EL
Sydney CBD
Employment & Workplace lawyers in Sydney CBD
Employment lawyers act for employees and employers on dismissals, contracts, discrimination, bullying and workplace investigations.
16 firms
Workplace law in Australia is largely set by the Fair Work Act and the National Employment Standards, with awards and enterprise agreements setting minimum pay and conditions. Employees usually come to an employment lawyer after a dismissal, redundancy, bullying or discrimination. Employers use them for contracts, policies, restructures and defending claims. Time limits for some claims are very short, so early advice matters.
Why employment law matters
Work disputes affect income and wellbeing, and short time limits apply.
The Australian context
The national Fair Work system covers most private sector employees, with state systems for some public sector workers.
Understand the next step
A practical guide to employment & workplace in Sydney CBD
Choosing the right kind of assistance
A workplace enquiry may concern dismissal, wages, a contract, discrimination or an investigation. Say whether you are the employee or employer and whether the employment has ended. Employment advice and a related injury claim are different types of work.
Working with a firm in Sydney CBD
A city-centre address can be convenient for meetings, but it does not tell you which solicitor will handle the file. For a business transaction, employment issue or dispute, ask whether the team has experience with your particular industry and the size of the matter.
For employment & workplace, ask which parts of the work the firm handles itself and whether it has relevant NSW experience. Let the lawyer know if a property, employer, other party or existing proceeding is outside Sydney CBD. Your home address alone does not determine the applicable process.
How the engagement may progress
Gather the contract, dates, pay records and relevant correspondence. Identify the employer’s legal name rather than only a trading name.
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.
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 & workplace adviser
Good to know
Frequently asked questions
How long do I have to claim unfair dismissal?
An unfair dismissal application must be lodged with the Fair Work Commission within 21 days of the dismissal taking effect. Late applications are only accepted in exceptional circumstances.
Can my employer change my contract?
Not without your agreement, unless the contract allows it. Changes that reduce pay or conditions below the award or agreement are generally not allowed.
What counts as workplace bullying?
Repeated unreasonable behaviour towards a worker that creates a risk to health and safety. Reasonable management action carried out in a reasonable way is not bullying.
