Preparation PackLabour LawMedium

Employment Lawyer For Employees Preparation Checklist

Prepare for an employee-side employment-law consultation by organising workplace dates, employment records, evidence, witnesses, CCMA questions, and urgent risk notes.

Time to prepare2-4 hours

Before you start

0/2 completed

Identify the employee issueWrite whether the matter is dismissal, wage, leave, benefits, discrimination, harassment, suspension, retrenchment, grievance, or settlement.Not startedRecord urgent datesList dismissal date, hearing date, referral date, last payment date, grievance date, notice date, and any settlement deadline.Not started

Need help with this checklist?

Get support from a lawyer who works with labour law matters.

Book a Consultation

Before the consultation

0/2 completed

Collect employee recordsPrepare contract, payslips, job description, policies, warnings, hearing notices, minutes, outcomes, rosters, and leave records.Not startedPrepare evidence and witnessesExport emails, messages, screenshots, proof of service, medical notes, witness names, and missing-evidence questions.Not started

During the consultation

0/2 completed

Ask about the employee routeConfirm whether the matter goes to internal grievance, CCMA, bargaining council, Labour Court, demand, or settlement.Not startedAsk what to avoidCheck whether to attend hearings, respond in writing, sign documents, contact witnesses, or preserve specific evidence.Not started

Afterwards

0/2 completed

Calendar every dateTrack referral, response, hearing, settlement, compliance, review, and follow-up dates.Not startedUpdate the evidence packSave new employer messages, proof of service, witness notes, and documents without editing originals.Not started

When It Applies

You are an employee preparing to speak to an employment or labour lawyer.

The issue involves dismissal, suspension, unpaid wages, leave, benefits, discrimination, harassment, retrenchment, or settlement pressure.

Not For

Final advice on prospects, compensation, settlement, or Labour Court strategy without specialist review.

Documents

Employment contract
Payslips
Job description
Policies
Warnings
Hearing notices
Minutes
Outcome letters
Dismissal letter
Emails and messages
Witness list
CCMA documents

Timeline

Immediately: preserve notices and dates.
Before consultation: prepare one employee timeline.
During consultation: confirm forum and deadline risks.
After consultation: calendar next steps and preserve evidence.

Tips

Tell the lawyer first if dismissal or a CCMA deadline may be close.
Export work emails before access changes.
Keep settlement offers separate from evidence.
Do not sign resignation or release terms under pressure.

Warning Signs

Dismissal, suspension, or a hearing is imminent.
A CCMA or bargaining-council deadline may apply.
Discrimination, harassment, retaliation, or whistleblowing is involved.
The employer asks for a resignation, release, or settlement urgently.

Official sources

Labour Relations Act and Code of Good Practice: DismissalDismissal, dispute, and fairness context.
Basic Conditions of Employment ActEmployment-condition and wage context.
CCMACCMA dispute-resolution context.

This checklist is for general information only and does not constitute legal advice.

Speak to a Lawyer

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Preparation PackLabour LawMedium

Employment Lawyer For Employees Preparation Checklist

Prepare for an employee-side employment-law consultation by organising workplace dates, employment records, evidence, witnesses, CCMA questions, and urgent risk notes.

Time to prepare2-4 hours

Before you start

0/2 completed

Need help with this checklist?

Get support from a lawyer who works with labour law matters.

Book a Consultation

Before the consultation

0/2 completed

During the consultation

0/2 completed

Afterwards

0/2 completed

When It Applies

You are an employee preparing to speak to an employment or labour lawyer.

The issue involves dismissal, suspension, unpaid wages, leave, benefits, discrimination, harassment, retrenchment, or settlement pressure.

Not For

Final advice on prospects, compensation, settlement, or Labour Court strategy without specialist review.

Documents

Employment contract
Payslips
Job description
Policies
Warnings
Hearing notices
Minutes
Outcome letters
Dismissal letter
Emails and messages
Witness list
CCMA documents

Timeline

Immediately: preserve notices and dates.
Before consultation: prepare one employee timeline.
During consultation: confirm forum and deadline risks.
After consultation: calendar next steps and preserve evidence.

Tips

Tell the lawyer first if dismissal or a CCMA deadline may be close.
Export work emails before access changes.
Keep settlement offers separate from evidence.
Do not sign resignation or release terms under pressure.

Warning Signs

Dismissal, suspension, or a hearing is imminent.
A CCMA or bargaining-council deadline may apply.
Discrimination, harassment, retaliation, or whistleblowing is involved.
The employer asks for a resignation, release, or settlement urgently.

Official sources

Labour Relations Act and Code of Good Practice: DismissalDismissal, dispute, and fairness context.
Basic Conditions of Employment ActEmployment-condition and wage context.
CCMACCMA dispute-resolution context.

This checklist is for general information only and does not constitute legal advice.

Speak to a Lawyer