My approach

My approach is calm, steady, and focused on helping you understand what is happening without adding pressure or urgency. I work in a way that supports clarity, emotional safety, and practical next steps. I take the time to understand your situation, what you have been told, and what you are worried about.

From there, we move through the process in a structured way so you can make informed decisions at a pace that feels manageable. I do not take over the situation or speak on your behalf. Instead, I help you stay grounded, prepare for conversations or meetings, and understand what each step means. My role is to support you, not to direct you.

People often tell me that having someone neutral, steady, and clear makes the situation feel less overwhelming. My focus is on helping you feel supported, informed, and ready for what comes next.

How I support you.

I provide calm, structured support for an employee, an employer, or a support professional who is assisting someone through a difficult moment. My role is to help you understand what is happening, what your options look like, and what the next step involves, at a pace that feels safe.

Many people contact me when they need:

•      a clear explanation of what a workplace process means

•      help understanding communication they have received

•      support preparing for a meeting, conversation, or response

•      guidance on what to expect next

•      steady, practical steps to reduce overwhelm

•      someone neutral to help keep the situation grounded

•      assistance supporting a person who is distressed or unsure

I do not provide legal advice.

 I offer structured, non‑legal workplace support that helps you stay steady, informed, and prepared.

My focus is on clarity, safety, and practical next steps.

If this is you…

An employee…

• unsure how to respond to communication from their employer

• worried about saying the wrong thing or making the situation worse

• facing dismissal, allegations, or a process they have never been through before

• feeling overwhelmed, distressed, or alone in managing the issue

An employer…

• trying to respond fairly to a situation that has become complex or sensitive

• unsure how to communicate with an employee who is distressed or struggling

• wanting to maintain procedural fairness but feeling out of their depth

• needing calm, structured guidance to avoid escalation

A support worker, advocate, or family member…

• supporting someone who is overwhelmed or confused

• receiving mixed or unclear information from multiple parties

• trying to keep someone steady while also managing practical steps

• feeling responsible for helping, but without clear direction.

You do not need to have everything organised before reaching out.

You do not need to know the right words.

You do not need to feel confident about the process.

If any of this sounds familiar, you are in the right place.

I provide calm, step‑by‑step support for an employee, an employer, or a support professional assisting someone through a difficult moment at a pace that feels safe.

What I do not do

It is important to be clear about the limits of my role. This helps keep the process steady, transparent, and safe for everyone involved.

I do not provide legal advice.

I do not act as a lawyer, representative, or advocate in any legal process.

I do not prepare legal documents or advise on legal rights, entitlements, or outcomes.

I do not speak on your behalf in meetings, hearings, or formal processes.

I do not make decisions for an employee, an employer, or a support worker.

I do not replace workplace policies, HR functions, or legal requirements.

My role is to provide calm, structured, non‑legal support that helps you understand what is happening, what the next step involves, and how to stay steady throughout the process.

If you need legal advice, I can help you identify when it may be appropriate to seek it.

It is important to be clear about the limits of my role. This helps keep the process steady, transparent, and safe for everyone involved.

I do not provide legal advice.

I do not act as a lawyer, representative, or advocate in any legal process.

I do not prepare legal documents or advise on legal rights, entitlements, or outcomes.

I do not speak on your behalf in meetings, hearings, or formal processes.

I do not make decisions for an employee, an employer, or a support worker.

I do not replace workplace policies, HR functions, or legal requirements.

My role is to provide calm, structured, non‑legal support that helps you understand what is happening, what the next step involves, and how to stay steady throughout the process.

If you need legal advice, I can help you identify when it may be appropriate to seek it.

Fees:

My fees are fixed, so you know the cost before any work begins. There are no hourly rates, percentage‑based fees, or added charges unless we discuss them first. Each tier is delivered to completion. When the agreed work for that tier is finished, my involvement ends unless you choose to continue.

A brief triage call (around 15 minutes) is available so you can explain what is happening and check whether my support is the right fit. If you go ahead, the Tier 1 fee is paid after this call. When Tier 1 is delivered to completion, my involvement ends unless you choose another tier. The Tier 1 fee is absorbed into Tier 2 or Tier 3 if you continue.

Employee Services and Fees

For workers, employees, and clients referred by support coordinators, recovery coaches, advocates, or family members. These tiers cover workplace issues, early resolution, written responses, and non‑legal support through processes such as conciliations.

Tier 1 – Early Advisory / Pre‑Intake Support – $295. Early guidance to understand your situation, options, and next steps. Delivered to completion. If you continue, the $295 is included in the total fee.

Tier 2 – Written Response and Process Support – $1,395. For people preparing their written response and self‑representing at the Fair Work Commission conciliation. Includes reviewing materials, preparing the F2 or F3, drafting your written response, procedural guidance, and preparation for conciliation. If Tier 1 was paid, the remaining fee is $1,100.

