At times, the first contact we have from an employer is a call saying that they need to have a problematic employee exited from the business. Upon further enquiry, we usually discover there have been on-going issues (though mostly unaddressed).Whether your organisation experiences a sudden event of misconduct / serious misconduct or reoccurring issues with an employee, we have extensive skills and experience to walk you through the necessary steps to reach an outcome that is workable and reasonable for the business.

An employer has a right to manage the structure of its business in a way it sees fit. The problem we see however, is that the approach taken by organisations often fail to comply with the many and varied legal obligations of consultation, disclosure and good faith. We encourage our employer clients to seek advice at the conceptual stage of the process, so that we can ensure a correct process is followed. If, however, you are partway through a restructuring and issues have arisen, then we are well experienced at remedial action.

We often have employers say they have just used a "standard employment agreement". After many years working in employment law, we can confidently say that there is no such thing. There is considerable value in ensuring that your employment agreement is tailor made for your business; it allows you to focus on areas of concern such as enforceable restraints of trade and 90 trial period clauses, as many template versions do not meet the legal standard for enforceability. We recommend that businesses at leasthave a comprehensive Code of Conduct policy, though some of our clients also requestMotor Vehicles, Disciplinary, Training Bonds, Drug & Alcohol and Covid policies.