Employment Lawyers for Employees

Employment Lawyers for Employees

Employee Issues

Employment Law

Anderson Legal assists employees and workers to protect their workplace rights, reputations and livelihoods.


On-Demand Resources

On-Demand Resources

View our growing library of articles and webinars, which are accessible no matter the time of day or night.


Free Consultation

To understand whether this firm can assist you, Anderson Legal provides a free, no-obligation initial consultation.

Employment Lawyers for Employees

Disciplinary Processes Australia

Employee Contract Issues

Anderson Legal provides tailored advice and representation to businesses and employers in relation to employee recruitment issues. If you require an experienced employment lawyer to provide advice about an issue related to recruitment risks and contracts, contact the firm for a confidential discussion today.

This firm places an emphasis on providing clear guidance so that our clients are placed in a real position to make informed decisions about their options and the preferred path forward. As an employment lawyer for employers, this firm provides clear, transparent disclosure of its legal costs at every stage.

Employee Contract Issues
  • End of Contract Negotiations
  • Long Service Leave Entitlements
  • Restraint of Trade Clauses
  • Unfair Redundancy Decisions
  • Varying Employment Contracts
  • Termination of Employment

Employee Claims & Concerns

While it may be well-understood by business operators that managing staff and performance should be a continuous activity for all employees, the failure to properly implement performance management systems often means it is not adopted in practice until an issue arises.

Anderson Legal can assist employers to implement performance management systems to manage staff and performance, as well as to respond to employee underperformance and other common employee-related issues in the workplace, such as illness and injury.

Employee Claims & Concerns
  • Dealing with Illness & Injury
  • Making a Discrimination Claim
  • Making a Misconduct Claim
  • Making a Sexual Harassment Claim
  • Making a Workplace Bullying Claim
  • Work Health & Safety Concerns

Employees Facing Complaints

Any business or organisation should have workplace disciplinary processes to ensure that when disciplinary action is contemplated, there are systems or procedures in place to ensure legal, commercial and reputational risks are managed. Failure to follow the law when dealing with disciplinary issues can give rise to successful claims against employers, in addition to other less obvious consequences.

As employment lawyers for employees, Anderson Legal has the expertise to assist employees and workers facing complaints and allegations at work. Contact this firm for advice and representation.

Employees Facing Complaints
  • Unfair Bullying Claims
  • Unfair Discrimination Claims
  • Unfair Misconduct Claims
  • Unfair Sexual Harassment Claims
  • Unfair Underperformance Claims
  • Work Health & Safety Breach Issues

Disciplinary Action & Termination

Many employees are subject to disciplinary action and termination in their job. Understanding the rights and responsibilities of employees who face disciplinary action is crucial for anyone facing such situations in their workplace. Delays in obtaining legal advice about disciplinary action and termination can jeopardise opportunities to get fair decisions or outcomes from workplace disputes.

As employment lawyers for employees, Anderson Legal has the expertise to assist employees and workers dealing with disciplinary action and dismissal. Contact this firm for advice and representation.

Disciplinary Action Issues
  • End of Contract Negotiations
  • Responding to Show Cause Notices
  • Responding to Unfair Investigations
  • Responding to Unfair Grievances
  • Unfair Dismissal & Adverse Action
  • Unfair Written Warnings at Work

