Workplace Discrimination & Harassment lawyers

What to discuss at the first meeting

Describe the conduct, when it happened and any complaint or response already made. Different workplace, discrimination and safety processes may need to be considered.

Ask about confidentiality, communication and any continuing employment relationship when planning the next step.

How the engagement may progress

1. 01

   Gather the contract, dates, pay records and relevant correspondence. Identify the employer’s legal name rather than only a trading name.

2. 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.

3. 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 workplace discrimination & harassment adviser

• Which process addresses the conduct and outcome sought?
• How should related workplace issues be coordinated?
• Which claim or response fits these facts?
• What deadline applies and what do you need now?
• Does the engagement include conciliation or a hearing?