Expertise
Employer Legal Risk
Management-side guidance on workplace investigations, discipline and employment risk.
Employer Legal RiskDiscuss an Employer Legal Issue
Get management-side advice before an employment decision becomes a case.
Tax and corporate-led, litigation-capable
This management-side practice helps businesses review evidence, process, policies and decision risk before a workplace issue becomes an employment proceeding or disrupts operations.
Last reviewed: 21 August 2026
Support the live management decision
| Situation | Initial work |
|---|---|
| Before a decision | Ground, evidence, options and required process. |
| Inspection or demand | Scope, deadline, response record and exposure. |
| Filed dispute | Forum, defenses, witnesses and procedural calendar. |
| Settlement | Authority, terms and implementation consequences. |
When to contact the firm
Before issuing a notice or beginning an investigation
Before making a discipline or termination decision
When an employee complaint, demand or SEnA matter has arisen
When policy application is inconsistent or records are incomplete
When a restructuring affects employees
When sensitive employee information requires controlled handling
What an initial review should resolve
The initial review identifies the issue, material records, immediate deadline and available next steps. Its output may be an issues list, procedural calendar or recommendation for a defined further engagement, depending on the agreed scope. Detailed drafting, filings, negotiations and representation are not automatically included.
Useful next reading: termination review, dismissal exposure, preventive HR systems.
What to prepare
Scope limits and separately scoped work
Advice is management-side and does not represent employees
Substantive and procedural due process depends on the facts, evidence and current law
Sensitive employee information should not be submitted unnecessarily in initial intake
Common questions
Is this service for employees?
No. This page describes management-side legal-risk support for employers and business decision-makers.
Should counsel be involved only after a termination decision?
Earlier review can assess evidence, process, notice requirements, consistency and business continuity before the decision becomes harder to manage.
Start with the document, risk and deadline.
An inquiry does not create an engagement. Conflict checking and written acceptance are required before the firm accepts work. Do not send extensive confidential material until the secure channel is confirmed.
Get Employer-Side Advice Before You ActPeople
Relevant counsel and support.
Assignments follow the firm’s assessment of fit, conflicts and scope.
Related firm insights
Begin with the issue