What to discuss at the first meeting
Identify the business, workforce and proposed decision or issue. Seek advice on the actual contract, policy or process before implementing a change where possible.
Clarify whether advice covers a single employee issue or wider policy and industrial-relations work.
How the engagement may progress
- 01
Gather the contract, dates, pay records and relevant correspondence. Identify the employer’s legal name rather than only a trading name.
- 02
Ask which law or process applies and whether its requirements are met. Fair Work Commission unfair dismissal applications have a 21-day filing timeframe, making prompt advice important.
- 03
Agree how to respond, prepare for a meeting or assess a settlement. Have any release and confidentiality terms explained before signing.
Fees and the scope of work
Advice on a single document, an investigation response and ongoing representation need different estimates. Ask what negotiation and appearance work is covered.
Ask for a written scope identifying the work you are authorising, the person responsible and when costs will be reviewed. If you only want advice on one step, say so before the firm begins wider work.
Dates to raise at first contact
Put the dismissal or decision date in the first enquiry. Ask whether an external deadline is running while an internal complaint is being considered.
Questions to ask a employer advisory & industrial relations adviser
- Which obligations and consultation steps need assessment?
- What documents and implementation support are included?
- Which claim or response fits these facts?
- What deadline applies and what do you need now?
- Does the engagement include conciliation or a hearing?