Tier 3 – Full Early Resolution Support (including conciliation) – $1,850   Includes everything in Tier 2 plus a pre‑call strategy session, support during the conciliation, and a post‑call summary. If Tier 1 was paid, the remaining fee is $1,555. You may also choose this tier directly.

Employer Services and Fees

For employers needing non‑legal support with workplace issues, communication, early resolution, written responses, or conciliation. Pricing mirrors the employee tiers.

Tier 1 – Early Advisory / Issue Clarification – $295   Clarifies the issue, obligations, risks, and next steps. Delivered to completion. Absorbed into Tier 2 or Tier 3 if you continue.

Tier 2 – Written Response and Process Support – $1,395. For employers preparing written responses, reviewing allegations, drafting statements, and planning communication. If Tier 1 was paid, the remaining fee is $1,100.

Tier 3 – Full Early Resolution Support (including conciliation) – $1,850   Includes everything in Tier 2 plus pre‑call strategy, support during conciliation, and a post‑call summary. If Tier 1 was paid, the remaining fee is $1,555.

Preparing Written Responses (F2/F3)

Included in Employee Tier 2, Employee Tier 3, Employer Tier 2, and Employer Tier 3. If you have drafted your own F2 or F3, I will review it with you unless substantial redrafting is needed.

Tier 4 – Support for Hearings, Appointments and Critical Incidents (Non‑Legal) – $1,250

For any client or the person supporting them who needs non‑legal support in hearings, appointments, or high‑stress situations. This may include Local Court appearances, Mental Health Act matters, police‑initiated detention, hospital admission, clinical reviews, workplace incidents, or other urgent situations.

Includes preparation for what to expect, organising information, developing a communication strategy, attending as a support person (where appropriate), and a post‑hearing or post‑appointment debrief. Delivered to completion. Available to all clients and not limited to workplace matters.

Optional Add‑On Services

Used only where appropriate and not added to the $295 fee unless you choose them. Each is delivered to completion.

• General award and leave review – $180.

• Document review – $220.

• Reputational strategy – $250

• Communication strategy and tone calibration – $240

• Chronology and evidence organisation – $260

• Procedural roadmap creation – $300

• Reputational risk review – $220

• Meeting preparation and debriefing – $240

• Settlement communication support – $260

Hourly advisory (if applicable) – $295   For one‑off advisory sessions. If you later choose a fixed‑fee tier, the $295 is deducted from the total fee.

What You Can Expect From This Practice

For individuals experiencing workplace difficulty or uncertainty.

This practice provides a calm and steady foundation for people navigating challenging workplace experiences. You may be feeling unsure about what has happened, overwhelmed by communication, or uncertain about whom to trust. Many people feel this way, especially when events have moved quickly or when the situation has become emotionally heavy.

This space helps you organise your material, understand the sequence of events, and prepare clear and respectful communication. All support remains strictly within the boundaries of non‑legal services. You receive guidance that helps you understand your situation and plan your next steps without crossing into legal advice.

The process is transparent and predictable. You always know what is happening and why. Some workplace pathways move quickly, and it can be helpful to seek support early, particularly because certain applications have short timeframes, including the general twenty‑one‑day period that applies to unfair dismissal matters. This information is provided for awareness only and is not legal advice.

This practice is built on clarity, safety, and trust. You remain in control of your decisions at every stage. I guide the structure so you can move through your situation with steadiness and a clearer sense of what comes next. Many people describe the experience as grounding because the approach is calm, respectful, and free from pressure.

If you are seeking support that is steady, reliable, and centred on your wellbeing, this practice offers a safe and trustworthy place to begin.

For employers seeking clarity, structure, and respectful communication

This practice provides a clear and steady foundation for employers managing complex or sensitive workplace situations. You may be navigating communication breakdowns, operational pressures, or uncertainty about how to respond in a way that is respectful, consistent, and safe for all involved.

This space helps you organise information, understand the sequence of events, and prepare clear and professional communication. All support remains strictly within the boundaries of non‑legal services. You receive structured guidance that helps you maintain clarity and predictability without crossing into legal advice.

The process is transparent and steady. You always know what is happening and why. Some workplace pathways move quickly, and many employers find it helpful to seek support early, particularly because certain applications have short timeframes, including the general twenty‑one‑day period that applies to unfair dismissal matters. This information is provided for awareness only and is not legal advice.

This practice is built on clarity, safety, and trust. You remain in control of your decisions and your direction. I guide the structure so you can respond with confidence, maintain respectful communication, and support a safe and stable workplace environment.

If you are seeking support that is calm, reliable, and grounded in respectful communication, this practice offers a steady and trustworthy place to begin.

