The forced resignation ruling that puts manager check-ins under the spotlight
When a check-in becomes a forced resignation claim, the Fair Work ruling on 5 March 2026 has a clear message.
Amy Doran was barely four months into her role as Manager in Training at The Jewellery Group Pty Limited when she walked out the door. She had started on 13 February 2025. By 9 June 2025, she had handed in her resignation. And by the time the Fair Work Commission finished with the matter, the case had raised serious questions about how managers conduct difficult conversations at work.
Ms Doran alleged she had been subjected to repeated workplace bullying and unreasonable treatment during her employment. In her submissions, she described being called into a meeting on 20 April 2025 without notice and without a support person, during which she said her performance was scrutinised in a manner she found hostile and intimidating.
Her resignation letter largely centred on a separate unplanned meeting held on 30 April 2025, with Narelle Madden, Head of Brand Mazuchellis, and two regional managers. Ms Doran said her concerns about onboarding and training were invalidated, that she was subjected to intense scrutiny, and that she left visibly distraught. She submitted that the experience had caused her psychological injury, stress, and anxiety, and that her health was being affected by remaining in the role. She also said she had raised her concerns with line management and human resources, but...
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