A number of cases has doubted the continued necessity of the implied term of reasonable notice in indefinite employment contracts, given the enactment of a national standard for minimum notice in the Fair Work Act 2009 (Cth) s 117. This article explains the challenge to reasonable notice, and proposes an alternative doctrinal basis for preserving an entitlement to reasonable notice in those admittedly rare cases where an employee has been engaged indefinitely on a promise of long term job security
