Employment & Workplace Law for Business NSW

Why Choose Sultan Legal?

If you've got a staff issue, we help you deal with it. If you're setting up contracts and policies for the first time, we show you what's essential—and what's not.

Our employment law work is focused on mid to large-sized employers across NSW. We draft what's needed, fix what's missing, and advise on how to protect your business without overcomplicating your systems.

Risk-focused approach – We make sure you understand the risk behind your employment obligations, not just the paperwork
Mid to large employer focus – Our employment law work is focused on mid to large-sized employers across NSW
Practical solutions – We draft what's needed, fix what's missing, and advise on protection without overcomplicating your systems

How We Help

Step 1: Employment Contracts
We prepare contracts for full-time, part-time, casual, and fixed-term roles. That includes confidentiality, IP, termination rights, restraint clauses, and award compliance.

Step 2: Policies and Procedures
Clear policies help you manage expectations and protect your position if something goes wrong. We write practical workplace policies—harassment, conduct, leave, remote work, and complaints—that can be relied on if challenged.

Step 3: Performance and Conduct
We advise on how to manage poor performance, issue warnings, or respond to complaints. We prepare letters, review meeting notes, and ensure the process follows legal requirements.

Step 4: Termination and Redundancy
Ending someone's employment—whether for misconduct or restructure—requires a fair process. We help you get it right, assess the legal risks, and calculate entitlements.

Step 5: Workplace Investigations
If you're dealing with a serious complaint, we guide you through proper investigation steps, or handle it for you. We make sure outcomes are documented properly.

Step 6: Fair Work Claims and Disputes
If you've received a general protections claim or unfair dismissal application, we prepare your defence and represent you at conciliation and beyond.

Common Problems We Handle

Rushed terminations – Firing someone too quickly and receiving a claim
Contractor misclassification – Paying someone as a contractor when they're actually an employee
Casual conversion issues – Casual staff working regular hours for over 12 months
Conversion obligations – Not offering conversion when legally required
Documentation gaps – No paper trail for performance issues or terminations
Investigation failures – Discrimination complaints that weren't investigated

Frequently Asked Questions

Do I need written contracts for all employees?
Yes. Without one, you're open to dispute about hours, pay, notice, duties—and risk non-compliance with the Fair Work Act.

Is it risky to fire someone during probation?
Still requires care. If it's connected to a protected reason—like a complaint—they could file a general protections claim.

What if my casual worker is acting like a permanent employee?
You could be liable for entitlements like leave and redundancy. We review their hours and advise on options.

Can a contractor claim they were an employee later?
Yes. If the working relationship reflects control and dependence, the label doesn't protect you. We'll review the risk.

Do small businesses need workplace policies?
Yes. Especially around conduct, harassment, and discipline. Good policies help you enforce standards and defend claims if they arise.

Speak to a Lawyer Today

If you're hiring, managing, or terminating staff, early advice helps you stay compliant—and avoid costly mistakes.

We work with business owners across NSW to get their employment documents in order, respond to problems, and deal with legal claims when they come up.