Practice
Building a one-page consultation brief
Advisors skim. A one-page brief respects that reality and keeps wrongful dismissal discussions anchored to facts you can point to.
The six fields we recommend
- Role and tenure. Job title, site, start date, probation status if relevant.
- Notice facts. Letter date, receipt date, stated end date, signer.
- Stated grounds. A short quotation, not a paraphrase that softens or sharpens the language.
- Document index. Three to seven items with labels (contract, appraisal 2025, chat export limited to March).
- Open questions. What you want the consultation to clarify first.
- Known gaps. Records you requested but do not yet have.
Why one page beats a binder
Binders are useful later. In the first meeting, volume can hide the probation clause or the works council reference. Our Case File Track learners often keep the binder at home and bring the brief plus two supporting documents.
Tone on the page
Write in neutral sentences. “On 3 June I received a letter stating …” outperforms “They unfairly …”. Neutrality is not surrender; it is a way to let the advisor apply judgment without untangling emotion first.
Where this sits in Cyberworkflows
Module 6 of Wrongful Dismissal Consultation Prep is dedicated to assembling and stress-testing this page. Peer critique, when available, focuses on clarity — never on predicting case outcomes.