Pilbara & Kimberley
Employment lawyers act for employees and employers on dismissals, contracts, discrimination, bullying and workplace investigations.
1 firm
Karratha, WA · Pilbara & Kimberley
Go To Court Lawyers Woolloongabba provides legal services in Karratha, WA. Listed practice areas include Drink & Drug Driving, Wills & Estates and Immigration & Visas.
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.
Work disputes affect income and wellbeing, and short time limits apply.
The national Fair Work system covers most private sector employees, with state systems for some public sector workers.
Understand the next step
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.
Karratha, Port Hedland, Broome and Kununurra represent widely separated parts of Pilbara & Kimberley. Select a firm by its actual service arrangements and relevant experience rather than the regional label alone.
For employment & workplace, ask which parts of the work the firm handles itself and whether it has relevant WA experience. Let the lawyer know if a property, employer, other party or existing proceeding is outside Pilbara & Kimberley. Your home address alone does not determine the applicable process.
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.
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.
Put the dismissal or decision date in the first enquiry. Ask whether an external deadline is running while an internal complaint is being considered.
Good to know
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.
Not without your agreement, unless the contract allows it. Changes that reduce pay or conditions below the award or agreement are generally not allowed.
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.
Directory guidance updated 19 September 2026. General information to help you prepare for a conversation with a professional; not advice about your individual matter. Check current requirements with the relevant authority.