Work is central to our lives, and the law that governs it can be complex. We give clear, balanced advice to both employees and employers, across the whole working relationship.
From contracts and entitlements to unfair dismissal and workplace disputes, Michael helps you understand your rights and obligations, and act with confidence.
He acts for employees and employers alike — from staff and managers around the Norwest business park to family-run businesses in Castle Hill, Kellyville, Baulkham Hills and Rouse Hill — and that experience on both sides of the working relationship shapes his advice. Employment problems tend to move quickly, and some claims carry strict time limits, so it pays to seek advice early.
Whether you need a contract reviewed before you sign, or a considered response to a dismissal that does not sit right, you deal directly with Michael from the first phone call to the final outcome.
Whether you have just been dismissed, been handed a new contract, or are managing a difficult workplace issue, it starts with a free 15-minute phone call. Michael listens first, gets a clear picture of where things stand — and checks whether any deadlines are already running.
If we can assist, Michael arranges an initial consultation to take full instructions, then sets out your options in plain English — negotiate, lodge a claim, or hold your ground — with a written costs agreement before any work begins. You decide how far to take it.
From correspondence and negotiation to Fair Work Commission proceedings if they are needed, Michael handles your matter personally through to resolution — keeping you informed at every step, in language that makes sense.
Just 21 days from the day your dismissal takes effect — that is the deadline for lodging an unfair dismissal application with the Fair Work Commission, and it is strictly enforced. Extensions are granted only in exceptional circumstances. If a dismissal does not sit right with you, call early: a free 15-minute conversation is enough to work out where you stand and protect your position.
A genuine redundancy means your role is no longer needed — not that someone else has been hired to do it. Depending on your length of service and the size of the business, you may be entitled to redundancy pay, notice or payment in lieu, and your accrued leave — and many awards require your employer to consult with you first. Michael can check whether both the redundancy and the figures stack up.
Only to the extent they are reasonable. A restraint must protect a legitimate business interest — such as client relationships or confidential information — and courts look closely at how long it lasts, the area it covers and the work it restricts. Many restraints are drafted far more broadly than a court would ever enforce, so it is worth having the clause read properly before you resign, sign or respond to a demand.
Australian workplace law now includes a right to disconnect, and it covers small business employers too. In most cases you can refuse to monitor or respond to work contact outside your working hours, unless refusing would be unreasonable — which depends on your role, your responsibilities and the reason for the contact. Michael advises both employees feeling the squeeze and employers wanting sensible, workable policies.
The first conversation is a free 15-minute phone call — no cost, no obligation.