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The short time between an employee's email request and her dismissal wasn't proof of unlawful adverse action, the Federal Circuit Court has found.

She was due for a probation review at the time, Judge Mark Cleary accepted, but in any case, he said he would have found her dismissal was "based solely on concerns about her performance".

The employee started working as a marketing executive for EzyRemit Worldwide on 26 September 2024, and was sacked just shy of six months later, on 24 March 2025.

In adverse action proceedings, she told the Court she had emailed the employer three days earlier, on 21 March, about "superannuation contributions and inaccuracies in ATO employment records"...