Brookfield Properties Australia has admitted it mishandled the redundancy of a senior team member who was due to return from parental leave, resolving the matter through a confidential settlement following legal action.
The employee, part of Brookfield’s development team since 2017, launched legal proceedings after her role was made redundant shortly before her planned return to work in 2023. She alleged that her general protections under workplace legislation were breached when she was dismissed and initiated a case in the Federal Court. The case has been finalised without any findings being made or costs awarded.
Following the resolution, Brookfield acknowledged it did not meet acceptable standards in how it managed communication, redeployment and consultation around the redundancy. While the company has publicly supported diversity and previously featured the employee in social media promoting women in construction, the dismissal raised concerns about the consistency between its external messaging and internal practices.
The organisation has since reviewed and updated its policies concerning staff on parental leave as well as procedures governing team restructuring and redundancy. Brookfield noted that changes to its project pipeline and business structure contributed to team adjustments but accepted it must manage such transitions better, particularly in sensitive employment matters.
The case also highlighted wider issues regarding the workplace rights of employees returning from parental leave and the need for fair procedures during periods of change. Although the matter was settled without legal findings, both parties reported satisfaction with the outcome. However, the case underscores the continuing responsibility of large employers to align their internal human resources practices with publicly stated commitments to equity and diversity.
