confirmation that the role has been eliminated (if not already covered in the formal letter of redundancy).
A note on timing: most of this documentation can only be issued after you’ve agreed to your terms or accepted the redundancy offer.
The Certificate of Employment usually comes from HR or Payroll after your employment has formally ended.
Before your last day, get direct contact details (names, numbers, and email addresses) for both teams. And double-check that your personal contact details on file are still current.
Before they cut your system access (and they will, sometimes faster than you expect), download or print anything relevant from the company intranet (in accordance with your employer’s data and security policies. Please check these before landing yourself in any potential hot water!).
You’re looking for policies around notice periods, redundancy, and any post-employment obligations (restraint of trade clauses, for example). Request copies from HR if you can’t access these yourself.
Under the Fair Work Act, most Australian employees are entitled to:
| Entitlement | Detail |
|---|---|
| Notice pay | 1–5 weeks, depending on length of service (or payment in lieu) |
| Redundancy pay (12+ months service) | Based on years of continuous service, see the scale below |
| Accrued annual leave | All unused leave, paid out in full |
| Long service leave | State rules apply, typically payable from 7 years of service onwards |
| Superannuation | Must be paid on all final earnings |
Check the Fair Work Ombudsman for current rates and applicability, as these are updated regularly.
If you’re over 45 and have at least 2 years of service, you’re entitled to an additional week’s notice on top of the standard scale.
Fair Work redundancy pay scale (current as of 2026. Always verify at the Fair Work Ombudsman):
| Continuous service | Minimum redundancy pay |
|---|---|
| 1–2 years | 4 weeks |
| 2–3 years | 6 weeks |
| 3–4 years | 7 weeks |
| 4–5 years | 8 weeks |
| 5–6 years | 10 weeks |
| 6–7 years | 11 weeks |
| 7–8 years | 13 weeks |
| 8–9 years | 14 weeks |
| 9–10 years | 16 weeks |
| 10+ years | 12 weeks (rate adjusts: check fairwork.gov.au ) |
Important: Small businesses with fewer than 15 employees are exempt from redundancy pay. Check the Fair Work Ombudsman for full details of eligibility for redundancy pay.
This is general information only. These entitlements do not apply to all employees nor in all circumstances. There may also be different provisions for employees covered under an award or enterprise agreement. If you’re uncertain, call the Fair Work Ombudsman on 13 13 94 for free guidance.
Depending on your role and your departure circumstances, there may be more on the table than you think.
Vested shares are yours; you already have direct access to them. For unvested shares, check whether your exit date triggers a forfeiture. If it does, it’s worth negotiating either a later exit date (to allow vesting) or additional compensation.
This is an important request to make of HR, irrespective of any protests that it’s an unusual one. Trust me, you won’t be the first employee to ask and be granted such a request!
If you’ve worked most of the financial year, your contract may entitle you to receive a bonus on the usual schedule. Check carefully and confirm with HR before your last day.
If you’re at an executive level or the incentive values are significant, your employer may propose arrangements like gardening leave.
If you’re departing on good terms, don’t hesitate to negotiate. Employers do this more often than most people realise. Stay professional, even if the situation doesn’t feel like it deserves it. You don’t know who your next hiring manager will know.
When in doubt, get external legal and financial advice rather than relying on well-meaning friends and family.
See Know Your Rights and Financial Survival for referrals to free services.
Was it a genuine redundancy or unfair dismissal?
Legally, a genuine redundancy means two things: the job truly no longer exists, AND your employer followed proper consultation obligations under any applicable award or enterprise agreement.
If your role was filled by someone else shortly afterwards, you weren’t properly consulted, or you were dismissed for performance reasons without due process, you may have an unfair dismissal claim. That sucks. But there’s a way to turn those lemons into sorbet.
You have 21 days from dismissal to lodge with the Fair Work Commission. Not 21 business days. 21 DAYS.
File online at the Fair Work Commission or call 1300 799 675. It’s free to file, and you don’t need a lawyer to start the process.
Also, download the Redundancy Information Statement from the Department of Employment and Workplace Relations. It covers your rights, entitlements, financial support options, and health resources in one document.
Learn more about your rights around redundancy and job loss.
Apply for JobSeeker the day your employment ends, not when the money runs out. There’s a standard one-week waiting period from lodgement to first payment, and if you received a redundancy payout, an income maintenance period (IMP) may further delay payments by weeks or months.
The sooner you apply, the sooner those clocks start running.
Everything on JobSeeker, Centrelink, and emergency budgeting is in our guide to financial survival after job loss, including how to make the timing work in your favour.
The complete Career First Aid Kit, every section, detail, and link, is available as a free PDF you can save, print, or pull up without Wi-Fi.
