Employment & Workplace Law
Unfair Dismissal, Underpayment, Discrimination & WorkCover Claims
Whether you have been unfairly dismissed, underpaid, subjected to workplace discrimination or sexual harassment, or injured at work — the Fair Work Act, Sex Discrimination Act, and state WorkCover legislation give you enforceable rights. Submit your request and get connected with the right employment lawyer before any deadlines expire.
⚠ Unfair dismissal claims must be lodged within 21 days of dismissal. General protections claims within 21 days. Don't delay — submit your request now.
What You Can Submit
Employment and workplace matters handled at all stages.
From unfair dismissal and wage theft to WorkCover claims and workplace harassment — submit your matter and an employment lawyer will follow up promptly.
Unfair Dismissal & Wrongful Termination
Challenging termination of employment that was harsh, unjust, or unreasonable — through the Fair Work Commission or courts. Strict 21-day time limit applies.
Wages, Entitlements & Pay Disputes
Underpayment of wages, unpaid superannuation, leave entitlements, penalty rates, allowances, and wage theft claims under the Fair Work Act.
Workplace Discrimination
Discrimination based on age, sex, race, disability, pregnancy, religion, or other protected attributes under federal and state anti-discrimination laws.
Sexual Harassment
Workplace sexual harassment claims under the Sex Discrimination Act and state legislation — including employer liability and compensation claims.
Workers Compensation & WorkCover
WorkCover claims, disputed liability decisions, return-to-work disputes, lump sum permanent impairment claims, and work-related injury compensation.
General Protections (Adverse Action)
Claims where an employer has taken adverse action against an employee for exercising a workplace right — including termination, demotion, or changes to conditions.
Redundancy & Entitlements
Genuine redundancy assessments, redundancy pay disputes, notice entitlements, and whether a redundancy was used as a pretext for dismissal.
Bullying & Harassment
Workplace bullying applications to the Fair Work Commission, psychosocial hazard claims, and employer duty of care obligations.
Employment Contract Disputes
Disputes about employment contract terms, restraint of trade clauses, confidentiality obligations, and post-employment restrictions.
When to Act
Employment law has strict time limits — act quickly.
Many employment law claims have strict deadlines. Missing them can forfeit your right to claim entirely — regardless of how strong your case is.
You have been dismissed and the 21-day Fair Work Commission deadline is running
Unfair dismissal applications under the Fair Work Act 2009 must be lodged with the Fair Work Commission within 21 days of dismissal taking effect. General protections (adverse action) applications have the same 21-day window. Extensions are rarely granted — getting legal advice within the first week of dismissal is essential to preserve your claim.
You are being underpaid against your award, enterprise agreement, or the National Minimum Wage
Underpayment of wages, penalty rates, overtime, allowances, and superannuation is recoverable under the Fair Work Act — with a 6-year limitation period for most claims. The Fair Work Ombudsman can investigate and take action against employers, but individual recovery claims are often faster through direct legal action or the Small Claims Division of the Federal Circuit Court.
You have experienced sexual harassment or workplace discrimination
Sexual harassment claims under the Sex Discrimination Act and the positive duty on employers to eliminate harassment (effective from 2023) must be lodged with the Australian Human Rights Commission within 24 months. State anti-discrimination legislation applies in parallel. Acting early — while evidence and witnesses are available — is critical to the strength of any complaint.
A work injury claim has been disputed or your WorkCover entitlements have been cut
WorkCover insurer decisions — including liability denials, termination of weekly payments, and impairment assessments — can be challenged through internal review, conciliation, and the Workers Compensation Commission or relevant tribunal. Strict time limits apply for each review step, and missing them can extinguish your right to appeal.
Your employer has presented a deed of release or separation agreement
Deeds of release extinguish employment claims — including unfair dismissal, underpayment, and general protections — in exchange for a payment. Before signing, legal advice ensures you understand which claims you are releasing, whether the compensation offered reflects their actual value, and whether any post-employment restraints are enforceable.
Your duties, pay, or conditions have been changed without your agreement
Unilateral and significant changes to your role, remuneration, location, or reporting structure may constitute adverse action under the Fair Work Act, a breach of your employment contract, or constructive dismissal — where the employer's conduct effectively forces you to resign. Each ground has different remedies and time limits that should be assessed promptly.
How It Works
One request. The right employment lawyer.
Describe what has happened in plain language — you do not need to know the exact legal basis of your claim. An employment lawyer will assess your situation and explain your options.
Submit Your RequestDescribe your situation
Submit the form with your contact details, state, the type of workplace matter, and a brief summary. Mention your dismissal date or when the incident occurred.
Request is reviewed
Your matter is reviewed with the employment issue type, urgency, and location in mind. Dismissal claims close to the 21-day deadline are treated as urgent.
Follow-up is arranged
An employment lawyer contacts you to discuss the matter, assess your claim, and explain the options available to you.
Information That Helps
What to include in your request.
The clearer your summary, the easier it is to assess your claim and identify the right employment lawyer.
Your employment type — full-time, part-time, casual, or contractor.
The date of dismissal, incident, or when the issue first arose.
How long you worked for the employer and your approximate annual salary.
Whether you are covered by an award, enterprise agreement, or individual contract.
Any written communications — termination letters, performance management, or pay slips.
Whether you have already lodged anything with the Fair Work Commission or WorkCover.
Urgent employment situations
If any of the following apply, include it clearly so your request can be flagged as urgent.
Submitting this form does not create a lawyer-client relationship and does not replace formal legal advice.
Coverage
Employment law requests accepted from all states and territories.