Fred RiversNetwork 10 confirmed on 22 July 2026 that it is pulling the plug on the weeknight edition of its flagship current-affairs program 10 News+, ending the nightly show barely a year after its high-profile launch. According to TV Blackbox, the program will survive only in its Sunday 6.30pm timeslot, while fewer than five back-end roles are understood to be made redundant and the remaining journalists and producers are redeployed into the network's expanded weeknight bulletins.
For the staff caught in the reshuffle, the decision raises a question that reaches far beyond the television industry: when an employer scraps a program, a department or an entire division, what does the law actually owe the workers left behind? The answer sits in Australia's redundancy framework — and it is one of the most misunderstood areas of employment law.
What Network 10 announced
The weeknight 10 News+ has struggled to find an audience since it replaced the network's traditional 7pm bulletin, and TV Blackbox reports the show consistently trailed its commercial rivals in the ratings. Rather than persist with a loss-making nightly format, Network 10 will fold its resources into 90-minute local bulletins serving each of the five metro markets, keeping the 10 News+ brand alive only on Sundays.
Crucially, the network has framed most of the affected roles as redeployments rather than sackings. Journalists and producers are being moved into the expanded news operation, with only a small number of back-office positions described as genuinely surplus. That distinction — redeployment versus redundancy — is exactly where employment rights are won or lost.
When a role becomes a "genuine redundancy"
Under Australian law, a redundancy is not simply an employer deciding it no longer wants a particular person. It occurs when the employer no longer requires the job to be done by anyone, usually because of restructuring, new technology or a downturn. The Fair Work Ombudsman sets out these rules in detail on its official site, fairwork.gov.au.
For a redundancy to be a "genuine redundancy" — and therefore protected from an unfair dismissal claim — three tests generally apply. The employer must no longer need the job performed by anyone; it must comply with any consultation obligations in the relevant award or enterprise agreement; and it must have considered whether the employee could reasonably be redeployed elsewhere in the business. If a broadcaster shifts a producer into an almost identical role in a bigger bulletin, that redeployment can defeat a redundancy claim. But if the "new" role is materially different, more junior or on worse terms, the picture changes.
The consultation obligation employers forget
Many media awards and enterprise agreements require an employer to formally consult staff before finalising major workplace change. Consultation means more than an announcement: the employer must notify affected employees, provide information about the change, and give people a genuine chance to respond before decisions are locked in.
Skipping this step is one of the most common — and costly — mistakes. Even when a redundancy is otherwise legitimate, a failure to consult can expose the employer to compensation claims and can strip the dismissal of its "genuine redundancy" protection. Workers who are told a decision is final before any consultation has occurred should treat that as a red flag worth checking with a professional.
What you are actually owed
The National Employment Standards set minimum redundancy pay based on continuous service, ranging from four weeks' pay after one year up to 16 weeks after nine years or more. On top of that, employees are entitled to notice (or payment in lieu), accrued annual leave, and any additional entitlements written into their award, agreement or individual contract — which in the media sector are often more generous than the legal minimum.
There are traps. Redundancy pay can be reduced if the employer secures the worker "acceptable alternative employment", which is why the redeployment framing matters so much financially. And casuals, along with employees of some small businesses, may not qualify for statutory redundancy pay at all. Working out where you stand requires reading the fine print of your specific agreement, not relying on a headline figure.
Why an expert review pays for itself
Redundancy settlements are frequently signed under time pressure, often alongside a deed of release that permanently waives an employee's right to sue. Once that document is signed, options narrow dramatically. A qualified employment lawyer can assess whether a redundancy is genuine, whether consultation obligations were met, whether the redeployment offered was reasonable, and whether the payout on the table reflects the full entitlement — or leaves money behind.
For anyone facing a restructure — in a newsroom or any other workplace — a short consultation before signing is one of the highest-value professional checks available. An expert can also advise on the tax treatment of a redundancy payment, which is handled differently from ordinary income and can materially change the net amount received.
The 10 News+ decision may affect only a handful of back-office staff directly, but it is a reminder that restructures are a permanent feature of working life. Understanding your rights before the paperwork lands is the difference between accepting an offer and negotiating a fair one.
This article is general information only and does not constitute legal advice. For guidance on your specific circumstances, consult a qualified employment lawyer.
