Help for Workers.
FAQs
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We provide practical and balanced legal advice to individual workers, empowering you to address issues at your workplace with confidence.
Whether you're facing unfair treatment, underpayment, or uncertainty about your rights, getting legal advice early can make a big difference. It helps you understand your options, plan your next steps, and find a pathway forward — whether that means improving your current situation or preparing for a new role.
At Solidarity Solicitors, we’re here to support you with clear, honest guidance so you can thrive at work.
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There is power in numbers.
We support groups of workers facing common workplace challenges — because when you stand together, your voice is stronger.At Solidarity Solicitors, we help workers bring group claims in cases like sexual harassment, wage theft, and discrimination, where shared experiences can lead to stronger outcomes. We also work closely with unions, providing legal representation and strategic advice to support their members.
If you and your colleagues are facing similar issues at work, we’re here to help you take action — together.
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We offer a 10% discount on our legal professional fees for low-income earners.
At Solidarity Solicitors, we believe everyone deserves access to quality legal support — regardless of income. If you're a low-income earner, please let us know when booking your appointment so we can apply the discount and discuss eligibility. -
At Solidarity Solicitors, we understand that seeking legal help can be difficult — especially if you’ve experienced distress, abuse, discrimination, or other forms of harm. That’s why we take a trauma-informed approach to our legal practice.
Trauma-informed legal advice means recognising the impact trauma can have on a person and adapting our services to provide support that is safe, respectful, and empowering. We aim to make every client feel heard, understood, and in control of their legal journey.
Our Trauma-Informed Principles
Safety: We create a physically and emotionally safe space for you to share your story.
Trust and Transparency: We explain legal processes clearly and honestly, so you know what to expect and can feel confident in your decisions.
Empowerment and Choice: You are in control. We support you to make informed choices and guide you through each step at your pace.
Collaboration: We work with you and your support systems to provide advice.
Cultural Sensitivity: We respect and value your background, identity, and lived experience.
Avoiding Re-traumatisation: We are mindful of how legal processes can be triggering, and we adapt our approach to reduce stress and harm.
If you’re looking for legal support and want to feel safe, respected, and empowered, we’re here to help.
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If you wish to engage Solidarity Solicitors as your legal representatives, we’ll need to gather some key information to understand your situation and provide accurate advice.
Proof of identity
This helps us meet legal requirements and protect your privacy.Details of your workplace
Including your employer’s name, your role, and employment status (e.g. casual, part-time, full-time).Chronology of events
A timeline of what’s happened — including key dates, incidents, and communications.
Ahead of your appointment, we encourage you to make a list of key questions or concerns you’d like to discuss.
End of Employment
Termination of employment may be unlawful if the circumstances are:
harsh, unjust or unreasonable.
the decision is based on a prohibited reason (e.g. speaking up about issues at work).
not a genuine redundancy.
doesn’t comply with the Small Business Fair Dismissal Code.
There are strict time limits for making a claim (21 days from the date the dismissal takes effect). We can help you understand your legal options and prospects for compensation.
Discrimination occurs when a person is treated less favourably due to a protected characteristic, such as sex, political activity, industrial activity, age, or disability.
In Victoria, employers must prevent discrimination. Multiple avenues exist to address discrimination. We provide strategic, trauma-informed representation to workers facing discrimination.
Discrimination
Non-disclosure Agreements
Non-disclosure agreements prevent a person from sharing particular information.
NDAs are often used to silence victims of sexual harassment and discrimination. Using NDAs in this way is unethical and, in some cases, unlawful.
Our Principal Lawyer, Laura Blandthorn, has long advocated for the ban of NDAs that suppress the voices of workers affected by misconduct. An NDA may also be called a
”non-disparagement agreement” or a “confidentiality agreement”.
If you are asked to sign an NDA, it is essential to get legal advice to protect your entitlements and safety.
Investigations
& Misconduct
Investigations into allegations of misconduct occur when concerns arise about a worker’s interactions with vulnerable individuals, such as patients, clients of care services, or children.
Investigations may occur under professional conduct schemes specific to a profession. For example, teaching, healthcare, banking, finance, and law.
We support workers in understanding, responding to, and navigating these investigation processes.
Unfortunately, not all investigations are conducted fairly. We advocate for workers to ensure they are treated fairly throughout the process.
Sexual Harassment
Sexual harassment overwhelmingly affects women and LGBTQI+ persons. It is a form of gendered violence and discrimination.
There are many paths for addressing sexual harassment.
We provide trauma-informed advice and representation to workers who have experienced sexual harassment in the workplace.
Workplace bullying and harassment can be difficult to address, especially in environments with entrenched cultural dysfunction.
We provide practical, trauma-informed advice to workers experiencing bullying and harassment. We help you explore options under the Fair Work Act, workplace policies, instruments, and agreements.
Bullying
When starting at a new workplace, it’s essential to ensure you understand your employment agreement or contract.
We review contracts for employees, independent contractors and gig workers. We can help you determine whether the benefits proposed are fair.
Contract reviews are particularly important for high-income employees and executives because Awards and Enterprise Agreements are less likely to apply.
We can suggest amendments and provide strategic advice to help you negotiate your pay and conditions.
Contracts
Wage Theft
Wage theft is now a crime across Australia. As of 1 January 2025, it is a criminal offence to intentionally underpay wages or entitlements. This includes unpaid wages, superannuation, and other lawful entitlements.
Our Principal Solicitor, Laura Blandthorn, played a key role in the successful passage of Victoria’s landmark wage theft laws. With her deep knowledge and experience, Laura is highly skilled in helping workers recover what they’re owed.
If you believe you’ve been underpaid or denied your entitlements, we’re here to help you take action.
Restraints
It’s increasingly common for workers to find ‘restraints’ or ‘non-compete’ obligations in their contract of employment.
A restraint prohibits a person from undertaking particular work, in a particular location, for a period of time.
For most workers, restraints are not enforceable. We can help you understand whether a restraint applies to you and give you practical assistance to help you move on to your next role with confidence.