Legal reasoning

Think it through with a second mind.

Bring the facts. Counsel sets out the governing principle, applies it to your client's position, and lays out the options and the next steps.

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A client's problem reasoned through, from the facts to the next steps.

Legal reasoning, recorded in the app

How it works

From facts to a way forward.

Structured the way you would reason it yourself — principle, application, options.

  1. 01

    Bring the facts

    Tell Counsel what happened, who your client is, and what they want. Add documents if you have them.
    Counsel
    My client was dismissed after nine years with a private company. No hearing, and the letter gives no reason. What are her options?

  2. 02

    The governing principle

    First the rule that decides the question, stated plainly, with where it comes from.
    Legal reasoning

    The principle

    In a private employment governed only by contract, the employer may generally end it on the notice the contract requires, without giving a reason.

    Where the contract or staff handbook sets a disciplinary procedure, dismissal for misconduct must follow it — including giving the employee a chance to be heard.

  3. 03

    Applied to your client

    Then the rule applied to the facts you gave — what helps her, what doesn't, and what is still unknown.
    Legal reasoning

    Applied

    If her contract or handbook provides a disciplinary procedure and it wasn't followed, the dismissal may be wrongful.

    If it doesn't, her claim is likely limited to the notice pay and the entitlements her contract gives.

    Still to find out: whether she was dismissed or her employment was terminated, and what the contract says about notice.

  4. 04

    Options and next steps

    It ends with what you can do, in order, so the conversation turns into a plan.
    Legal reasoning

    Next steps

    1. Get the contract, the staff handbook and the dismissal letter.
    2. Write to the employer for her outstanding entitlements and the reason for dismissal.
    3. If that fails, consider a claim at the National Industrial Court, which hears employment disputes.

Where it reasons

Across the questions clients bring.

  • Employment

    Wrongful dismissal

  • Tenancy

    Recovery of premises

  • Property

    Title to land

  • Corporate

    Shareholder disputes

  • Commercial

    Breach of contract

  • Banking

    Loan default

  • Succession

    Letters of administration

  • Family

    Custody and maintenance

  • Human rights

    Fundamental rights

  • Arbitration

    Enforcing an award

  • Tax

    Tax assessments

  • Intellectual property

    Trademark infringement

Questions

Questions lawyers ask first.

Does it replace my judgment?
No. It's a second mind to test your thinking against. The advice your client receives is yours.
Can I ask follow-up questions?
Yes. The conversation keeps the facts you've given, so you can push on any point without starting again.
Can it work from my matter?
Yes, if you use Chambers. Counsel can work from the matter's court record, diary and tasks instead of you retyping them.
Is what I tell it kept private?
We don't use your content to train AI models, and it's encrypted in transit and at rest.

Bring the hard question.

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