Where the communication is in writing only, the communication must be received by the employee in order for the termination to be effective.
A notice of termination may still be valid even if it is stated to take effect subject to a condition, such as a future date, provided that:
Where payment in lieu of notice is made the dismissal usually takes effect immediately.
If an employee is given 4 weeks' notice that they will be dismissed, and they work through the 4 week period – then the date that the dismissal takes effect will generally be at the end of that 4 week notice period.
HOWEVER, if an employee receives 4 weeks' pay in advance in lieu (instead) of working and is NOT required to work through the 4 week notice period – then the date that the dismissal takes effect will generally be the last day worked unless the employer specifies a different date of dismissal.
Note: The example above provides a general guide, however this may not always be the case – issues such as the terms of a contract may affect the date a dismissal takes effect.
 Burns v Aboriginal Legal Service of Western Australia (Inc), Print T3496 (AIRCFB, Williams SDP, Acton SDP, Gregor C, 21 November 2000) at para. 24.
 ibid., at para. 18.
 See for example Mihajlovic v Lifeline Macarthur  FWC 9804 (Hatcher VP, 16 December 2013); Akee v Link-Up (Queensland) Aboriginal Corporation  FWC 555 (Hatcher VP, 9 February 2015).