Aged care provider600 employees
0unfair dismissal claims
Restructure across four residential sites
Consultation completed on schedule, with redeployment offered to every affected employee.
Workplace & people advisory · Brisbane
Considered counsel for the people side of business.
Calder & Finch advises Queensland employers on workplace investigations, employment relations and organisational change, with the judgement of senior practitioners and the discretion the work demands.
- advising Queensland employers
- 17 years
- independent investigations completed
- 450+
- of clients return for further advice
- 96%
- accountable for every matter
- One principal
Advising employers across
- Health & aged care
- Professional services
- Construction & property
- Education
- Not-for-profit
- Local government
How we help
Start with what’s happening in your workplace.
Most people don’t call us asking for a service. They call because something has happened. Choose the situation closest to yours to see how we would approach it.
Recommended service
Workplace investigations
Act promptly and impartially. We advise on the immediate steps, including interim measures, confidentiality and communication, and can conduct an independent investigation that will withstand scrutiny.
- First step
- Speak with an investigations principal the same day.
- Timing
- Initial advice within 24 hours
Recommended service: Workplace investigations. Initial advice within 24 hours.
Our approach
When the stakes are human, advice has to be both rigorous and humane. We help leaders act decisively, treat people fairly and make decisions that stand up to scrutiny, from the boardroom to the Fair Work Commission.
Eleanor Calder, Managing Principal
Services
Six practice areas. One standard of care.
Every matter is led by a senior practitioner, scoped in writing and delivered with the same attention to process, whatever its size.
01Workplace investigationsIndependent, procedurally fair investigations into bullying, harassment, misconduct and whistleblower disclosures, with findings that withstand review.
- Allegation framing and investigation plans
- Witness interviews and evidence analysis
- Findings reports for boards and decision-makers
02Employment relationsPractical advice on performance, conduct, leave and termination, grounded in the Fair Work Act and your industrial instruments.
- Performance and misconduct processes
- Enterprise agreement support
- Fair Work Commission preparation
03Organisational changeRestructure design, consultation and redundancy processes managed with care, precision and a clear communication plan.
- Change proposals and consultation plans
- Redundancy and redeployment processes
- Leader briefings and employee communications
04Award & pay complianceClassification reviews, pay audits and remediation programmes that resolve issues before they become regulatory matters.
- Award interpretation and classification
- Underpayment reviews and remediation
- Payroll controls and record keeping
05Psychosocial risk & cultureRisk assessments, culture reviews and positive-duty programmes that build safer, more respectful workplaces.
- Psychosocial hazard assessments
- Positive duty action plans
- Culture and engagement reviews
06Fractional HR & policyPart-time senior HR leadership, plus contracts, policies and handbooks that reflect current law and how you actually operate.
- Retained HR partner
- Contracts, policies and handbooks
- Manager capability programmes
Selected engagements
Outcomes that hold up.
Client names are withheld. Confidentiality is fundamental to our work, and many of our clients prefer it that way.
Professional services firm140 employees
19days to findings
Independent investigation into allegations against a senior partner
Findings delivered to the board with recommendations adopted in full.
Construction group320 employees
6weeks to remediation
Award compliance review across three agreements
Underpayments remediated before becoming a regulatory matter, with new payroll controls in place.
Workplace compliance check
How exposed is your organisation?
Eight questions drawn from the issues we see most often. Answer honestly for a clear view of where to focus. Nothing you select is stored.
01Every employee has a current written contract or letter of offer.
02Award classifications and pay rates have been reviewed in the last 12 months.
03Employee records are complete and kept for seven years.
04You have a documented complaints process that managers understand.
06Leaders understand the positive duty to prevent sexual harassment.
07Your policies address after-hours contact and the right to disconnect.
08Casual engagements are reviewed regularly under the current rules.
Our people
Senior practitioners, on every matter.
You will always know who is advising you. Our principals lead each engagement personally, supported by a team of nine advisers.
Managing Principal
Eleanor Calder
LLB (Hons) · FAHRI
A former employment lawyer, Eleanor has advised boards and executives on workplace relations for more than twenty years.
FocusBoard advisory and complex employee relations
Principal, Investigations
James Finch
Cert IV Government Investigations · CAHRI
James has led more than 300 workplace investigations for public and private sector employers across Queensland.
FocusInvestigations and whistleblower matters
Senior Consultant, Organisational Change
Anika Rao
MBA · CAHRI
Anika designs and leads restructures that keep organisations compliant and their people informed at every step.
FocusChange management and redundancy
Getting started
What happens when you get in touch.
- I
A confidential conversation
A 30-minute call with a principal to understand the situation. There is no charge and no obligation.
- II
A clear scope and fee
We confirm the approach, timeframe and a fixed or capped fee in writing before any work begins.
- III
One principal, accountable
A senior practitioner leads your matter from start to finish and keeps you informed at every step.
Insights
Briefings for employers.
Workplace lawSeptember 2026
The right to disconnect: what counts as reasonable contact out of hours
6 min read
Psychosocial safetyAugust 2026
Five questions every board should ask about psychosocial risk
8 min read
InvestigationsJuly 2026
Procedural fairness, explained for managers
5 min read
Contact
Speak with a principal.
Tell us a little about the situation and we’ll arrange a confidential conversation, usually within one business day.
- (07) 5550 2180Employer advice line
- Monday to Friday8:00am to 6:00pm
- Eagle Street, Brisbane CityMeetings by appointment