Worker said she always took pride in role but no longer able to continue in way that supports wellbeing and values
A practice leader sent a letter of resignation to her employer on 17 July 2025 stating she was formally resigning from her position effective 1 August 2025 in line with her two weeks' notice.
The resignation followed a meeting where the employer had proposed transitioning her from practice leader to medical receptionist with effect on 22 July 2025, though neither the pay rate nor a revised duty statement was included in the proposal.
The employer replied the same day stating they were exercising their right under the employment contract to provide payment in lieu of notice and her final day of employment would be 21 July 2025.
The commission found the employer determined the employee's final day of employment would be at an earlier point in time being a time of its choosing.
There was a dispute concerning the way in which the employee was appointed to the role of practice leader in February 2025 and the quality of her performance upon assuming the role in the months that followed.
On 14 July 2025, the employee was sent an email inviting her to attend a meeting at 2.00 pm on the following day to discuss her performance. It would appear that a letter was attached to this email, which outlined a proposal by the employer to transition the employee from practice leader to medical receptionist with effect on 22...
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