Employment Lawyers — Sydney (For Employers)
Sydney employment law from a business owner's perspective — contracts, restraints, terminations and Fair Work responses. Practical, senior, fixed-fee where the scope allows.
Fixed fee. Senior lawyer.
Every engagement is quoted upfront and led by a senior lawyer — never a paralegal-first pipeline.
- hello@envisionlegal.com.au
- Sydney · Melbourne · National
How we help
What we handle for you.
Concrete deliverables — not a general "advice" retainer. Each item can be scoped as a one-off fixed-fee package or bundled into a monthly counsel arrangement.
01
Employment contract suite
Full-time, part-time, casual, fixed-term and executive contracts drafted to the Fair Work Act, applicable modern awards and the 2024–2025 casual and fixed-term reforms.
02
Restraints & confidentiality
Cascading restraint clauses, non-solicits and confidentiality obligations drafted to survive court scrutiny — not the paragraph everyone copies from LinkedIn.
03
Contractor vs employee reviews
Post-CFMEU and Jamsek review of contractor arrangements — including the ATO's sham contracting risk and superannuation exposure.
04
Terminations & redundancies
Performance management runways, show-cause letters, redundancy consultation and separation deeds — with a hard eye on unfair dismissal and general protections risk.
05
Fair Work Commission responses
Unfair dismissal (F2) and general protections (F8) responses, conciliation preparation and settlement strategy — usually to a fixed fee.
06
Workplace investigations & policies
Grievance and misconduct investigations, sexual harassment / positive duty compliance, and the policy stack that ties it all together.
Who this is for
Clients we work best with.
- Sydney businesses hiring their first 10–100 employees
- Owners terminating a difficult performer without buying an unfair dismissal claim
- Businesses converting long-serving contractors to employees safely
- Employers who have just been served a Fair Work F2 or F8
How we work
No surprises. Ever.
Fixed fees quoted upfront. Senior lawyer on every file. Clear next steps at every stage.
01 — Brief
Send a short brief or book a 15-minute call. We'll confirm scope and what you actually need — often that's less than you think.
02 — Fixed-fee quote
You get a written scope and a fixed fee before we start. No hourly billing, no scope-creep invoices.
03 — Senior lawyer, on the tools
The lawyer you scoped with is the lawyer doing the work. We turn drafts around fast and stay reachable throughout.
FAQs
Common questions.
- Are restraints of trade enforceable in NSW?
- Yes — NSW has its own Restraints of Trade Act 1976 that lets a court 'read down' an overreaching clause instead of striking it out. That makes cascading restraints (multiple durations and areas) genuinely workable in NSW, unlike most other states.
- What's the unfair dismissal threshold?
- As of 1 July 2024 the high-income threshold is $175,000. Above it, employees without an award can't claim unfair dismissal — but general protections claims (adverse action, workplace rights) have no cap. Always test both.
- Can I use fixed-term contracts freely now?
- No — since 6 December 2023 the Fair Work Act limits fixed-term contracts to 2 years maximum (including extensions) with narrow exceptions. Rolling annual contracts as a de facto probation strategy is no longer safe.
- How quickly do Fair Work claims move?
- Unfair dismissal claims must be lodged within 21 days of termination. Conciliation is usually 4–6 weeks later. That's not much time to build a defence — the earlier you get the paperwork right (contract, warnings, termination letter), the cheaper the outcome.
Talk to us
Legal built for employment lawyers — sydney (for employers).
Send us a note about what you're working on. We'll respond within one business day and, if we're a fit, book a free 15-minute consultation with a senior lawyer.