Employment enquiries come from employers asking about a policy and from employees worried about their job. The intake agent can ask different questions depending on who is calling, record the facts in order and note any dates mentioned. A lawyer then decides whether the firm acts for that person. The agent gives no view on whether a claim is strong, and it never tells a caller what their rights are.
Facts in employment matters sit in emails, letters and messages. The agent can ask the client to upload documents, then summarise them into a timeline with each date tied to its source. A lawyer reviews the timeline and corrects it.
Because employment disputes can involve tight deadlines, we ask your lawyers which dates matter. The agent can note a dismissal date, a grievance date or a notice period when the caller mentions it, and flag it. It cannot confirm that a deadline applies. A lawyer does that.
For employment contracts or settlement terms, the contract review agent can mark unusual or missing terms against your playbook. A lawyer reviews and decides. Not every matter fits. Cases that turn on credibility or fast-moving facts still need a lawyer from the first conversation, and we set rules so they are routed that way.