Nine Adelaide employment law firms, with which side each one acts for, and the federal and South Australian rules on dismissal, long service leave and discrimination.
Google ratings checked 24 October 2026 · Updated 24 October 2026
Contact the firm to ask about first consultation terms. Its website has a page on costs.
Office
Suite 315, Epworth Building, 33 Pirie Street, Adelaide SA 5000
Full profile: lawyers, services and sources
About the firm
SMB Workplace & Employment Law is principal Simon Bourne's practice, formerly Bourne Lawyers, on Pirie Street in the CBD. It says it acts for workers and employees, not employers, on unfair dismissal, general protections, wage theft, discrimination and workers compensation, including Comcare claims. According to the firm, Bourne has been named in Doyle's Guide as a leading employee and union lawyer every year from 2017 to 2026, and he is President of the Industrial Relations Society of South Australia. It suits employees who want a dedicated workplace lawyer. Ask about consultation terms when you call.
Also worth knowing
It handles unfair dismissal, general protections, wage theft and unfair deactivation claims.
Lawyers
Simon Bourne, Principal
Areas of employment law handled
Unfair dismissal claims
General protections claims
Wage theft and unpaid entitlements
Discrimination claims
Bullying and harassment
Disciplinary matters
Employment contract advice
Restraint of trade
Unfair deactivation claims
Workers compensation and Comcare claims
Office
Suite 315, Epworth Building, 33 Pirie Street, Adelaide SA 5000
Contact the firm to ask about first consultation terms. The firm says it aims for clear advice and reasonably priced representation.
Office
Level 3, 101 Flinders Street, Adelaide SA 5000
Full profile: lawyers, services and sources
About the firm
Wearing & Blairs is a Flinders Street firm that acts for working people in employment disputes, workers compensation and personal injury claims, and it also handles wills and estates. Doyle's Guide placed it alone in the First Tier for employee and union representation in South Australia in 2024, and lists Donald Blairs and Joseph Wearing as Preeminent lawyers. The firm says it aims for clear advice and reasonably priced representation. It suits employees and union members in a dispute with their employer, especially where a work injury is part of the story. Ask about first consultation terms when you call.
Also worth knowing
It shows a Law Society of South Australia Gold Alliance logo.
Lawyers
Donald Blairs, Lawyer (ranked Preeminent, Doyle's Guide 2025)
Joseph Wearing, Lawyer (ranked Preeminent, Doyle's Guide 2025)
Best for Employers wanting a dedicated employer side workplace firm
The firm says it acts exclusively for employers in the public and private sectors.
It was founded in 1995, according to its homepage.
Kaye Itsines has practised in employment relations since 1997, and her profile lists Doyle's Guide Preeminent rankings for SA employment law from 2011 to 2024.
Contact the firm to ask about first consultation terms.
Office
Level 2, 15 Bentham Street, Adelaide SA 5000
Full profile: lawyers, services and sources
About the firm
EMA Legal is a Bentham Street firm that acts only for employers, in business, government and local councils. Founded in 1995, the firm says, it covers the full range of workplace law, from contracts and restructures to unfair dismissal claims, enterprise bargaining, discrimination and Safe Work SA prosecutions. Principal Partner Kaye Itsines has practised employment relations since 1997 and, according to the firm, has been rated Preeminent in Doyle's Guide for South Australian employment law. It suits businesses and councils that want an employer only adviser. The site doesn't publish consultation terms.
Founded in 1995
Also worth knowing
It handles Safe Work SA and Fair Work Ombudsman investigations and prosecutions.
Contact the firm to ask about first consultation terms. You can call, send a message online or visit one of its seven offices.
Office
17 Sturt Street, Adelaide SA 5000
Full profile: lawyers, services and sources
About the firm
Johnston Withers is an Adelaide firm founded in 1946, with its main office on Sturt Street and others in Salisbury and five regional towns. Its employment and industrial team, led by practice leader Patrick North with senior lawyer Elliot Womersley, says it has a long history of acting for employees and unions, and it has acted for employers too. The team covers unfair dismissal, underpayment, redundancy, discrimination, bullying, adverse action and safety, and advises public sector employees, including in disciplinary matters before bodies such as ICAC. It suits union members and public servants, in the city or the country. Ask about first consultation terms when you call.
Founded in 1946
Also worth knowing
It has seven SA offices, from the Sturt Street CBD office to Roxby Downs.
