Employment matters move fast.
When you're running a business without in-house counsel, an employment issue – a Fair Work claim, a difficult exit, a complaint you're not sure how to handle – can derail everything else. You need clear, commercial advice, fast.
At Connected Legal + Commercial, we act as the employment counsel your business doesn't have in-house.
We advise Sydney SMEs, business owners and founders on everything from contracts and compliance to workplace investigations and restructuring. Grab our free Employment Law Tips guide for practical pointers on staying compliant.
Employment Lawyer for Employers - Sydney
Employment Law Support for Sydney Businesses – Without the In-House Overhead
Employer Compliance & Risk
Employment contracts, offer letters and contractor agreements
Fair Work compliance and Modern Award obligations
Workplace investigations (misconduct, bullying, harassment, discrimination)
Redundancy and restructuring advice
Performance management frameworks and termination
Independent contractor vs employee classification
HR policies, procedures and staff handbooks
Defending Fair Work Commission claims and unfair dismissal applications
Work Health & Safety (WHS) obligations
Specialist Employment
Executive, CEO and senior hire agreements
Post-employment restraints and non-compete clauses
Employment advice for founders and growing businesses
How We Work With Employers
Employment matters are often urgent, always personal, and rarely straightforward.
We work quickly and clearly – giving you honest advice about your options before you commit to anything. Whether you're a business owner protecting your position or an executive navigating a complex exit, we'll help you understand what you're dealing with and what to do next.
No jargon. No unnecessary process. No surprises on the invoice.
When Should You Call Us?
You need us when:
A Fair Work claim or unfair dismissal application has been made against your business
You're onboarding a senior hire, contractor or executive
Your employment contracts haven't been reviewed in the last two years
A workplace complaint (bullying, harassment, discrimination) has been raised
You're planning a redundancy or restructure
You're not sure whether your contractors should legally be employees
You've never had an HR policy or compliance audit
The right time to call is before the problem grows bigger.
Employment Law FAQs
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Yes. Under the Fair Work Act 2009, while some terms are implied by law, a written contract protects you in disputes and clearly sets out notice periods, duties and confidentiality obligations. Without one, you're relying on the minimum legal standards — which may not suit your business.
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You have an obligation to take it seriously and investigate promptly. Failing to act can expose you to WHS liability, Fair Work claims and reputational damage. We can run an independent workplace investigation or guide you through the process.
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Probationary employees have limited unfair dismissal protections (under 6 months for most businesses, 12 months for small businesses under 15 employees), but you can still face general protections claims. Get advice before you act.
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Redundancy is when a role is genuinely no longer required. Unfair dismissal is a claim by an employee that their termination was harsh, unjust or unreasonable. Redundancy done incorrectly can become an unfair dismissal claim. We advise you on the process before you execute it.
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The law has tightened significantly. Courts look at the totality of the relationship, not just what the contract says. If you have contractors working set hours, using your equipment, and working exclusively for you — they may well be employees. The consequences of misclassification include back-pay, super and penalties.