Seone leads Batch Mewing’s Employment practice, bringing extensive experience advising leading employers across all aspects of employment law.
She assists clients to manage workplace issues, minimise legal risk and navigate complex employment matters, providing tailored advice that reflects each client’s business, workforce and operational needs. Her experience spans a diverse range of industries, including financial services, education, mining and resources, manufacturing, aviation and local government.
Recognised for her commercial and solutions-focused approach, Seone works closely with clients to understand their business and workplace priorities. She provides clear, practical guidance that helps organisations address employment challenges, identify and manage risk early, and make confident decisions that support their broader strategic objectives.
Selected representations
FWC Enterprise Agreement Dispute
Advising on the interpretation and application of industrial instruments including successfully representing a client in a FWC industrial dispute over the interpretation of an enterprise agreement worth approximately $300,000 per annum.
Wage Underpayment and Misclassification Matter
Advising an education sector client with approximately 500 employees in relation to a significant wage underpayment matter arising from the misclassification of employees and their allowances, with estimated underpayments ranging from $500,000 to $1.2 million, including assisting with the remediation process and management of auditing processes to detect further non-compliance.
Employer-Sponsored Visas and Skilled Migration Workers
Advising employers on workplace-related sponsorship and visa matters involving skilled migrant workers, including employer-sponsored visa pathways and employer compliance obligations.
Whistleblower and Public Interest Disclosure
Providing advice on the management of whistleblower complaints, public interest disclosures and investigations referred to the Crime and Corruption Commission.
Core service areas
Employment Contracts and Workplace Policies
Workplace Investigations
Employer-Sponsored Visas and Skilled Migration
Dismissals and Workplace Disputes
Discrimination, Bullying and Harassment
Wage Compliance and Employment Entitlements
Restraints, Confidentiality and Post-Employment Obligations
Performance security has long been one of the most contested aspects of construction projects.
Retentions and bank guarantees regularly remain in dispute well after completion. Security release can then be tied up in contractual arguments about defects, delay, or final accounts.
The reforms to Victoria’s security of payment regime change that, by giving claimants a clear statutory pathway to recover performance security.
Victoria’s security of payment system is expanding significantly, commencing 15 April 2026 (with some limited exceptions). Importantly, the changes will apply to existing construction contracts, as well as new contracts.
The construction cases handed down in 2025 reinforced a theme that many in the industry already understand in theory, but still get caught out by in practice: process and precision matter. Whether it is the way payment schedules are prepared, or how contracts are formed, the courts have shown little tolerance for shortcuts.