Lawyers
Patrick North, Practice Leader, Employment and Industrial Law
Elliot Womersley, Senior Lawyer
Areas of employment law handled
Unfair dismissal
Employment contracts
Disciplinary proceedings
Workplace investigations
Independent contractor status
Underpayment of wages
Employee entitlements
Redundancy
Discrimination
Bullying and harassment
Adverse action
Work health and safety
Public sector employment
Office
17 Sturt Street, Adelaide SA 5000
Other details
Other offices
Salisbury, Murray Bridge, Clare, Port Augusta, Whyalla and Roxby Downs
Contact the firm to ask about first consultation terms.
Office
Level 1, 9-13 Market Street, Adelaide SA 5000
Full profile: lawyers, services and sources
About the firm
Lieschke & Weatherill is a Market Street firm that says it acts only for workers, unions and injured South Australians, and has done so since 1995. Its employment team enforces pay and conditions under awards and agreements, runs unfair dismissal and general protections claims, handles discrimination and discipline matters, and advises unions on bargaining, rules and elections. Doyle's Guide listed it as a Third Tier employee representation firm in 2024 and named Michael Ats in 2025. It suits union members and employees. Ask about consultation terms when you call.
Founded in 1995
Also worth knowing
It advises unions on enterprise bargaining, governance, rules and elections.
Lawyers
Michael Ats, Lawyer (Recommended, Doyle's Guide 2025)
No obligation phone consultation, according to the firm.
Office
22 Waymouth Street, Adelaide SA 5000
Full profile: lawyers, services and sources
About the firm
Moloney & Partners has worked from Waymouth Street since 1988, with a second office in Salisbury. Its industrial and employment team, which includes founder Peter Moloney and Ian Milsom, acts for both workers and employers, and the firm says time on both sides of the fence helps it represent clients. For employees it runs unfair dismissal claims under federal and South Australian law, plus general protections, underpayment and contract claims. The firm says it has long been among Adelaide's leading public sector employment lawyers. It suits public servants and other workers. A no obligation phone consultation is available, the firm says.
Opened in 1988
Also worth knowing
The firm offers a no obligation phone consultation.
Lawyers
Peter Moloney, Founder, Industrial and Employment Law
Ian Milsom, Lawyer, Industrial and Employment Law
Martin Hynes, Lawyer, Industrial and Employment Law
Nishara Perera, Lawyer, Industrial and Employment Law
Areas of employment law handled
Unfair dismissal claims
Wrongful termination and breach of contract
Employment contract review
General protections claims
Underpayment of wages
Public sector employment matters
Employer contracts and restructures
Defending unfair dismissal and underpayment claims
Contact the firm to ask about first consultation terms.
Full profile: lawyers, services and sources
About the firm
Wallmans is a multi practice Adelaide firm on King William Street that acts for individuals, businesses and government. Its employment work sits in a practice for employers that covers employment, workplace safety and workers compensation, led by partner Michael Kay, the firm says. That mix suits a business handling an injured worker, a safety incident and an employment decision at the same time. The firm describes the practice as award winning. It suits employers rather than employees. Ask about first consultation terms when you call.
Also worth knowing
Its Adelaide office is on King William Street.
Lawyers
Michael Kay, Partner, leads the employment, safety and workers compensation practice for employers
Contact the firm to ask about first consultation terms.
Full profile: lawyers, services and sources
About the firm
Bradbrook Lawyers is an Adelaide workplace law practice led by principal Jodie Bradbrook. It acts for businesses, not for profits and senior executives on employment, workplace relations, work health and safety, workers compensation and discrimination. The firm reports ten straight years of Doyle's Guide recognition, including 2026 employer side rankings for employment and safety. Its case notes cover South Australian Employment Tribunal decisions. It suits employers and executives. Ask about first consultation terms when you call.
Also worth knowing
Its case notes discuss a South Australian Employment Tribunal Full Bench decision.
Free 30 minute consultation, according to the firm.
Office
133-135 Rundle Street, Kent Town SA 5067
Full profile: lawyers, services and sources
About the firm
Bambrick Legal is a Kent Town practice on Rundle Street, a few minutes east of the CBD, led by principal Adrian Bambrick. Employment law sits alongside its business, family, migration and estates work. The firm says it helps employees, contractors and employers, advising both sides on unfair dismissal, while its industrial relations work is aimed at businesses. It also covers workplace bullying and harassment, safety, and employment disputes and litigation. The team speaks Mandarin, Russian, Spanish and Italian as well as English, the firm says. The first consultation is free and runs for 30 minutes, according to the firm.
Also worth knowing
It aims to reply to enquiries within one business day, the firm says.
Firm details come from each firm's own website. Google ratings are shown as published on Google and don't set the order. Spotted something out of date? Tell us.
Not sure which firm suits you?
Tell us a little about your matter and we'll put you in touch with a Adelaide employment lawyer. It's free and there's no obligation.
