Employment law · Australia and UK
Employment lawyers for employers and employees
Hire with confidenceResolve disputesKnow your rights
★★★★★ 5.0 on Google · Employers and employees · 10+ years' experience
For employers: hiring
Start on the right terms
Employment contracts, contractor agreements and onboarding that hold up.
Employee or contractor? Contracts and onboarding
Employment contracts, contractor agreements, casual and fixed-term roles, and onboarding. We test whether a contractor is really an employee before it becomes a sham contracting claim or a back-pay bill.
For employers: managing your people
Fair, clear and on record
Pay, performance, policies and fair treatment.
Modern awards, pay and underpayment
Which award applies, minimum pay, overtime and set-off clauses, leave, bonuses, share schemes, payday super and underpayment reviews.
Performance management and workplace investigations
Performance plans, warnings, grievances, workplace investigations, flexible working and work-from-home requests, the right to disconnect and workplace change.
Discrimination, harassment and the positive duty
Policies and training that meet the positive duty to prevent sexual harassment, and a clear response when a complaint arrives.
For employers: exits and disputes
Endings handled with care
Dismissals, redundancies, restraints and claims, handled carefully.
Non-competes, restraints and confidentiality
Restraint, non-solicit, confidentiality and IP clauses that protect your clients when people move on, including what the proposed non-compete ban means for your contracts.
Dismissals and redundancies
Terminating fairly, probation, genuine redundancy and consultation, settlement agreements and deeds of release.
Responding to unfair dismissal and general protections claims
Fast employer responses in the Fair Work Commission, tribunals and courts, and negotiated settlements.
For employees
Employment law for employees
Dismissed, made redundant, underpaid or offered an exit deal? You have rights, and short time limits. We will tell you quickly where you stand.
Unfair dismissal and general protections
Advice and representation if you have been dismissed unfairly, or for a reason the law protects, such as a complaint, illness or taking leave. Claims must usually be lodged within 21 days.
Redundancy
Whether your redundancy is genuine, what you are owed, and whether redeployment should have been offered.
Settlement agreements and exit packages
Review and negotiation of settlement agreements and deeds of release before you sign, so you know what you are giving up and whether the offer is fair.
Discrimination, bullying and sexual harassment
Advice on complaints and claims, and what to do when HR is not acting.
Executive contracts, bonuses and restraints
Senior hire and exit contracts, equity and bonus entitlements, and whether a non-compete can stop you joining a competitor.
Underpaid wages and super
Checking your award or contract entitlements and recovering what you are owed.
Latest changes
What’s changed in employment law in 2026
The changes employers and employees should know about, as at October 2026.
Payday super
Since 1 July 2026, super must be paid with wages and reach the fund within 7 business days.
Pay rises
Award and minimum wages rose 4.75% from 1 July 2026.
Unfair dismissal thresholds
The high income threshold is now $190,100 and the compensation cap is $95,050.
Non-competes
Draft laws would ban non-competes for employees earning under the high income threshold. They are not law yet.
Working from home
The Fair Work Commission is deciding refusals case by case, and Victoria has a Bill for a two-day work-from-home right.
UK changes
From 1 January 2027, UK employees can claim unfair dismissal after six months, and compensation is uncapped.
Fixed fees and how we work
Start with a consult
Tell us where things stand. We’ll tell you what we’d do next and what it would cost.
Know the cost upfront
A fixed fee and timeframe, agreed in writing before work begins. Most work is turned around within 5 business days. No billable-hour surprises.
Senior-led, start to finish
A senior lawyer handles your matter from first call to final sign-off, across Australia and the United Kingdom.
Clients across Australia and the UK
CLOSE.AIIn our clients' words
Could not recommend Eugenie enough, she was unreal to deal with, communication was great and was on to everything.
Nathan M.
I honestly cannot recommend Eugénie highly enough. She is an absolute powerhouse! Incredibly knowledgeable, compassionate, professional and genuinely committed to getting the best outcome for her clients.
She handled my case with such efficiency and care, resolving what felt like an incredibly stressful situation so promptly and professionally. I always felt heard, supported and confident that I was in the best possible hands.
An incredible woman, an exceptional lawyer, and someone I will be forever grateful for. Thank you for fighting for me and getting the result you did.
Taniesha A.
Couldn’t recommend Eugénie enough .. what a life saver .. her knowledge in my industry was exactly what I needed.. fast, very thorough and her ongoing support for our businesses growth is exactly what I was looking for in a lawyer.. Gold standard is an Understatement
Steven G.
Exceptional service! Eugénie is precise, punctual, and always available to answer any questions. She’s incredibly kind and warm throughout the entire process, making the experience even better. I highly recommend her and will definitely be using her services again.
Anu A.
Frequently asked questions
Yes. We act for employers, and for employees on dismissals, redundancies, settlement agreements, discrimination, underpayment and contract disputes. We never act against an existing client, and we run a conflict check before every new matter.
Usually 21 days from when the dismissal takes effect. Extensions are rare, so speak to us straight away.
Get advice early. Employment claims often have short time limits, and the first steps you take can affect the outcome, so speak to us before you respond.
The label in the contract is not decisive. Courts and tribunals look at the reality of the relationship, such as control and who bears the risk. We review your arrangements and close the gaps before they become a claim.
Not before you understand what you are giving up. We review the deed, tell you whether the offer is fair, and can negotiate for you.
Only if the restraint is reasonable, and many are not. Draft laws would also ban non-competes for employees earning under $190,100, so employers should review their contracts now.
We quote a fixed fee in writing before we start, or agree a monthly retainer. Every enquiry receives a reply within one business day.
Tell us early.
We’ll take it from there.
Employment claims have short time limits on both sides. Every enquiry receives a reply within one business day, with a fixed-fee quote.