The employment contract and legal basis for termination must match the actual working arrangements and records. An incorrect ground, process, or evidence can create reinstatement, payment, and dispute risks.
What does the service cover?
- Drafting and reviewing employment contracts and job descriptions
- Aligning internal policies, confidentiality, and responsibility documents
- Legal audit of performance and disciplinary records
- Planning redundancy and organisational changes
- Termination and employment-dispute strategy
Information and documents for the initial review
- Employment contract and electronic registration information
- Job description and internal rules
- Orders, acts, notices, and employee correspondence
- Pay, leave, and working-time records
How the work is handled
- Fact and document collection
- Analysis of legal grounds and procedural risks
- Document preparation and communication plan
- Negotiation and defence if a dispute arises
Important consideration
Termination must rely on a statutory ground and follow the required procedure. Protected employees, trade-union rules, notice, and payment requirements are checked for the specific case.
Official sources
This content was checked against official sources on 20 August 2026. Requirements may vary with the facts and later legislative changes.
