Distinguish the relevant dates
The notice date, receipt date, last day worked and date recorded by the employer may differ. List each date with its supporting document and mark estimates clearly. Explain who initiated the ending of the relationship and summarize subsequent events chronologically.
Separate payment records
Group payslips, bank statements, bonus details, expense claims and leave records. Flag differences between payment references and explanations you received. A single bank total does not establish which entitlements were covered. Pay components and the circumstances of departure need to be reviewed together.
Preserve signed and unsigned versions
Separate termination letters, resignation documents, handover records and proposed settlements. Record who signed each version and whether it is dated. Note where originals are held. Do not create evidence, alter documents or fill blanks retrospectively; connect the existing records to the chronology.
Identify priorities and urgent information
List questions about payments, handover, work records or existing proceedings. Ministry guidance distinguishes different ways employment can end; outcomes are not identical. Share any formal notice or existing application promptly. Deadlines and the appropriate procedure depend on the specific facts rather than a generic online calculator.
Before your consultation
- Timeline of notices and last working dates
- Payslips, payment and leave records
- Signed and unsigned versions of documents
Frequently asked questions
Are resignation and employer termination assessed alike?
The form and circumstances of departure matter. Both the wording and the sequence of events need review.
Can I bring an estimated compensation calculation?
Bring it as a working note, not a confirmed result. Service periods, payment components and the circumstances of departure require separate assessment.
General information only; not a substitute for legal advice on a specific matter.