What to discuss at the first meeting
Explain whether the matter concerns a contract, pay, leave, termination or a workplace process. Identify the employer and your role so the lawyer can determine the relevant framework.
An employment issue and an injury or insurance claim may need separate instructions.
Working with a firm in Riverland & Murraylands
Berri, Murray Bridge and Renmark are separate centres in Riverland & Murraylands. For land, business or succession advice, describe the relevant ownership and agreements rather than assuming all work is a standard conveyance or will.
For employment law, ask which parts of the work the firm handles itself and whether it has relevant SA experience. Let the lawyer know if a property, employer, other party or existing proceeding is outside Riverland & Murraylands. Your home address alone does not determine the applicable process.
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 employment law adviser
