Joint Perth inspections: distinguish compliance checks from findings of wrongdoing
Published 11 November 2026 | Source update: 5 November 2026.
A 5 November joint release describes visits to more than 60 Perth businesses by the Fair Work Ombudsman, Australian Border Force and WA LGIRS. Hospitality businesses were prominent and inspected employers employed visa holders. An inspection is not, by itself, a finding that an employer breached the law.
Records help workers explain the concern
A worker raising a pay or treatment concern should keep dated rosters, payslips, messages and a note of hours actually worked. Preserve the original versions and explain how each record was obtained. If something was said verbally, make a dated note distinguishing the words remembered from the worker’s interpretation of them.
Make the conversation accessible
A complaint process works better when the person understands the question, the information requested and the next step. Ask about language or communication support, allow time to read documents and check whether a support person is wanted. Do not assume limited English means limited understanding of the work or of the events being described.
Be precise about what has been established
Separate a worker’s account, the employer’s response and any regulator finding. Allegations should be tested against the records and relevant explanations. Public reporting of an inspection does not justify naming an unlisted employer or asserting that wrongdoing has already been proven. Employment concerns and questions about immigration status may require different specialist assistance.
Fairness applies throughout an investigation
Good case preparation leaves room for an answer. Record the allegation clearly, identify the supporting material and seek the response to the actual issue. An inconsistency may require further enquiry; it does not automatically demonstrate dishonesty. A careful account can support effective advocacy while respecting the difference between suspicion, evidence and an established finding.
Source and support
BAJN provides professional employment and human rights advocacy. General information only; not legal, financial or tax advice. For individual assistance call 1800 238 622 or email gethelp@bajn.au.
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