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Legal support with dismissal

Have you received, or are you preparing, a dismissal? Seek advice before acting.

The form, grounds, documents and deadlines may change the legal options available to an employee or employer.

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Essential information

Individual assessment. Clear information. Legal rigour.

Initial assessment

Each form of termination requires its own assessment

Disciplinary dismissal, redundancy, unsuitability, collective dismissal and termination by agreement are governed by different rules. The correct assessment starts with the notice received, the contract, the procedure followed and the timeline of events.

Employees

Review of the notice, procedure and available ways to respond.

Employers

Preparation of the procedure and communications, and assessment of employment risks.

Relevant deadlines

Some remedies have short deadlines, so the documents should be reviewed without delay.

Dates of receipt

Note when you received each document and keep the envelopes.

Itemised amounts

Separate pay, allowances and other amounts in the available documents.

Record of events

Distinguish events you witnessed from information provided by others.

How we work

From assessment to action

Our work is defined according to the facts, documents and deadlines involved.

1

Gather documents

Contract, payslips, communications, statement of allegations, response and decision, where applicable.

2

Establish the timeline

We identify dates of receipt, effective dates and steps already taken.

3

Define the response

We assess negotiation, a defence in the procedure or appropriate court action.

Legal advice before your next step

A consultation helps organise the facts, identify risks and assess the legal options available.

Contact and appointments
Calendar

Scope of our work

Situations in which legal support may be needed

The form, grounds, documents and deadlines may change the legal options available to an employee or employer.

Dismissal notice

Legal review of the stated grounds, dates, formalities and effects.

Disciplinary proceedings

Support for the employer conducting the procedure or for the employee’s defence.

Exit negotiation

Assessment of proposals, employment entitlements, clauses and consequences of an agreement.

Court challenge

Preparation of the strategy and representation where there are grounds for court action.

Law office in Maia

Legal information

Each form of termination requires its own assessment

Disciplinary dismissal, redundancy, unsuitability, collective dismissal and termination by agreement are governed by different rules. The correct assessment starts with the notice received, the contract, the procedure followed and the timeline of events.

FAQ

Frequently asked questions

Should I sign the notice I was given?

A signature may merely acknowledge receipt, but the document should be reviewed before adding statements or accepting any terms.

Are all dismissals handled in the same way?

No. The form of termination, the notice and the grounds relied on determine the procedure and possible response.

Can I negotiate the termination of employment?

Negotiation is possible in some situations. Before accepting, the sums, declarations and employment and social-security effects should be assessed.

Appointments

Legal review of a dismissal

Tell us what notice you received, the date and whether disciplinary proceedings are under way. Avoid sending unnecessary information at this stage.

You may call now, book through the calendar or complete the form.

What we can review

  • Dismissal notice: Legal review of the stated grounds, dates, formalities and effects.
  • Disciplinary proceedings: Support for the employer conducting the procedure or for the employee’s defence.
  • Exit negotiation: Assessment of proposals, employment entitlements, clauses and consequences of an agreement.

Useful documents and information

  • Employment contract and amendments
  • Recent payslips
  • Emails, letters and notices received

Legal review of a dismissal

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Legal review of a dismissal

Tell us what notice you received, the date and whether disciplinary proceedings are under way. Avoid sending unnecessary information at this stage.

Contact and appointments
Calendar