Commissioner finds 'culture and cohesion' arguments fall short against caring responsibilities
An office-attendance push at proptech firm Reapit has been pared back by the Fair Work Commission, after a working mother fought to keep her remote arrangement.
Handed down on 14 May 2026, the decision in Laura Kliffen v Reapit Employment Services Pty Ltd [2026] FWC 1766 is the latest in a growing line of flexible work disputes testing how far employers can go in pulling staff back to the office. For HR leaders watching the post-pandemic recalibration, it is a useful read on what counts as a reasonable business ground, and what does not.
The employee, a part-time T1 Support Specialist working four days a week, had worked from her home in Berowra Heights since starting with Jemini Enterprises Pty Ltd in 2016. Her employment transferred to IRE Pty Ltd in December 2022, and then to Reapit after it acquired IRE in 2023. She is the parent of two young children, one of whom has been diagnosed with a range of conditions and can need additional support around drop-offs.
In May 2024, Reapit directed her to start working from the Sydney office two days a week, citing a regional directive aimed at culture, training and post-acquisition integration. She responded with a request under section 65 of the Fair Work Act, asking to keep working from home, or alternatively to attend the office fortnightly on a Monday, or to start at 10am on office days. She pointed to her caring responsibilities,...
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