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Team Members

Megan Pool

Megan provides advice and assistance to clients on all aspects of employment, industrial relations, anti-discrimination and safety.

As an associate in Cooper Grace Ward’s Workplace Relations and Safety team, Megan advises a range of clients across various industries on issues such as unlawful discrimination and sexual harassment, the operation of employment contracts and restraint of trade provisions, independent contractor and employee distinctions, and award and enterprise agreement applicability and provisions. In addition, Megan advises on dismissal risks and strategies, management of ill and injured employees, compliance and duties under workplace health and safety legislation, workers’ compensation claims and general protections claims.

Megan has extensive experience with litigation across various jurisdictions, and is experienced in defending general protections claims, industrial disputes, bullying, unfair and unlawful dismissal claims, workplace health and safety, discrimination and harassment matters.

  • Solicitor – Supreme Court of Queensland
  • Bachelor of Laws (Hons)– Queensland University of Technology
  • Bachelor of Business (International Business Management) – University of Queensland
  • Member – QLS (Queensland Law Society) Wellbeing Committee
  • Certified – Mental Health First Aid.
  • Providing clients with advice and assistance in response to unfair dismissal and adverse action claims
  • Drafting and assisting clients with the implementation of employment contracts, contractor agreements, policies and other employment documents
  • Providing advice and assistance in disciplinary processes and assisting in Public Service Appeals in the Queensland Industrial Relations Commission
  • Assisting clients in relation to industrial activity, right of entry and other disputes
  • Providing clients with advice in relation to the termination of employees, including redundancy and disciplinary matters
  • Assisting a client in defending general protections and breach of contract proceedings in the Federal Court of Australia and with an appeal to the Full Federal Court of Australia
  • Assisting a client in defending an industrial dispute in the Federal Court of Australia
  • Assisting clients with managing ill and injured employees with a particular interest in managing mental illness in the workplace
  • Undertaking workplace investigations for clients concerning allegations of harassment, bullying and other employee misconduct
  • Providing clients with advice and assistance in relation to restraint of trade matters
  • Assisting a client in defending discrimination proceedings on the basis of sex in the Queensland Human Rights Commission
  • Providing advice and assistance to clients in responding to sexual harassment claims in the workplace
  • Drafting enterprise agreements, assisting clients throughout the bargaining process and preparing materials for approval of enterprise agreements by the Fair Work Commission
  • Assisting a client in response to a safety related incident and a related safety prosecution.

Areas of Expertise


Can employers require an employee to work on a public holiday?

In a major decision regarding the application of the public holiday provisions of the Fair Work Act, the Full Federal Court has found that terms of employment that require employees to work on a public holiday will not be consistent with the National Employment Standards. This is the case even in circumstances where an employer’s operations are conducted over 365 days per year and an employee’s remuneration includes compensation for the requirement to work on those days.

Medical cannabis in the workplace – risks and challenges for employers

With an increasing number of employees taking prescribed medical cannabis in the workplace, it is important for employers to understand their legal obligations when managing these employees.

Recent unfair dismissal case shines light on requirements for ‘genuine redundancy’

A recent decision of the Fair Work Commission serves as a timely reminder of the requirements that must be followed when terminating an employee by way of redundancy.