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Our services
Process
Our assessment process begins with a detailed case review, where we analyse your employment contract, payslips, and any relevant correspondence against the Fair Work Act 2009 and applicable modern awards. We utilise a systematic approach to identify breaches, such as underpayments calculated against the correct award classification or procedural flaws in a dismissal. For instance, we frequently identify underpayments in complex scenarios like annualised salary arrangements, where non-compliance can span years. A key part of our methodology involves a preliminary assessment of your claim's merits, often identifying critical issues within the first consultation, before advising on the strategic pathway, which may involve negotiation, mediation via the Fair Work Commission, or formal litigation.
Local Considerations — Australia
Workplace rights matters vary significantly across Australia's economic landscape. In major commercial hubs like Sydney and Melbourne, we frequently handle complex cases involving executive contracts, bonus disputes, and post-employment restraints. In regions with strong mining or resources sectors, such as Western Australia or Queensland, issues often revolve around fly-in-fly-out (FIFO) arrangements, site-specific agreements, and safety-related dismissals. The industrial relations framework is national, but its application considers state-based differences in long service leave and workplace health and safety regulations. Our national practice is structured to navigate these subtleties, ensuring advice is tailored to the specific industry and location of your employment.
At a Glance
| Parameter | Reference Value |
|---|---|
| Initial Case Review | 1-2 Business Days |
| Common Claim Types | Unfair Dismissal, Underpayment, General Protections |
| Typical Filing Deadline (Unfair Dismissal) | 21 Days from Termination |
| Common Legal Frameworks | Fair Work Act, Modern Awards, Enterprise Agreements |
Standards & Compliance
- Fair Work Act 2009 (Cth)
- Work Health and Safety Act 2011 (Cth)
- Australian Human Rights Commission Act 1986 (Cth)
- Relevant Modern Award or Enterprise Agreement
Request a Quote
Our team reviews your project and issues an initial report at no cost.
Or write us directly at info@employmentlawyer24.com
Frequently Asked Questions
What is the most common mistake employees make regarding their workplace rights?
The most frequent error is missing critical legal deadlines, such as the 21-day limit to file an unfair dismissal claim with the Fair Work Commission. Employees also often accept severance offers without independent legal advice, potentially forfeiting significant entitlements.
How does the process typically work after the initial consultation?
Following the case review, we will provide a clear strategy. This often starts with drafting a formal letter of demand to the employer. If unresolved, we guide you through conciliation at the Fair Work Commission. Litigation is a last resort, pursued only when necessary to achieve a just outcome.
Are there costs involved in taking a matter to the Fair Work Commission?
There are filing fees for applications like unfair dismissal, though these are often waived for individuals experiencing financial hardship. Each listed firm can advise on these procedural costs and discuss funding options, including no-win-no-fee arrangements for eligible cases.
How much does workplace rights legal advice cost in Australia?
Costs depend entirely on case complexity, ranging from a straightforward underpayment calculation to a multi-day unfair dismissal hearing. For a specific matter, we provide transparent fee agreements after an initial assessment. These may be fixed fees for advice, or conditional costs for litigation, ensuring you understand the financial commitment before proceeding.