The practical questions, answered.

Assessments are usually available within two working days, and same-day where a statutory deadline is close. Saturday mornings are held for employees whose sixty-day window is running.

Your appointment letter, the termination or show-cause letter, your last three payslips, and any messages or documents that tell the story. Photographs of documents are fine. If you have nothing in writing, come anyway — that fact is itself part of the assessment.

Never in the same or related matters. Every new file passes a conflict check against both desks before any lawyer reads it; where a conflict exists we decline the same day and, where appropriate, suggest other counsel.

No, and be wary of anyone who does. What we commit to in writing: an honest merits view at assessment, fee estimates before each stage, and advice that includes "settle" or "walk away" when that is the better answer.

WhatsApp reaches us fast — but no solicitor-client relationship arises, and no advice is given, until a conflict check clears and an engagement letter is signed. For anything deadline-bound, book the assessment rather than waiting on chat.

Yes. The Industrial Court sits in KL and regional divisions, and Labour Offices are nationwide — we appear where the matter is heard, with travel disbursements agreed in advance.

Email or WhatsApp with "URGENT" and your dates. The sixty-day computation does not pause for holidays, so we triage deadline-critical messages first on the next working day — earlier when we can.

The published guide is the guide — what varies is scope. Where budget is genuinely constrained we would rather narrow the engagement (a documents-and-advice stage, a single conciliation appearance) than discount the work and rush it.