How we compiled this list
We include firms with an Adelaide office whose own websites show real employment and workplace relations work. For each firm we read its website in October 2026 and wrote the description ourselves. Some firms act only for workers and unions, one acts only for employers and some act for both, and we say which in each write-up. The Law Society of South Australia doesn't accredit employment law specialists, and we don't describe anyone as one. Doyle's Guide rankings are as Doyle's Guide publishes them or as the firm reports them. Consultation terms are as the firm describes them, so confirm them when you call. We show Google ratings with the date we checked them.
No firm pays for its place on this list, and the order is our own. We write the descriptions ourselves, and firms don't get to edit them. If something here is out of date, let us know. There's more detail on how we rank law firms.
This page is general information, not legal advice. Rules, time limits and fees are as published by the Fair Work Commission, the Fair Work Ombudsman, the South Australian Employment Tribunal, SafeWork SA, Equal Opportunity SA, the Australian Human Rights Commission, ReturnToWorkSA and the Legal Services Commission of South Australia in October 2026. Federal fees, thresholds and the minimum wage are as at 1 July 2026, and the SA Employment Tribunal salary figure is as at 1 January 2026.
Federal or state system: who covers your job
South Australia has two workplace systems running side by side, and which one you're in decides where a dismissal claim goes. Most people working for a private business are in the national Fair Work system. The Fair Work Commission hears their dismissal, bullying and harassment disputes, and the Fair Work Ombudsman deals with pay and entitlements.
Who you work for
Where an unfair dismissal claim goes
A private business
Fair Work Commission
A non government social or community services organisation
Fair Work Commission
The Commonwealth Public Service, or a university
Fair Work Commission
SA Water
Fair Work Commission, because it is a national system employer
The SA Government or a state government business enterprise
South Australian Employment Tribunal
The local government sector
South Australian Employment Tribunal
Source: the South Australian Employment Tribunal. If you're not sure which system you're in, check before the 21 days run out.
The National Employment Standards apply to every national system employee, whatever their award, agreement or contract says. They include a maximum 38 hour week plus reasonable additional hours, flexible work requests, parental leave, annual, sick, carer's and compassionate leave, 10 days of paid family and domestic violence leave a year, notice of termination and redundancy pay. Casuals only get some of these. From the first full pay period starting on or after 1 July 2026, the National Minimum Wage is $26.44 an hour, or $1,004.90 for a 38 hour week.
The Fair Work Commission's Adelaide office is on Level 6 of the Riverside Centre, North Terrace, and its hearings and conferences in South Australia are held there. Its phone number is 1300 799 675, 9am to 5pm on weekdays.
Dismissed? Unfair dismissal, general protections and the 21 day limit
For national system employees, the Fair Work Commission must receive your application within 21 days after the dismissal took effect. It only extends that in exceptional circumstances, such as serious illness. Not knowing about the deadline isn't accepted, and the Commission says late applications are generally not accepted.
When the clock starts: the day after the dismissal takes effect, which is usually the last day of your employment contract. That can be later than your last day at work
Counting: weekends and public holidays count. If day 21 is a weekend or public holiday, the deadline moves to the next business day. A dismissal taking effect on 30 June has a deadline of 21 July
Receipt, not posting: the Commission must receive the application by 11:59pm on the deadline
Fee: $92.70 from 1 July 2026, for unfair dismissal, general protections, unlawful termination and stop bullying applications. You can apply for a waiver if paying would cause serious financial hardship
Claim
Who it's for
Unfair dismissal
Employees whose dismissal was harsh, unjust or unreasonable, wasn't a genuine redundancy and, for a small business, didn't follow the Small Business Fair Dismissal Code. All of these must apply. You need 6 months with the employer, or 12 months with a small business of fewer than 15 employees, and you must be covered by an award or enterprise agreement or earn less than the high income threshold, which is $190,100 from 1 July 2026
General protections dismissal
Employees dismissed for a prohibited reason, such as race, sex, age, pregnancy, disability, family or carer's responsibilities or experiencing family and domestic violence, or because they have a workplace right, like making a complaint about pay
Unlawful termination
People who can't use general protections, usually because they aren't national system employees
You can only make one type of dismissal application, so get advice on which fits before you lodge.
