Employment Law
Employment law is full of procedural traps, and a single mistake can cost hundreds of thousands. We handle contracts, dismissals and disputes, always following the procedure the law requires.
Typical situations
You gave an employee notice, but they challenged it. You now face a lawsuit, the risk of the notice being declared invalid and months of back pay.
You want to move to a competitor but have a non-compete clause. You're not sure whether it's enforceable or what you risk.
You're experiencing unequal treatment, harassment or bullying at work. You need to know what your legal options are.
You're preparing collective redundancies or restructuring. You need a legally sound process to avoid lawsuits.
A key person left and took the client database, business contacts or internal know-how with them.
You want to introduce working from home or a hybrid model. You need contracts, internal policies and health and safety rules.
You need to change the job description, place of work or hours, and the employee won't agree.
An employee was injured at work. You're dealing with liability, insurance claims, and potential recourse.
Practice
Termination and dismissal procedures
Non-compete and confidentiality clauses
Employment and management contracts
Workplace disputes and compensation
Collective redundancies and reorganisation
Occupational health and safety
We represent both employers and employees. We'll always be upfront about which side the law favours.
Process
We evaluate the legal position, review documentation and identify risks. We'll tell you what the law allows and what it doesn't.
We draft the termination notice, agreement or claim to withstand court scrutiny. Every step is discussed with the client.
We negotiate with the other party or represent you in court. In employment law, correct procedure and timing are everything.
From our practice
Termination
The company reorganised its sales department and a manager refused to move to the new role. The employer wanted to end the employment immediately. We advised that there were no grounds for summary dismissal, but that notice on grounds of redundancy would stand up. We prepared the entire process, including the duty to offer alternative positions, and there was not a single lawsuit.
Non-compete
A former employee had an offer from a competitor but had signed a two-year non-compete. The employer, however, had failed to pay the agreed compensation for the third month running. We advised that the clause had lapsed by operation of law, and the client joined the new employer without risk.
Let's work it out
Call or write to us. The first conversation is always about understanding your situation, not about selling.
Our legal services are governed by our general terms and conditions unless otherwise agreed.