---
title: "Draft an F2 unfair-dismissal application or employer response for the Fair Work Commission"
url: "https://ailawframework.com/practice/employment-and-workplace-relations/draft-the-unfair-dismissal-or-equivalent-tribunal-application-and-respon/commonwealth"
type: "task_jurisdiction_version"
site: "AI Law Framework"
id: "A14-T1-R3-CTH"
practice_area: "Employment & Workplace Relations (incl. WHS)"
tier: "yellow"
lawyer_review: "required"
jurisdictions: ["CTH"]
last_reviewed: "2026-09-23"
---

# Draft an F2 unfair-dismissal application or employer response for the Fair Work Commission

> Draft the F2 application or employer response narrative from the chronology, mapped to the s.387 criteria, listing facts still needing a source.

Canonical page: https://ailawframework.com/practice/employment-and-workplace-relations/draft-the-unfair-dismissal-or-equivalent-tribunal-application-and-respon/commonwealth  
Last reviewed: 2026-09-23

Site index for agents: https://ailawframework.com/llms.txt

## Key facts

| Fact | Value |
| --- | --- |
| Practice area | [Employment & Workplace Relations (incl. WHS)](https://ailawframework.com/practice/employment-and-workplace-relations.md) |
| Human involvement | Yellow: Lawyer and AI draft together |
| How AI is used | Draft the F2 application or employer response narrative from the chronology, mapped to the s.387 criteria, listing facts still needing a source. |
| What the lawyer must review | Verify every citation on AustLII or the FWC database (fabricated AI citations: Riley v Nuvei [2026] FWC 75) Check the s.394 time limit: 21 days from dismissal; extension only in exceptional circumstances Check the minimum employment period (s.383): 1 year for small business employers (s.23), otherwise 6 months Follow the FWC exposure draft Guidance Note (March 2026; not final or in the FWC Rules 2024) Disclose AI use, certify the content was checked and hyperlink cited cases Confirm witness statements rest on the deponent's own knowledge |
| Written for | Commonwealth |
| Applies to | [Draft the unfair-dismissal or equivalent tribunal application and response](https://ailawframework.com/practice/employment-and-workplace-relations/draft-the-unfair-dismissal-or-equivalent-tribunal-application-and-respon.md) |

## Checking plan

**Source-by-source verification**

Trace relied-on content to independent sources and check for relevant material the output has missed.

- What the AI does: Potential support includes preparing preliminary structure or wording and summarising source material. Confirm the tool’s capability and permitted scope.
- What the lawyer does: Set the scope, verify the evidence, resolve exceptions and approve the final output for its intended use.
- Who reviews: Responsible lawyer with competence in the matter
- Basis: Suggested checking approach based on the task guidance. Complete the assessment for the actual tool, information and jurisdiction.
- Why: The plan reflects the described work and review requirements. Policy colours are not used to determine permission or checking.

## Checks the lawyer makes

1. Open each relied-on authority independently. Confirm its existence, current status, proposition and any quotation or pinpoint reference.
2. Confirm each factual assertion with the witness and original record. Preserve the witness’s own knowledge and words, and check the court’s rules for this document.
3. Calculate operative dates independently from the current rule and actual triggering event. Check exceptions and record the verified deadline.
4. Confirm the output against the client’s instructions and the complete relevant source material, including omissions or contradictions.
5. Resolve exceptions and record the responsible lawyer’s approval of the exact output and intended use.

## Notes

- Confirm the required checking with the responsible lawyer before work starts. The checking approach does not establish permission to use AI.

*Practice guidance for planning and review. Confirm current primary sources and the requirements of the actual matter. This is general information, not legal advice.*