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As your employment lawyer in Sydney, I help you draft enforceable contracts, handle misconduct and dismissals properly, and respond to complaints—so your business is protected and your workplace stays on track.
Managing staff isn’t just about leadership—it’s about compliance, contracts, and risk. You might be dealing with an underperforming employee, a misconduct issue, or uncertainty about how to lawfully terminate someone. Maybe you’ve received a complaint and aren’t sure what steps you must take to protect your business. Even with the best intentions, one misstep can result in costly claims, Fair Work proceedings, or reputational damage.
These issues don’t resolve themselves—they escalate. Delays, unclear contracts, or reactive decisions often lead to legal exposure that could have been avoided. Employers can feel stuck: act too quickly and face a claim, wait too long and risk the problem spreading across the team. The result? Time lost, money wasted, and confidence shaken.
That’s where I come in. As an experienced employment lawyer in Sydney, I help you take control early. From drafting enforceable contracts to guiding disciplinary processes or exits, I provide clear, practical advice so you can act with confidence, minimise disruption, and stay focused on your business.
I ensure your employment contracts, policies, and processes comply with Australian law—minimising exposure to claims and penalties.
I guide you through performance management, redundancies, and dismissals—so every step is defensible if challenged.
I help you respond to complaints, grievances, or misconduct swiftly and lawfully—preventing escalation and protecting your business reputation.
You receive clear, actionable advice tailored to your business—so you can act decisively and focus on growth without second-guessing.
Hear how we’ve helped business owners navigate staff issues, stay compliant, and protect their operations.
Explore clear, practical responses to the most common employment law concerns faced by businesses and employees in Sydney.
If you need further information on any of these topics or have additional questions, feel free to ask.
Only in cases of serious misconduct. Otherwise, a fair process and prior warnings are generally required under the Fair Work Act.
Unfair dismissal relates to harsh or unjust treatment. Unlawful termination involves breaches of protected rights, such as firing someone due to pregnancy or union activity.
You must provide clear feedback, reasonable time to improve, and document the process before considering termination.
Key terms include duties, pay, hours, leave, notice periods, and post-employment restraints. Terms must comply with the National Employment Standards.
Yes, but even during probation, dismissals must not be discriminatory or in breach of general protections.
You must show the role is no longer required, consult with the employee, consider redeployment, and provide redundancy pay where applicable.
That depends on control, obligation, and integration. Misclassification can lead to significant penalties—contracts alone don’t decide status.
Only if it’s reasonable in scope, duration, and necessary to protect legitimate business interests. Overly broad clauses are unenforceable.
Investigate promptly, fairly, and confidentially. If proven, take disciplinary or corrective action and ensure a safe work environment.
You can request medical evidence and conduct a capacity assessment, but dismissals must follow careful legal steps to avoid claims.
You must pay 11% (as of 1 July 2024) of ordinary time earnings into a complying super fund at least quarterly.
Ensure their contract reflects casual status and stay up to date with rights to conversion and minimum entitlements under the Fair Work Act.
Generally yes, if there’s a clear workplace policy and it complies with surveillance and privacy laws.
Respond promptly. Legal representation is advisable to protect your interests and ensure you comply with procedural requirements.
While not always mandatory, written warnings are a key part of a fair and lawful termination process.
It’s a claim where a dismissal is alleged to be due to a protected reason (e.g., discrimination, complaints made), not just performance.
Yes, unless their contract prohibits it or there’s a conflict of interest. You can include restrictions if necessary.
Yes. You must pay out accrued annual leave and, depending on contract terms, long service leave and other entitlements.
Well-drafted contracts with confidentiality and restraint clauses are critical. Breaches can be enforced through court orders.
As early as possible—before dismissals, contract changes, or responding to complaints. Early advice prevents costly mistakes.
Get clear, proactive legal advice today—so you can manage staff confidently, stay compliant, and protect your business from avoidable risks.