Employee Relations
Employee Relations & Dispute Resolution
Managing employee disputes, performance issues, terminations, and restructuring. Practical, legally sound guidance that protects your business and treats your people fairly.
People Problems Do Not Solve Themselves
An unresolved workplace dispute costs the average Australian employer 3.2 hours of management time per week. Left unchecked, a single conflict between two employees can erode team performance, trigger formal complaints, increase absenteeism, and lead to costly turnover. At its worst, it ends in the Fair Work Commission.
The most expensive employee relations mistake businesses make is delaying action. Whether it is a performance issue that has been tolerated for too long, a termination that was not properly documented, or a restructure that did not follow consultation requirements, the cost of fixing these problems after they escalate is always higher than managing them properly from the start.
What We Cover
Dispute Resolution & Mediation
Structured processes for resolving workplace conflict before it escalates. Facilitated mediation sessions that rebuild working relationships.
Performance Management
Performance improvement plans, documentation frameworks, and management coaching. Build a culture of accountability without creating legal risk.
Termination & Dismissal
End-to-end guidance on lawful terminations including misconduct, underperformance, probation, and redundancy. Scripts, letters, and process support.
Restructure & Redundancy
Genuine redundancy processes that meet legislative requirements. Role analysis, consultation obligations, redeployment, and entitlement calculations.
Fair Work Commission Support
Preparation and representation support for unfair dismissal claims, general protections applications, anti-bullying orders, and enterprise agreement matters.
Grievance Management
Formal grievance investigation and resolution processes. Ensuring complaints are addressed promptly, fairly, and in compliance with your policies and legislation.
How We Work With You
Assess the Situation
We review the facts, relevant documentation, and applicable legislation to give you a clear picture of your position and options.
Develop a Strategy
We recommend a course of action that balances legal risk, business needs, and fair treatment of the employee. You decide how to proceed.
Execute & Support
We draft all documentation, coach you through difficult conversations, and provide real-time support throughout the process.
Who This Service Is For
Industries
- Professional services & consulting
- Healthcare & allied health
- Technology & start-ups
- Construction & trades
- Retail & hospitality
- Education & training
Common Situations
- Underperformance that has been left too long
- Conflict between team members or with managers
- Need to terminate and unsure of the process
- Restructure or downsizing required
- Fair Work claim received
- Employee raising grievances or complaints
Pricing
Included in Retainer
From $399+GST
Ongoing employee relations advice is included in our HR Compliance and WHS Compliance packages.
- Unlimited phone & email guidance
- Performance management support
- Termination advice & documentation
- Dispute resolution coaching
Project-Based
Custom Quote
For standalone matters such as restructures, redundancy programs, Fair Work claims, or complex terminations.
- Scoped to your specific matter
- Fixed-price or capped-hours options
- Includes all documentation
- Fair Work Commission representation
Employee Relations FAQs
Employee relations refers to the management of the employment relationship between employer and employee. It covers everything from day-to-day communication and engagement to managing grievances, disputes, disciplinary action, performance issues, terminations, and restructuring. Effective employee relations reduces legal risk, improves retention, and creates a more productive workplace.
We help you implement a structured performance improvement process that is fair, documented, and legally defensible. This typically includes identifying the performance gap, setting clear expectations, providing appropriate support and training, documenting progress meetings, and advising on outcomes including whether termination is appropriate and how to execute it lawfully.
Yes. We guide you through every step of a genuine redundancy including identifying the legitimate operational reason, consulting with affected employees, considering redeployment options, calculating entitlements under the NES and any applicable award or enterprise agreement, and managing the communication sensitively. We ensure the process meets the legal test for genuine redundancy to protect against unfair dismissal claims.
Contact us immediately. Early intervention significantly improves outcomes. We will review the claim, assess the merits, prepare your response, and represent or support you through conciliation or conference proceedings. Many matters can be resolved at conciliation without proceeding to a hearing, saving significant time and legal costs.
We provide strategic advice and support throughout the enterprise bargaining process including drafting enterprise agreements, advising on bargaining strategy, attending negotiation meetings, and managing the approval process through the Fair Work Commission. We can also advise on the better off overall test (BOOT) and genuine agreement requirements.
Unfair dismissal claims (under Part 3-2 of the Fair Work Act) allege that a dismissal was harsh, unjust, or unreasonable. They have eligibility requirements including minimum employment periods and the high income threshold. General protections claims (under Part 3-1) allege that adverse action was taken because the employee exercised a workplace right or has a protected attribute. General protections have no minimum employment period and can be lodged even before employment ends.
Dealing With a Difficult Employee Situation?
Book a free 30-minute consultation. We will review your situation, explain your options, and help you take the right next step.
Book Your Free Consultation