On-Demand Resources

On-Demand Resources

On-Demand Resources

ImageTitleOverviewcategories_hfiltertags_hfilter
Workplace Investigation OptionsThe different types of workplace investigations reflect the differing needs employers have in investigating issues in the workplace. Understanding the role and purpose of different types of workplace investigations is critical for business operators and managers, as inapt investigations can lead to unnecessary disputes.Viewdisciplinary-processes workplace-investigationsworkplace-investigations
Managing Employee Recruitment Risks – AustraliaThe legal risks for employers during recruitment processes are not always fully considered until an issue emerges. Risks are present at every stage of the recruitment process, from the nature of the role itself to advertising, interviewing, selecting, and agreeing on an employment contract.Viewemployment-contractsrecruitment
Steps in Workplace InvestigationsThe steps in workplace investigations relate to procedural fairness. In Australia, disciplinary decisions based on unfair workplace investigations may be challenged and decisions reversed. The risk of an unfair workplace investigation derailing a disciplinary process may be minimised by early advice from an experienced employment lawyer.Viewdisciplinary-processes workplace-investigationsworkplace-investigations
Unfair Dismissal Claims – Success Rates & OutcomesIf an unfair dismissal claim is successful, the Fair Work Commission may order a person's reinstatement or the payment of compensation. The decision as to whether reinstatement or compensation is awarded is a discretionary decision based on what the Commission considers to be just outcome.Viewemployment-lawunfair-dismissal-claims
Summary DismissalExcept in cases of serious misconduct, most employers are required to give notice to employees if they are dismissed from their job. The applicable notice period can vary based on the length of service, age of the employee, and may be extended by agreement under an employment contract.Viewdisciplinary-processes employment-contractssummary-dismissal
National Employment Standards – NESIn Australia, 11 minimum employment entitlements must be provided to all employees covered by the National Employment Standards (NES). These 11 minimum employment entitlements will protect full-time and part-time employees if their job falls under the national workplace relations system (i.e., Fair Work Act 2009 (Cth)).Viewemployment-contractsnational-employment-standards
Workplace Probation PeriodsProbation periods are standard in employment contracts in Australia. The fact that they are common should not mean that employers or employees should 'take as a given' their purpose or consequences. Probation period clauses in employment contracts vary, meaning they should always be reviewed and understood.Viewemployment-contractsprobation-periods
Responding to False Sexual Harassment Allegations at WorkAnybody who believes they are subject to false or wrongful sexual harassment allegations should get urgent legal advice due to the potential consequences of such claims. Employers may be vicariously liable for sexual harassment that occurs in a workplace unless they have taken "all reasonable steps" to prevent it.Viewemployment-law sexual-harassmentfalse-allegations
Responding to False Bullying Allegations at WorkMany people who face bullying complaints at work are managers in one form or another. However described, executives, managers, or small business owners all have as part of their role the task of managing the conduct and performance of others. It is not uncommon for performance management issues to lead to allegations of bullying.Viewemployment-law workplace-bullyingfalse-allegations
Responding to a Show Cause LetterA show cause letter is meant to provide an employee with an opportunity to explain (show cause) why they should not face disciplinary action within the workplace. The failure to give employees a chance to 'show cause' why the disciplinary action is unjustified can see decisions overturned or compensation awarded.Viewdisciplinary-processes employment-lawshow-cause-letters
Responding to a Workplace Investigation into Bullying ComplaintsFacing a workplace investigation into a workplace bullying complaint can leave people feeling stressed, uncertain and isolated. Getting informed about how you may respond to a workplace bullying complaint, as well as your rights, responsibilities and options is essential for anybody facing an issue of this kind.Viewworkplace-bullying workplace-investigationsworkplace-bullying workplace-investigations
Responding to a Workplace Investigation into Sexual HarassmentSexual harassment complaints often result in formal workplace investigations. Generally, Australian laws define sexual harassment as involving (1) unwelcome conduct of a sexual nature; (2) the conduct leaves the person feeling offended, humiliated or intimidated; and, (3) the reaction of the person is reasonable in the circumstances.Viewsexual-harassment workplace-investigationssexual-harassment workplace-investigations
Responding to Unfair Written Warnings at WorkIn Australia, employers may issue a written warning to ensure procedural fairness. The failure to give employees a chance to fix underperformance or some misconduct can see successful unfair dismissal claims made against employers. An unfair written warning may afford no protection against an unfair dismissal claim.Viewdisciplinary-processes employment-lawwritten-warnings
Workplace Grievance ExamplesAn employee may raise a workplace grievance with their employer if they have suffered an alleged violation of their rights or entitlements due to the conduct or decisions of another person. It may relate to a breach of law, standards, awards, agreements or workplace policies, which the employee considers unjustified, unfair, or unreasonable.Viewdisciplinary-processesgrievances procedure
Steps in a Disciplinary ProcessThe steps in disciplinary processes relate to procedural fairness. In Australia, unfair disciplinary processes may be challenged and decisions reversed. Employers and employees both face risks when dealing with a disciplinary process, which may be minimised by early advice and assistance from an experienced employment lawyer.Viewdisciplinary-processesprocedure
Grievance Handling PolicyA grievance policy explains the process and procedure followed by a business or organisation to resolve grievances or complaints against an employee. A grievance handling policy ought to outline the standard procedures for expeditiously resolving complaints and set out the rights and responsibilities of employees at every level.Viewdisciplinary-processesgrievances procedure

