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brisbane

level 16, 324 queen st,
brisbane qld 4000
+61 7 3235 0400

dandenong

40-42 scott st,
dandenong vic 3175
+61 3 9794 2600

melbourne

level 7, 600 bourke st,
melbourne vic 3000
+61 3 8615 9900

sydney

level 21, 20 bond st,
sydney nsw 2000
+61 2 8298 9533

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Veronica Voulgaris

associate, employment, safety and migration

meet Veronica

about Veronica

Employment law is an ever-changing legal space which keeps employment lawyers like Veronica Voulgaris on their toes. She understands that as a result of this  evolving nature, clients often require timely advice to ensure they are adhering to relevant legislation and best practice.

Veronica does not shy away from a challenge and understands not every employment situation is the same. This means  no two clients will receive the same advice. Veronica takes the time to build a rapport with her clients which enables her to talk straight and provide solutions based on the client’s business and employee management processes.

“No two businesses are the same. Clients can rely on me to deliver solution-based advice in a timely manner and with their business objectives at the forefront of my mind.”

Areas of Expertise

award interpretation
employment agreements
general employment advice
managing terminations
termination disputes, including unfair dismissals and general protections
workplace disputes
workers compensation claims

industries

civil construction
manufacturing
professional services

recent experience

  • defending workcover claim related to stress

    Assisting an employer manage a frivolous claim in relation to stress with a well-documented performance management process. This also involved assisting the employer with the investigation process undertaken by the employer’s insurer in relation to the claim. The claim was ultimately rejected on the basis that the employer was not liable for the alleged injury as it had engaged in reasonable management action.

  • acting for an employer in an unfair dismissal matter

    Assisting an employer who terminated an employee due to poor performance. The employer documented all meetings and provided the employee with an opportunity to improve their performance (which did not occur) before ultimately, terminating the employee’s employment. The employer successfully settled the claim without the involvement of the Court.