How
can we help?
-
Provide guidance on how to comply with the relevant laws and regulations process for dismissing employees to help avoid unfair dismissal claims
-
Review employee's performance records, disciplinary actions, and other documentation related to the dismissal. This can help build a strong defence in the event of an unfair dismissal claim
-
Investigate the circumstances surrounding the dismissal to determine if any wrong doing occurred
-
Represent you in mediation or court if a claim is made
Access important documents and templates
to ensure you comply with Fair Dismissal legislation
The Hub documents and templates have been developed (and are continuously updated) by our team of Specialists, to comply with employment law.
Unfair dismissal checklist
Redundancy Consultation letter template
Abandonment of employment guide
Termination letter templates and guide
Unsuccessful probation letter template
Separation certificate
… and more
A suite of templates at your fingertips
The Hub resources have been developed (and are continuously updated) by our team of HR and Legal specialists, to comply with employment law.
Why use our Specialists to
support you when terminating an employee
- We understand the rules around dismissal, notice and final pay
- We support you through those difficult conversations
- Peace of mind the process is done professionally and safely for your business
- Reduce future risk by identifying any gaps in current policies and processes that expose your business to future litigation
Frequently asked questions
Have questions? We are here to help.
To have a EA a business needs at least 2 employees, if you don’t have employees then you will need to implement a ‘Greenfields Agreement’.
A Greenfields Agreement is an Enterprise Agreement that is for a new business/project that at the time of lodging an agreement, the business has not employed any employees as yet.
More information on such an agreement can be found here for your reading: https://www.fwc.gov.au/greenfields-agreement
With a Greenfields agreement, a union must be a party to it. Meaning a union will be involved in its bargaining, so that is something you need to consider.
Or you can operate under your Industry Award until you have enough employees to start a new EA (non-union).
To have a EA a business needs at least 2 employees, if you don’t have employees then you will need to implement a ‘Greenfields Agreement’.
A Greenfields Agreement is an Enterprise Agreement that is for a new business/project that at the time of lodging an agreement, the business has not employed any employees as yet.
More information on such an agreement can be found here for your reading: https://www.fwc.gov.au/greenfields-agreement
With a Greenfields agreement, a union must be a party to it. Meaning a union will be involved in its bargaining, so that is something you need to consider.
Or you can operate under your Industry Award until you have enough employees to start a new EA (non-union).
To have a EA a business needs at least 2 employees, if you don’t have employees then you will need to implement a ‘Greenfields Agreement’.
A Greenfields Agreement is an Enterprise Agreement that is for a new business/project that at the time of lodging an agreement, the business has not employed any employees as yet.
More information on such an agreement can be found here for your reading: https://www.fwc.gov.au/greenfields-agreement
With a Greenfields agreement, a union must be a party to it. Meaning a union will be involved in its bargaining, so that is something you need to consider.
Or you can operate under your Industry Award until you have enough employees to start a new EA (non-union).
