About McDonald Murholme
McDonald Murholme is well-known for its employment law expertise, acting for employees.
McDonald Murholme was formally established in 1996 incorporating the practice of Alan McDonald who has practised in employment law and other areas as both a barrister and a solicitor since 1978. McDonald Murholme grew rapidly in response to a demand by employees following changes to the employment laws in the 1990s. Recent indicators show that McDonald Murholme is the preferred choice by a majority of employees in Victoria.
The radical changes made by Julia Gillard as the Minister of Employment and Workplace Relations in 2009 substantially increased workplace rights. These rights now form McDonald Murholme’s core business and are utilised for the benefit of its clients. McDonald Murholme has acted in many of the landmark cases and continues to do so with vigour and enthusiasm.
McDonald Murholme has been a foundation member of Quality in Law (QL) since 1997. The Excellence in Law program fuels the firm’s systems to ensure that it can deliver an efficient, and affordable legal service when acting for individuals, who do not budget for unexpected or high legal costs. McDonald Murholme comprises a good balance of bright young lawyers and experienced employment lawyers.
Our Mission & Vision
About 87% of employees from CEOs to clerical staff do not have access to free legal advice (e.g. by the union) but need strong independent representatives in dealing with employment problems.
McDonald Murholme provides strategies to make the law work effectively for employees as it is intended to do so by the lawmakers. McDonald Murholme has successfully supported employees exercising their rights over the long-term since the Keating government completely changed the landscape, creating a raft of rights for employees outside of the union movement.
In most legal disputes the best service to a client is an early resolution. An immediate attempt to resolve the problem is best achieved through direct negotiations – this is consistent with the Civil Procedure Act 2010. These negotiations require a prompt and personal service for which the firm will often offer a conditional cost ‘no-win-no-fee’ fixed cost agreement. For about 50% of clients, no formal legal proceedings are required. This saves costs, prevents damage to reputation and lets clients ‘get on with their life’.
Many employees seek advice from McDonald Murholme when they are facing termination of employment or unfair dismissal. The optimum time for an employment law client to approach McDonald Murholme is at the first sign of the problem arising and before the dismissal occurs or reputational damage is done. Issues of workplace bullying and harassment, redundancy, unjustified warnings and punitive performance management are most common.