A settlement agreement is often used where employment is coming to an end or where an employer wants to resolve a dispute without further proceedings. These agreements may deal with compensation, notice pay, references, confidentiality provisions and the waiver of potential claims. Because a settlement agreement usually involves giving up important legal rights, it is essential to understand exactly what is being offered, what rights are being waived, whether the financial terms are fair and whether the wording properly protects the client’s position before signing.

Dismissal disputes may arise where the reason for dismissal is challenged, where the procedure appears flawed, or where the dismissal is alleged to be in breach of contract. These matters often require close consideration of disciplinary records, contracts, workplace policies, correspondence, meeting notes and the factual sequence leading up to termination. Clients often need advice not only on whether the dismissal may be challengeable, but also on the practical options available and the best way to respond.

Redundancy situations can be difficult both financially and personally. Concerns may arise about the fairness of the selection process, consultation, notice, alternative roles, payments and the way the overall process has been managed. Clients often want to know whether a redundancy process has been carried out properly, whether they have been treated fairly and what rights may arise if there are concerns about the decision or the way the process has been implemented.

Workplace discrimination cases may involve unfair treatment, exclusion, victimisation, harassment or decisions affecting employment because of a protected characteristic. These matters are often sensitive and can develop over time rather than in a single incident. Careful assessment of events, documents, workplace conduct, comparators and internal procedures is often necessary when considering the strength and direction of a discrimination-related matter.