The FWC has drawn a clear line between hard work and a forced resignation
A burnt-out Westfield employee resigned citing chronic stress and an impossible workload. The Fair Work Commission said it was not a forced resignation.
On 17 March 2026, Commissioner Crawford dismissed Emily Martin's general protections application against Scentre Pty Limited, part of the Scentre Group which designs, builds, manages, and operates Westfield shopping centres in Australia and New Zealand. The decision turned on a question HR professionals encounter regularly: when does a demanding workload become a forced resignation?
Martin had worked for Scentre since 28 March 2022, starting as a casual Brand Experience Assistant at Westfield Penrith. She commenced a secondment to the position of Community Engagement Assistant on 15 January 2024 and was permanently appointed to the full-time role on around 22 April 2024. She resigned effective 30 September 2025, communicating that resignation on 31 August 2025.
Her claims painted a demanding picture. From around April 2024, Martin alleged her workload grew sharply due to staff shortages, new projects, and duties added by management. Between August 2024 and September 2025, she repeatedly raised her concerns in weekly one-on-one meetings with Senior Community Manager Michele Lok, but said no structural changes followed. When Lok was later assigned a national community partnerships project, Martin alleged she absorbed Lok's prior duties on top of her...
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