Preparing to speak with an employment lawyer

Say where the matter has reached

Explain whether you are still employed, responding to a workplace process, reviewing a proposed agreement or dealing with the end of employment. Mention any meeting, response date or document awaiting signature. Ask whether the provider can assess the timing promptly. This guide does not calculate a filing deadline or identify which claim, workplace system or forum applies to you.

Prepare a focused timeline

Note your role, the employer’s legal name if known, relevant dates and the events that led to the enquiry. List the documents available, such as a contract, letter, payslips or relevant correspondence. Mark facts you are unsure about. Ask which records the adviser needs and how to share them; do not collect or disclose workplace material without considering the obligations that may apply.

Match the engagement to the next task

Advice about options, reviewing a proposed settlement, preparing a response and attending a proceeding are different tasks. Ask what the first appointment includes and whether written advice is provided. If the office proposes a limited engagement, ask which parts you remain responsible for. Make the scope clear before assuming someone is contacting the employer or preparing an application for you.

Explore relevant assistance

The Fair Work Ombudsman publishes information about legal-help pathways, including community legal services, unions and the Fair Work Commission’s Workplace Advice Service. Each pathway has its own scope and conditions. Tell the service what stage the issue has reached and ask whether it can help. An information enquiry does not necessarily provide representation or suspend a date you need assessed.

Compare advice on the same basis

Imagine one provider quotes for a contract review while another includes a meeting and a written options note. Asking only for the hourly rate would miss that difference. Describe the same task to each and request the inclusions, expected expenses and assumptions. Ask what happens if more documents arrive or the employer changes its proposal before the advice is completed.

Leave with responsibilities clear

At the end of the appointment, note what the adviser has accepted, what it needs from you and which questions remain open. Check how progress updates work and whether follow-up questions are included. Keep a copy of the agreed scope with the relevant workplace documents. If you cannot obtain an appointment in time, ask about another suitable referral rather than relying on an unanswered message.

Questions you might still have.