Ferry worker fired from job after taking 114 sick days in 12 months
A long-term employee of Brisbane’s CityCat ferry service has lost her job after a workplace tribunal upheld her employer’s decision to dismiss her following extensive absences over a 12-month period.
Jodie Daunis had worked for several years as a customer service operator on Brisbane’s ferries before transport company Kelsian Group ended her employment in July last year.
Tribunal records show that Daunis took 114 sick days in a single year. The company determined that her ongoing medical issues prevented her from reliably fulfilling the responsibilities of her role.
Her health problems began to intensify in April 2024 when she was diagnosed with deep vein thrombosis (DVT) and started experiencing repeated blood clots, causing inflammation and significant pain. Doctors scheduled her for surgery in November, but she had to join the public hospital waitlist after her insurer declined coverage.
On April 6, 2025, Daunis was admitted to the hospital with DVT and was away from work for roughly a week. She returned for two shifts but found her condition made it too painful to continue working. The Fair Work Commission heard that later that month, Daunis informed her employer’s people and culture manager that her vascular surgeon and a blood specialist advised her to stay off work for three months.
In June, an independent medical examination was conducted, but its conclusions quickly became a point of dispute. Daunis and the Maritime Union of Australia argued the report suggested she could resume work after her planned surgery, while Kelsian interpreted it as evidence she could not meet the essential duties of her ferry role.
The company also noted that reducing her hours would disrupt staff scheduling, placing extra burdens on other employees.
By July 1, the situation culminated in Kelsian terminating Daunis’ employment, citing an inability to modify her role to accommodate her medical restrictions. She challenged the dismissal, but the Fair Work Commission ultimately sided with the employer.
Commissioner Chris Simpson concluded that the June medical report did not convincingly demonstrate that Daunis could resume her full duties in the near future. He agreed with the company that its rostering system made reduced hours impractical.
“Considering the work arrangements, impact on colleagues, and cost to Kelsian Group, I am satisfied there were no reasonable adjustments that could accommodate Ms Daunis’ current or future incapacity given the nature of her role,” Simpson stated.
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