“We Just Don’t See You Fitting In Here”Unfair Dismissal After a Personality Clash
Some terminations aren’t about performance. They’re not about misconduct or capacity. Sometimes, they’re personal. What happens when your employment ends because your manager simply doesn’t like you? This is more common than most employees realise—and it’s not automatically legal.
It’s a line many workers hear just before being shown the door. Maybe there’s no written warning. Maybe there was no history of poor performance. But suddenly, you’re told that the “culture isn’t right” or that there’s been a “breakdown of trust.” If this sounds vague and subjective, that’s because it often is.
The Fair Work Commission doesn’t accept “vibe-based” dismissals, particularly without any proof. If you're fired, your employer needs to prove there was a valid reason related to your performance or conduct—and that you were given procedural fairness. Being sacked because your personality clashed with a manager’s, without warnings or real efforts to resolve the issue, can be unfair. Not every unfair dismissal can be challenged. You must have been employed for at least six months (or twelve months if your employer is a small business with fewer than 15 employees).
A disagreement about communication style. Tension after raising a complaint. Being frozen out after offering a different view. These are not valid reasons to terminate someone’s employment. In fact, dismissals that stem from interpersonal tension—especially if tied to you exercising a workplace right, like raising safety concerns or reporting misconduct—may even trigger protections under general protections laws.
How to Protect Yourself:
If you’re feeling targeted by a manager or excluded without explanation:
Document everything. Keep records of conversations, emails, and decisions.
Ask for clarification. If feedback is vague, request specifics in writing.
Use internal processes. Raise your concerns formally, through HR or in writing.
Seek advice early. Don’t wait until you’re dismissed to understand your rights.
Not every clash justifies a firing. And not every boss’s gut feeling is lawful grounds for dismissal. You are not legally disposable just because someone finds you hard to work with. But before you act, check your eligibility.
