Employment Law
FOR EMPLOYERS
We provide employment law services to a range of employers including, companies, foreign businesses wishing to set up in Australia, not for profits and sole traders in many industries.
Our employment law services for employers include:
- Employment structure advice
- Employment agreements
- Employee confidentiality and intellectual property agreements
- Representation in the Fair Work Commission and associated Courts and Tribunals
- Protection and enforcement of employer intellectual property rights
- Workplace investigations
- Reports to boards
- Redundancy advice
- Preparation of settlement agreements
If you have an employment law issue, contact us for assistance.
FOR EMPLOYEES
Our employment law services are not only provided to employers, we also act for employees to resolve their workplace issue.
Our services to employees include:
- Employment agreement review
- Confidential advice to company and executive officers
- Contractor / employee classification advice
- Award coverage review
- Claims for outstanding workplace entitlements
- Unfair dismissal representation
- Redundancy advice
- Enforcement of anti-discrimination and other workplace rights
To find out more about how we can assist with your employment law issue contact us.
-
FAQ
Frequently
Asked Questions
You don’t need a written employment agreement for casual employees, however, if there is a dispute about working conditions or entitlements and there is no written agreement the employer is at serious risk of being able to prove the terms of their agreement with the employee.
We offer initial hour consultations with employers to discuss their employment agreement requirements.
Making employees redundant is not any easy choice and the law requires employers to take certain steps to ensure all possible alternatives are considered before a decision is made. Not only do employers need to consider the law but there may also be other specific business policies to consider.
We can assist employers considering the implementation of a redundancy decision contact to us to discuss further.
While there are some common law protections that protect an employer’s confidential information, best practice is to ensure an employer’s confidential information is protected in an employment agreement or in a separate confidentially agreement (also known as a non-disclosure agreement). That way in the event an employee does use an employer’s confidential information in an unauthorised manner it is a simpler task to legally enforce the employer’s rights.
If your employment falls under the Fair Work Act 2009 (Cth) and you are not employed by a small business (less than 15 employees) you have 21 days to make your claim.
As a general rule employees don’t need to sign any legal release documents when their employment ends, however, the employer may be offering a discretionary payment and it is a condition of receiving the payment the employee is required to sign a legal release document. An employee should not sign any release document without first obtaining legal advice.
We offer initial video consultations if you need urgent advice on whether to execute a legal release to document from their employer.