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AUREL&TAN

04Practice 04 of 05

Employment

Good employment advice is quiet. It prevents the dispute you never hear about.

We help employers build sound contracts and policies, manage change fairly and respond calmly when issues arise. When matters do escalate, we represent employers in the Industrial Court and before the labour authorities.

We also advise senior executives on service agreements and exits, where discretion and a clear view of the options matter most.

Request a consultationWhat we advise on

01What we advise on

What we advise on

  1. 4.1

    Contracts & handbooks

    Employment contracts, policies and handbooks that reflect current law and how the business actually works.

  2. 4.2

    Restructuring

    Planning and carrying out reorganisations so that the reasons, selection and process can withstand scrutiny.

  3. 4.3

    Workplace investigations

    Misconduct and grievance investigations, domestic inquiries and the decisions that follow them.

  4. 4.4

    Industrial Court

    Representing employers in unfair dismissal claims and related proceedings.

  5. 4.5

    Executive arrangements

    Service agreements, incentive terms and negotiated exits for senior executives.

  6. 4.6

    Confidentiality & restraints

    Protecting confidential information and client relationships when employees leave.

02Typical matters

The kind of workwe are asked to do.

These describe situations, not clients. AUREL & TAN is fictional, so there are no real matters, results or client names here — only the shape of the work.

  1. A

    A regional company reducing headcount in one division, needing a defensible selection process and a plan for communicating it.

  2. B

    An employer facing an allegation of misconduct against a senior manager and deciding how to investigate it fairly.

  3. C

    A technology company entering Malaysia that needs employment contracts and a handbook that fit local law.

  4. D

    A senior executive negotiating the terms of an exit after a change of ownership.

03How we approach it

How we approach it

  1. 01

    Process protects

    Most employment claims turn on how a decision was made. We design the process before the decision is announced.

  2. 02

    Records written at the time

    We help clients document reasons as they go, because reasons assembled later are rarely persuasive.

  3. 03

    People, not only policy

    Change handled with dignity reduces legal risk and the cost to the people who stay.

04Who leads it

The lawyersyou would work with.

All people

05Questions clients ask

Before youask us.

Do you act for employees?

Our employment practice acts mainly for employers. We do advise senior executives on their service agreements and exits, subject to a conflict check.

How quickly can you help with an urgent workplace issue?

Where an issue is time-sensitive — a suspension, or an investigation that needs to start — we aim to speak with you within one working day of receiving a request.

Can you review our existing handbook?

Yes. A handbook review is usually quoted as a fixed fee, with a short report on what to change first.

06Related insights

Related insights

Consultation

Begin with ashort request.

The request will open with Employment already selected. Describe the situation briefly; a partner reads every request.

  1. 01Matter
  2. 02Outline
  3. 03Availability
  4. 04Review
Request a consultation

Concept site: the request is a working demonstration and nothing is sent. Read the notice.