Fired by a Coworker After 15 Years in a Brothel

In one of the more unusual unfair dismissal decisions of recent times, a 63-year-old casual receptionist at a legal brothel was awarded compensation after being abruptly dismissed without reason, notice, or any chance to respond. And her employer never even showed up to defend itself.

The case of Judith Grose v J.F.B. Investments Pty Ltd sends a clear and powerful message. It doesn’t matter how small the business is. It doesn’t matter if you’re a casual. It doesn’t matter if your job is in the adult industry. If you’ve been treated unfairly, the law may still protect you.

Judith Grose worked at “Spoilers Relaxation Centre,” a licensed brothel in Ringwood, Victoria. She was employed on a casual basis but worked the exact same days and hours every week—Mondays and Thursdays—for 15 straight years.

In this time, Ms Grose wasn’t simply answering phones. She was the backbone of the operation. Her duties included greeting clients, processing payments, laundering bedding, stocking rooms, coordinating bookings, and paying the workers. She worked in a business built around sex work, managing sensitive interactions and ensuring the venue ran smoothly and discreetly. She described it as a “happy little family” with longstanding staff and a regular clientele.

In mid-2024, Ms Grose took time off to recover from a facelift. She kept in regular contact with management about her recovery and was encouraged to take the time she needed. After two months, she returned to work and resumed her usual duties. But something had changed.

Mr Hill, the owner, had recently become more involved in the day-to-day running of the brothel. He had installed cameras and microphones throughout the premises—including reception, stockrooms, and areas close to client interaction zones. He monitored staff interactions, including conversations and customer service moments. According to Ms Grose, he could watch and listen to virtually everything from his upstairs office.

Her first shift back after surgery quickly turned sour. After a brief and inappropriate comment about her appearance, things escalated. Mr Hill overheard her discussing a stock issue with a coworker and accused her of “bitching and moaning.” Later that day, he stormed down the stairs mid-conversation with a client, yelling in front of everyone that she was “trying to sabotage the joint.”

The final blow came not from Mr Hill himself, but from a coworker. She pulled Ms Grose aside and delivered the message: “Chris has called me in to take over your shift. You’re to give me your keys and leave.” That was it. No warning. No explanation. Just 15 years of service ended in a back room without cameras.

Ms Grose filed an unfair dismissal claim. The employer didn’t attend the conciliation. They didn’t file a response. They didn’t show up at the final hearing. Despite repeated calls, emails, and express post from the Fair Work Commission, Mr Hill and J.F.B. Investments Pty Ltd simply refused to engage.

Under section 600 of the Fair Work Act, the Commission has the authority to decide a case in the absence of a party that fails to attend without excuse. That’s exactly what happened here.

The Commission found that Ms Grose was a “regular and systematic” casual who had a reasonable expectation of continuing work. Her annual earnings were well below the high-income threshold, and she’d clearly met the minimum employment period for protection.

The dismissal failed every single test under the Small Business Fair Dismissal Code. There was no valid reason. No warning. No opportunity to respond. No support person. The message of termination wasn’t even delivered by management. The employer simply delegated the task to another receptionist.

For someone who had worked two consistent shifts a week for 15 years in a sensitive, high-discretion environment like a legal brothel, the Commission found this kind of treatment not just procedurally lacking—it was harsh, unjust, and unreasonable.

Ms Grose was awarded $8,400 plus superannuation—the maximum compensation permitted under the statutory cap based on her earnings. The Commission acknowledged her age, the damage to her confidence, and the difficulty of finding similar work. They also made clear that her employer’s complete disengagement from the process did not insulate them from liability.

This case cuts through several myths:

• Myth #1: “I’m a casual, so I have no rights.”
  Wrong. If your casual job has been regular, systematic, and ongoing, you may very well be protected under unfair dismissal laws. It doesn’t matter if you only work one or two shifts a week. What counts is whether your roster was consistent and whether you had a reasonable expectation that it would continue.

• Myth #2: “The business is too small. They don’t have to follow proper process.”
  Also wrong. Small businesses must follow the Fair Dismissal Code, and that includes giving reasons, warnings, and fair procedures. A smaller size doesn’t give a green light for ignoring employee rights.

• Myth #3: “My job involves sex work or adult services, so the rules don’t apply.”
  The nature of the industry does not exclude workers from legal protections. Employees in licensed brothels or sex work venues still deserve—and are entitled to—fair process and respect.

Whether you work in a brothel, a café, or a call centre, this case proves one thing: long-term casual workers have rights. And if your dismissal is sudden, disrespectful, and devoid of process, it can be challenged.

No employee should be dismissed through a whisper from a coworker. No worker should be denied the opportunity to explain themselves. And no employer—no matter how small, how private, or how unique the business—should think they’re above the law.