By Talk to a Lawyer · Published 20 September 2026 · General preparation information
Begin with what has happened and what decision is still open. You may be reviewing a contract, preparing for a workplace meeting, questioning your pay or responding to the end of employment. Explain whether you are the employee, employer or another participant. The same event can raise several issues, and an adviser may need to distinguish them before recommending a process.
Three distinctions to make first
Decision 01
Is the job continuing or has it ended?
Record the relevant dates and keep the exact letter or message. A current workplace process and a dismissal enquiry have different priorities. Tell the office promptly about a proposed response date or an employment end date so it can assess urgency.
Decision 02
A pay issue, conduct concern or proposed agreement?
Keep the contract, payslips and roster for a pay enquiry. For conduct concerns, record events and the documents you lawfully hold. For an exit agreement, supply the full draft and explain what has already been discussed, without assuming every concern belongs in the same claim.
Decision 03
What help is already available?
Identify any union involvement, internal process or Fair Work enquiry. Ask what each service can do and whether individual legal advice is needed for a proposed response. Keep the practical objective clear: advice, a corrected payment, a workable arrangement or representation.
Prepare for a useful appointment
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A preparation aid, not confirmation that a legal requirement is complete.
Compare the work, not just the price
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.
Understand legal fees and written quotes →
Leave with an agreed next step
Agree whether the next service is advice, drafting, negotiation or representation. Ask who will contact the employer or other party and whether you should send anything yourself. Keep a record of decisions and avoid collecting workplace records you are not entitled to access.