You don’t need to apply for every job you see this week. You don’t need to overhaul your LinkedIn profile tonight. And you definitely don’t need to have a plan by Friday.
Right now, what matters is the paperwork, the 21-day window, and the JobSeeker application. Everything else can wait.
And if you’re sitting with a bigger question – not just what job next, but what you actually want your career to look like from here – that’s a real and valid question. It just doesn’t need answering today.
The rest of the Career First Aid Kit is here when you’re ready:
I just lost my job. What should I do first?
Take a deep breath. Get the paperwork. Before anything else, ask your employer in writing for your termination letter, final payslip, Certificate of Employment, and a statement of your accrued entitlements.
These documents are the foundation for everything else: Centrelink, Fair Work, and any legal action. And before your system access is cut, download any relevant HR policies from the company intranet. The rest can follow.
How much redundancy pay am I entitled to?
It depends on how long you’ve been with your employer. The Fair Work scale runs from 4 weeks’ pay (1–2 years of service) to 16 weeks (9–10 years), with 12 weeks for 10+ years.
Notice pay, accrued annual leave, and super on final earnings are on top of that. Always verify your specific entitlements at fairwork.gov.au or by calling the Fair Work Ombudsman on 13 13 94.
What’s the one thing most people miss after redundancy?
The 21-day deadline to lodge an unfair dismissal claim with the Fair Work Commission. If your redundancy wasn’t genuine (if your role was filled by someone else, or you weren’t properly consulted), you may have a claim. But that window is 21 calendar days from dismissal, not business days. Miss it, and it’s almost impossible to get an extension.
How do I apply for JobSeeker after losing my job?
Apply the day your employment ends, not when the money gets tight. Create a myGov account, link it to Centrelink, and lodge your JobSeeker claim online.
You’ll need your termination letter, bank statements, and proof of identity. If you received a redundancy payout, an income maintenance period may delay your first payment, but the clock on that only starts once you’ve applied. Call Services Australia on 132 850 if you need a hand.
Can I get JobSeeker if I was made redundant?
Yes, redundancy is exactly the situation JobSeeker is designed for. Apply the day your employment ends.
There’s a one-week standard waiting period from lodgement to first payment, and if you received a redundancy payout, an income maintenance period (IMP) may apply.
The sooner you apply, the sooner those clocks start running. Full details in our guide to financial survival post-job loss.
I just lost my job and don’t know what to do. Where do I start?
Right here. Start with the paperwork (Step 1), check what you’re owed (Step 3), and apply for JobSeeker the day your employment ends (Step 6). Everything else the job search, the LinkedIn overhaul, the five-year plan) can wait.
The immediate stuff is all in this guide. One step at a time, and you’ll have a handle on it faster than it feels possible right now.
I’ve just been made redundant. Is it worth challenging?
It depends on whether it was actually a genuine redundancy. If your role was filled by someone else, or your employer didn’t follow proper consultation obligations, it may not have been, and you may have an unfair dismissal claim worth pursuing.
The Fair Work Commission is free to file with, and most cases don’t require a lawyer to get started. But there is a catch: you have exactly 21 calendar days from dismissal to lodge. See Know Your Rights for the full picture on eligibility, process, and what a payout looks like.
I lost my job. What happens to my superannuation?
Your employer is legally required to pay superannuation on all final earnings, including notice pay and any other payments made on termination.
Check your final payslip carefully to confirm it’s been paid. If it hasn’t, the ATO and the Fair Work Ombudsman can both assist.
In genuine financial hardship, early access to super is possible, but it’s a last resort, not a first move. See Financial Survival for the full picture.
This post is part of the Career First Aid Kit – a practical guide for Australians navigating job loss, redundancy, and career crisis.
Disclaimer: General information only. Verify current rates, thresholds and eligibility at fairwork.gov.au and servicesaustralia.gov.au. Last reviewed July 2026.
Founder & Managing Director, The Sorbetto Group
I spent over two decades in change management and organisational consulting across government, financial services, defence, and resources before I started paying closer attention to a pattern I kept seeing everywhere.
Talented, capable professionals hitting a wall in their careers and having no real framework for what to do next. Not because they lacked ambition or ability but because the gap between wanting to move and knowing how to move is wider than most people expect, and almost nobody is addressing with any real rigour.
That gap is what I built The Sorbetto Group to close.
At The Sorbetto Group, we acknowledge the Traditional Custodians of Country throughout Australia. We pay our respects to Elders past, present, and emerging and celebrate the stories, culture and traditions of the Aboriginal and Torres Strait Islander peoples who also work and live on this land.
Redundancy rights and unfair dismissal in Australia: what you’re entitled...