Employment & Labour Disputes

Frequently Asked Questions

What is an employment or labour dispute?

An employment or labour dispute arises when there is a disagreement between an employer and an employee concerning rights, obligations, or conduct arising from the employment relationship. This may involve issues such as termination of employment, disciplinary action, unpaid wages or benefits, breach of employment terms, or workplace conduct. Employment disputes often turn not only on what was done, but also on how decisions were made and whether proper procedures and fairness were observed.

Does your firm represent employers or employees?

We represent both employers and employees in employment and labour disputes. Acting for both sides allows us to approach matters with a balanced and practical understanding of workplace issues, subject always to strict conflict-of-interest rules. Each matter is assessed on its own merits, and we act only where it is appropriate and in the best interests of the client.

Can you advise before a termination or disciplinary action takes place?

Yes. We regularly advise both employers and employees before termination, disciplinary action, or resignation occurs. Early legal advice can be critical in ensuring that decisions are made in compliance with legal requirements, proper procedures are followed, and unnecessary disputes are avoided. In many cases, timely advice helps reduce legal exposure and prevents matters from escalating into formal proceedings.

In the event of unfair dismissal, is there a time limit to take action?

Yes. In cases of unfair dismissal, an employee must file a representation under Section 20 of the Industrial Relations Act 1967 within 60 days from the date of dismissal. This time limit is strict. If the representation is not filed within the prescribed period, the claim may be rejected and the employee may lose the right to pursue the matter altogether. For this reason, it is important to seek legal advice promptly after a dismissal.

What are some red flags in the workplace that may raise legal concerns?

Certain workplace conduct may signal potential legal issues and should not be ignored. These can include sudden changes to employment terms without agreement, unexplained salary reductions or delayed payment of wages, repeated threats of dismissal without proper basis, disciplinary action taken without due process, being pressured to resign, or being treated differently after raising concerns or complaints. While not every issue will amount to unlawful conduct, these situations may warrant early legal advice to protect your rights and position.

How can your firm assist if I believe my employment rights have been breached?

We assist clients by assessing the facts of the matter, reviewing relevant employment documents, and advising on available options, risks, and next steps. Where appropriate, we provide strategic advice before formal action is taken, and represent clients in negotiations or proceedings to protect their legal and commercial interests. Our focus is on practical, proportionate solutions, rather than unnecessary escalation.