By Talk to a Lawyer · Published 19 September 2026 · 4 minute read
Employment advice may concern pay, a contract, leave, a workplace complaint, performance management or the end of a job. State whether you are an employee, contractor, manager or employer and whether work is continuing. The label on an agreement does not answer every coverage question, so explain the actual arrangement and the decision you face.
Read. Prepare. Find an office.
Use this guide to organise your questions, then confirm the provider’s experience, availability and first-stage fee.
Find employment law providers →Identify the issue and employment framework
Bring the contract, role details, relevant award or agreement if known, and workplace policies. For pay concerns, include payslips, hours and your calculation. For a proposed change, provide the actual notice or draft. Ask which legal framework applies and what information is missing before assuming a general online rule covers the role.
Build a concise chronology and state your objective
Record the important events and communications, including any complaint or meeting invitation. Explain whether you want corrected pay, a response to allegations, changed arrangements, negotiation or advice before signing an exit document. Tell the office immediately if employment has ended or a response date is approaching so available pathways and timing can be checked.
Compare limited advice with ongoing representation
A short contract review, preparation for a workplace meeting and a formal claim are different engagements. Ask what the adviser will produce and whether correspondence or attendance is included. Fair Work resources, a union or another service may provide relevant assistance; ask how those options fit your issue without assuming they replace individual advice in every dispute.
Compare an exit proposal with the position it changes
If an employer offers a deed, settlement or revised contract, keep it alongside the existing employment terms and the events leading to the offer. Ask the adviser to explain payment, release, confidentiality, reference and future-work obligations where relevant. Mark the response date but do not assume the proposed deadline answers every legal timing question. A focused review should explain both the document's effect and the issues outside its scope, allowing you to consider the proposal with an accurate understanding of what would change.
Compare the scope and cost of advice
Employment advice should identify whom the lawyer represents and the decision still to be made. Give the same contract, chronology and objective to offices you compare. A document review, workplace process and formal claim are distinct services. Explain any proposed response date or end of employment promptly so the adviser can assess the relevant options before the scope is agreed.
- Advice before a decision
- Ask for an explanation of the applicable framework, assumptions and practical options, including what further records are needed before a recommendation can be made.
- Workplace process
- Confirm whether drafting, meeting preparation, attendance or an investigation is included, and clarify who communicates, finds facts and makes the final decision.
- Dispute or exit
- Ask whether negotiation, review of settlement terms and formal representation are separately priced, and how other employment, discrimination or injury issues are coordinated.
Read the guide to consultation fees and written quotes, or use the provider comparison worksheet.
Illustrative situation · not a client result
What a focused enquiry looks like
An employee is asked to accept a new role and sign an amended contract. They provide both versions and explain changes to duties, hours and pay so the review addresses the practical effect of the proposal.
Your preparation checklist
Gather what you already have. Mark missing records and uncertain dates rather than guessing; ask the office what it needs before sending sensitive documents.
0 of 4 gathered · ticks reset when you leave this page.
A preparation aid, not confirmation that a legal requirement is complete.
A first enquiry you can adapt
I need employment advice about [contract, workplace issue or exit proposal]. The relevant date is [date], and I have [documents]. Can you assess the applicable framework and quote for advice on the decision I need to make?
Replace the bracketed details with accurate information. Keep the first message brief and confirm a secure channel for the full records.
Common questions about employment law
Should I resign before asking for advice?
Seek advice about the specific circumstances and possible consequences before making an irreversible employment decision.
Is a contractor always outside employment protections?
Ask for assessment of the actual arrangement and applicable law; a contractual label alone may not resolve every question.
Further reading and scope
Fair Work Ombudsman: workplace problems
Australian national workplace-relations information; coverage needs checking for the employment arrangement.
This is general preparation information, not an assessment of your legal position. Requirements, dates and available remedies depend on the facts and jurisdiction. The linked resource has the scope described above; it does not verify an individual provider or this guide.