Employment Law
Most employment disputes end at the mediation table rather than in court. Arriving at that table with a correctly calculated schedule of claims affects the outcome more than the litigation that follows.
Work handled in this area
- Calculating severance, notice and bad-faith compensation
- Overtime, weekly rest, public holiday and annual leave claims
- Reinstatement claims and review of the form of the dismissal notice
- Conducting the compulsory mediation process
- Establishing unregistered service and claims against social security
- Compensation for workplace accidents and occupational illness
- Workplace harassment, equal treatment and justified termination
- Employment contracts, non-compete clauses and penalty terms
Most asked in this area
What is the deadline for a reinstatement claim?
Application to a mediator must be made within one month of service of the dismissal notice. If mediation fails, the claim must be filed within two weeks of the final mediation record.
What counts towards severance pay?
The gross wage including benefits: on top of base pay, transport, meals, bonuses and regularly paid premiums are included. One-off payments and overtime are not.
Do I get severance pay if I resign?
As a rule no. But where the termination is for good cause — unpaid wages, unregistered employment, harassment — severance is due. In that case notifying the ground in writing and on time is decisive.
How is overtime proved?
Company records, access systems, timesheets and witness evidence. Where no records exist witnesses may suffice, though courts often apply an equitable reduction to the calculated amount.
Do you have a file on this?
Describe it briefly and we will discuss the right route and the deadline position at the first meeting.