The Federal Court of Australia’s decision in Sydney Trains v Annovazzi [2024] highlights the complexities of balancing disability rights, workplace safety, and fair decision-making.
This case serves as a cautionary tale for employers about the importance of clear processes and transparent decision-making to avoid significant legal and reputational risks.
Background
The case revolved around Ms Annovazzi, a probationary train driver diagnosed with ADHD and Asperger’s Syndrome. Sydney Trains alleged that she failed to disclose these conditions during her pre-employment assessments, citing dishonesty as grounds for her dismissal.
Ms Annovazzi argued that her termination and exclusion from further training constituted discrimination under the Disability Discrimination Act 1992 (Cth) (DDA). She claimed that her disabilities were the true reason for the unfavourable treatment she experienced.
While Sydney Trains maintained that their actions were justified, the Court ultimately found procedural flaws and discriminatory practices in their handling of the case.
Key Findings
1. Lack of Accountability
The Court observed that the decision-making process was fragmented, involving Sydney Trains and its shared services agency, Transport Shared Services (TSS). It was unclear who held ultimate responsibility for reframing the issue from a fitness-for-duty concern to a misconduct allegation.
This lack of accountability weakened Sydney Trains’ defence and contributed to the finding of discrimination.
2. Failure to Provide a Fair Process
Ms Annovazzi was not given an opportunity to respond to the allegations against her. Decisions were made based on unverified assumptions and second-hand reports. The Court emphasised that this procedural flaw was particularly problematic given the disability-related nature of the case, which required careful and informed consideration.
3. Mischaracterising the Issue
The original concern about Ms Annovazzi’s fitness for duty evolved into an allegation of dishonesty without sufficient investigation. Sydney Trains failed to explore whether her disabilities influenced her disclosures. The mischaracterisation of a health-related matter as misconduct was a critical misstep.

Lessons for Employers
The case offers important insights into avoiding similar pitfalls when managing disability-related workplace issues.
- Clarify Decision-Making Processes
Establish clear accountability for employment-related decisions. Document all key steps and ensure the rationale behind decisions is transparent and defensible. - Provide Employees an Opportunity to Respond
Allow employees to respond to allegations or concerns. Hearing their perspective can provide essential context and reduce the risk of unfair outcomes. - Distinguish Fitness Issues from Misconduct
Health-related concerns influenced by disabilities should be evaluated separately from allegations of dishonesty or intentional misconduct. Mischaracterising such issues can lead to legal challenges and harm employee trust. - Train Leaders and Managers
Equip managers with training on anti-discrimination laws and best practices for handling disability-related matters. This fosters better decision-making and ensures compliance with legal obligations. - Review Workplace Policies Regularly
Update workplace policies frequently to reflect changes in legislation and evolving best practices. Clear and current policies support informed decision-making and compliance.
Missteps in handling sensitive matters can result in findings of discrimination, legal penalties, and reputational damage.
At IRiQ Law, we specialise in guiding organisations through workplace complexities, helping ensure compliance and reducing risk. Contact us to learn how we can support your team as a trusted external employment partner.
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