Case check submitted
Thank you. Your employment matter has been sent through.
The next step is a focused review of your timing, issue type, evidence, and the outcome you want. If the matter looks urgent, deadline-sensitive, or suitable for further help, an Employment Advocate will be in touch.
No-win-no-fee support is subject to case assessment, evidence, urgency, risk, and written engagement terms.
Before the call
A better first call starts with the right documents.
You do not need everything perfectly organised. Having the main facts ready helps an advocate understand what happened, whether time limits matter, and what the practical options are.
Prepare the key documents
- Employment agreement and any changes to your role, hours, pay, or duties.
- Dismissal, redundancy, warning, trial-period, or meeting letters.
- Emails, text messages, rosters, payslips, screenshots, and meeting notes.
Write a short timeline
List the key dates in order: what happened, who was involved, what was said, when you replied, and what outcome you want.
If a deadline is close
If dismissal, redundancy, a warning, suspension, trial-period termination, or another key event happened close to 90 days ago, do not wait for a routine reply. Call or follow up urgently.
What not to do yet
Do not contact the employer in a rush if you are unsure what to say.
In many employment matters, the wording of the first written response matters. If you are unsure, gather the documents, write the timeline, and wait for advice before sending a long message, signing a document, or accepting an offer.