Employment disputes are rarely about the decision itself. They are about whether the process behind the decision was documented.
What this area covers
- Employment agreements for permanent, fixed term, casual and part time engagement
- Employee handbooks, bylaws and internal workplace policy
- Social Security Fund enrolment and contribution compliance
- Working hours, leave, overtime and remuneration structures
- Disciplinary procedure, warnings and lawful termination
- Redundancy, restructuring and settlement of dues
- Workplace harassment policy and complaint mechanisms
- Representation in labour disputes and conciliation
Questions we are asked in this area
Yes, and the absence of one almost always favours the employee when a dispute arises. A written agreement setting out role, remuneration, hours, leave and notice is the cheapest protection an employer can put in place.
No. Termination without a proper procedure is the most common reason employers lose labour disputes, even where the underlying reason for dismissal was sound. Notice, an opportunity to respond and a documented record are not optional formalities, they are the case.
Contribution based social security applies to listed employers and their employees, with contributions from both sides. Enrolment and monthly contributions are compliance obligations, and arrears attract consequences. We set employers up correctly at the point of hiring rather than after an inspection.
Repeated renewal of fixed term contracts for work that is permanent in nature is treated as an attempt to avoid permanent employment obligations, and it is not effective. If the role is ongoing, the contract should reflect that.