Separate the reason from the process
A dismissal review asks both why the decision was made and how it was reached. A disputed accusation, a missing hearing and an incorrect payment calculation are related but different questions. Write down the decision, the stated reason and the steps taken before it.
Sections 41, 43 and 45 of the Employment Act are important starting points when assessing the explanation, reason and fairness of a termination. The applicable route also depends on the employment relationship and facts. A checker cannot decide disputed evidence or replace that analysis.
Prepare a dated chronology
List the first concern raised, notices to show cause, your responses, invitations, meetings, the decision and any appeal. Distinguish what was communicated in writing from what you recall being said. Keep original messages and attachments with dates rather than rewriting them into a single narrative.
If you are the employer, preserve the decision and hearing records, applicable policy and evidence actually considered. If you are the employee, record what you were told, what opportunity you had to respond and any request for documents or assistance.
Preserve relevant material lawfully
- Contract, changes to terms and applicable employment policies.
- Payslips and a final-pay or deduction schedule.
- Show-cause, response, hearing and termination correspondence.
- Relevant performance or conduct records that you may lawfully hold.
- Appeal correspondence and the response, if any.
- A short list of the issues and the outcome you want to discuss.
Do not take unrelated client files, download confidential company databases or try to access an account after authority has ended. Explain missing evidence to the advocate so lawful ways of obtaining it can be considered.
Do not assume the remedy
An unfair-termination allegation does not create an automatic entitlement to twelve months' salary. Section 49 provides possible remedies and relevant considerations; the outcome depends on the claim, evidence and legal assessment. Keep a settlement proposal, ordinary dues and a potential remedy separate.
Check limitation and procedural requirements promptly. Do not assume that informal discussions, an internal appeal or negotiations automatically suspend a statutory deadline. Bring the termination date and any pending process to the first discussion.
Use the tools to focus your consultation
Use the unfair-dismissal checker to identify questions about the reason and process. Use the terminal-dues calculator to organise the financial side separately. Save the outputs for your own preparation and decide what you want to share.
A consultation can assess the main issues and identify the next scope: a document review, response, negotiation or representation. Begin with a brief overview. Detailed confidential employment records should be shared only after the firm confirms acceptance and the secure process.
Useful tools for this question
The tools provide provisional information based on selected assumptions. They do not verify documents or determine legal rights.
Official sources and further reading
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Request a focused consultation on this issue. The firm will confirm conflicts, scope, availability and the fee before accepting the appointment.
This guide provides general information, not legal advice, and does not create an advocate-client relationship. The appropriate route, applicable law and current official procedures should be checked for your circumstances. Do not send confidential documents through the enquiry form.