Employment law
Providing clear, practical insights on employment law matters, helping business owners and professionals stay informed about their rights and obligations.
What is an employment law problem?
Employment law sits at the point where work, livelihood, and dignity meet, which is when a matter becomes something worth a lawyer’s time and yours.
On the surface, workplace problems can look simple:
- A contract not renewed
- A performance review that “came out of nowhere”
- A restructure that conveniently affects the same people
- A resignation that didn’t really feel like a choice
- Failure to monitor, refer, or follow up
- Poor communication that leads to harm
- Inadequate consent or risk disclosure
- Infections, complications, or avoidable deterioration
In reality, most employment disputes don’t begin with one dramatic moment. They begin with slight shifts:
- A change in tone from a manager
- Exclusion from key meetings
- Duties removed without explanation
- Informal performance concerns with no documentation
- Comments that cross a line, then become normal
- Poor communication that leads to harm
- Inadequate consent or risk disclosure
- Infections, complications, or avoidable deterioration
Over time, these small variations drift from what is reasonable, lawful, and fair under workplace law.
That drift is what creates conflict and what the law may call unfair dismissal, adverse action, discrimination, bullying, harassment, or breach of contract.
I don’t just look at “the final incident”.
I examine the entire sequence of decisions, conversations, and records to understand how the workplace shifted around you and whether that shift was lawful.
What counts as an employment law problem?
You may have a viable employment law matter if you’ve experienced:
How we define employment disputes and why it matters for your outcome
At Peter Evans & Associates, Dr Rosemary Listing approaches employment disputes differently.
1. Workplace disputes form through patterns, not isolated events.
Most unfair dismissals, adverse action claims, or bullying matters build over weeks or months, through a pattern of behaviour, emails, “chats”, and decisions.
2. Legal rights must be balanced with real-world consequences
3. Power, well-being, and dignity are central
4. Employment law cases must be designed, not improvised
These matters are time-sensitive and evidence-sensitive. They fail when lawyers wait passively or assume the story will speak for itself.
How this works in practice
The Reframe method for employment law
Where traditional firms respond to what the employer has already done, we design a clear strategic path from the beginning. Your matter runs through four precise stages, grounded in research, systems intelligence, and both legal and human judgment.
Diagnose the Workplace Pattern Early
Build the Engine
Strategise the Resolution
Deliver with Precision
What our clients are saying about Peter Evans & Associates
We are so grateful for the outcome. Thank you again for all of your help and for the steady support throughout the process.
Satisfied client
Thank you to Rosemary and the whole team for your amazing support during such a difficult time. It meant more than you know.
Satisfied client
I do not know how I would have made it through everything without Rosemary and Peter. Your guidance, patience, and professionalism helped me feel safe and supported at every stage.
Satisfied client
We are so grateful for the outcome. Thank you again for all of your help and for the steady support throughout the process.
Satisfied client
Thank you to Rosemary and the whole team for your amazing support during such a difficult time. It meant more than you know.
Satisfied client
I do not know how I would have made it through everything without Rosemary and Peter. Your guidance, patience, and professionalism helped me feel safe and supported at every stage.
Satisfied client
Contact Dr Rosemary Listing At Peter Evans & Associates
Whether it is a medical injury, a contract dispute, or a workplace issue, uncertainty can be exhausting. You should not have to guess where you stand. You need clarity, fast.
Along with her team at Peter Evans & Associates, she will help you understand:
- Whether your situation has legal grounds worth pursuing
- What evidence or documentation matters most
- The smartest next step
Contact Peter Evans & Associates
Send an enquiry
Prefer to reach out directly? Complete the form below, and we’ll respond as soon as we can.
All enquiries go to Dr Rosemary Listing at Peter Evans & Associates.
Frequently asked questions
Do I have a case?
What can we cover in the first 15 minutes?
We identify the critical points in your situation, what evidence matters, and what the most sensible next step would be.
Do I need to bring documents or evidence?
Not for the first call. If further review is helpful, we will guide you clearly on what documents to gather.
Will I need to talk about traumatic details?
Only what you feel comfortable sharing. We guide these conversations gently and with care.
How long does a case usually take?
Our Systems Intelligence process allows tasks to run in parallel, creating faster and more predictable timelines.
How is your approach different?
We use a structured, PhD-backed methodology that focuses on clarity, design, and human centred strategy rather than reactive, adversarial processes.
What areas of medical negligence do you specialise in?
Cosmetic injury, birth injury, delayed diagnosis, surgical errors, and complex medical cases that require precise evidential mapping.