Deed · Anti-Discrimination & Industrial Relations
Deed of settlement and release for a discrimination or general protections claim
A deed settling a workplace discrimination complaint or general protections dispute after conciliation: payment and timing, withdrawal or discontinuance, release and its limits, confidentiality with permitted disclosures, non-disparagement, reference, no admission and tax.
- Kind
- Deed. A deed that must be executed as a deed.
- Where it applies
- Australia
- 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 2 authorities it cites, for Australia.
- Version
- 1
- Source
- Written for this library
When to use it
Use when a Commission complaint, a Fair Work Commission application or a pre-lodgement dispute settles. Prepare an agreed heads of terms at the conference and convert it to this deed promptly. Adapt for an employee who remains employed.
Used for these tasks
Each task page says how far AI may help with the task and what the lawyer must review.
How AI may be used
AI may convert the agreed heads of terms into the deed and check that every agreed term is reflected; a lawyer settles the release, confidentiality carve-outs and tax treatment and checks the deed against what was actually agreed.
AI may
- Convert the signed heads of terms into the deed's schedule of agreed terms
- Cross-check names, dates, amounts and proceeding numbers against the file
- List every agreed term that is not yet reflected in the deed, and every deed term that was not agreed
AI must not
- Must not widen the release, add a confidentiality obligation or a non-disparagement clause that was not agreed
- Must not decide the tax treatment of the payment or how it is split between heads of loss
- Must not remove the permitted disclosures (to advisers, regulators, police, family, medical practitioners)
The lawyer checks
- The deed matches the heads of terms agreed at conciliation, including the amount, timing and reference
- Release excludes rights that cannot or should not be released (workers compensation, accrued entitlements and superannuation as agreed, and future claims)
- Confidentiality allows disclosure to regulators, police, advisers and support people, and does not prevent reporting of unlawful conduct
- Tax treatment and any PAYG withholding settled with advice, and execution as a deed by each party is correct
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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- AI recruitment and HR tool discrimination-risk audit checklist
- Fair Work Commission generative AI disclosure and checking checklist (from 20 October 2026)
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