Disputes between employers and employees can cause a great deal of stress and disruption for everyone involved. Resolving the dispute quickly and with discretion is in the best interests of both the employee and the employer.
Our employer lawyers are focussed on resolving your employment disputes quickly and minimise disruptions to your business.
We can help you in all areas of employment law, specifically dispute involving:
Discussing your case with an experienced employment lawyer will help you to understand where you stand and what your rights are. Lawyers are often able to convince the other party to negotiate a settlement so that the matter is resolved relatively quickly.
We can advise and also represent you in Fair Work Claims to ensure that you not only handle the dispute you have but prevent other disputes arising.
Where agreement can’t be reached and goes on to the Fair Work Commission (or another independent body) for determination, a skilled employment lawyer can work with you in other courts and tribunals.
There are different claims an employee can make. If successful, an employee can be awarded significant compensation. This can easily amount to more than the employee’s annual salary for general protections claims for example.
We are careful and thorough in our preparation and defence of any claims. We work hard so that your case is properly presented to help you get the best outcome.
Employment contracts sometimes contain clauses to restrain what the employee is allowed to do at the end of their period of employment. This is known as a restraint of trade clause.
Restraint of trade clauses are usually intended to stop the employee from taking sensitive information when they eventually cease employment. This can include trade secrets, and customer contacts and connections out of the business. Restraints can cover where, when and with whom your employee can be employed with.
In many cases, restraint of trade clauses have been found by the court to be unenforceable on the grounds that such clauses are against public policy. That is certainly not always the case.
Carefully considered and well-written restraint of trade clauses are increasingly being upheld by the Court. The more reasonable a restraint of trade clause is, the more likely the Court will be to uphold the clause. It is important that your employment lawyer has current case knowledge and expertise to resolve disputes, draft and enforce employment agreements.
A restraint clause is unlikely to be upheld if the court considers that the protection it provides to the employer is too broad or overreaching. Each situation is different, and a restraint of trade clause used effectively in one case, may not successfully translate to a different set of circumstances.
Employees who are asked to enter into an employment contract that contains a restraint of trade clause should be aware of the potential impacts this may have on them in the future. A restraint of trade clause can limit their ability to start their own business in the future or restrict future employment options.
Employers that give employees access to confidential information that would, if passed on to a competitor, be detrimental to your business, you may wish to negotiate and enforce restraint of trade clauses into some of your employment contracts.
Employers that don’t have restraint of trade clauses in their contracts may still be able to take action to protect their sensitive trade secrets from being stolen used improperly.
Our employment lawyers help employers across Melbourne, Sydney & Australia-wide and have a proven track record of getting results for our clients. We have provided advice and represented employers and employees on a wide range of complex employment issues.
Our law firm has the knowledge and experience you need to get the best possible outcome.