Free Consultation

Free Consultation

Free Initial Consultation

Call Anderson Legal to see if this firm can assist you:

If it is outside business hours, but you want to register interest in a free initial consultation, complete the online form enquiry below. This firm will contact you at the first available opportunity.

Online Form Enquiry

"*" indicates required fields

This field is for validation purposes and should be left unchanged.

Can We Help?

It costs nothing but time to see if we are the right firm for your case. Contact us to see if this firm can assist you.

This firm offers a ‘free consultation’. The reason is simple – it shouldn’t cost anything for a person to pick up the phone and understand if a particular law firm can help them or not. Anderson Legal takes the time necessary to understand the issues and to determine if we are in a real position to provide the standard of advice and representation you are entitled to expect.

Our Clients

Our clients make our practice. They are the ones we worry about each day and to whom we owe a great obligation.

Our clients often have sought out Anderson Legal because they have been told something about expertise and experience. They put their faith and trust in the work of this firm. Professional reputation follows reality and not the other way around. Andrew Anderson, Legal Director, offers our clients a proven track record of success in complex and challenging cases across all court levels, including multiple appeals before the High Court of Australia.

Cost Comparisons

Comparing lawyers is not just a question of price but value. Backed by the experience of successful courtroom advocacy across Australia, this firm offers significant value to its clients beyond price.
It isn’t easy to compare lawyers. Past courtroom experience and outcomes achieved do provide some basis for comparison. Andrew Anderson has an enviable record of success in contested hearings, trials and appeals.

This firm is committed to providing premium legal services at competitive rates, but the price is only one measure of value. When you face a legal issue, particularly a complex one, there are other issues to consider.

As a lawyer who has achieved significant outcomes in various contexts – as a Principal Crown Prosecutor, barrister, and law firm principal – Andrew Anderson brings a different level of experience to his advice and representation as compared to most solicitors. While he routinely works with leading Queens Counsel and other specialist barristers in complex cases, his significant experience in litigating and resolving disputes in cases throughout Australia means his clients have genuine expertise available from the start.

This firm may use several fee options, either exclusively or at various stages. The purpose is to make legal fees predictable, understandable, and transparent. Options include ‘fixed fee’ agreements, ‘capped’ legal costs, and agreements where the costs are calculated on a ‘pay as you go’ basis.

Entering into costs agreements that are understandable and transparent allows this firm to remain focused on the outcomes our clients seek.

Our Referrals

If unfortunately, we cannot provide you with advice or representation, we will probably know who can.

The areas of law this practice handles are deliberately narrow and deep. Our deep focus on select areas of law allows this firm to handle some of the most complex and challenging cases that come before the courts.

It is not uncommon for this firm to receive enquiries we know will be better handled by others. In the interests of maintaining the highest standards, there are also occasions when cases we would otherwise welcome are declined to focus on existing clients’ needs. In such instances, we will try to identify who may be in a position to assist you.


Other Enquiries

If you need to contact this firm for an ongoing matter or for some other reason, call this number during business hours :

Office & Postal Address

Anderson Legal prioritises meetings via video-conferencing platforms where possible. In-person meetings are strictly by appointment only. The office and postal address for this firm is 5 / 2 Benson Street, Toowong, QLD 4066.