The actual process

Support typically unfolds in a clear, predictable sequence that protects your emotional steadiness and helps you stay organised.

Step 1: Intake – Your journey starts here

You begin by completing a structured intake form inside your Karnak envelope. It is designed to help you share your timeline, tone, and goals clearly and gently.

Step 2: Review and scaffolding

I review your intake and begin scaffolding your response. This may include a draft timeline, a respectful reply, or a procedural overlay, always tailored to your tone and matter type.

Step 3: Refinement and clarity

We refine together. You guide the tone, and I support the structure. Whether it is a conciliation script, a file note, or a tribunal‑safe response, we shape it until it feels right.

Step 4: Conciliation preparation

If your matter proceeds to conciliation, I will help you prepare calmly and clearly. This includes a respectful opening statement, a structured summary of events, and a clear articulation of your goals, all paced to protect your emotional wellbeing.

Step 5: Submission or resolution

You decide how to proceed. You may submit, attend a conciliation, or pause. I help you prepare documents, anticipate procedural steps, and stay emotionally grounded throughout.

Step 6: Closure and next steps

Whether the matter resolves or continues, I will help you close the loop. This may involve preparing a statement of service, a no‑liability resolution, or documenting the journey for future clarity.

Client Journeys

Daniel Khoury – Unfair Dismissal (QLD)

Many workers feel disoriented when performance expectations escalate without clear guidance or support. After being placed on performance management without proper training and later dismissed, Daniel felt blindsided by the sudden shift in expectations. Through a structured and steady process, he prepared a respectful unfair dismissal application that outlined the procedural gaps he had experienced and clarified his position. He later shared that the support helped him feel more grounded and gave him a clearer sense of direction during a difficult moment.

Liam Travers – Misconduct Allegation (TAS)

Serious allegations can leave workers feeling overwhelmed, especially when the process begins suddenly and the expectations are unclear. Liam was stood down after allegations of verbal abuse and victimisation were raised, and he felt unsure how to organise his response. Through a calm and structured process, he worked through the sequence of events, clarified the procedural issues, and prepared a clear response for the misconduct process. He later shared that the support helped him feel more settled and gave him the confidence to participate in the process with greater clarity.

Nathan Galea – Apprenticeship Dismissal (ACT)

Apprentices can feel particularly vulnerable when their employment ends suddenly, especially because employers are permitted to end an apprenticeship in certain circumstances. Nathan was dismissed after contacting a supplier about pricing, despite having worked independently for months, and he felt unsure how to respond. Through a calm and structured process, he clarified the sequence of events, identified the procedural issues, and prepared a respectful unfair dismissal application. He later shared that the support helped him feel more settled and gave him the confidence to participate in the process with greater clarity.

Melissa Quinn – Psychological Injury (VIC)

Psychological injuries can leave workers feeling vulnerable, especially when the workplace experience has already been distressing. Melissa was dismissed while recovering from a psychological injury linked to workplace bullying, and she felt unsettled when unverified allegations were raised during the process. Through a calm and structured approach, she gathered her medical material, clarified the events that had contributed to her injury, and prepared a respectful response for conciliation. She later shared that the support helped her feel more secure and gave her the confidence to participate in the process with greater clarity.

Kevin Lam – Misconduct Allegation (VIC)

Misconduct allegations can place significant pressure on managers, particularly when expectations shift quickly and communication becomes strained. A manager sought support after an allegation of misconduct was raised against an employee and wanted to ensure that his communication remained steady, respectful, and procedurally clear. Through a structured and calm process, he organised his documentation, clarified the sequence of events, and prepared communication that reflected fairness and care. He later described the experience as grounding and said the support helped him move through a difficult situation with greater confidence and clarity.

Mark D’Souza – Adverse Action (NSW)

Workers can feel exposed when they speak up about workplace practices and the situation escalates quickly. After raising concerns about drug testing procedures, Mark was stood down and later dismissed, leaving him unsure how to organise his response. Through a structured and steady process, he clarified the protected conduct, identified the procedural issues, and shaped the material required for his Part 3‑1 general protections response. He later shared that the support helped him feel more grounded and contributed to a calmer, no‑liability resolution.

Confidentiality

Your information is kept private and used only to understand your situation and provide support. It is not shared with any employer, agency, or third party unless you ask me to share it as part of your matter — for example, when preparing material for a conciliation, submitting a form you have approved, or attending with you in a workplace or tribunal process.

When to Contact Me

You do not need to wait for a meeting request, allegation, or dismissal. Many people reach out when something feels unclear, uncomfortable, or uncertain. If something in your workplace experience does not feel steady or fair, that is enough to begin.

After You Submit the Form

You will receive a reply confirming the next step. If a brief triage call is appropriate, you will be offered a time. There is no pressure to continue, and you remain in control of the pace at all times.