The three certified agreements case was a decision of the Australian Industrial Relations Commission that resolved the confusion created by the High Court's decision of Electrolux v AWU.

The three certified agreements case, or In Re Schefenacker, the Australian Nursing Federation and the Rural City of Murray Bridge, was a case that combined appeals from decisions of a single commissioner not to certify enterprise agreements, as it was believed that the agreements contained clauses that did not pertain to the relationship between employer and employee: The decision was necessary to clarify the High Court of Australia's decision Electrolux v AWU, which caused much uncertainty existed on could be placed into enterprise bargaining agreements.

It was one of the longest-awaited decisions in industrial relations law, as industrial relations professionals had awaited clarification of Electrolux of the High Court of Australia for over five months.

It is commonly regarded as the final landmark decision of the Australian Industrial Relations Commission.

(That is before its wage setting, award formation and agreement certification powers were removed from it by the WorkChoices reform in 2006.)