Unjustified dismissal and termination issues
Review of termination process, letters, meeting records, timelines, and whether the employer followed a fair and reasonable process.
Employment Advocacy
Practical support for employment issues and workplace disputes.
This area is focused on helping people understand their position, organise their documents, identify the key issues, and assess whether the matter is worth pursuing. The goal is practical advocacy support, not inflated promises.
Employment Support Areas
What this area can help with
Employment matters often come down to process, records, timing, and whether the employer acted fairly and reasonably. This page is built around practical support and early case assessment.
Disciplinary and investigation meetings
Assessment of allegations, process fairness, meeting conduct, disclosure, and whether the employee had a genuine opportunity to respond.
For meetings with management while you are still employed, I can sit in on the meeting by phone call or in person where possible to provide support, guidance, and assistance in asking the right questions.
Unfair treatment and process concerns
Review of ongoing conduct, communication issues, warnings, process concerns, and whether the matter may support further action.
Evidence, chronology, and document preparation
Organising records, building timelines, sorting correspondence, and preparing material clearly so the matter can be assessed and presented properly.
General Advice
Good habits that can protect your position
In employment matters, small record-keeping habits can make a major difference later. One of the biggest problems people face is having important conversations brushed off because nothing was put in writing at the time.
Put off-the-record discussions on the record
If management or a supervisor has an off-the-record discussion with you, put it on the record yourself afterward by sending an email.
Include the date, time, who was involved, and a short outline of what was said by the company representative. This helps create a written record so the discussion cannot easily be brushed off later with “I do not recall that”.
Keep everything
Save emails, texts, letters, warnings, meeting invites, screenshots, payslips, and any notes you make. Even small items can matter later.
Build a basic chronology early
Start a simple timeline of key dates, meetings, calls, warnings, and decisions. This makes it much easier to assess what happened and where the process may have failed.
Do not rely on verbal reassurance
If something matters, try to get it confirmed in writing. Verbal assurances are often denied, softened, or reinterpreted later once the matter escalates.
Case Assessment Form
Employment matter feasibility review
Complete this form with as much detail as you can. The aim is to assess whether the matter appears viable, what documents exist, how urgent it is, and whether it may be suitable for No Win No Fee or hourly work.