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Employment law

Employment decisions supported by legal analysis, documents and strategy.

Support for employees and employers in preventing and resolving workplace disputes.

Contact and appointments
Essential information

Individual assessment. Clear information. Legal rigour.

Initial assessment

An employment issue must be assessed in the context of the working relationship

The contract, duties actually performed, working hours, pay, communications and conduct of the parties form a whole. An isolated review may miss facts that are crucial to negotiation, responding to a procedure or preparing a claim.

Contractual relationship

Contracts, changes in duties, pay, working hours and the parties’ obligations.

Workplace dispute

Disciplinary proceedings, breaches, workplace harassment and employment entitlements.

Termination

Expiry, notice, termination, dismissal and mutual agreement.

Actual work

Describe your usual tasks and how they have changed over time.

Records by period

Organise payslips and working-time records by the months they cover.

Sources of information

Identify written communications and conversations you remember.

How we work

From assessment to action

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

1

Assessment

We identify the employment relationship, facts and intended outcome.

2

Evidence and risk

We organise documents and assess strengths, gaps and deadlines.

3

Action

We prepare communications, negotiation, a procedure or 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

Employment-law support at every stage

Support for employees and employers in preventing and resolving workplace disputes.

Contracts and amendments

Drafting and review of clauses, duties, workplace, hours and pay.

Disciplinary proceedings

Preparation of the procedure or organisation of the defence and supporting evidence.

Employment entitlements

Assessment of pay, holiday, allowances and sums due on termination.

Employment disputes

Negotiation, interim proceedings and representation in court.

Law office in Maia

Legal information

An employment issue must be assessed in the context of the working relationship

The contract, duties actually performed, working hours, pay, communications and conduct of the parties form a whole. An isolated review may miss facts that are crucial to negotiation, responding to a procedure or preparing a claim.

FAQ

Frequently asked questions

Does the firm assist both employees and employers?

Yes. A conflict-of-interest check is always completed before accepting a matter.

Is it necessary to go straight to court?

Not necessarily. Depending on the case, a formal communication or negotiation may resolve or narrow the dispute before court proceedings.

When should I seek advice?

Ideally before signing an employment contract, an amendment or an agreement, responding to a notice, missing a deadline or making a decision that is difficult to reverse.

Appointments

Employment-law consultation

Summarise the employment relationship, the issue and the most important dates so we can prepare the assessment.

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

What we can review

  • Contracts and amendments: Drafting and review of clauses, duties, workplace, hours and pay.
  • Disciplinary proceedings: Preparation of the procedure or organisation of the defence and supporting evidence.
  • Employment entitlements: Assessment of pay, holiday, allowances and sums due on termination.

Useful documents and information

  • Contract and amendments
  • Relevant payslips and working-time records
  • Communications exchanged between the parties

Employment-law consultation

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Preferred contact method
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Employment-law consultation

Summarise the employment relationship, the issue and the most important dates so we can prepare the assessment.

Contact and appointments
Calendar