The Labor Code governs employer and employee rights. The firm reviews the contract, employment history and steps taken.
Employment disputes and termination
State whether you are an employee or employer and describe the employment relationship, the disputed event and any steps already taken. Keep the date of receipt of letters distinct from the dates printed on them. A label such as unfair dismissal does not decide the legal assessment.
Contracts, payslips and workplace correspondence
Group the contract, payslips, attendance records and disciplinary or termination correspondence by date. For unpaid amounts, separate each period and its supporting records. Explain whether an interview or hearing has been scheduled so the urgency can be assessed from the documents.
Matters the firm handles
- Dismissal
- Wages
- Leave and working time
- Individual and collective disputes
How the firm can help
- Contract review
- Procedure review
- Negotiation
- Claim or defense
Documents to prepare
- Employment contract
- Payslips
- Warnings or dismissal
- Certificate and correspondence
Discuss your situation
Support begins with reviewing the facts and available documents. The firm explains the options, risks and appropriate next steps before agreeing on the scope of work.
Book a consultationQuestions about your appointment
Can the consultation cover an unsigned employment contract?
Describe how the work was performed and provide the records available, including payslips and correspondence. The absence of a signed document does not replace an individual review of the relationship.
How are fees determined?
Scope, fees and expenses are discussed after an initial review. Ask what the agreement covers before work begins.
Can an outcome or duration be promised before review?
A general description cannot establish a guaranteed outcome or duration. The firm reviews the facts and records to explain your options and risks.