Remedies: the main remedy is reinstatement, meaning getting your job back. The Commission must consider that first, and only orders compensation if reinstatement isn't appropriate. Compensation is capped at the lesser of 6 months' pay or $95,050 (half the high income threshold) from 1 July 2026, and it covers lost income only, not shock, distress or humiliation
If a general protections dismissal claim doesn't settle: the Commission issues a certificate. You then have 14 days from the date on the certificate either to apply to a federal court or, if both sides agree, to ask the Commission to arbitrate
Small businesses: an employer with fewer than 15 employees can rely on the Small Business Fair Dismissal Code. Dismissing on the spot is fair if the employer believes on reasonable grounds that conduct such as theft, fraud, violence or a serious safety breach justifies it. Otherwise it needs a valid reason based on conduct or capacity, a warning and a reasonable chance to improve, and it must be able to show it followed the Code
State public sector and council staff: the SA Employment Tribunal
If you work for the SA Government, a state government business enterprise or the local government sector, your unfair dismissal claim goes to the South Australian Employment Tribunal under the Fair Work Act 1994 (SA), not to the Fair Work Commission.
What counts as a dismissal: being dismissed at the employer's initiative, being forced to resign by the employer's actions, or the employer substantially changing the basis of your employment
The test: the Tribunal decides, on the balance of probabilities, whether the dismissal was harsh, unjust or unreasonable
Time limit: 21 days from when the dismissal became effective. If it took effect at the end of a paid notice period you weren't required to work, the 21 days run from then. Late claims may not be dealt with unless there are exceptional circumstances
Who may be excluded: employees on probation, casuals, apprentices, non award employees earning $185,278 or more a year (from 1 January 2026), and employees under an award with its own unfair dismissal rules
Cost: there is no cost to apply
Conciliation: the Tribunal aims to hold an informal, private conciliation conference within four weeks of lodgement. You must attend in person, and you can bring a representative
Remedies: re-employment in the same or a different position, or compensation. In public sector misconduct cases, the Tribunal can order re-employment with disciplinary action
Money claims in the state system, such as unpaid wages, must be made within 6 years after the amount became payable. There's no time limit for unpaid superannuation contributions.
Long service leave and unpaid wages
SafeWork SA looks after long service leave in South Australia. Casuals are entitled too, and some periods, such as sick leave, can count as service.
Continuous service
Long service leave
10 years
13 calendar weeks
Each completed year after 10
A further 1.3 weeks (9.1 calendar days)
7 years but less than 10, when you leave
A pro rata payment is generally payable
Before 10 years: if you're still employed, your employer doesn't have to grant pro rata leave or a pro rata payment when you ask
When you leave: your employer must pay all long service leave money owing straight away
Cashing out: SafeWork SA says it's only available once you've completed 10 years of continuous service, and that the agreement must be recorded in writing and signed by both of you. Your employer can't force you to take cash instead of leave
Making a claim: SafeWork SA inspectors investigate long service leave claims free of charge. Its Help Centre is on 1300 365 255
Underpaid in the national system? Start with the Fair Work Ombudsman on 13 13 94. The Federal Circuit and Family Court's Fair Work small claims process covers unpaid wages and entitlements up to $100,000 plus interest, going back no more than 6 years before you start the claim. You can't have a lawyer represent you at the hearing unless the court allows it.
Wage theft is a federal crime. Since 1 January 2025, intentionally underpaying an employee's wages or entitlements can be a criminal offence under the Fair Work Act. Honest mistakes aren't covered. Individuals face up to 10 years in prison. Report suspected underpayment to the Fair Work Ombudsman.
Discrimination, harassment, bullying and work injuries
Discrimination. Federal and South Australian laws both apply, with different time limits, so get advice on which suits your situation before you lodge.
Where to go
Time limit
What happens
Equal Opportunity SA
12 months from the discrimination, sexual harassment or victimisation
A late complaint can be accepted if there's a good reason for the delay and it would be fair to both sides. If the Commissioner declines it, you can ask SACAT to rule that it should be accepted
Australian Human Rights Commission
Complain as soon as you can. It can end a complaint made too long after the conduct
A free written complaint under federal law, with no lawyer needed. It investigates and uses conciliation. If it ends your complaint, you have 60 days to apply to the Federal Court or the Federal Circuit and Family Court
Since December 2022, employers and businesses of every size have had a positive duty under the federal Sex Discrimination Act to take reasonable and proportionate steps to eliminate sex discrimination, sexual harassment, sex based harassment, hostile workplaces on the ground of sex and related victimisation, as far as possible.
Sexual harassment. Since 6 March 2023, you can apply to the Fair Work Commission if you were sexually harassed in connection with work in the last 2 years, for an order to stop it, for help resolving the dispute, or both. A union can apply for you. If the dispute isn't resolved, you may be able to go to court, or have the Commission arbitrate if both sides agree.
