Employment Law
Employment Law
Advice on employment contracts, termination and workplace disputes.
Reviewed by George Aprim and Emilda Israel · Updated 14 July 2026
How Aprim Legal assists
Employment Law
Employment advice is time-sensitive. The employment documents, pay records, chronology and any termination or disciplinary material should be collected promptly.
The first consultation is used to identify the immediate issue, any deadline, the available evidence and the most practical next step.
Request a consultationWhat to prepare
Documents and information to bring
- The employment contract, position description, policies and any relevant award or enterprise agreement if known.
- Payslips, time records, leave records, rosters, commission records and correspondence about pay or entitlements.
- Performance reviews, warnings, investigation letters, allegations, responses and meeting notes.
- The resignation, termination, redundancy or stand-down letter and the date it was received.
- Important emails, messages and a concise chronology of the employment issue.
- The outcome sought and any Fair Work Commission, court or internal-review deadline.
Questions for the first conference
Issues the solicitor will usually need to clarify.
- What happened, who made the decision and when was it communicated?
- What records show the hours, pay, performance or disputed conduct?
- Is there an urgent statutory filing deadline?