Workplace & benefits counsel
Employment & Pension
Practical advice for employment terms, workplace process, termination, benefits and disputes.
How we look at the matter
Good workplace decisions need a documented process.
Employment disputes often turn on the contract, applicable rules, consistent process and the written record created before a final decision.
We advise employers and individuals after conflict checks, helping them distinguish operational concerns from legal obligations and define a proportionate next step.
Matter-specific legal work
Where the work may begin.
The scope is defined around the documents, decision and forum—not a one-size-fits-all package.
Employment contracts and policies
Drafting and reviewing terms, handbooks, confidentiality, benefits and workplace expectations.
Discipline and performance process
Structuring notices, responses, investigation and decision-making around documented concerns.
Termination and separation
Assessing contractual, statutory and procedural issues before or after separation.
Workplace investigations
Defining a fair scope, preserving material and documenting findings and decisions.
Pension and benefit questions
Reviewing scheme documents, service history, eligibility and disputed benefit decisions.
Employment disputes
Preparing claims, responses, negotiation or proceedings in the appropriate forum.
A disciplined first pass
A disciplined path through employment & pension work.
- 01
Orient
Clarify the employment & pension issue, the parties, the deadline and the decision that must be made.
- 02
Review
Read the governing documents, official record and material communications as one chronology.
- 03
Assess
Identify legal, evidential, commercial and procedural risks before selecting a route.
- 04
Act
Confirm a proportionate written scope and take the agreed next step without promising an outcome.
Prepare the first conversation
Useful material to bring.
A complete file is not required to start. The material you do have can reveal what needs to be checked next.
- Employment contract and policies
- Notices, responses and evaluations
- Payroll and benefit records
- Relevant emails and messages
- A dated employment chronology
Before you instruct the firm
Common starting questions.
01Should an employer investigate before taking action?
Where facts are disputed or serious consequences may follow, a defined and documented process can be important to fairness and legal risk.
02Can an employee seek advice before responding to a notice?
Yes. The notice, contract, policy, deadline and available record should be reviewed before a response is finalised.
03Are pension disputes the same as salary disputes?
Not necessarily. Scheme rules, service history, employer status, statutory provisions and forum may differ.
04Can a workplace dispute be resolved without proceedings?
Often it can be explored through internal process or negotiation, but the route depends on urgency, evidence and the parties’ positions.