Tell us whether the matter is an internal workplace process, ACAS Early Conciliation or an Employment Tribunal claim. State every known meeting, appeal, response or hearing date.

For an earlier workplace problem, this may include the contract, relevant policy, complaint or allegation, investigation material, key correspondence, absence or performance records and a short chronology.

For ACAS or Tribunal work, send the ACAS communication, ET1, particulars, Tribunal correspondence, response date, internal documents and the employer's initial account.

We check whether the enquiry is from an employer, whether the subject falls within the service, whether time permits proper work and whether a conflict exists.

There is no charge merely for receiving the enquiry and deciding whether it is within the service. A detailed merits review or urgent document drafting is paid work and will not begin without agreement.

Employment work should be divided into a clear first task. That might be advice before a disciplinary hearing, review of a grievance outcome, a response to ACAS, preparation of the ET3, or an initial assessment and defence plan.

The written terms will state what is included, what information is required, the fee, timetable and employer's responsibilities.

We complete the defined work and explain the next decision. If another stage is required, such as disclosure, witness statements or a hearing, that work and fee are agreed separately unless already included.

The employer should nominate one person authorised to give instructions. Relevant emails, messages, notes, personnel records and electronic documents must be preserved. Documents should not be altered, recreated or selectively deleted because a dispute has arisen.