Unfair Dismissal Lawyers – Brisbane, Queensland
Anderson Legal is a Brisbane-based law firm that assists employers and employees across Queensland needing advice about unfair dismissal claims. If you need an unfair dismissal claim lawyer, contact this firm.
Unfair Dismissal Claims
Anderson Legal helps employers and employees who need assistance from an unfair dismissal lawyer.
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.
Unfair Dismissal Lawyers Brisbane
Anderson Legal assists employers and employees in dealing with unfair dismissal claims. Learn more about how this firm can help you:
Employer Advice & Representation
Any business or organisation should ensure that prior to dismissing an employee, appropriate steps have been taken to minimise the risk the decision will be judged ‘harsh, unjust, or unreasonable’ by a court or tribunal. Failure to ensure procedural fairness prior to disciplinary decisions resulting in termination of employment can see successful unfair dismissal claims made against employers.
If you are an employer dealing with an unfair dismissal claim and need advice, Anderson Legal offers practical and efficient employment law services that are tailored to the needs of every client.
For Employers
- Costs & Unfair Dismissal Claims
- Conciliation Conferences
- Objecting to Unfair Dismissal Claims
- Resolving Unfair Dismissal Claims
- Small Business Dismissal Code
Employee Advice & Representation
It is critical for anyone who thinks they have been unfairly dismissed to act quickly due to the strict time limitations that apply to unfair dismissal claims. Bringing a claim against an employer can be daunting, which is why having an experienced unfair dismissal lawyer on your side can make all the difference.
If you feel you have been unfairly dismissed from your workplace and are interested in bringing an unfair dismissal claim to seek reinstatement or compensation, Anderson Legal has the expertise and experience to guide you at every stage of the unfair dismissal claim process.
For Employees
- What is ‘Unfair Dismissal’?
- Eligibility for Unfair Dismissal Claims
- Unfair Dismissal: Possible Outcomes
- Unfair Dismissal Process
- Unfair Dismissal Timeframes
Specific Unfair Dismissal Issues
There are many specific issues that can arise with respect to unfair dismissal claims. Issues such as forced resignations, sham redundancies, and summary dismissals all involve specific considerations and can lead to different outcomes. It is the reason why it can be critical to get urgent legal advice.
For small businesses, compliance with the Small Business Dismissal Code can mean the difference between a successful claim being made against the business or not. In litigating an unfair dismissal claim, employees often must consider early whether they are seeking reinstatement, compensation, or both.
Specific Issues
- Forced Resignation
- Reinstatement vs Compensation
- Sham Redundancy
- Summary Dismissal
- Unfair Dismissal Claims Process
Employment Law Expertise
Employment law issues demand lawyers to possess more than just a knowledge of law and procedure. Workplace disputes and issues are generally wrapped up with other considerations – reputational risks, commercial realities, and opportunity costs. An experienced employment lawyer can provide early and authoritative advice about the options available to deal with an issue and guidance with the path forward.
Anderson Legal is a law firm that has the expertise and experience to provide employment law services to both employers and employees, including with respect to unfair dismissal claims. If you need an unfair dismissal lawyer in Brisbane, there are many reasons why Anderson Legal should be your preferred choice:
- Andrew Anderson, Legal Director, is an experienced lawyer who has been independently described by the Courier Mail as “one of the best legal minds” and a “leading corporate and white-collar crime lawyer” (16 December 2021).
- Having successfully represented litigants in the High Court of Australia, Royal Commissions, Fair Work Commission and multiple other courts and tribunals, Andrew Anderson has a demonstrated record of success in complex and difficult cases.
- Prior to operating a law firm, Andrew Anderson worked as a Principal Crown Prosecutor in Queensland and barrister in private practice at 8 Petrie Terrace Chambers in Brisbane. His depth of courtroom advocacy experience ranges from straightforward employment law claims right through to complex trials and appeals.
- Anderson Legal is a law firm that is dedicated to the best ideals of the legal profession. Seeking to exceed client expectations and fighting for justice is an everyday pursuit.
The potential lasting of being unfairly dismissed cannot be underestimated. It impacts reputations, relationships, and livelihoods. It makes it critical to get an employment lawyer who is equal to the task. If you need an unfair dismissal lawyer to provide you or your business advice, contact this firm.
On-Demand Resources
Anderson Legal has an ever-expanding library of on-demand resources.
If you do not find information to assist you in our on-demand resources, contact Anderson Legal for a free consultation to see if this firm is in a position to provide advice or representation.
On-Demand Resources
| Image | Title | Overview | categories_hfilter | tags_hfilter | |
|---|---|---|---|---|---|
 | Workplace Investigation Options | The 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. | View | disciplinary-processes workplace-investigations | workplace-investigations |
 | Managing Employee Recruitment Risks – Australia | The 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. | View | employment-contracts | recruitment |
 | Steps in Workplace Investigations | The 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. | View | disciplinary-processes workplace-investigations | workplace-investigations |
 | Unfair Dismissal Claims – Success Rates & Outcomes | If 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. | View | employment-law | unfair-dismissal-claims |
 | Summary Dismissal | Except 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. | View | disciplinary-processes employment-contracts | summary-dismissal |
 | National Employment Standards – NES | In 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)). | View | employment-contracts | national-employment-standards |
 | Workplace Probation Periods | Probation 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. | View | employment-contracts | probation-periods |
 | Responding to False Sexual Harassment Allegations at Work | Anybody 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. | View | employment-law sexual-harassment | false-allegations |
 | Responding to False Bullying Allegations at Work | Many 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. | View | employment-law workplace-bullying | false-allegations |
 | Responding to a Show Cause Letter | A 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. | View | disciplinary-processes employment-law | show-cause-letters |
 | Responding to a Workplace Investigation into Bullying Complaints | Facing 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. | View | workplace-bullying workplace-investigations | workplace-bullying workplace-investigations |
 | Responding to a Workplace Investigation into Sexual Harassment | Sexual 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. | View | sexual-harassment workplace-investigations | sexual-harassment workplace-investigations |
 | Responding to Unfair Written Warnings at Work | In 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. | View | disciplinary-processes employment-law | written-warnings |
 | Workplace Grievance Examples | An 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. | View | disciplinary-processes | grievances procedure |
 | Steps in a Disciplinary Process | The 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. | View | disciplinary-processes | procedure |
 | Grievance Handling Policy | A 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. | View | disciplinary-processes | grievances procedure |
Free Consultation
Anderson Legal provides a free, no-obligation consultation to allow individuals and businesses to understand whether this firm can assist you.
It costs nothing but time to see if we are the right firm for your legal issue. Read below about the approach of this firm.
Free Initial Consultation
Telephone Anderson Legal
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.
Why should I call and what happens next?
If you need legal advice, or are unsure whether you do, you should call Anderson Legal because it costs you nothing but time to work out if this firm can help you. If we cannot help you, we may know who can.
When you call, you will be asked a few questions about yourself, your issue and what you are trying to achieve.
A lawyer will ideally speak to you immediately and provide general information about critical issues and options available. The information may explain how specific advice and representation may assist you.
If you want to engage this firm to provide you with specific advice or representation, estimates of costs will be provided so far as possible.
Online Form Enquiry
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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.
Legal Fees
Options include ‘fixed fee’ agreements, ‘capped’ legal costs, and agreements where the costs operate on a ‘pay as you go’ basis.
This firm seeks to make legal costs predictable, understandable, and transparent to ensure the focus remains on outcomes and results.
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.
Anderson Legal welcomes the opportunity to discuss the options available to get you the help you need.
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
Telephone Anderson Legal
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.