Bullying. Bullying is repeated unreasonable behaviour towards a worker that creates a risk to health and safety. Reasonable management action carried out in a reasonable way isn't bullying. The Fair Work Commission can order bullying to stop where there's a risk it will continue, but it can't award compensation, and orders only cover workers in a constitutionally covered business, mainly businesses run by a corporation, the Commonwealth or a Commonwealth authority, so check you're eligible first.
Hurt at work? Work injury claims are made under the Return to Work Act 2014 (SA) and decided by a ReturnToWorkSA claims agent or a self insured employer. Tell your employer as soon as practicable and claim within 6 months. To challenge a decision, apply to the South Australian Employment Tribunal for a review within one month of getting notice of it. Our Adelaide personal injury lawyers page covers these claims in more detail.
Choosing an Adelaide employment lawyer, and free help
Start with which side the firm acts for. Some firms on this list act only for workers and unions, one acts only for employers, and others act for both. If you work for the state government or a council, ask whether the firm regularly runs claims in the South Australian Employment Tribunal as well as the Fair Work Commission.
Costs: in South Australia your lawyer must tell you at the start how they'll charge and give you a range of estimates of the total costs, with what might change them. A costs agreement must be in writing or evidenced in writing
Specialists: the Law Society of South Australia's own accreditation covers wills and estates, and it recognises family, immigration and taxation accreditation from the Law Institute of Victoria. If a lawyer says they're an accredited specialist, ask which body accredited them
Move quickly: with a 21 day dismissal limit in both systems, get advice in the first week if you can
Working Women's Centre SA: free, confidential advice on work issues for women workers in SA, especially those without a union or lawyer, on (08) 8410 6499, or 1800 652 697 for country callers
Community Legal Centres SA: free employment law help for women, including unfair dismissal, contractor or employee status, workplace bullying or harassment and police checks. Call Community Legal Centres SA on 1300 860 529
Legal Services Commission Legal Helpline: free general legal advice on 1300 366 424, weekdays 9am to 4:30pm
Fair Work Infoline: 13 13 94, for pay, leave and entitlements
Discrimination bodies: Equal Opportunity SA on (08) 7322 7070, and the Australian Human Rights Commission on 1300 656 419
SafeWork SA: 1300 365 255 for long service leave claims, and ReturnToWorkSA on 13 18 55 for work injuries
Adelaide employment law: common questions
Do I go to the Fair Work Commission or the SA Employment Tribunal?
It depends on your employer. Private sector, community sector, Commonwealth public service and university staff go to the Fair Work Commission, and so do SA Water staff. Employees of the SA Government, a state government business enterprise or the local government sector take unfair dismissal claims to the South Australian Employment Tribunal.
How long do I have to make an unfair dismissal claim in Adelaide?
21 days in both systems. At the Fair Work Commission it's 21 days after the dismissal took effect, counting from the next day and including weekends, and the same limit applies to general protections dismissal claims. At the SA Employment Tribunal it's 21 days from when the dismissal became effective. Both only accept late claims in exceptional circumstances.
Can I claim unfair dismissal if I earn a high salary?
In the national system, yes if you're covered by a modern award or enterprise agreement. The high income threshold, $190,100 from 1 July 2026, only limits people with no award or agreement. In the SA state system, non award employees earning $185,278 or more a year (from 1 January 2026) may be excluded.
How much compensation can I get for unfair dismissal?
At the Fair Work Commission the main remedy is reinstatement, and compensation is only ordered if that isn't appropriate. It's capped at the lesser of 6 months' pay or $95,050 for dismissals from 1 July 2026, and covers lost income only. The SA Employment Tribunal can order re-employment or compensation.
When do I get long service leave in South Australia?
After 10 years of continuous service you get 13 calendar weeks, plus 1.3 weeks for each completed year after that. If you leave after 7 years but before 10, a pro rata payment is generally payable. Casuals are entitled too, and SafeWork SA investigates claims free of charge on 1300 365 255.
How do I make a discrimination complaint in SA?
You can complain to Equal Opportunity SA within 12 months of the discrimination, sexual harassment or victimisation, or to the Australian Human Rights Commission under federal law, which can end a complaint made too long after the conduct, so act quickly. The time limits and processes differ, so get advice on which suits you.
Where can I get free employment law advice in Adelaide?
Working Women's Centre SA gives free, confidential advice to women workers on (08) 8410 6499, or 1800 652 697 for country callers. Community Legal Centres SA offers free employment law help for women on 1300 860 529, and the Legal Services Commission Legal Helpline is 1300 366 424. For pay questions, call the Fair Work Infoline on 13 13 94.
General information only, not legal advice.
Looking in another city? See all our employment lawyers by city, with a plain English guide to how it works.
