Guide · Employment

After termination, evidence timing often matters as much as legal theory.

Many employment matters are lost early because the worker focuses only on whether the employer acted unlawfully, while key records on notice, payroll, attendance, policy communication, or account access are not preserved quickly enough.

Identify the termination basis Layoff, misconduct, probation, and disguised forced resignation require different handling.

Fix the timeline Notice date, payroll stop date, and handover timing all matter.

Match policy evidence Internal rules and whether they were actually communicated can be decisive.

Start with the AI assistant Call Directly

Four questions to confirm first

Whether the employment relationship and pay structure are clearly documented.
What exact termination or disciplinary notice was served and when.
What the main objective is: reinstatement, compensation, salary, or non-compete relief.
Where the current evidence is strong and where the gaps remain.

First batch of materials

Employment contract, payroll records, social insurance records, attendance, and notice emails or chats.
Policy documents, handbook acknowledgements, and performance materials.
Handover notices, account shutdown evidence, and process records.
Equity incentive grant materials if the dispute also involves incentive rights.

When direct lawyer follow-up is advisable

An arbitration notice, lawyer letter, or formal termination document has already been received.
The dispute amount is material or involves a senior role, non-compete, or equity incentive.
The employer is already aligning its internal narrative or cutting system access quickly.
The goal is to protect both monetary outcome and professional position.

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