Melbourne employment law specialists.
We provide expert advice and guidance on all employment law and workplace relations matters to clients from our HQ in Melbourne. We also assist clients located elsewhere in Australia.
We have the skills, knowledge and experience to help you achieve outstanding outcomes in matters involving unfair dismissal, general protections, adverse action, discrimination at work, and much more.
We can also assist with all non-contentious employment law matters, including employment contracts and agreements and the drafting and interpretation of policies and other instruments.
Employment and workplace relations law is complex, which can make an already sensitive and potentially situation even worse.
We aim to make the legal process easy to understand, so you can feel empowered to assess your options and confidently make decisions that suit your needs and circumstances.
Angus & Carr provides accurate, timely and high quality advice, representation and guidance that makes the management of employment law matters easier, simpler and more straightforward. We believe dealing with a lawyer can be a positive and helpful experience - it does not have to be difficult.
Click to expand for more details of the areas of employment and workplace relations law that we can help with.
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A dismissal may be unfair if it is harsh, unjust or unreasonable.
For information, guidance, advice and representation, choose the option that describes you best.
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General protections apply in Australian workplaces, including in relation to adverse (harmful) action.
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Termination of employment can be a challenging time for employers and employees. It is important to get things right to avoid a dispute or potential penalties.
For advice, assistance and representation, choose the option that describes you best:
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Workplace investigations play an important role in detecting and responding to workplace misconduct.
Getting things right at the start can reduce the risks associated with a dispute later.
For advice, assistance and representation, choose the option that describes you best:
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Disciplinary action in the workplace can be sensitive and emotionally charged. It is important to exercise care and caution to minimise the potential impact on people impacted and to protect the integrity of a disciplinary outcome.
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There are special technical requirements that must be met if a person is to be dismissed or redeployed in a case of genuine redundancy.
Dismissal may be unfair if it does not involve a case of genuine redundancy. This creates exposure to potential litigation.
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Effective performance management provides employees with a genuine chance to improve and employers with options to take action when performance remains low.
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Underpayment of wages and related mistakes can lead to prosecution and often results in a hefty wage remediation bill.
The Fair Work Ombudsman and other regulatory bodies are focused on detecting, remediating and prosecuting underpayment.
For advice, assistance and representation, choose the option that describes you best:
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The law and your industrial instruments will often require consultation with staff before and during major workplace change. This consultation must be handled sensitively to prevent disputes and ensure success.
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Regulators in Australia have more powers and greater resources than ever before, giving them the capacity to identify, investigate, and prosecute breaches.
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Liaising with the Fair Work Ombudsman in a frank and cooperative way is often advantageous, but should be done with caution and care.
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