Letter · Anti-Discrimination & Industrial Relations
Complaint to the Australian Human Rights Commission (complainant): written complaint and statement of particulars
A written complaint of unlawful discrimination for lodgement with the Australian Human Rights Commission: who is complaining and against whom, the attribute and Act relied on, numbered particulars of each act or omission, the harm, the outcome sought and the time-limit check.
- Kind
- Letter. A letter or email you adapt and send.
- Where it applies
- Australia, Commonwealth
- AI use
- Yellow AI can help in set ways. A lawyer checks specific points before use.
- Law stated as at
- 18 October 2026
- Status
- Maintained. Checked on 18 October 2026 against the 3 authorities it cites, for Australia and Commonwealth.
- Version
- 1
- Source
- Written for this library
When to use it
Use when acting for a person (or union or representative group) alleging discrimination, sexual harassment or victimisation under a federal discrimination Act, once the forum has been chosen over a state or territory body or the Fair Work Commission. Lodge within 24 months of the conduct where possible. For the respondent side, use the respondent's response precedent.
How AI may be used
AI may turn the client's chronology and documents into numbered particulars and check dates against the 24-month limit; a lawyer settles the legal basis, checks every particular with the client and decides what to allege.
AI may
- Organise the client's account, emails and records into a dated chronology with document references
- Draft numbered particulars from the chronology, one act or omission per paragraph
- Calculate the date 24 months after each alleged act and flag any particular outside it
AI must not
- Must not add facts, dates, words spoken or comparators that are not in the client's instructions or documents
- Must not choose the Act, the attribute or the forum, or decide that a claim is reasonably arguable
- Must not name individual respondents without the lawyer's decision
- Must not process health, sexuality, ethnicity or other sensitive information in a tool outside the approved environment
The lawyer checks
- Forum chosen deliberately (Commission, state or territory body, or Fair Work Commission) and any election or bar on parallel proceedings considered
- Each particular read and confirmed by the client as accurate, and it is reasonably arguable that the conduct is unlawful discrimination
- Every act within 24 months, or reasons recorded for any older conduct
- Respondents (employer, individuals, principals) and the outcome sought are deliberate choices
Method: how the Green, Yellow and Red levels are decided. This is guidance for planning, not legal advice.
Read the full text
The full text is for signed-in accounts. It is free. When you sign in you can:
- read the whole precedent, with its drafting notes beside it;
- copy it, or download it as a Word file or Markdown;
- add it to your firm’s knowledge base, so colleagues can find it;
- let the AI tools you connect read it from that knowledge base.
The summary, the law it rests on and the AI-use guidance above stay public. Privacy.
More in Anti-Discrimination & Industrial Relations
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- Positive duty prevention plan (sexual harassment and sex discrimination)
- Reasonable adjustments request and response record (Disability Discrimination Act)
- General protections dismissal application (Fair Work Commission Form F8): completion guide and 21-day checklist
- Notice of Employee Representational Rights (NERR): issue and service guide
- Deed of settlement and release for a discrimination or general protections claim
- General protections (dismissal) claim assessment memo
- AI recruitment and HR tool discrimination-risk audit checklist
- Fair Work Commission generative AI disclosure and checking checklist (from 20 October 2026)
All precedents for Anti-Discrimination & Industrial Relations · Tasks and AI use in this area