We can help you explore your options if…
- You need to prepare or review employment documents.
- You are dealing with dismissal, discipline or a workplace dispute.
- Your business is planning retrenchment or a separation arrangement.
A clear perspective on your matter.
Workplace decisions can be legally complex and personally sensitive. We advise employers and senior executives on employment arrangements, disciplinary processes and restructuring, and represent companies and employees in Industrial Court disputes.
How we can assist.
- Unfair and constructive dismissal proceedings
- Retrenchment and voluntary separation schemes
- Executive contracts and employee handbooks
- Disciplinary management and domestic inquiries
- Employment Act 1955 compliance
Matters we handle.
- Wrongful dismissal and Industrial Court litigation
- Misconduct investigations and performance management
- Confidentiality and non-solicitation arrangements
- Employment documentation and separation terms
Useful to have ready.
These documents can help us understand your circumstances. Please begin with a brief outline; the firm will confirm how to share sensitive material after initial checks.
- Employment contract and relevant policies
- Termination letter or disciplinary correspondence
- Payslips and relevant performance records
- A timeline and any notices with filing deadlines
What happens next?
Tell us the essentials.
Share a brief outline and any deadline so we can identify the nature of your matter.
Agree the scope.
After initial checks, we discuss the information needed, proposed work and engagement terms.
Take an informed step.
With an agreed instruction, we assess the detail and advise on a practical route forward.
Common questions.
Do you represent both employers and employees?
The firm advises companies and employees, subject to conflict checks. The approach depends on the matter, the evidence and the applicable employment framework.
Is a termination dispute time-sensitive?
It can be. Statutory and procedural time limits may apply. Seek advice promptly and share the dates and notices involved so the relevant requirements can be checked.