Employment Law
Employment documentation, workplace matters and employer compliance.
Practice area
Employment Law
Employment documentation, workplace matters and employer compliance.
Scope
The following matters fall within this practice area.
- Employment agreements
- Appointment letters
- Workplace disputes
- Termination matters
- Employee policies
- Employer compliance
- Salary and employment claims
- Confidentiality and non-disclosure agreements
Employment law concerns private employment. For matters arising out of government service, see Service Law.
Understanding Employment Law
Employment law concerns rights and obligations arising from private employment. Appointment terms, workplace policies, the employee’s actual duties and applicable legislation all matter; a job title alone does not decide which protections or forum apply.
The firm assists with employment documents and disputes involving salary, termination, confidentiality and workplace obligations. Both employers and employees benefit from clear records and a careful assessment before a notice, settlement or new agreement is signed.
Matters covered and detailed guidance
- Employment agreements
- Appointment letters
- Workplace disputes
- Termination matters
- Employee policies
- Employer compliance
- Salary and employment claims
- Confidentiality and non-disclosure agreements
Documents to prepare
Bring the records that explain your situation. The precise documents depend on the facts; the following is a starting point.
- Appointment letter and employment agreement
- Relevant workplace policies and communications
- Payslips, attendance and payment records
- Notices, termination letters and replies
- Settlement proposals and supporting correspondence
How a matter is assessed
The first step is to identify the issue, the relevant documents and the result you need. The applicable law, available procedure, responsible authority and any time-sensitive requirements are then considered on those facts.
Advice, document preparation, correspondence and representation are different tasks. The scope of any engagement is discussed before work begins. No outcome can be promised, and an initial enquiry does not create an advocate–client relationship.
Common questions
Does every employee have the same legal remedies?
No. Duties, employment status, establishment coverage and the applicable legislation affect the rights and forum. Those questions require examination of the actual working arrangement.
Can an employment agreement settle every issue?
The agreement is important, but applicable statutory rights and obligations must also be considered. A contractual label does not automatically displace the law.